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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

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 training1
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 training2
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
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SM215 PRE-DEPARTURE TRAINING
  • Expat/spouse/children (whole family) 33%
  • Expat/spouse 29%
  • Expat only 2%
  • None 36%
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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
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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
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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 training7
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
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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
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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
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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
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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
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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 training13
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 training14
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?
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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
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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
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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
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SM215 PRE-DEPARTURE TRAINING
  • Success of PDT
    • 2002 survey
      • 35% great value
      • 45% high value
      • 17% medium value
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SM215 PRE-DEPARTURE TRAINING
  • 79 US Expats reported PDT should include
    • Cross-cultural awareness
    • Language Training
    • Preliminary Visit
    • Include Spouse and family
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