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International HRM
STRATEGIES
Amaresh C Nayak
International Training Strategies
Merits Demerit
• Language Training
– Communicate effectively with the host country citizens
– To learn about host country-value systems and the
customs of its people
– (exceptions - France. Germany, Japan or China)
COURSE CONTENT
• B. Cultural Training
– General cultural orientation - receptiveness to effective
cross-cultural interactions, clear understanding of the
purpose, value and benefits of the global assignment,
the ability to manage stress.
– Specific host country cultural orientation -
understanding of the host country's culture, adaptation
of spouse in the host country
COURSE CONTENT
• B. Cultural Training
– The intensity of cultural training depends on two
factors:
• The degree of interaction required between the expatriate
and the host country citizens
• The similarity between the assignee's native culture and the
new culture
COURSE CONTENT
• B. Cultural Training
– These two factors give rise to two dimensions:
• If the expected interaction between the assignee and the host country
citizens is low, and the degree of similarity between the assignee's home
culture and of the host country's culture is high, then training could focus
more on task and job-related issues rather than culture-related issues.
The level of rigour necessary for effective training could be relatively low.
• If expected interactions are high and dissimilarities between cultures are
also high, then training could focus more on cross-cultural sensitivity, in
addition to the new task. The level of rigour for such training could be
moderate to high.
COURSE CONTENT
• C. Practical Assistance:
– This seeks to help the expatriate and his family “feel at
home” in the host country
METHODS OF TRAINING:
• Pre-Departure CCT:
– This is the most widely used method of imparting training and is
at best learning something without actually experiencing it.
– Training on basic information - currency, exchange rate, hotels,
transportation systems and hospitals
• Post-Arrival or In-Country Training:
– Facilitates learning by experiencing the host country culture,
beliefs and values.
– Training on deeper cultural learning about a new country and its
culture and the awareness of the skills and behaviours needed
to be successful in another culture.
• Issue: Without some initial support and a
framework for learning, many managers find it
difficult to reach out to new colleagues
themselves.
– Solution – Process of Socialisation
EVALUATING THE EFFECTIVENESS OF CCT
• Short-term goals
– Cognitive goals focus on helping the expatriates understand
the role of cultural values on behaviour in the host country.
• Knowledge about managing stress
• Awareness of the norms required to effectively interact with host country
nationals
– Affective goals seek to manage his or her attitude towards the
new culture and effectively handle negative emotions.
• Changing the expatriate's perception about the host culture
• Enhancing his or her self-confidence to communicate with people from
other cultures
– Behavioural goals help the adaptive behaviour by the cross-
cultural skills, interpersonal skills.
• Developing intercultural skills
• Negotiating skills, Relationship building skills
EVALUATING THE EFFECTIVENESS OF CCT
• Short-term goals
– Methods to evaluate the effectiveness of the CCT
• Paper and pencil tests
• Online tests
• Personal interviews
• Group discussions
• Observation of performance in a cultural stimulator
• Role-play.
EVALUATING THE EFFECTIVENESS OF CCT
• OBJECTIVE
– A few commonly understood objectives of training in
the multinational corporation are:
• Gaining information about the parent organisation and its
global existence and objectives.
• The acquisition of technological know-how specific to the
organisation
• The role of the new subsidiary in the MNCs Road Map
• General awareness about parent country norms, culture and
work methods
HCN TRAINING
• NEED ANALYSIS
– The individual Need Assessment remains the same as in
Expatriates
– The training needs analysis at an organisational or assignment
levels are
• Orientation to parent country processes and reporting mechanism
• Familiarity and awareness of parent company work practices, work
culture, values
• Provisions for career planning and development initiatives
• Training for Global corporate vision and mission
• Training for uniformity in global work practices
HCN TRAINING
• METHODS OF TRAINING:
– On-the-Job
– Class room training
– On-site visits
– Mentoring
– E-learning
– Web based coaching
HCN TRAINING