Business 325 Assignment 2 - 1 Assignment 2 International...

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1Assignment 2: International AssignmentsInternational AssignmentsDanielle WeatherspoonProfessor Daniel FrostBusiness 325, Strayer UniversityFebruary 28, 2015
2Assignment 2: International AssignmentsDetermine four to six (4-6) components that the pre-departure training will need to cover. Provide a rationale for the use of using the training components in question.As the HR director for a multinational firm beginning to assign workers to international job posts, part of my job is to determine the staffing needs for the foreign operations, adopting a mentoring program for expatriates, and determining what pre-departure training needs to take place for the company’s employees. Since the company does not have the resources to provide in-house training, the company is considering outsourcing to a consulting firm to provide this training. My first step, then, will be to determine what components of pre-departure training willneed to be covered and why those components will be important. Pre-departure training has been widely accepted in aiding expatriates with adapting to living and working in new environments (Foster, 2000). A multinational corporation should always implement pre-departure or cross-cultural training to its expatriates in an effort to ease the process of adjusting to the host country culture. The first component of pre-departure training I would seek to implement is cultural awareness programs. If designed properly, culturaltraining programs can be beneficial in fostering an appreciation for a host country’s culture (Dowling; Festing; Engle, 2013). This way expatriates will have an idea of what to expect once they enter the host country, and know how to adjust areas of their life and adjust accordingly. Thelength of this phase of training would be determined based on two important factors: the level ofinteraction the expatriate will be required to have within the host country, and the level of difference between the expatriate’s home culture and that of the host country. Another component of pre-departure training I’d implement is language training. Knowledge of the host country’s language is vital to the success of the expatriate venture. The purpose of this training is to ensure that the expatriate candidate is able to speak the host country’s language, and
3Assignment 2: International Assignmentsas a result improve their effectiveness and negotiating ability. It will also allow an easier transition and adjustment for the expatriate’s family. Language training is important and improves the managers’ accessibility to the host country’s economy, its government, and the market (Dowling et al., 2013). Research has found that an individual or expatriate’s level of willingness and confidence in using the host country’s language is of more influence on success than their actual level of fluency.

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