3. 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.
Today, Human Resource Is Now A Source Of Competitive
Advantage For All Organizations. Therefore, The Training
System In Indian Industry Has Been Changed To Create A
Smarter Workforce And Yield The Best Results. With Increase
In Competition, Every Company Wants To Optimize The
Utilization Of Its Resources To Yield The Maximum Possible
Results. Training Is Required In Every Field Be It Sales,
Marketing, Human Resource, Relationship Building, Logistics,
Production, Engineering, Etc. It Is Now A Business Effective
Tool And Is Linked With The Business Outcome.
4. MEANING OF INTERNATIONAL
TRAINING
The Subject Of Training Of The Employee With Regard To
International Operations Is Always A Complex One, Both
From The Point Of View Of The Individual Employee As
Well As From The Point Of Organization.
5. KEY PEOPLE WHO NEED TO BE
TRAINED
EXPATRIATES
SPOUSE
CHILDREN'S
7. EXPATRIATE TRAINING
An Expatriates Success Depends On How Fast They
‘Acculturate’ (Absorb) In The Host Country. In Expatriate
Training Focuses :
• On Ascertaining The Cultural Awareness Of The Individual,
And
• On Ascertaining The ‘Fit’ For The Host Country’s Culture,
How Similar/ Dissimilar Is The Culture Of The Expats’
Culture From That Of The Host Country.
8. TYPES OF EXPATRIATE
TRAINING
Training For PCN’s & TCN’s:
• Cultural Awareness Programme Or Cross Culture Training
• Language Training
• Diversity Training
• Other Related Issues In Training
9. CROSS CULTURAL TRAINING
Cross Cultural Training May Be Understood As Any Planned
Intervention To Increase The Knowledge And Skills Of The
Expatriates To Live And Work Effectively In A Unfamiliar
Host Country And Culture.
10. EFFECTIVENESS OF CROSS
CULTURAL TRAINING
• The Cognitive, Affective And Behavioral
Changes That Occur During And After
The Training.
• A Successful CCT Insures Several
Benefits To The Business.
• It Also Has A Few Drawbacks.
11. LANGUAGE TRAINING
• English –The Global Business Language
• Host Country Language ,Skills &
Adjustments
• Knowledge Of Corporate Language
12. DIVERSITY TRAINING
The Diversity Training Is Gaining Utmost Important In This
Globalization Era. It Is Very Important To Be Culturally And
The Aim Is Provide Training To The Managers In Order To
Change Their Behavior In Terms Of Racism , Sexism Etc.
Significance
• Legal Requirements
• Opportunity For Employees
13. HOME COUNTRY TRAINING
Home Country National Contribute Significantly In MNC’s,
Performance. To Train For Better Performance, Training Is
Often Given At The Local Levels.
Ex- The Indian Company, Infosys Provides Training To Its Us
And Uk.
HCN’s Also Provides With International Training, Either In
Parent Country, Headquarter Or Home-subsidiary
Operations.
It Also Aim To Improve The Adjustment Skills Of HCN’s
And Better Understanding Of The Corporate Culture And
Language Training.
15. NEED FOR T&D
• MNC’s Increasingly Use Expatriates On Short-term And
Long-term International Job Assignments For A Variety
Of Purposes, Such As:
• To Acquire And Transfer Knowledge,
• To Manage A Foreign Subsidiary,
• To Fill A Staffing Need,
• To Maintain Communication,
• Coordination And Control Between Subsidiaries And
Corporate Headquarters,
• And To Develop Global Leadership Competence
16. • An Expatriate’s Success In The Host Country Is Largely
Determined By His Or Her Cross-cultural Adjustment To The
Host Country
• Expatriates Who Are Not Prepared To Confront The Challenges
(E.G., To Cope With Culture Shock) Find It Difficult To Adjust
And Hence, Perform Poorly.
• Thus, Improving Cross-cultural Adjustment Has Been The
Focus Of Many International HR Interventions.
• Since Cross-cultural Adjustment Can Be Facilitated If The
Expatriate Has An Awareness Of The Norms And Behaviors
That Are Appropriate In The Host Country, Many MNCS Offer
Cross-cultural Training (CCT) To Teach Their Expatriates The
Host Country’s Appropriate Norms And Behaviors.
