Page 142 - DMGT548_GLOBAL_HRM

Unit 7: Training and Development

Cultural Assimilators: It is a programmed learning technique that is designed to expose members Notes
of one culture to some of the basic concepts, attitudes, role perceptions, customs and values of
another culture.
Culture: It is an integrated pattern of human knowledge, belief, and behaviour that depends
upon the capacity for symbolic thought and social learning.

Development: It is the framework for helping employees develops their personal and
organisational skills, knowledge, and abilities.
Expatriate: An international manager who got a foreign posting, leaving his homeland to work
and live in other country to handle an international assignment.
Factual Style Manager: He looks for the available information for making decision.
Preliminary Visits: The technique of sending the employee on a preliminary trip to the host
country helps in orienting international employees to international assignments.
Training: It is the acquisition of knowledge, skills, and competencies as a result of the teaching
of vocational or practical skills and knowledge that relate to specific useful competencies.

7.6 Review Questions

1. Critically analyse the need of training for the expatriates, whether PCN or TCN.
2. You are a corporate HR manager. Examine the factors to be taken into account for an
effective pre-departure training programme.
3. Analyse the ways in which an organisation can impart the cross-cultural training to its
employees who would be handling the international assignments.
4. Critically analyse the motives of the HR manager for HCN staff transfers to either
headquarters or home subsidiary operations.

5. Being the head of the HR department, you are given the responsibility to develop the
international staff and multinational teams for your organisation. Devise a detailed plan
for the same.

6. Taking the example of McDonald’s, analyse the training strategies the might have developed
to handle their international business in India.
7. “Expatriate employee must adapt to and not feel isolated from the host country.” Did you
agree to the above statement? Give examples to justify the same.
8. “Training and development of employees is considered to be the essence for the
international assignments.” Justify this statement.
9. Many big banking and financial giants have established their call-centres in India despite
the cultural diversity. Outline the reasons for the change in attitude of the corporate for
the same.
10. “Expatriate fluent in parent company language and the language of the host subsidiary
can perform a gate-keeping role.” Do you agree? Justify your answer.
11. Examine the factors that have led the MNCs to focus their attention for the expatriates
training before sending them for the international assignments.

12. Considering the example of the Indian firm, analyse the trainings programmes started by
them for their employees handling international assignments.

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