 We are discussing international human resource management issues of SMEs and in this topic We will be discussing the challenge of learning for SMEs You know that learning is very important a feature of organization in today's times and it is particularly a very critical and important process in volatile environment of the modern business Working together with different type of people you need to learn to take that knowledge back to your own Organization and then use it for better outcomes. You need to learn How to transfer your knowledge from your parent organization to? To the joint venture so there are a lot of learning avenues For a cross-border alliance so for SME the learning Process is also very important and for SMEs this learning has to be very much Rapid because it is a small organization and smaller organizations. They have less Margin they have less cushion for failure So it is very important for them to learn and adapt to the environment more Successfully than it is for the multi-nationals because multi-nationals they have more cushion for failure and SMEs They need to be correct more importantly than the M&E's but the challenge of learning is Greater in SMEs because Although they need to learn and adapt more quickly and more effectively They don't have those kind of learning mechanisms and structures with which learning can take place So organizational learning activities in SMEs They are carried out in a different way than in the large enterprises Usually training is short-term because they need to be really proactive about learning and then applying it to the to the Market so training and then these SMEs They cannot afford long-term training processes because of the cost and time involved in that. So training is short-term and Because they don't have the right kind of HR supporting them The training function is Inadequately designed to meet the long-term objectives of the SMEs. So the learning function it kind of Is at a disadvantage in the SMEs Then the learning process it is based on Informal learning approach, which is based on Socialization and local networks. So people learn by socialization Meeting with people who are experts and they use the local networks to give them information And learning about the market about the processes about you know the the tricks of the trade They learn it not by formal structures or formal training they learn it by being street smart and by learning the tricks through social and local networks and Focus is on acquiring Tested knowledge rather than education on explicit knowledge. So in multinational training programs They are designed to first of all give explicit knowledge explicit knowledge is the knowledge which is transferred in in some Tangible way. So it is either by a lecture or by role play or by Showing how you are going to work. So that is explicit knowledge Which is given in some form in some tangible form Whereas implicit knowledge, which is tested knowledge. That is something which you acquire by observing Observing people doing something. So the focus in SMEs is to gain the tested knowledge Because tested knowledge If you learn it When you are working on it and you learn it, then you don't need to read its theory Although the theory is very important. Its tangible aspects and knowledge is very important But sometimes you can bypass that and just learn the tested knowledge and apply it to the particular task So in order to make learning more effective and efficient Tested knowledge is more focused than explicit knowledge in SMEs So these are the various different features of learning and the challenges of learning in SMEs Particularly those with an international focus