Global Human Resource PDF

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Global Human Resource.
Student’s Name
Institutional Affiliation
Course Name and Number
Instructor’s Name
Assignments due Date

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Expatriate training
Expatriate training is essential for both an individual expat and the organization they
represent. Expatriate training makes the transition process easy and quick. (UMUC Resource.
2018). This is because it equips an employee with cultural sensitivity skills while enabling their
own families to have the required skills and knowledge that would help them interact effectively
with people from different cultures. Training allows the expatriates to acclimatize to the new
working and living environment and adjust to the cultures they are not familiar with (Zhu et
al.,2018). Through formal training, the expatriate, together with their families, can change their
lifestyle and behavior to match those of their new working and living environment. A well
thought out expatriate training will help the expatriates understand the unique cultural factors
that will help shape their social and business day to day interactions (UMUC Resource. 2018)
Well-trained expatriates have all the essential information about the country they are
going to work in, and this is key in nurturing the skills that they will need in the new working
and living surroundings. The difference between the success and failure of an overseas
assignment will largely be attributed to the training given to the expats. Many expats fail in their
duties due to a lack of adaptability skills. These skills can only be acquired through formal
intercultural training (UMUC Resource. 2018). Training expatriates is a good investment for any
organization. It protects the organization's reputation while ensuring the expats and their families
live a comfortable and meaningful life in their new country. Cross-cultural competency plays a
critical role in management styles (Hennings, 2018). Expats will realize that participative
management will not be effective in all settings. For instance, in hierarchical societies, asking for
colleagues’ inputs in front of other workers may be taken negatively on suspicion that it’s a ploy
to get employees who cannot answer questions correctly.

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The cross-cultural competencies are therefore crucial to expatriates as they help them
be aware of the host country's cultures and react positively to the behaviour of hosts. The
competent expats will consequently understand the way some things are done. They will
appreciate that no changes will receive resistance on the part of the native workers. Expatriates
must be trained on beliefs, norms, and values of the cultures in host countries before they move
there (UMUC Resource. 2018)
Intercultural competency can be assessed by use of various tools. One of the most
effective models is the Developmental model of Intercultural sensitivity. This model is able to
show the emotional response of the expatriate to the new cultures. The model helps one to
understand the different emotions when interacting with people from different cultures. This can
be included in the training of expatriates by ensuring the expatriates follow the six basic stages in
the DMIS model (Bennett, 2017)
Proposal for a 3- Day Training
The following is a 3-day training for the newly recruited managers for the Fit 4 Life company.
Day Topics Rationale
Day 1 Introduction to Fit 4 Life
Managing stress
Managers need to know the
background and history of the
organization to create an
organizational culture in the
new clubs.
Managers need to recognize,
intervene and prevent stress