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International Training: Arpana F. Gawade Dhanashri S

International training and development efforts are especially important for global companies as employees face not only new job responsibilities but an entirely unfamiliar culture, climate, and way of life. Cross-cultural training enables expatriates to learn the norms, values, attitudes, beliefs, and practices of their host country so they can behave appropriately. It provides fact-based information about the country as well as explanations for cultural behaviors. For example, trainees may learn that Japanese people hesitate to say "no" directly to respect others and avoid conflict. With cross-cultural knowledge and awareness, expatriates can transfer what they learn to their behaviors and interactions, leading to greater satisfaction and success in their foreign assignments.

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113 views8 pages

International Training: Arpana F. Gawade Dhanashri S

International training and development efforts are especially important for global companies as employees face not only new job responsibilities but an entirely unfamiliar culture, climate, and way of life. Cross-cultural training enables expatriates to learn the norms, values, attitudes, beliefs, and practices of their host country so they can behave appropriately. It provides fact-based information about the country as well as explanations for cultural behaviors. For example, trainees may learn that Japanese people hesitate to say "no" directly to respect others and avoid conflict. With cross-cultural knowledge and awareness, expatriates can transfer what they learn to their behaviors and interactions, leading to greater satisfaction and success in their foreign assignments.

Uploaded by

Any Kadam
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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International training

Arpana F. Gawade Dhanashri S.

Human Resource management practices vary from country to country due to variations in culture, government policies, labour law etc. hence the study of international human resource management needs an altogether different approach such as recruitment, selection process , expatriates ,performance appraisal , training and development , compensation.

The good selection process reduces the training effort. It might be true in the case of domestic business, but the global companies should enough training and development efforts as the candidates are strangers not only to the jobs, but also to soil, climate, environment, people, and culture of foreign country.

Importance of training for international job (Global): Even the most valuable employees in the global companies fail to work and stay with the company due to poor training and development efforts. International company should make not only the employee, but also his family members more comfortable with the company, people and country. In international human resource management cross culture training process are used.

Cross culture training: Cross culture training enables the expatriates to learn the culture norms, values, attitudes, beliefs, and practices of the host country. The expatriate, after training can use this cross culture knowledge to behave according to the cultural requirement of the host country. The trainee expatriate can transfer the knowledge gained in the training programs into new cognitive and physical behavior. This process gives the trainee more satisfaction in their foreign assignment.

Example: Suppose x person trained their selected candidates for company in Japan regarding the Japanese culture that Japanese like more of informality, they hesitate to say no and they finalized more of their business dealing outside the office .The employee transferred this knowledge into their cognitive and physical behavior and become success in dealing with the Japanese.

Contents of cross culture training:1) Information of fact orientated training:The training programme provide the expatriate trainee with the information and facts of the country like country economy, resources language, social group,currency,climate condition, eating , dressing habitats. 2) Attribution Training:This training provides the reasons or causes for the behaviors of the people of the host country. For example: - Japanese do not say No, because they want to respect the others feelings and do not want to hurt the other. Similarly Americans responds straight and do not hesitate to say No.

3) Cultural Awareness training: This training is to provide the common values, attitude and behavior in the host country. This makes the trainees to understand how culture affects the behavior of people of the host country.

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