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Unit 5
International training and
development
Context Backdrop of international training :
• Building a team with international orientation,
committed and competent people who will support
the organization’s strategic business and enhancing
core competencies of organization needs training
and development
Current scenario in international training
and development
• With the world-wide expansion of companies
and changing technologies, Indian
Organizations have realized the importance of
corporate training. Training is considered as
more of retention tool than a cost.
Training & development of international staff
• MNCs spend substantial amount of money on training and
development of employees
• Cost of expatriate failure is very high which organizations
cannot bear.
• Selecting a right person and providing them with appropriate
training before their departure as well as on arrival in a
particular country is very important
Types of expatriate training
• Language training
• Cultural awareness programs
• Low rigor training
• High rigor training
Training Methods
• Reviewing available information about the
host company: books, magazines, video tapes.
• Conversations with host country natives.
• Sensitivity training.
• Temporary assignments
HCN training
Pre-departure training
• Use of mixture of methods makes evaluation
of which method is most effective difficult to
isolate
• Large diversity of cultures involved
Career Development
• International assignments as a training and development tool
1. Expatriates are trainers
2. Expatriates show how systems and procedures work, ensure adoption, and
monitor performance of HCNs
3. International assignments a form of job rotation
• Preparing for an International Assignment
1. Social and business etiquette
2. History and folklore
3. Current affairs, including relations between the host country and the parent
4. Cultural values and priorities
5. Geography, especially its major cities
6. Sources of pride and great achievements of the culture
7. Religion and the role of religion in daily life
Repatriate training
• Training is designed for the relocating assignee
and family.
• cultural differences/culture shock, business
life, daily life/city specifics.
• The training occurs over 8-12 hours
Developing international staff and
multinational teams
• Management development
1. New range of jobs, tasks and challenges
2. Financial gain and career advancement
• Organizational development
1. Fosters innovation, organizational learning and
transfer of knowledge
2. Assists breaking down of functional and national
boundaries
3. Encourages diverse inputs
Knowledge transfer in Multinational
companies
• Knowledge transfer -one-way movement of
methods from HQ to foreign subsidiaries.
• “reverse knowledge transfer” from subsidiary
to HQ is increasingly

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Employment Practices Regulation and Multinational Corporations

  • 2. Context Backdrop of international training : • Building a team with international orientation, committed and competent people who will support the organization’s strategic business and enhancing core competencies of organization needs training and development
  • 3. Current scenario in international training and development • With the world-wide expansion of companies and changing technologies, Indian Organizations have realized the importance of corporate training. Training is considered as more of retention tool than a cost.
  • 4. Training & development of international staff • MNCs spend substantial amount of money on training and development of employees • Cost of expatriate failure is very high which organizations cannot bear. • Selecting a right person and providing them with appropriate training before their departure as well as on arrival in a particular country is very important
  • 5. Types of expatriate training • Language training • Cultural awareness programs • Low rigor training • High rigor training
  • 6. Training Methods • Reviewing available information about the host company: books, magazines, video tapes. • Conversations with host country natives. • Sensitivity training. • Temporary assignments
  • 7. HCN training Pre-departure training • Use of mixture of methods makes evaluation of which method is most effective difficult to isolate • Large diversity of cultures involved
  • 8. Career Development • International assignments as a training and development tool 1. Expatriates are trainers 2. Expatriates show how systems and procedures work, ensure adoption, and monitor performance of HCNs 3. International assignments a form of job rotation • Preparing for an International Assignment 1. Social and business etiquette 2. History and folklore 3. Current affairs, including relations between the host country and the parent 4. Cultural values and priorities 5. Geography, especially its major cities 6. Sources of pride and great achievements of the culture 7. Religion and the role of religion in daily life
  • 9. Repatriate training • Training is designed for the relocating assignee and family. • cultural differences/culture shock, business life, daily life/city specifics. • The training occurs over 8-12 hours
  • 10. Developing international staff and multinational teams • Management development 1. New range of jobs, tasks and challenges 2. Financial gain and career advancement • Organizational development 1. Fosters innovation, organizational learning and transfer of knowledge 2. Assists breaking down of functional and national boundaries 3. Encourages diverse inputs
  • 11. Knowledge transfer in Multinational companies • Knowledge transfer -one-way movement of methods from HQ to foreign subsidiaries. • “reverse knowledge transfer” from subsidiary to HQ is increasingly