Four-Step approach for international assignment trainings

            It is important for international firms to educate their assignees before sending them to foreign nations. However, only a few companies actually provide systematic selection and training for oversea assignments. One firm specializing in such programs suggests a four step approach.

            Level1 training is the familiarization of cultural differences and their impact on business outcome. Cultural misconception can lead to misunderstanding between both parties. It can leak outside the organization through foreign nation’s media and ruin company’s reputation. It may lead to boycotts, or it may result in low motivation/productivity in the branch.      

            Level 2 is the behavioral training that aims at getting participants to understand how attitudes are formed and how they affect behavior. For example prejudice against a certain group can negatively influence a manager’s behavior toward that group.

            Level3 training provides factual knowledge about the target country. That can include the demography of the country, laws and regulations, terrain, economy, politics, deceases and health concerns, history, sports and leisure, arts and music, costume, food and beverage, weather, wild life, risks, and relevant suggestions and restrictions.

Level 4 provides linguistic and adaptation skills. Even though there might be local and contractor interpreters on sight, it will be useful to learn the basics of the target language. It can have a survival value or basically help building stronger rapport with locals. Adjustment and adaptation skills can be learned even though they are partially instinctive.

            Globalization is an unavoidable fact in 21^st century and American organizations find new international frontiers every year. Terrible things have happened in international business and military affairs due to insufficient training of assignees. More systematic trainings can help build cohesive international business relations that could lead to prosperity.    

Reference:

Dessler Gary. Human Resource Management. Pearson prentice hall .Upper Saddle River, New Jersey: 11^th Edition.