GHRM - TN 6i International Training and Development 2014-15

GHRM - TN 6i International Training and Development 2014-15...

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Chapter 6 International training and development
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We examine these issues: The role of training in supporting expatriate adjustment and on-assignment performance. Components of effective pre-departure training programs such as cultural awareness, preliminary visits and language skills. Relocation assistance and training for trainers are also addressed. The effectiveness of pre-departure training. The developmental aspect of international assignments. Training and developing international management teams. Trends in international training and development. Chapter Objectives
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International training and development Figure 6-1
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1. Training is important to all employees not just managers. Traditionally, training focuses on helping employees’ performance in their current jobs. 2. Development is the acquisition of knowledge, skills and behaviors that improve an employee’s ability to meet changes in job requirements and in client and customer demands. Development refers to formal education, job experiences, relationships, and assessment of personality and abilities that help employees prepare for the future (for the future of the firm and employees). Training and Development
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Once an employee has been selected for an expatriate position, pre-departure training is considered to be the ______ step in attempting to ensure the expatriate's effectiveness and success abroad. Particularly, effective cultural training assists individuals to adjust more rapidly to the new culture. The role of expatriate training
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Expatriates as trainers Transfer of knowledge and competence between various units Expatriates as monitors To ensure that HQ systems and processes are adopted To monitor the effective performance of HCNs Expatriates as the trainees By job rotation To develop a pool of global operators International Assignments
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1) Cultural Awareness Training 2) Preliminary visit 3) Language training (host country & corporate language) 4) Practical assistance in relocation (in pre- departure and after-departure) 5) Training for the training role 6) Training of company code of conduct 7) TCN and HCN expatriate training 2. Components of effective pre-departure training programs
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Cross Cultural Training Model according to the length of stay a. Low level training (less than one month) : Information- giving approach (through films, books, videos) •. Environment briefing •. Cultural briefing •. Survival level language training •. Use of interpreters 1. Cultural awareness training programs
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Figure 6-2 1. Cultural awareness training programs
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b. Middle level training (2-12 months): Affective approach (improvement of emotional stability through cases or role-playing of critical incidents) Culture assimilator training Stress reduction training Moderate level language training Cultural awareness training programs
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c. High level training (1-3 years) : Immersion approach (concatenated course through Assessment center) Field experiments Simulations Sensitivity Extensive language training Cultural awareness training programs
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