17. CROSS-CULTURAL TRAINING
• Cross-cultural Training Is Defined As Any Planned
Intervention Designed To Increase The Knowledge And
Skills Of Expatriates To Live And Work Effectively And
Achieve General Life Satisfaction In An Unfamiliar Host
Culture
• CCT Has Been Advocated As A Means Of Facilitating
Effective Cross-cultural Interactions And Cross-cultural
Adjustment
18. • In The Early 1980s, Only 32% Of MNCS Offered CCT. Almost
20 Years Later, The 1998 Global Relocation Trends Survey
Report Indicates That 70% Of The 177 MNCS Surveyed
Provide CCT Of At Least One Day’s Duration
• Cross-cultural Training Effectiveness Is Reflected By The
Cognitive, Affective, And Behavioral Changes That Occur
During The CCT Event.
• In Order To Improve The Effectiveness Of CCT Programs, Or
To Maximize The Change That Occurs During Training, It Is
Important To Follow A Systematic Approach To Designing
Effective CCT Programs.
19. • The Process For Designing Effective CCT Programs
Consists Of Five Distinct Phases:
1. Identify The Type Of Global Assignment For Which
CCT Is Needed.
2. Determine The Specific Cross-cultural Training
Needs.
3. Establish The Goals And Measures For
Determining Training Effectiveness.
4. Develop And Deliver The CCT Program.
5. Evaluate Whether The CCT Program Was Effective.
20. PHASE 1 – IDENTIFY THE TYPE OF GLOBAL ASSIGNMENT
• Caligiuri Describes A Classification Of Global
Assignments Into Four Categories:
1. Technical
2. Functional/Tactical
3. Developmental/High Potential
4. Strategic/Executive
21. PHASE 2 – CONDUCT A CROSS-CULTURAL
TRAINING NEEDS ANALYSIS
• A Cross-cultural Training Needs Analysis Is Conducted
Across Three Levels:
1. The Organizational Level, To Determine The
Organizational Context For CCT.
2. The Individual (Or Expatriate) Level, To Determine Any
Special Needs That Have To Be Addressed In CCT For A
Given Person; And
3. The Assignment Level, To Determine The Cross-cultural
Knowledge And Skills Required To Effectively Complete
The Given Assignment.
22. PHASE 3 – ESTABLISH CCT GOALS AND
MEASURES
• Cross-cultural Training Goals Should Be Stated In
Detailed And Measurable Terms.
• Detailed And Measurable Training Goals Help
Develop Appropriate Outcomes For Training
Evaluation.
• Short-term CCT Goals Can Bring About Cognitive,
Affective, And Behavioral Changes
23. • The Long-term Goal Of Many CCT Programs Is
To Improve The Rate Of Cross-cultural
Adjustment.
• Improving Cross-cultural Adjustment Is
Important For All Expatriates And Would
Generalize Across Assignments.
• Likewise, Improved Success On The Global
Assignment May Be Another Generalized Long-
term Goal With The Specific Dimensions, Of
Course, Being Job Specific.
24. PHASE 4 – DEVELOP AND DELIVER THE CCT
PROGRAM
• This Phase Involves Determining The Specific
Instructional Content Needed In Order To Achieve
The Stated Goal, The Methods To Deliver The
Instructional Content, And The Sequencing Of The
Training Sessions.
25. PHASE 5 – EVALUATE CROSS-CULTURAL
TRAINING
• The Evaluation Process Involves Establishing Measures Of
Effectiveness (Criteria), And Developing Research Designs To
Determine What Changes (E.G. Cognitive, Affective, And
Behavioral) Have Occurred During The Training.
• Criteria Must Be Established For Both Evaluation Of Short-
term, And Long-term Goals.
• The Appropriate Evaluation Criteria Should Also Be Assessed
Prior To The Delivery Of CCT To Provide Some Type Of
Comparison Bases For Post-training Assessment. In Addition
Evaluation Strategies Need To Be Developed During Phase 3,
That Is, The Decision On How To Evaluate CCT’s Short-term
And Long-term Goals Needs To Be Made At The Same Time As
These Goals Are Established.
