EMPLOYEE DEVELOPMENT You Manage It! 4: Global Team Exercise team, consider trais
ID: 392239 • Letter: E
Question
EMPLOYEE DEVELOPMENT You Manage It! 4: Global Team Exercise team, consider trais a. Do your team memb Training for Expatriates A global and challenge for the employee oterest te eihe someone might be about the opportunity, it is in everyone 8-38. As a Foreign assignment can be an exciting opportunity . However excited or cautious foreign assi ates should be off b. How could you kno e. Share your team's ju how its effectivenes interest to prepare the worker for a s uecessful experience. As discussed in the Manager's Notebook. "Expatriate Assignments needs should be con- and Training Needs," a variety of training sidered for Experiential Exercise: Te 8-39. Specificallv. the three cateeories Decide for yourself or team to focus on eithe As a team, conside ing needs: country, jo a. How would you ass areas, for either ex would you conduc b. What would you tion might you in c. Share your appro Designed by Apple in California Experiential Exercise: 8-40. The effectiveness of and the effectivenes ception. Consider t effectiveness (Leve behaviors; Level 4 a. How could each effectiveness of b. Generate exam 8-36. How do you think the effectiveness of training for expatri- ate positions should be measured? 8-37. Training for repatriation is also an important consideration. How do you think the effectiveness of training for repatri- ates should be measured? ness at each of c. Which level of effectiveness c d. Which level o effectiveness Endnotes Go to www.pearsoned.co.in/Gomez-MejiaExplanation / Answer
8-36: To measure the effectiveness of training for expatriate positions the training should be evaluated on the basis of its impact on the hard skills and the soft skills of the expatriates. In terms of hard skills the impact of the training on the skills related to the technical areas specific to the job should be evaluated. What is more important and critical with regards to expatriate positions is the training with regards to soft skills.
An expatriate position is filled when an employee moves to another country. As the employee moves to a new country it involves learning a new language, learning cultural nuances of the country, learning its value systems and ethos. More importantly the training should be evaluated in terms of how capable it is making the expatriate to apply these learning in the business dealings and context in the new country.
For instance suppose that an American national based in New York and working in an American company is shifted to Paris in France to manage the company’s operations in France. This will make the American national an expatriate in France. The American national will be trained with regards to cultural differences that exist between USA and France. The effectiveness of the training will be evaluated on the basis of how well the American national is able to understand the nuances, adapt to the French way of life and implement his learning in his business dealings in France. For example business meetings in France tend to be more formal than in USA. However once acquaintance is established then the level of formality decrease. People should be greeted with a light handshake in France and not a firm handshake. Friends, colleagues and acquaintances are greeted less formally and usually with a kiss on the cheek.
The effectiveness of the training will be determined on the basis of how the American national is able to implement the learning imparted in the training to his professional, personal and social life in France.
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