ABSTRACT

Firms that operate in the global arena confront a number of special problems related to the T&D of their global work forces and managers. Responsibility for T&D is traditionally one of HR’s core functions. So when an enterprise’s international business reaches a significant level, when it is involved with multiple subsidiaries and partnerships in other countries, with the transfer of its technology to other countries, with developing and pursuing a global strategy, and with the assignment of a number of employees to international positions, the T&D development function takes on a new and more complex nature.