1. INTERNATIONAL TECHNOLOGICAL COMPONENTS
1.1. HRD to understand and use
1.1.1. Elaborate planning
1.1.2. Strategic partnership approach
2. ASPECTS
2.1. INTEGRATING COMPONENTS
2.1.1. HRD understanding other countries
2.1.1.1. Collaboration
2.1.1.1.1. Facillitating
2.1.1.1.2. Use recipients
2.1.1.1.3. Use donors
2.1.1.1.4. Through planning
2.2. HRD understanding for successful transfer of technology
2.2.1. Cultural
2.2.1.1. Value and identities
2.2.1.2. Beliefs
2.2.1.3. Customs
2.2.1.4. Ideas
2.2.2. Organizatinal
2.2.2.1. Cross Cultural Training
2.2.2.1.1. Strategies
2.2.2.1.2. Realities
2.2.2.1.3. Analysis
2.2.2.2. Transformational Learning
2.2.2.2.1. Develop Programs
2.2.3. Technical
2.2.3.1. Knowledge
2.2.3.2. Skills
2.2.3.3. Tecniques
2.2.3.4. Machines
2.2.3.5. Resources
3. DIFFUSION
3.1. Key Elements
3.1.1. HRD need to use - speed up diffusion
3.1.1.1. Inovation
3.1.1.1.1. Charateristic
3.1.2. HRD understanding, for planning and efficiency
3.1.2.1. Social System
3.1.2.1.1. Individual behavior in system
3.1.3. HRD to use for adaptation
3.1.3.1. Time
3.1.3.1.1. HRD to use for planning
3.1.3.1.2. Rate of diffusion
3.1.4. HRD to recognize and enhance mutual understanding
3.1.4.1. Communication Channels
3.1.4.1.1. Process
3.1.4.1.2. HRD to use
4. USE MODELS
4.1. CBAM
4.1.1. Stages
4.1.1.1. Awareness
4.1.1.2. Informational
4.1.1.3. Personal
4.1.1.4. Management
4.1.1.5. Consequences
4.1.1.6. Collaboration
4.1.1.7. Refocusing
4.2. Strategic Partnership Model
4.3. Strategic Planning Process Model
5. USE TRANING PROGRAMS
5.1. HRD to use
5.1.1. Needs analysis
5.1.2. Design training plan
5.1.3. Evaluate and Revise
5.1.4. Deliver training
5.1.5. Develop content
5.2. MAINTAIN LIFECYCLE
5.2.1. Continuous training
5.2.2. Continuous learning
5.2.3. Continuous culture learning