Sm215 pre departure training
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SM215 PRE-DEPARTURE TRAINING PowerPoint PPT Presentation


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SM215 PRE-DEPARTURE TRAINING. The primary criterion for expat assignment selection is technical ability. Pre-departure training is the next critical step in attempting to ensure the expat’s effectiveness and success in the subsidiary assignment. SM215 PRE-DEPARTURE TRAINING.

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SM215 PRE-DEPARTURE TRAINING

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SM215 PRE-DEPARTURE TRAINING

The primary criterion for expat assignment selection is technical ability.

Pre-departure training is the next critical step in attempting to ensure the expat’s effectiveness and success in the subsidiary assignment.


SM215 PRE-DEPARTURE TRAINING

  • The primary focus of pre-departure training is developing cultural awareness.

  • Data has shown the link between failure rates and cultural adjustments challenges.

  • Of course spousal unhappiness is the major factor in U.S. Expats failures; whereas in Japan it is 5th on the list of reasons for Japanese failure rates.


SM215 PRE-DEPARTURE TRAINING

  • A major objective of intercultural training is to help the Expat cope with unexpected events in a new culture

  • 2002 77% (n=181) U.S. firms offered pre-departure training

  • PDT now includes spouse & children


SM215 PRE-DEPARTURE TRAINING

  • Expat/spouse/children (whole family) 33%

  • Expat/spouse 29%

  • Expat only 2%

  • None 36%


SM215 PRE-DEPARTURE TRAINING

  • A well-designed cultural awareness program fosters an appreciation of the host country’s culture so that Expats can behave accordingly, or at least develop appropriate coping patterns


SM215 PRE-DEPARTURE TRAINING

  • If the expected interaction is low between the Expat and the members of the host country culture training should focus on task and job-related issues and less on cross-cultural skill development

  • If the expected interaction is high between the Expat and the members of the host country culture training should focus more on cross-cultural skill development and less on task and job-related issues


SM215 PRE-DEPARTURE TRAINING

  • Page 121 Tung 5 recommendations

  • Page 121 Mendenhall & Oddou 3 dimension model

    • Training methods

    • Levels of training vigor

    • Duration of training relative to degree of interaction & culture novelty


SM215 PRE-DEPARTURE TRAINING

  • 2 months-1 week long lectures, films, books

  • 2-12 months-1 to 4 weeks lectures, films, books plus cultural assimilators and role-plays

  • 1 year plus-2 months lectures, films, books plus cultural assimilators and role-plays plus sensitivity training, field experiences, intercultural experiential workshops


SM215 PRE-DEPARTURE TRAINING

  • Black & Mendal concluded the earlier model primarily cultural in nature

  • Social Learning Theory: Integrate with Cultural Awareness-- Attention, Retention, & Reproduction

  • Training only the first step! Expat willingness to apply learned behavior (PDT) in the host country influenced by firm expectations


SM215 PRE-DEPARTURE TRAINING

  • Downside of Black & Mendal model—time factor to learn behavioral aspects of “social theory”

  • Expats learn PDT and head off to assignment


SM215 PRE-DEPARTURE TRAINING

  • Preliminary Visits (PV) to host country useful in developing cultural awareness

  • Expat and spouse should both take PV

  • When PV used as part of PDT Expat has an easier time in the initial adjustment process to cultural awareness


SM215 PRE-DEPARTURE TRAINING

  • Europeans 53% provide PV

  • Average length 1 week

  • Expats previous visits preclude PV

  • US value PV as # 1 priority cross-cultural training coming in at #2

  • Germany, Japan, Korea rank PV as essential but not #1


SM215 PRE-DEPARTURE TRAINING

  • Language Training (LT)

  • US, UK, Canada, & Australia rank LT as unimportant

  • Europe, Asia, & South America rank LT top priority

  • MNE requesting more foreign languages taught in US colleges and universities


SM215 PRE-DEPARTURE TRAINING

  • Designate Program

    • HCN sent to US firms by Pepsi-Cola, Fiat from Italy for 18 month training for sales force or production techniques

    • Training done in the corporate language—English in addition to the host country languge


SM215 PRE-DEPARTURE TRAINING

  • Practical Assistance provided by Relocation Specialists

    • MNE provide relocation assistance for Expat and family

    • Schools, jobs, recreation facilites

    • What does military do for new arrivals?


SM215 PRE-DEPARTURE TRAINING

  • Due to lack of trained replacement Expats, Expats required to train their replacements—HCN

  • It’s important for these Expats to receive as part of their PDT the ability to transfer knowledge and skills to their replacement HCN


SM215 PRE-DEPARTURE TRAINING

  • Different treatment of TCN, HCN, and PCN (Expat) working in the same subsidiary

  • PDT not provided in many firms for TCN and HCN transferring to another subsidiary

  • US Expats, however, receive PDT as we have seen


SM215 PRE-DEPARTURE TRAINING

  • Technology added to PDT programs

    • To reduce and offset cost of PDT 60% of MNE use CD and web-based programs

    • 41% used CD and web-based programs as stand-alone alternatives

    • 16% used CD and web-based programs only


SM215 PRE-DEPARTURE TRAINING

  • Success of PDT

    • 2002 survey

      • 35% great value

      • 45% high value

      • 17% medium value


SM215 PRE-DEPARTURE TRAINING

  • 79 US Expats reported PDT should include

    • Cross-cultural awareness

    • Language Training

    • Preliminary Visit

    • Include Spouse and family


SM215 PRE-DEPARTURE TRAINING


SM215 PRE-DEPARTURE TRAINING


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