Global Assignments:Pre-departure Training Program
Table of Contents
Pre-departure Training Program1
The Training Program4
Session A: selection and expectations5
Part A: Country Briefing5
Part B Candidate Assessment Program6
Session B: Preparing expatriates and their families10
Part A (1 hour): Surviving culture shock10
Part B (1 hour): Practical problems12
Conclusions and Wrap-up13
Session C: Relocation and repatriation13
Part A (30 mins) Prepare the employee and family for relocation13
Part B (1 hour) Repatriation programme15
Part C (30 minutes): Three Case Studies in Point17
Session B Appendices20
1.Case study for Section A20
2.Role playing game for Section A21
3.Case study for Section B23
4.Simulation game for Section B24
Session C Appendix - PowerPoint Presentation26
Global assignment of managers has been a traditional method of operating far flung commercial empires since the days of Robert Clive and the British East India Company. The importance of transferring knowledge, upskilling remote or local managers and instilling best practice throughout a multinational organization has long been recognized as a source of competitive advantage for those firms able to expand successfully. The failure of rate of global assignments, and indeed international expansion, has throughout history been nothing less than fantastic. The vast majority of firms have been unable to master operations across multiple cultures, political systems or levels of economic development. The need to simply find out what is going on has, in the past, been the major motivator for global assignment. The advent of modern communication and travel technology has arguably reduced the need for "inspection" style assignments; however this role has been upgraded to the "mentoring" vocation of international managers whose primary purpose is to transfer knowledge. The plethora of technological marvels that enable cooperative endeavor expanding around the globe do little to change the fact that knowledge is "person bound" - acquired overtime through...
... 15-30 minutes on the job training session, the ... evaluate trainees' performance, when the trainer not around he will assign the task to outlet manager. In this situation, different trainers may use different evaluation method to complete a task. Sometimes he may pass on some ...
An essay on the human resource management schemes adopted by Domino's Pizza. Implication of 30 minute or free delivery on the delivery boys.
... in 30 minutes. Hence, all the employees must be encouraged to go for an outbound program, team games; fun ... the traditional training and application of HR methods. Conclusions: The study of ...
... organization's operations. For the purpose of this paper, a case study of Sasol Chemicals Pacific Limited (SCPL) has been undertaken to ... management plays the critical role in deciding which stakeholder interests get attention and what priorities to assign stakeholder ...
... perks. After the first week the line worker should be assigned to his or her specific area. Here the new employee ... seems reasonable to offer the employee a three week training session. In the first week, the employee should be placed with ...
... to participate in the development and design of the tasks assigned to them. This will negatively impact the motivation of the employees. Due to the method adopted by NBB in sending the official letters and also ...
... will buy lunch once in a while, as a way of saying thank you, for doing a good job. In conclusion training is very important in making any organization successful. Far too often people are provided inadequate training, and sent into ...
... bonus reviews, periodical appraisal meetings, hiring of new employees, growth assignments, and promotions. These aspects of a performance management cycle allow ...
... identifies actions to validate an investment in suggested training. The method essential for data compilation are observations, surveys, interviews, and comments from customers. Examples of an study outlining precise training requirements are client discontent, high turnover, low ...