International Human Resource Development: Expatriate Training
Guidelines
Appendix B
This expatriate training is designed to accomplish the following course learning objectives:
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Articulate and analyze the impact of the international business environment on Human
Resource policies of multi-national corporations
Articulate and analyze how national culture, values, and norms impact international Human
Resource Development, policies, and practices
Develop international Human Resource policies in the specialty areas of planning,
employment, training and development, and compensation policies
Enhance the student's ability to conduct research in International Human Resource
Development
Acquaint the student with the applicable labor and employment laws of the host country
Analyze basic human resources considerations when conducting a new plant startup outside
the United States
Enhance analytical skills in complex human resource problem solving
Enhance writing skills
Instructions:
The case study referenced in Appendix A was presented for the purposes of the analysis of
significant issues to be considered in designing the expatriate training program in India.
Reasonable inferences may be permitted based on research and identified cultural considerations
for India.
The student’s will act as the human resource consultant in designing the expatriate training
program following the outline below. Students have 20-30 minutes to deliver the presentation
following the outline below.
1.) Articulate the training learning objectives based on the expatriate’s learning needs in India for
a medical devise manufacturing company.
2.) Research Geert Hofstede’s and Trompeenar’s work on cultural dimensions. Discuss India’s
cultural values in relation to the U.S. across Hofstede’s cultural dimensions. Reference the book
on Hofstede’s Culture’s consequences: Comparing values, behaviors, institutions, and
organizations across nations.
3.) Discuss India’s cultural values in relation to the U.S.
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Use the following table as a format for comparing cultural values based on Geert
Hofstede’s work discussed in the first class and in Chapter 1 of the textbook.
HR Practices
Values
U.S.
Host Country
Goals
&
Rewards Teams
vs. Individual
“
International Human Resource Development: Expatriate Training
Guidelines
(compensation)
Goals & Rewards
Individual
Short-Term
Long-Term
vs.
Staffing
List others
List others
4) Describe the recruiting and selection strategies for attracting the needed skills and supervisory
personnel in India. Refer to the Recruitment and Selection Chapters in the Anthony et al.
textbook or another source. Also consider the class discussion on The coffee-machine system:
How international selection really works (Harris & Brewster, 1999) and the Typology of
international manager selection systems.
5.) Identify the basic government and employment laws in India that will affect your company’s
policies for which compliance is required.
6.) Identify the basic content of the employee handbook describing company policies i.e.
communication, dress, and acceptable norms. Research some examples of employee handbooks
to inform your response.
7.) Identify the specific sources of information in India that will be used to develop the wage and
benefits packages for hourly and salaried personnel according to the desired compensation
strategies. Reference a specific compensation strategy from the Compensation Chapter from the
Anthony et al. textbook or another source.
8.) Outline the essential elements of the expatriate contract.
You can use the following table to track your team’s progress.
Activity
Form Teams
Select a country
Research Hofstede’s
cultural dimensions for
that particular country.
What could you
incorporate into your
paper from each class
discussion?
Describe the
organizational structure.
The training program
Team Member
Accountability
Due Date
Status
International Human Resource Development: Expatriate Training
Guidelines
should discuss the
organizational structure so
that the expatriate
understands how decisions
are made, authority, and
control, understand
reporting relationships,
and how to work with HR.
You can create a pseudo
name for your MNE or
use an actual company.
What is HR’s function in
the foreign production
stage of
internationalization?
Describe the
organizational structure.
The training program
should discuss the
organizational structure so
that the expatriate
understands how decisions
are made, authority, and
control, understand
reporting relationships,
and how to work with HR.