BUS707: Expatriate Training Programs Are Necessary To Ensure Effective Communication: Managing Across Cultures Assignment, UCD
Assignment Overview:
Do you ever need to relocate employees for international assignments? Here’s how and why you should tailor your company’s classes for expatriates.
Expatriate training programs are necessary to ensure effective communication in the international business realm.
Basic expatriate training should include aspects such as culture, laws, and language.
Many ex-pat training courses focus on helping families establish housing, find the best education programs for their children, and more.
Some of the benefits of training an ex-pat are that you can eliminate the waste of resources and ensure a great performance.
Expatriate education and training are necessary for a global marketplace to ensure effective communication and business success. Expatriate training programs within your company could include language courses, international business development, or cultural communications – but don’t leave out the most personal aspect of international assignments. Often, it’s a family’s inability to adapt that leads to initial assignment hiccups. Focus your expatriates’ training on business issues, certainly, but also provide information that involves your employees’ spouses and children.
- Begin expatriates’ training at the cultural level to emphasize communication and eliminate cultural missteps.
- Continue expatriate training and family education with comprehensive programs that offer support for the length of the assignment.
- Conclude courses for expatriates with repatriation training.
What Are the Opposing Reasons for the polycentric Approach of Staffing?
Imagine your business is growing at a rapid pace – so rapid, in fact, that you decide to go international.
Establishing retail outlets, manufacturing facilities or distribution partners abroad opens up your business to new markets, new resources and new avenues for profit. For human resources, however, presents certain challenges. How do you staff the company’s operations abroad? How do you manage them? One option is to turn operations over to host-country managers using a staffing system known as the polycentric approach. Done properly, the polycentric model can help you reduce costs and respond to local cultures.
While it is cheaper and more successful to use local managers than to expatriate managers from the home nation, the polycentric approach has a tendency to isolate the subsidiary from the company’s headquarters and managers face an unbreakable glass ceiling.
