Share on Facebook Today's global business environment may require even a small businesses to assign employees to work in foreign countries. Your human resources department must train and prepare employees for their experience working abroad so that they can work and live effectively. The challenge of such training is that it must embrace not only business issues, but lifestyle, technical and cultural issues as well.
Previous Next The Importance of cross-cultural training and management When recruiting international employees one important aspect to consider is the cultural differences between their home country and the host country. Although often ignored, these differences can have a long lasting impact on the employee and their familyaffecting their adjustment to their new location, as well as their productivity in the work place.
As a result of globalisation, and factors that have lead to it, including advances in technology, communication, transportation etc. Organisations need to be prepared and implement certain training practices and procedures in order to facilitate the success of the international assignment.
Pre-departure training plays a vital role in the success of the international assignment as it focuses on developing cultural awareness, aiming to benefit the expatriate in the new country.
Pre-departure training Preliminary training is an aspect of the pre-departure training program and is useful as it provides international employees with an idea of what they are in for, giving them the opportunity to assess their suitability for the assignment.
The purpose of this type of training is to help the expatriate settle in to the new location, including living and working demands. Preliminary visits are an important part of this training as they can facilitate a further understanding of the culture and familiarise the employee with their future surroundings and colleagues.
Whilst on these visits employees need to ask themselves: Even though the corporate language is often English, learning the native language will be beneficial for the employee in matters outside of the office.
Furthermore, as training and preparation is critical, the longer and more intense the international assignment is the longer and more intense the training needs to be.
Therefore in order to reduce the consequences of cultural differences and improve productivity of the employee on international assignment, cross cultural management and training must be implemented before the employee leaves their home country.
Industries, and even organisations, are often as different and diverse as the countries themselves. This adds another level of difficulty to the assignment for both the managers and the employee.
Managing employees on an international assignment involves managing national and organisational cultures simultaneously.
As people are a huge asset to organisations, it is important that they are utilised in a way that benefits both the organisation and themselves. Not only do they promote management development by exposing different perspectives and viewpoints on organisational practices and business matters, but they are also able to enhance the staff knowledge and competence, as well as develop social capital and create more business relationships.
As international assignments offer both organisational and personal professional gain, when done correctly, they are encouraged. When preparing for an international assignment it is important to invest in adequate forms of pre-departure and on assignment training.
The Importance of Cultural Competency Training for International Assignments A simple way to support success of an international assignment is to provide cultural competency training. Historically, training has been highly valued by companies, especially cultural integration programs to . The Importance of cross-cultural training and management When recruiting international employees one important aspect to consider is the cultural differences between their home country and the host country. Expatriates, or “expats,” embody the corporate culture of the company, representing a Training: The Solution to the Expat Challenge. Without cross-cultural training, U.S. managers on international assignments might pass judgment on the other culture, not understanding that the way the host culture behaves is attuned to what local.
In order to increase the successfulness of the assignment, these programs need to focus on cross-cultural training and management. International assignments are lengthy and costly, and sometimes with the result of the venture uncertain, not all organisations have the resources time, money, technology, infrastructure and other capital to carry out this type of relocation successfully.
Despite the advantages international assignments bring to the organisation and employees carrying them out, it would be more disadvantageous for an un-resourceful company to have a failed international assignment than to not have had one at all.
By Home Hunters Relocations.10 Claudio Ravasi, Xavier Salamin, Eric Davoine, Cross-cultural adjustment of skilled migrants in a multicultural and multilingual environment: an explorative study of foreign employees and their spouses in the Swiss context, The International Journal of Human .
Analyses suggest that both cross-cultural training and the language spoken in the host country affect the accuracy of expatriates' expectations prior to the assignment - and that having accurate. Cross-Cultural Training of Expatriates A case study of Ericsson Authors: Christian Hånberg cross-cultural training (CCT) important for multi-national corporations.
The early concept of cross-cultural intelligence is presented and the importance of CCT is. cross-cultural training, expatriates, investing in people, United Arab Emirates.
1 Introduction to Cross cultural training In Hofstede carried out a study of top . cross-cultural training (CCT) important for multi-national corporations. The early return rate for Ericsson’s 1 international long-term assignees, i.e.
expatriates, is as low. The Effects of Cross-Cultural Training on Expatriate Assignments Hsiu-Ching ko & Mu-Li yA n G Chang Jung Christian University, Taiwan of cross-cultural training on overseas assignments is not strongly asserted in the literature diverse cultural environments.
For the expatriates, then, cultural issues of all sorts, whether at home or in.