“A little cultural knowledge goes a long way”
IBTC, 1990
“Estimated cost of a three year
assignment = $ 1 MILLION”
“Failure can cause – Damage to company
and company's Global image”. (Source Evans 2002)
(Source: Brewster 2001)
“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)
“Cross cultural training is vital if
organisations are to avoid high levels
of expatriate failure rates (premature
returns)”
(Source: Black and Medenhall 1990)
Training Programme
INTERNATIONAL BESPOKE CROSS CULTURAL TRAINING
Source: Harzing & Ruysseveldt, 2004: 286
INTERNATIONAL BESPOKE CROSS CULTURAL TRAINING
Training Programme –
Phase 1 -Type of assignment
Strategic Business Development Manager
•Strategic / executive – Developing the China operationsKept
market
thisbase
wording but moved
•Strategic assignments require a high level of CCT
to Phase 2. Think phase 1
•Current organisational culture, strategy and structure considered
should just establish
when developing training program
assignment type..
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
Training Programme – Phase 1
Assess type of global assignment
Meet with senior management to discuss aims and objectives of
assignment to confirm type
• Driving Speedline business into new Chinese territory.
• Ensuring local staff are aware of and have knowledge of Speedline’s
corporate culture and “brand equity”
• Creating new strategic alliances with third party companies in China.
Assignment type:
STRATEGIC
INTERNATIONAL BESPOKE CROSS CULTURAL TRAINING
Training Programme – Phase 2
Determining Training Needs
1. Organisational Level:
•
•
•
Full audit on culture, strategy and structure in UK
HQ and Chinese subsidiary using the Jerry
Johnson model (1992) to understand
organisation culture, via questionnaires,
observation and interviews.
Evaluating UK & Chinese market positions, local
staff requirements and skills match.
Test staff brand awareness and knowledge of
corporate strategy in both countries via
questionnaires, interviews and focus groups.
2. Assignment level:
•
Jerry Johnson 1992
Sorry the
diagram flashes.
Copied and
pasted.
Full job audit to establish duties, tasks and expected functions to understand the
complexities of the assignment. Establish quality of output and levels of
responsibility. Measure knowledge, experience, qualifications and the level of
cross-cultural skills required to carry out the job effectively. Carried out through
work measurement, job description comparisons, on-line skill assessments.
Training Programme –
INTERNATIONAL BESPOKE CROSS CULTURAL TRAINING
Phase 2 -Determine training needs
“In the case of female expatriates cultural and GENDER
differences must be understood” – Calliguri,P. and Cascio W,F
The Individual Expatriate Analysis :
Defining the individual in regards to their
Have used these words on
needs, expectations and current abilities. Also their age, sex and personality traits.
Analysis of...
the next 2 slides
1. Personality Characteristics
2. The level of the individual receiving CCT
•Flexibility and Openness
•Intercultural Abilities
•Communication Style
•Cross Cultural Awareness
•Acceptance of Cultural Differences
•Prior experience- no matter how little
•Existing cross cultural knowledge
•Existing levels of cross cultural skill
• Their perception of CCT
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.
INTERNATIONAL BESPOKE CROSS CULTURAL TRAINING
Training Programme – Phase 2
Determining Training Needs contd.
3. The expatriate’s Level
We will check Sophia’s personality suitability for
expatriation by testing her:
• Flexibility and Openness
• Intercultural Abilities
• Communication Style
• Cross Cultural Awareness
• Acceptance of Cultural Differences
• Family considerations
Our 3 step personality test:
1. A self-evaluation test undertaken by Sophia which comprises of a psychometric
assessments and evaluation of her motives & willingness for the assignment.
2. A one to one “reality check”, private session with a trained counsellor to establish
her goals, understanding of the assignment and general overview of Chinese
norms and values.
3. A half-day workshop with approximately 8 people to exchange ideas, resolve HR
issues and prepare for the next stage in expatriation.
INTERNATIONAL BESPOKE CROSS CULTURAL TRAINING
Training Programme – Phase 2
Determining Training Needs contd
2. The level of Sophia’s readiness for
expatriation CCT
We will check Sophia’s cultural readiness for
expatriation by evaluating her:
•Prior experience of China- no matter how little
•Existing cross cultural knowledge
•Existing levels of cross cultural skill
•Her language skills – English and Chinese
• Her perception of CCT
Our 3 step cultural readiness test:
1. On-line assessment of international previous exposure and knowledge
2. Completion of our specific “Chinese Culture Awareness Test”
3. Language tests in English and Chinese.
Training Programme –
Phase 3 (Goals and measures)
SHORT-TERM
BEHAVIOUR
GOALS
How is Sophia
adapting her
behaviour
/building
relationships?
