International T&D

8/7/2019 International T&D

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Expatriate Training

In selecting an expat for a global assignment, the focus is on

understanding the cultural awareness and the fit for the host countrys

culture

Success of global assignment depends on how fast an expat can adjust inthe host country

MNCs offer cross-cultural training (CCT) to teach their expats the host

countrys appropriate norms and behaviours.

CCT- a planned intervention designed to increase the knowledge and

skills of expats to live & work effectively and achieve general lifesatisfaction in an unfamiliar host culture

The effectiveness of a CCT is reflected by the cognitive, affective &

behaviouralchanges that occur during & after the training


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Merits of CCT Demerits of CCT Increases chances of

success in globalassignment

Provides a comprehensiveglobal perspective formanagers

Instils a sense ofconfidence into people

Reduces culture shock dueto frequent travels abroad

Develops a false sense ofconfidence amongemployees

May not remove culturalbiases/ prejudices

May not make a visibledifference in businessvolume

Can never fully prepare anassignee to face realproblems


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In order to make a CCT highly successful, 6 stages are

followed by the international HR manager:

1. Identify training objectives

2. Identify the types of global assignment for which

CT is required3. Determine the specific CCT needs

4. Establish the goals and measures for determining

training effectiveness

5. Develop and deliver the CCT programme

6. Evaluate the effectiveness of the CCT programme


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1. Identify Training Objective

Bridging the cultural gaps between host & parent

organization

Recognising that orientation challenges are different for the

parent & the host unit

Ensuring that organizational success is critical in achievement

of the global objectives

Establishing and retaining advantages over international

competitors

Building a single organizational culture across its subsidiaries


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2. Identify types of global assignments The type of global assignment shall have its effect on HR activities as

selection, CCT & repatriation

Global assignments are of the following types:

Chief executive officer (subsidiary manager, oversees & directs entiresubsidiary operations)

Structure reproducer (shoulders the responsibility of building orreproducing in a foreign subsidiary- can replicate a marketing framework,an accounting & financial system or set up production facilities, etc)

Trouble shooter (an individual who is sent to a foreign subsidiary toanalyse & solve a specific operational problem)

Operative (performs functional tasks in an existing operational structure,generally at lower level, supervisory positions)


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3. Need Analysis Need assessment diagnoses present problems and identifies future

challenges to be met through training & development

It occurs at three levels:

Individual- in context of CCT, it examines extent of individuals prioroverseas experience, his experience with an earlier CCT, existing level of

cross-cultural knowledge & skills

Organizational analysis- considers role of CCT within context of the

organizations culture, politics, structure, strategy. This analysis can assist

both the headquarter & subsidiary in supporting the global strategy. It alsohelps in determining estimated costs on CCT & expected benefits

Assignment analysis- identify the tasks in the subsidiary & the type of

cross-cultural skills & knowledge required to perform these tasks

effectively


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4. Establish Goals & Measures

Assess the effectiveness of the cross-cultural training

The goals of CCT can be short-term or long-term oriented

Short term goals specify what the expat should be able toaccomplish on completion of the CCT

Long-term goals reflect the expected outcome of the expat

assignment, such as cross-cultural adjustment & success of

assignment

Goals should be detailed & be in measurable terms


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5. Develop & Deliver the CCT programme It involves two activities: content & sequencing of training sessions

Language training- not only host country dialect, but also the corporate

language

Cultural training- main input in expat training, consists of both generalcultural orientation and specific host country cultural orientation

Practical assistance- to help the expat and his family feel at home in the

host country

2 methods of imparting CCT programmes-

Didactic training- through lecture, seminar, study material, videotapes,etc

Experiential training- learnt through experience in host country or from

interacting with individuals from other cultures


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Sequencing of sessions:

Pre-departure CCT- most widely used method of imparting training & is

the most effective way of preparing the expatriate to take up an overseas

assignment Post-Arrival or In-Country- training facilitates learning by experiencing

the host country culture, beliefs & values


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6. Evaluating the effectiveness of CCT

CCT is said to be effective when the expat has acquired the necessary

capabilities to live comfortably in the new environment

Evaluation necessitates an identification of training goals and methods so

as to judge whether or not the goals have been met

The most commonly used model is Kirkpatrick model of training

evaluation


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Figure 5-2: The Mendenhall, Dunbar and Oddou

cross-cultural training model

International T&D

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