SM215 PRE-DEPARTURE TRAINING

1. SM215 PRE-DEPARTURE TRAINING The primary criterion for expat assignment selection is technical ability. Pre-departure training is the next critical step in attempting to ensure the expat’s effectiveness and success in the subsidiary assignment.

2. SM215 PRE-DEPARTURE TRAINING • The primary focus of pre-departure training is developing cultural awareness. • Data has shown the link between failure rates and cultural adjustments challenges. • Of course spousal unhappiness is the major factor in U.S. Expats failures; whereas in Japan it is 5th on the list of reasons for Japanese failure rates.

3. SM215 PRE-DEPARTURE TRAINING • A major objective of intercultural training is to help the Expat cope with unexpected events in a new culture • 2002 77% (n=181) U.S. firms offered pre-departure training • PDT now includes spouse & children

4. SM215 PRE-DEPARTURE TRAINING • Expat/spouse/children (whole family) 33% • Expat/spouse 29% • Expat only 2% • None 36%

5. SM215 PRE-DEPARTURE TRAINING • A well-designed cultural awareness program fosters an appreciation of the host country’s culture so that Expats can behave accordingly, or at least develop appropriate coping patterns

6. SM215 PRE-DEPARTURE TRAINING • If the expected interaction is low between the Expat and the members of the host country culture training should focus on task and job-related issues and less on cross-cultural skill development • If the expected interaction is high between the Expat and the members of the host country culture training should focus more on cross-cultural skill development and less on task and job-related issues

7. SM215 PRE-DEPARTURE TRAINING • Page 121 Tung 5 recommendations • Page 121 Mendenhall & Oddou 3 dimension model • Training methods • Levels of training vigor • Duration of training relative to degree of interaction & culture novelty

8. SM215 PRE-DEPARTURE TRAINING • 2 months-1 week long lectures, films, books • 2-12 months-1 to 4 weeks lectures, films, books plus cultural assimilators and role-plays • 1 year plus-2 months lectures, films, books plus cultural assimilators and role-plays plus sensitivity training, field experiences, intercultural experiential workshops

9. SM215 PRE-DEPARTURE TRAINING • Black & Mendal concluded the earlier model primarily cultural in nature • Social Learning Theory: Integrate with Cultural Awareness-- Attention, Retention, & Reproduction • Training only the first step! Expat willingness to apply learned behavior (PDT) in the host country influenced by firm expectations

10. SM215 PRE-DEPARTURE TRAINING • Downside of Black & Mendal model—time factor to learn behavioral aspects of “social theory” • Expats learn PDT and head off to assignment

11. SM215 PRE-DEPARTURE TRAINING • Preliminary Visits (PV) to host country useful in developing cultural awareness • Expat and spouse should both take PV • When PV used as part of PDT Expat has an easier time in the initial adjustment process to cultural awareness

12. SM215 PRE-DEPARTURE TRAINING • Europeans 53% provide PV • Average length 1 week • Expats previous visits preclude PV • US value PV as # 1 priority cross-cultural training coming in at #2 • Germany, Japan, Korea rank PV as essential but not #1

13. SM215 PRE-DEPARTURE TRAINING • Language Training (LT) • US, UK, Canada, & Australia rank LT as unimportant • Europe, Asia, & South America rank LT top priority • MNE requesting more foreign languages taught in US colleges and universities

14. SM215 PRE-DEPARTURE TRAINING • Designate Program • HCN sent to US firms by Pepsi-Cola, Fiat from Italy for 18 month training for sales force or production techniques • Training done in the corporate language—English in addition to the host country languge

15. SM215 PRE-DEPARTURE TRAINING • Practical Assistance provided by Relocation Specialists • MNE provide relocation assistance for Expat and family • Schools, jobs, recreation facilites • What does military do for new arrivals?

16. SM215 PRE-DEPARTURE TRAINING • Due to lack of trained replacement Expats, Expats required to train their replacements—HCN • It’s important for these Expats to receive as part of their PDT the ability to transfer knowledge and skills to their replacement HCN

17. SM215 PRE-DEPARTURE TRAINING • Different treatment of TCN, HCN, and PCN (Expat) working in the same subsidiary • PDT not provided in many firms for TCN and HCN transferring to another subsidiary • US Expats, however, receive PDT as we have seen

18. SM215 PRE-DEPARTURE TRAINING • Technology added to PDT programs • To reduce and offset cost of PDT 60% of MNE use CD and web-based programs • 41% used CD and web-based programs as stand-alone alternatives • 16% used CD and web-based programs only

19. SM215 PRE-DEPARTURE TRAINING • Success of PDT • 2002 survey • 35% great value • 45% high value • 17% medium value

20. SM215 PRE-DEPARTURE TRAINING • 79 US Expats reported PDT should include • Cross-cultural awareness • Language Training • Preliminary Visit • Include Spouse and family

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