COGNITIVE
GOALS
How quickly and
easily Sophia
absorbs the
Chinese culture
AFFECTIVE GOALS
How the Chinese culture
is affecting Sophia. How
is she managing ‘culture
shock?’
Training Programme –
Phase 3 (Goals and measures)
Longer- term
•
•
•
•
•
Continual improvement plan
Repatriation planning
Set the standard for future assignments
Handling of reverse culture shock
Assignment hand-over after 2 years
Training Programme –
INTERNATIONAL BESPOKE CROSS CULTURAL TRAINING
Phase 3 -Goals and measures
Short term
Accomplishments at end of CCT programme
•Improved understanding of international assignments
•Improved understanding of Chinese culture
•Successful co-operation with Chinese colleagues
•Project targets met, e.g. sales targets, production targets
•Understanding of the need for anticipatory adjustment
Measurement Methods
Personal Tutoring
Online tests
Longer term
For Speedlink
•Completion of Speedline’s strategic implementation in China
•Acceptance and adoption by Chinese staff of Speedline’s global
mindset
•Chinese staff performance increasing Chinese market share.
•Speedline’s confidence in future assignments.
For Sophia
• Personal satisfaction
• Personal betterment
• Increased confidence
In person interviews/
Phone interviews
Performance appraisal
Company performance
Training Programme –
Phase 4 (Developing and delivering the
training programme )
Pre-Departure
CCT and
In-country CCT
In-country CCT
and
Sequential
CCT
Didactic culture
(cultural
information for
Sophia)
• General training on what it's like to
work and live abroad - lectures,
seminars, reading material, videos,
on-line training, websites etc.
• Specific training about what it's like
living and working in China - studies,
lectures, orientation briefings, case
studies etc.
Experiential
culture
(cultural impact
on Sophia)
• General training on the impact of
how cultural differences in
general have an affect on
individual's behaviour - workshops
and immersion programs.
• Specific training on Chinese
culture - through role-playing,
Skype, Chinese cultural training
and language training.
Experiential cultural specific
workshops:
• Preparing For Expatriation
• Women Expats in China
• How To Make Guan Xi Work For You
• Chinese Relationship Building
• Group Behaviour in China
• Understanding Chinese Culture & Confucianism
• Successful Communications in China
• How To Cope With Missing Home
• Language Skills
• Preparing For Returning Home
“Women Expats in China”
Does anyone like
this model? Or
shall we stick to
just the next
slide?
Training Programme –
Timescales
Training Schedule and Timescales
Assignment
Type
Phase 1
2 days
Training needs
analysis
Phase 2
3 days
Goals and
Measures
Phase 3
2 days
Developing and
delivering
training
Phase 4
Pre 2-3 days
During 5-8 days
Post 1-2 days
Evaluation
Phase 5
2 days
Training Programme –
Phase 5 (Evaluating the training
programme )
Short term goals
Developing outcome measures
Cognitive outomes
• Use on-line tests and written papers to check how Sophia has absorbed
Chinese culture.
Affective outcomes
• Face to face interview or focus group to see test how Chinese culture has
affected Sophia’s emotions.
Behavioural outcomes
• Test Sophia’s behaviour and communication skills within a role-play
Long term goals
Test for longer-term effectiveness through questionnaires, interviews and on-line surveys:
• Was the overall project successful for Sophia / Speedline / our Chinese colleagues?
• How successful was Sophia’s repatriation?
• What would we keep? What would we change?
Training Programme –
Beneficial outcome and
conclusions
Shearman & Sterling: Working
Successfully across Cultures
“IBCT training was particularly
interactive and provided our teams with
an insight into cultural differences and
how to maximise cross cultural
relationships.”
De Beers : Working Successfully with the
Japanese
"The Japanese briefing, IBCT delivered to key De
Beers LV personnel, provided not only an
invaluable insight into working effectively with our
Japanese counterparts but also an
understanding of Japanese society and values –
key to the success of our new operations in
Japan."
Ashurst: Developing Employees for International Success
“The cultural awareness and language training offered by IBCT has given our trainees going on
international secondment the key knowledge and skills that make their settling into a new country
that little bit less daunting!