Is your organization considering international expansion? Before moving into new markets, HR leaders need to consider whether their staff are equipped to deal with a new set of languages and cultural norms. Modern cities aren’t mono- or even bilingual anymore.
If you work in a large, global organization, especially within the European Union, you will likely be required to communicate and work alongside colleagues in different regions. Multilingual employees have the ability to communicate effectively across international borders, making them prime candidates for promotion over their monolingual colleagues.
Many executives have difficulty finding time to spend on language training. If they travel frequently or meet with investors and stakeholders, it may be impossible for them to attend regular classroom sessions.
Evaluations of effectiveness are one of the most important steps in the learning design process. The information you gain will help uncover what aspects of the program worked and what you should change.
Companies who operate internationally have to interact with people in many different countries, who may not speak the same languages as them. Language training is obviously beneficial in these situations, but should it be mandatory?