Training Strategies - Expatriate Training

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Training Strategies
Expatriate Training

Training
Four strategies of training

MNCs may make use of expatriates for short term or long term
international job assignments

The staffing orientation that is adopted in the subsidiary unit that


influences the training impetus

Ethnocentric

Polycentric

Geocentric/Rigeocentric

Control and coordination linkages that the parent unit whishes to


establish with subsidiary unit drives the training budget and the strategy

Closely established

Control linkages are weak

Control linkages high

Role and responsibilities of the position determine the extent and content
of training.

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Expatriate Training

Ascertaining the cultural awareness and the fit for host


countrys culture.

CCT Planned intervention designed to increase the


knowledge and skills of expatriate to live and work
effectively and achieve general life satisfaction in an
unfamiliar host country.

Effectiveness of CCT Reflected by cognitive, affect


and behavioral

Merits

Increase chance of success


in global assignment
Provides comprehensive
global perspective for
managers

Demerits

False sense of confidence

Not remove culture bias

Not be taken seriously

Not make a visible


difference

Never fully prepare an


assignee to face real
problems

Instills sense of confidence


Foreign employees can be
managed better

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Objectives:

Bridging the cultural gap

Recognizing difference through orientation or induction

Organization success is critical in achievement of


global

Retaining advantage over international competitors

Single organization culture

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Stages

Short
Short term
term
Long
Long term
term

Course
Course
content
content
Identify
Identify
methods
methods of
of
training
training
Sequence
Sequence
sessiions
sessiions

Evaluating
the
program

Phase
Phase 66

Organisational
Organisational
analysis
analysis
individual
individual
analysis
analysis
Assignment
Assignment
analysis
analysis

Develop
and deliver
CCT
program

Phase
Phase 55

Establish
goals and
measures

Phase
Phase 44

CEO
CEO
Structure
Structure re
re
producer
producer
Trouble
Trouble
shooter
shooter
operative
operative

Determinin
g training
needs

Phase
Phase 33

Identify the
type of
global
assignment

Phase
Phase 22

Phase
Phase 11

Training
objectives

Short
Short term
term
goals
goals
long
long

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