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INTERNATIONAL TRAINING,
DEVELOPMENT,
& CAREERS
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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START
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Vocabulary
T&D = training & development, the human resource, NGOs
internal hires
cultural awareness training, CCT, field experiences, degree of expected
interaction, cultural similarity
information-giving, affective, & immersion approaches, security briefings
role-playing
preliminary visit Additional types of training:
international cadre Language
multinational, virtual teams Critical incidents
repatriation, ROI Culture assimilator
reverse culture shock Stress reduction
mentors, repatriation program Simulations
career anxiety, work adjustment Sensitivity
family adjustment, social networks
boundaryless careers, protean careers
Chapter 7
international itinerants
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Objectives: before & during
We examine these pre- & on-assignment issues:
1. Role of training to support expatriate adjustment &
on-assignment performance
2. Components of pre-departure training programs such as
cultural awareness, preliminary visits, & language skills
3. Relocation assistance & training for trainers
4. Effectiveness of pre-departure training
5. Developmental aspect of international assignments
6. Training & developing international mgmt. teams
7. Trends in international training & development
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Objectives: post-assignment
We examine these re-entry issues:
1. Process of re-entry or repatriation
2. Job-related issues
3. Social factors (e.g., family)
that affect re-entry & work adjustment
4. MNE responses to repatriate concerns
5. Staff availability & career issues
6. ROI & knowledge transfer
7. Designing a repatriation program
Chapter 7
8. Broader international career issues
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Introduction
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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International assignment as a
training & development tool
Expatriates are trainers
- part of knowledge & competence transfer
- expected to help train & develop HCNs
Expatriates ensure adoption
- show how systems & processes work
- monitor HCN performance
Expatriates are mgmt. under development
- job rotation broader perspective
- they become global operators
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Figure 7.1
International training & development
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Table 7.1
Availability of cross-cultural training in MNEs
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Components of effective
pre-departure training
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Essential components of
pre-departure training
Cultural awareness training
Preliminary visits
Language instruction
Assistance with practical day-to-day matters
Security briefings
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Black & Mendenhall’s 3 keys
for cross-cultural training
1. Training methods
2. Levels of training rigor
3. Duration of training relative to
Expected degree of interaction
Culture novelty = how different host culture is
from native culture
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Low interaction, < 1 week training
similar cultures
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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2-12 month job, more training rigor
some interaction 1-4 + weeks long
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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High interaction, more training rigor
novel culture 2+ months long
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Effectiveness of
pre-departure training
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Table 7.2
Perceived value of cross-cultural preparation of expatriates
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Developing staff through
international assignments
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Outcomes of
international assignments
Management development
» Individuals get experience, advance careers
» MNE gets cadre of experienced international operators
Organizational development
» MNE accumulates knowledge, abilities
» MNE & individuals get a global mindset
» MNE gets direct control & socialization which
- helps with knowledge transfer &
Chapter 7
- helps transfer competence
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Networked MNEs can use
international teams as
a mechanism for fostering innovation, organizational
learning, knowledge transfer
a means of breaking down functional & national boundaries,
enhancing information flows
a method for encouraging diverse decision-making,
problem-solving, & strategic assessments
an opportunity for developing a global perspective
a technique for developing shared values;
thus helping MNE with informal, normative
control through socialization
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Figure 7.2
Developing international teams through international assignments
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Trends in international training
& development
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Some training & development trends
1. Host countries continue to pressure for local T&D
2. Growing realization that competence learning
depends on national context & HC institutions
3. Increasing awareness of NGOs’ importance
4. Increasing interest in T&D focused on China
5. T&D literature is realizing need to address
global,
comparative, &
national contexts for T&D
(just as IHRM is starting to do)
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Re-entry & career issues
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
24 of 38
Figure 7.3
Expatriation includes repatriation
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
25 of 38
Figure 7.4
Repatriation activities & practices
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Repatriation process
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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2011 Study: causes for
international assignment failure
Spouse/partner dissatisfaction 18%
Poor candidate choice 16%
Poor job performance 13%
Inability to adapt 12%
Other family concerns 8%
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Effectiveness of ways to
reduce expatriate turnover
In most to least effective order:
1. Opportunity to use experience 35%
2. Position choices upon return 22%
3. Recognition 16%
4. Repatriation career support 13%
5. Improved performance evaluation 9%
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Individual reactions to re-entry
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
30 of 38
Figure 7.5
Factors influencing repatriate adjustment
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
31 of 38
Table 7.3
Career impacts of international assignments
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
32 of 38
Responses by the MNE
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Figure 7.6
Linking repatriation process to outcomes
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Knowledge & skills acquired
from international assignment
Market specific knowledge
local systems (political, social, economic), language, customs
Personal skills
inter-cultural knowledge, self-confidence, flexibility, tolerance
Job-related management skills
communication, project management, problem-solving
Network knowledge
meeting diverse people
General management capacity
broader job responsibilities,
Chapter 7
exposure to other parts of the organization
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
36 of 38
Table 7.4
Topics covered by a repatriation program
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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Strategies for smooth re-entry
1. Pre-departure briefings on what to expect & upon return
2. Multiple career planning sessions
3. Written repatriate agreements clarifying available
assignments upon return
4. Mentoring programs that continue after return
5. Extended home visits to keep up with social, family, &
organizational changes
6. Reorientation programs on changes in organization
7. Personalized financial & tax advice
8. Providing an adjustment period upon return
9. Visible & concrete expressions of
repatriate’s value to the firm
Chapter 7
For use with International Human Resource Management 6e ISBN-10: 1408032090
By Peter J. Dowling, Marion Festing, and Allen D. Engle. Sr. © Cengage Learning
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