Page 127 - DMGT548_GLOBAL_HRM

Global HRM

Notes Specific Skills Training: The specific skills training phase emphasises the application and practice
of the skills necessary to succeed in the foreign culture. In this phase, “trainees analyse the
problem situation, diagnose the underlying cultural issues, and respond accordingly” (Harrison,
1994). Case studies, simulations, and behaviour modelling allow for the application and practice
of previously acquired knowledge. An effective skills training method is the simulated cocktail
party (Earley, 1987). The interactions in this simulation require the use of greetings and
introductions, etiquette, and appropriate topics for conversation. Mendenhall and Oddou (1998)
believe this type of simulation forces the trainees to deal with emotions resulting from cross-
cultural misunderstandings. Harrison (1992) describes the use of behaviour modelling as an
effective cross-cultural training tool. Managers watch live or videotaped models demonstrating
effective behaviours; then the managers rehearse the demonstrated behaviours. Trainers should
be available to provide feedback.
The components of cultural awareness programmes vary according to country of assignment,
duration, purpose of the transfer, and the provider of such programmes. Various cultural
awareness programmes has been designed to provide expatriate with the effective training
before he departs for foreign assignments.
A well-designed cultural awareness training programme will seek to foster an appreciation of
the host-country’s culture so that expatriates can behave accordingly or develop appropriate
coping patterns. Without an understanding of the host-country culture in such a situation, the
expatriate is likely to face many difficulties during the international assignment.

Example: In the Middle East, emphasis is placed on personal relationships, trust and
respect in business dealings coupled with an overriding emphasis on religion that permeates
almost every aspect of life.

There are five categories of pre-departure training, based on different learning processes, type
of job, country of assignment, and the time available:
1. Area studies programmes that include environmental briefing and cultural orientation
giving information about climate, geography, houses, etc.
2. Cultural assimilators using the programmed learning approaches, designed to provide
the participants with the inter-cultural encounters.
3. Language training aimed at increasing communication effectiveness.
4. Sensitivity training designed to develop attitudinal flexibility.
5. Field experiences arranged to make the expatriate familiarise with the challenges of the
assignment.

7.2.1 Area Studies Programmes

The degree of interaction required in the host culture and the similarity between the individual’s
native culture and the new culture determines the variations in the expatriate training along
with the duration of the training.
1. If the expected interaction between the individual and members of the host culture is low
and the degree of dissimilarity between the home and host cultures is also low, then the
training should focus on task- and job-related issues rather than culture-related issues. The
level of rigour necessary for effective training should be relatively low. The duration of
training could be one to two weeks including focus on area briefing and sensitivity training.

2. If there is going to be high level of expected interaction with host nationals and large
dissimilarities exist between the cultures, then training should focus on cross-cultural

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