Training Programme – Introduction

1. Training Programme – Introduction Estimated cost of a three year assignment = $ 1 MILLION (Source: Brewster 2001) Cross cultural training is vital if organisations are to avoid high levels of expatriate failure rates (premature returns) (Source: Black and Medenhall 1990) IBCT – A little cultural knowledge goes a long way 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) Failure can cause – Damage to company and company's Global image. (Source Evans 2002)

2. Training Programme – Aims and Objectives Source: Harzing & Ruysseveldt, 2004: 286

3. 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 • Assignment Analysis • Identifies the function of the individual on the assignment and the type of cross cultural knowledge and skills needed to perform effectively • Analysis of Job Description and Job Content factors • Job description factors are general duties, tasks and expected functions • Job content factors are; achievement, quality of output and levels of responsibility • Position specific competencies defined and incorporated into the training program

4. Training Programme – Phase 2 (Determine training needs) The Individual Expatriate Analysis Defining the individual in regards to their needs, expectations and current abilities. Also their age, sex and personality traits “In the case of female expatriates cultural and GENDER differences must be understood” (source: Caligiuri P and Cascio W F) Analysis of... • The level of the individual receiving CCT • Prior experience- no matter how little • Existing cross cultural knowledge • Existing levels of cross cultural skill • Their perception of CCT • Personality Characteristics • Flexibility and Openness • Intercultural Abilities • Communication Style • Cross Cultural Awareness • Acceptance of Cultural Differences • Also family needs (where applicable) Analysis of the individuals perception of CCT and expatriatism 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.

5. Training Programme – Phase 3 (Goals and measures) Short term • Accomplishments at end of CCT programme • Improved understanding of international assignments • Improved understanding of cultural differences • And the effect they have on the success of the assignment • Understanding of the need for anticipatory adjustment Measurement Methods Personal Tutoring Online tests Longterm In person interviews/ Phone interviews • Expected outcome of the assignment • Completion • Increased performance of the organisation • Confidence for future international assignments • Individual level • Personal satisfaction • Personal betterment • Increased confidence Performance appraisal Company performance

6. Training Programme – Phase 4 (Developing and delivering the training programme ) Instructional content CCT Organisational review General culture orientation Specific culture orientation Instructional methods Sequence of training sessions Didactic culture training (general) Didactic culture training (specific) Experiential culture training (general) Experiential culture training (specific)

7. Training Programme – Phase 5 (Evaluating the training programme ) Short term goals Developing outcome measures Adjustment measures Long term goals

8. Training Programme – Beneficial outcome and conclusions xxxx xxx xxx xxx