3304166 International HRM and TraininggDevelopment
Transcript of 3304166 International HRM and TraininggDevelopment
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INTERNATIONAL HUMAN
RESOURCE MANAGEMENT
Training & Development
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Training & Development
Human Resources are the most valuable resource in anyorganization
Human Resources cannot exist in a static state. The
pool of knowledge, skills and abilities which individualspossess and have accumulated over time, and which isa crucial input for the organization, must be nurtured andpromoted by organizations
Training and Development is the tool for improving thequality of an organizations human resources
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Training & Development
Training aims to improve current work
skills and behaviour (current focus)
Development aims to increase an
employees abilities in relation to somefuture position or job (future focus)
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International Training & Development
Recruitment
&
Selection
TRAININGDEVELOP-
MENT
International
Team
Predeparture
Training
International
Assignments
ExternalHiring
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Expatriate Training Training is considered as an investment in boosting an expatriates
performance
Expatriate training prior to dispatch to the foreign assignment
location includes creating cultural awareness, especially in relation
to assignments meant for culturally tough locations (learning to
cope with unexpected events)
Research studies undertaken over the past approx. 20 years
indicate that many organizations neglect to provide expatriates with
adequate predeparture training, whereby differences exist between
US, European and Japanese organizations
More organizations have started considering the requirements of the
spouse and family in their predeparture training programs
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Components of Predeparture Training
Programs: Cultural Awareness
The goal of cultural awareness programs is to enhance the
expatriates understanding of the host country so that he or she can
adjust and behave accordingly, and avoid getting into difficult
situations
Cultural awareness programs do not have a standard, universally
applicable format, rather, they depend on factors such as the
country of assignment, nature of the expatriates job, available time
to undertake training
Typical training elements include things like area studies, cultural
considerations, language skills, sensitivity training and field
experiences
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Components of Predeparture Training
Programs: Cultural Awareness
Tung has proposed the following training framework for expatriates:
If the expected interaction between the expatriate and members of the host
culture is low, and if the degree of cultural dissimilarity between the
expatriates culture and the host culture is also low, then cultural issues in
training can take on secondary importance in relation to task or job-related
issues. The level of training rigour can be low in this case
If the expected interaction between the expatriate and members of the hostculture is high, and if the degree of cultural dissimilarity between the
expatriates culture and the host culture is also high, then cultural issues
should be correspondingly high on the expatriates training agenda. The
level of training rigour can be moderate to high in this case
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Components of Predeparture Training
Programs: Cultural Awareness
Mendenhall & Oddou have proposed a modified version of Tungs
training framework for expatriates
According to Mendenhall & Oddou, there are three dimensions:
1) Training Methods
2) Levels of Training Rigour (low, medium, high3) Duration of the Training (relative to degree of interaction and
culture novelty)
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Components of Predeparture Training
Programs: Cultural Awareness
If the expected interaction between the expatriate and members of
the host culture is low, and if the degree of cultural dissimilarity
between the expatriates culture and the host culture is also low,
then the level of training rigour can be low and training could last for
less than a week (cultural briefings, lectures, movies, books)
If the expatriate is going abroad for a longer period (2 12 monthes)
and is expected to have some interaction with members of the host
culture, then the level of training rigour can be higher and training
could last longer (1 4 weeks) (cultural briefings, lectures, movies,
books, role plays)
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Components of Predeparture Training
Programs: Cultural Awareness
If the expected interaction between the expatriate and members of
the host culture is high, and if the degree of cultural dissimilarity
between the expatriates culture and the host culture is also high,
then the level of training rigour can be high and lasting up to 2
months (see methods above and also sensitivity training, field
experiences, inter-cultural experiential workshops)
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Components of Predeparture Training
Programs: Preliminary Visits
Expatriates are sent to visit their host country before being sent
there on an assignment
The purpose of a preliminary visit is help expatriates to assess their
suitability for, and their interest in the assignment, introduce them tothe business context, and to make better predeparture preparations
Research indicates that many organizations make use of the tool of
preliminary visits for expatriates, or would consider its use
Generally, preliminary visits are not offered to expatriates if the
expatriates are already familiar with the country, or if the country is
considered culturally close
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Components of Predeparture Training
Programs: Language Training
Language training is an important aspect of any predeparture training program
Advantages of using the English language in global business
Widespread application
concentration of economic and corporate power
Disadvantages of using English in global business:
Tendency to rely exclusively on English and not to learn other languages
Foreign partners speak both English and their own languages and have anadvantage over English-speakers
Difficulty to monitor some environmental factors such as competitors orprotecting important technology in dealing with foreign organizations and inforeign locations
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Components of Predeparture Training
Programs: Language Training
Knowledge of the host countrys language offers several benefits:
Expatriate performance and negotiating ability is enhanced
Expatriates have easier access to important data and information needed fortheir assignments (for example, data and information on the host countryseconomy and economic indicators, market structure, competition, investmentclimate, political trends)
closer direct interaction with host country stakeholders is possible
Research studies indicate that expatriates usually accord high importance tospeaking the language of their host countries as a means of not only performing
better on their assignments, but also for forming social support structures and inassociating with the rest of the expatriate community
Language skill-building is often omitted from predeparture training programsbecause of the time factor and the difficulty of monitoring employees languageskills
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Practical Assistance for Expatriate and
his Family
Providing the expatriate and his family practical assistance with the assumption of the new
assignment, can relieve anxiety and pressure, and overcome negative feelings towards the
host country
Types of practical assistance include:
Relocation Assistance
Local Orientation
Language Assistance
Some private companies are providing expatriate relocation and orientation
services
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Training of HCNs and TCNs
In theory, all expatriates should be provided with adequate
predeparture training prior to their dispatch on an
international assignment
but
In practice, organizations often accord priority to training
their PCNS, while (comparatively) neglecting the training
needs of their HCNs and TCNs
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Training of HCNs: Some Considerations
Often, organizations localize the training of their HCNs
In some instances, notable where skills and work practices
are considered strategically important, HCNs may be trained
in other subsidiaries in programs which are designed and
implemented by the organizations headquarters (Nissan
and Honda example)
Training has the inherent danger, that trained employees
may be wooed away from an organization by competitors
with the promise of higher salaries and better opportunities
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Training of HCNs: Some Considerations
There are several good reasons for transferring HCNs to the
organizations headquarters or home-subsidiary units:
Providing technical and managerial competency training (Pepsi
example)
Building a sense of corporate identity (Ericsson example)
Personal networking
Transfer of particular skills (Ford Australia example)
Note: HCNs must have good command of the corporate languagein
order to participate in the training programs!
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International Staff and Teams
Developing truly international teams with the corresponding
level of experience involves providing the requisite training
not only to PCNs, but also to non-PCNS (HCNs, TCNs)
Several techniques are used to develop international teams,
including international job rotation and common attendance
at training training programs, international meetings and
networking amongst managers
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Individual Career Development
Predeparture
Training
1 Recruitment
& Selection
Parent Repatriation
International
Assignment
5 Reassign-
ment
2 - Deselect
3 Premature
Return
4 Exit
Organization