Final paper Employee Training

Employee Training: Considerations
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Employee Training: Considerations
The success of any organization is highly dependent on the performance of employees. Organizations that have the best talent in the industry have a competitive edge, and as such, it is important to focus on not only attracting and maintaining the best talent but also continuously developing and nourishing the talent. According to Rodriguez and Walters (2017), providing employees with training and development opportunities improves their skills and competencies, therefore giving the organization a global competitive advantage. However, to achieve the maximum benefits of employee training and development, organizations must have effective training courses and programs. This is especially the case in the era of globalization. Kopp (2014) indicates that human resource (HR) professionals must adapt their HR practice to fit the needs of an international workforce. One of the areas of consideration in HR practice is cultural diversity. Most organizations are globalized, and as such, HR professionals in such organizations manage a diverse workforce with different cultural practices. To foster positive and respectful relationships among a diverse workforce, a diversity training course is necessary. Fujimoto and Hartel (2017) reveal that diversity training was introduced in HR practice to help employees form unbiased and non-discriminatory relationships with each other in the workplace. A cultural diversity training course helps employees eliminate biases and stereotypes about employees with different cultural backgrounds. The purpose of this paper is to address the legal, cultural, and ethical implications in the creation of a cultural diversity training course. It will also discuss the appropriate media and effective implementation approach for a global organization.
Legal Implications
Over the years, organizations have been motivated to create cultural diversity training courses and other diversity initiatives because of the benefits associated with having such initiatives. On a legal aspect, several issues motivate organizations to create a cultural diversity training course. One of the issues is compliance. According to Dover, Kaiser, and Major (2019), many countries have anti-discrimination laws that require employers to make sure that the workplace environment is just and fair. Employers are required to ensure that they establish a non-discriminatory culture. This means that employees from minority cultures and ethnic groups should be treated fairly and equally with their counterparts from dominant cultures. By training employees on how to treat each other and eliminate bias and stereotypes, the organization protects itself from accusations of non-compliance with the law. The second issue is that a cultural diversity training program informs employees on the existing laws and regulations relating to discrimination against people from a different cultural background (Fujimoto & Hartel, 2017). It also informs them of what constitutes bias and stereotype. When organizations train their employees, they ensure that they cannot be held legally liable for the action of their employees since they have already informed them of the ...