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
Failure can cause –
Damage to company and
company's Global image.
(Source Evans 2002)
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)
Training Programme – Aims
and Objectives
PHASE 1
IDENTIFYING THE TYPE OF GLOBAL ASSIGNMENT
Technical
Functional
Developmental
Strategic
PHASE 2
DETERMINING TRAINING NEEDS
Organisational analysis
Expatriate analysis
Assignment analysis
PHASE 3
ESTABLISHING GOALS AND MEASURES
PHASE 4
DEVELOPING AND DELIVERING THE TRAINING
PROGRAMME
PHASE 5
EVALUATING THE TRAINING PROGRAMME
Short term
Long term
Instructional content
Instructional methods
Sequence of training sessions
Short term goals
Long term goals
Source: Harzing & Ruysseveldt, 2004: 286
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
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 2 (Determine training needs)
Organisational Analysis
The Expatriate Analysis
Analysis of...
Personality Characteristics
•Flexibility and Openness
•Intercultural Abilities
•Communication Style
•Cross Cultural Awareness
•Acceptance of Cultural Differences
Also family needs (where applicable)
The Assignment Analysis
Organisational review in line with corporate culture
and global standardisation of HR policies, in
support of Global strategy.
Skill requirement review
•Prior experience
•Existing cross cultural knowledge
•Existing levels of cross cultural skill
• Perception of CCT
Analysis of the individuals perception of CCT and
Global secondment, 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.
Position specific competences –
Main duties and responsibilities of the assignment, and
appropriate associated cultural skills
Training Programme –
Phase 3 (Goals and measures)
Short term
Cognitive goals
Cultural considerations in: Purpose, value
and benefits of the assignments
Affective goals
Affective measures in managing the
perceptions of the new Culture
Behavioural goals
Successfully interacting with other
cultures.
Long term
Continual improvement plan
Repatriation
ECCT ?
Workshops
Set the standard for future assignments.
Responsibility hand over
Behaviour
goals
Cognitive
goals
Affective
goals
Training Programme –
Phase 4 (Developing and delivering the
training programme )
Instructional content
Instructional methods
Didactic culture
(cultural
information for
Sophia)
Experiential
culture
(cultural impact
on Sophia)
Effective cross cultural interaction and
understanding of cross cultural differences
Sequence of training sessions
•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.
•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, visits to China, Chinese
cultural training and language training.
Training Programme –
Phase 5 (Evaluating the training
programme )
Developing outcome measures
Short term goals
Developing outcome measures
Information gathering – Establishing effectiveness
Benefits gained
Cognitive, affected and behavioural changes.
Training amendments and changes for the future
Long term goals
Adjustment measures
Questionnaires
Integration back into native country
Support group
Telephone support line “24 hour” availability
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
5-10 days
Evaluation
Phase 5
2 days
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!