Global Assignments:Pre Departure Training Program

6497 words - 26 pages

Table of ContentsGlobal Assignments:1Pre-departure Training Program1Introduction3The Training Program4Session A: selection and expectations5Part A: Country Briefing5Part B Candidate Assessment Program6Session B: Preparing expatriates and their families10Part A (1 hour): Surviving culture shock10Part B (1 hour): Practical problems12Conclusions and Wrap-up13Session C: Relocation and repatriation13Part A (30 mins) Prepare the employee and family for relocation13Part B (1 hour) Repatriation programme15Part C (30 minutes): Three Case Studies in Point17Appendices20Session B Appendices201.Case study for Section A202.Role playing game for Section A213.Case study for Section B234.Simulation game for Section B24Session C Appendix - PowerPoint Presentation26IntroductionGlobal assignment of managers has been a traditional method of operating far flung commercial empires since the days of Robert Clive and the British East India Company. The importance of transferring knowledge, upskilling remote or local managers and instilling best practice throughout a multinational organization has long been recognized as a source of competitive advantage for those firms able to expand successfully. The failure of rate of global assignments, and indeed international expansion, has throughout history been nothing less than fantastic. The vast majority of firms have been unable to master operations across multiple cultures, political systems or levels of economic development. The need to simply find out what is going on has, in the past, been the major motivator for global assignment. The advent of modern communication and travel technology has arguably reduced the need for "inspection" style assignments; however this role has been upgraded to the "mentoring" vocation of international managers whose primary purpose is to transfer knowledge. The plethora of technological marvels that enable cooperative endeavor expanding around the globe do little to change the fact that knowledge is "person bound" - acquired overtime through interaction with either tacit or explicit sources. Firms must transfer people between host and home countries because it is arguably still the only effective way to exchange culture, knowledge and experiences.A number of issues arise for those individuals who are selected for, or who choose to embark upon international assignment. These issues may include practical, emotional/psychological or professional hurdles that limit the employee's effectiveness on assignment, or lead to early repatriation. Options for reducing the risks these potential dangers pose are only limited by finance and imagination, and extend to careful selection of employees for expatriate assignment, pre-departure training, and familiarization visits, mentoring from both the home and the host country, post-arrival training, regular return home visits, repatriation training and extensive communication between home and host.The focus of this training program is on pre-departure...

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