Training Programme – Introduction

Estimated cost of a three year assignment = $ 1 MILLION (Source: Brewster 2001)

Done well, expats say cross cultural training makes their moves easier, especially when it focuses on practical information about their host country, Done poorly, they add, it is a waste of money and time. (Source: New York Times)

IBCT – A little cultural knowledge goes a long way

Cross cultural training is vital if organisations are to avoid high levels of expatriate failure rates (premature returns) (Source: Black and Medenhall 1990)

Failure can cause – Damage to company and company's Global image. (Source Evans 2002)

Training Programme – Aims and Objectives

PHASE 1 IDENTIFYING THE TYPE OF GLOBAL

ASSIGNMENT

PHASE 2 DETERMINING TRAINING NEEDS

PHASE 3 ESTABLISHING GOALS AND MEASURES

PHASE 4 DEVELOPING AND DELIVERING THE

TRAINING PROGRAMME

PHASE 5 EVALUATING THE TRAINING

PROGRAMME

Source: Harzing & Ruysseveldt, 2004: 286

TechnicalFunctional

DevelopmentalStrategic

Short termLong term

Organisational analysisExpatriate analysis

Assignment analysis

Instructional contentInstructional methodsSequence of training

sessions

Short term goalsLong term goals

Training Programme – Phase 1 (Type of

assignment)Strategic Business Development Manager

•Strategic / executive – Developing the China operations market base

•Strategic assignments require a high level of CCT

•Current organisational culture, strategy and structure considered when developing training program

Analysis of Job Description and Job Content factors

Job description factors are general duties, tasks and expected functionsJob content factors are; achievement, quality of output and levels of responsibility

•Position specific competencies defined and incorporated into the training program

Training Programme – Phase 2 (Determine training

needs)

Personality Characteristics

•Flexibility and Openness•Intercultural Abilities•Communication Style•Cross Cultural Awareness•Acceptance of Cultural Differences

Also family needs (where applicable)

The Expatriate Analysis

Analysis of...Skill requirement review•Prior experience•Existing cross cultural knowledge•Existing levels of cross cultural skill• Perception of CCT

Analysis of the individuals perception of CCT and Global secondment, to assess which training techniques are best suited. This assessment will highlight the individuals intercultural communication style allowing us to further tailor the training to the individuals needs.

Organisational Analysis Organisational review in line with corporate culture and global standardisation of HR policies, in support of Global strategy.

The Assignment AnalysisPosition specific competences –Main duties and responsibilities of the assignment, and appropriate associated cultural skills

Training Programme – Phase 3 (Goals and measures)

Short term Cognitive goalsCultural considerations in: Purpose, value and benefits of the assignments

Long termContinual improvement planRepatriationECCT ? WorkshopsSet the standard for future assignments.Responsibility hand over

Cognitive

goals

Affective goals

Behaviour

goals

Affective goalsAffective measures in managing the perceptions of the new Culture

Behavioural goalsSuccessfully interacting with other cultures.

Training Programme – Phase 4 (Developing and

delivering the training programme )

Sequence of training sessions• General training on what it's like

to work and live abroad - lectures, seminars, reading material, videos, on-line training, websites etc.

• Specific training about what it's like living and working in China - studies, lectures, orientation briefings, case studies etc.

Didactic culture

(cultural information for Sophia)

• General training on the impact of how cultural differences in general have an affect on individual's behaviour - workshops and immersion programs.

• Specific training on Chinese culture - through role-playing, visits to China, Chinese cultural training and language training.

Experiential culture

(cultural impact on Sophia)

Instructional content

Instructional methods

Effective cross cultural interaction and understanding of cross cultural differences

Training Programme – Phase 5 (Evaluating the training

programme )

Short term goalsDeveloping outcome measures

Long term goals Adjustment measures

Developing outcome measuresInformation gathering – Establishing effectivenessBenefits gained Cognitive, affected and behavioural changes.Training amendments and changes for the future

QuestionnairesIntegration back into native countrySupport groupTelephone support line “24 hour” availability

Training Programme – Timescales

Training Schedule and Timescales

Assignment Type

Phase 1 2 days

Training needs

analysisPhase 23 days

Goals and MeasuresPhase 32 days

Developing and

delivering trainingPhase 4

Pre 2-3 daysDuring 5-8

daysPost 1-2 days

EvaluationPhase 52 days

Training Programme – Beneficial outcome and

conclusions

Ashurst: Developing Employees for International Success“The cultural awareness and language training offered by IBCT has given our trainees going on international secondment the key knowledge and skills that make their settling into a new country that little bit less daunting!  

Shearman & Sterling: Working Successfully across Cultures“IBCT training was particularly interactive and provided our teams with an insight into cultural differences and how to maximise cross cultural relationships.”

De Beers : Working Successfully with the Japanese "The Japanese briefing, IBCT delivered to key De Beers LV personnel, provided not only an invaluable insight into working effectively with our Japanese counterparts but also an understanding of Japanese society and values – key to the success of our new operations in Japan."