Advocate for training and development

programs for the MNEs global managers

and workforce.
Identify the challenges of training an
international workforce (language and
culture).
The training and development of
international assignees
Develop a global mindset, global
competencies, and global leadership in the
global enterprises.
Improve the effectiveness of global and
virtual teams.
Training in the MNE
Issues related to global training and
development
Virtual and global teams
Characteristics and development of a global
mindset
Cross-cultural preparation for international
assignees
Global trends in training and development
Development
the learning
opportunities
designed to
help employees
grow
Application
Job Experience
Specific tasks
Narrow/Perspective
Theoretical Orientation
Classroom Learning
General Concepts
Broad Perspective
Training the process
of imparting specific
skills
Education is
theoretical learning
in classroom
Think and act globally
Equidistant global learning organization
Focus on the global system, not the parts
Global leadership skills
Empower teams
Learning as a core competency
Reinvent yourself and the global organization


Localization vs. Integration



Adjusting vs. Non-adjusting
Foreign subsidiary as
home company
Foreign subsidiary as
integral part of HQ
HR must make efforts to
understand local
practices and legal
system, as well as
culture.
One training program for
any country
Localized approach to Global T&D:
Culture
Learning styles
Education levels and forms
Language
Laws
Transfer of training

Country High PDI/Strong UAI Didactic Training Technique

Mexico Readings
Venezuela Panel
Brazil Lecture
India Case studies
Israel Role plays
New Zealand Fishbowl
Sweden T-group

Weak UAI/Low PDI Experiential
PDI power distance = acceptance of status diff b/n student and instructor
UAI uncertainty avoidance = unwillingness to take risks and try new things
Common processes, practices and principles
E-learning
Creating a Global Team:
Size
Effectiveness
Contextual variables
Best practices


Multiple definitions:
Global mindset - one that combines an
openness to and awareness of diversity across
cultures and markets with a propensity and
ability to see common patterns across
countries and markets.
Personal and professional aspects




The ability to master and effectively apply
multiple competencies
Work and communicate with multiple
cultures
Manage global complexity, contradiction
and conflict
Manage organizational adaptability
Manage multicultural teams
Manage uncertainty and chaos


Competency Description
Inquisitiveness Love to learn and are driven to
understand and master the
complexity of the Global
Business Environment
Perspective View uncertainty as an
invigorating and natural aspect
of the business
Character Leaders ability to connect
emotionally with people of
different backgrounds and
cultures
Savvy Ability to recognize global
business opportunities in order
to capitalize on them.
Transnational skills
Transnationally competent manager Traditional international managers
Global perspective
Understand worldwide business
environment from a global
perspective
Focus on a single foreign country
and on managing relationships
between HQs and that country
Local responsiveness
Learn about many cultures Become an expert on one culture
Synergistic learning
Work with and learn from people of
many cultures simultaneously
Work with and coach people in
each foreign culture separately or
sequentially
Create a culturally synergistic
environment
Integrate foreigners into the
Organizational headquarters
national organizational culture
Transition and
adaptation
Adapt to living in many foreign
cultures
Adapt to living in a foreign culture
Cross-cultural
interaction
Use cross-cultural interaction skills
on a daily basis throughout
assignments
Use cross-cultural interaction skills
primarily on foreign assignments
Collaboration
Interact with foreign colleagues as
equals
Interact within clearly defined
hierarchies of structural and
cultural dominance
Foreign experience
Transpatriation for career and
organization development
Expatriation or inpatriation
primarily to get the job done
Geocentric main goal is to create an organization
with a globally integrated business system with the
worldwide leadership perspectives.

Main characteristics for the employees of such
organizations:
1. Multiple-language skills
2. Multiple-culture experience
Four Ts (training, transfer, travel, team)
Developing a new perspective
Experiential learning


Sacrifices the things that the assignee is
losing due to moving on assignment.

Culture shock/reversed cultural shock the
period of adaptation to the new culture,
surroundings, habits

Orientation provision of not only IA but also
his family members with adequate and
accurate information about the assignment.
Training developing of skills and sensitivities
to cultural issues. Example: local customs,
politics, cultural sensitivity, food and
beverages. As well as the background
information on the company in the country of
assignment.

Establishing and maintaining relationships
Host government/home government
Internal/external with the firm
Family/single assignee
Preparation objectives
Terms and conditions of the assignment
Increase skills, cultural awareness and knowledge of language
Forms of training
Pre-departure
Simulations and case studies
Post-arrival
Training outcomes
Awareness of the needs and expectations
Awareness of possible problems
Cognitive acquisition of knowledge and facts
about the culture (history, economics,
sensitive areas, etc)
Behavioral ability to adapt to diverse
conditions, to communicate in other culture
Performance ability to perform well in the
assigned business tasks in another culture,
including all appropriate skills.
Counseling Deals with mechanics of the
move abroad compensation, benefits and
taxes

Training should focus on three following things:

Behavioral awareness
Cultural understanding
Practical application

Parent country managers
Development of local staff

Identify and develop management talent
Common practices
Management shortage


What is a crucial role in a companys ability to
provide products and services, as well as in a
countrys ability to increase productivity and
economic growth??? People employees
South Africa where our human resources are
underdeveloped and the potential of South
Africans has not yet been fully realized.
THANK YOU FOR
YOUR
ATTENTION