2. +
Training
Four strategies of training
MNC’s may make use of expatriates for short – term or long – term international
job assignments
The staffing orientation that is adopted in the subsidiary unit that influences the
training impetus
Ethnocentric
Polycentric
Geocentric/Rigeocentric
Control and coordination linkages that the parent unit whishes to establish with
subsidiary unit drives the training budget and the strategy
Closely established
Control linkages are weak
Control linkages high
Role and responsibilities of the position determine the extent and content of
training.
3. +
Expatriate Training
Ascertaining the cultural awareness and the fit for host
country’s culture.
CCT – Planned intervention designed to increase the
knowledge and skills of expatriate to live and work effectively
and achieve general life satisfaction in an unfamiliar host
country.
Effectiveness of CCT – Reflected by cognitive, affect and
behavioral
4. +
Increase chance of success in
global assignment
Provides comprehensive global
perspective for managers
Instills sense of confidence
Foreign employees can be
managed better
False sense of confidence
Not remove culture bias
Not be taken seriously
Not make a visible difference
Never fully prepare an assignee
to face real problems
Merits Demerits
5. +
Objectives:
Bridging the cultural gap
Recognizing difference through orientation or induction
Organization success is critical in achievement of global
Retaining advantage over international competitors
Single organization culture
6. +
Stages
Phase1
Training
objectives
Phase2
Identify the
type of global
assignment
• CEO
• Structure re
producer
• Trouble shooter
• operative
Phase3
Determining
training
needs
• Organisational
analysis
• individual
analysis
• Assignment
analysis
Phase4
Establish
goals and
measures
• Short term
• Long term
Phase5
Develop and
deliver CCT
program
• Course content
• Identify methods
of training
• Sequence
sessiions
Phase6
Evaluating
the program
• Short term goals
• long
