Training Programme – Introduction Training Programme – Introduction Estimated cost of a three year assignment = $ 1 MILLION (Source: Brewster 2001) Done well, expats say cross cultural training makes their moves easier, especially when it focuses on practical information about their host country, Done poorly, they add, it is a waste of money and time. (Source: New York Times) IBCT – A little cultural knowledge goes a long way Cross cultural training is vital if organisations are to avoid high levels of expatriate failure rates (premature returns) (Source: Black and Medenhall 1990) Failure can cause – Damage to company and company's Global image. (Source Evans 2002)

Training Programme – Aims and Objectives PHASE 1 IDENTIFYING THE TYPE OF GLOBAL ASSIGNMENT PHASE 2 DETERMINING TRAINING NEEDS PHASE 3 ESTABLISHING GOALS AND MEASURES PHASE 4 DEVELOPING AND DELIVERING THE TRAINING PROGRAMME PHASE 5 EVALUATING THE TRAINING PROGRAMME Source: Harzing & Ruysseveldt, 2004: 286 Technical Functional Developmental Strategic Short term Long term Organisational analysis Expatriate analysis Assignment analysis Instructional content Instructional methods Sequence of training sessions Short term goals Long term goals

Training Programme – Phase 1 (Type of assignment) Training Programme – Phase 1 (Type of assignment) Strategic Business Development Manager Strategic / executive – Developing the China operations market base Strategic assignments require a high level of CCT Current organisational culture, strategy and structure considered when developing training program Analysis of Job Description and Job Content factors Job description factors are general duties, tasks and expected functions Job content factors are; achievement, quality of output and levels of responsibility Position specific competencies defined and incorporated into the training program

Training Programme – Phase 2 (Determine training needs) Training Programme – Phase 2 (Determine training needs) Personality Characteristics Flexibility and Openness Intercultural Abilities Communication Style Cross Cultural Awareness Acceptance of Cultural Differences Also family needs (where applicable) The Expatriate Analysis Analysis of... Skill requirement review Prior experience Existing cross cultural knowledge Existing levels of cross cultural skill Perception of CCT Analysis of the individuals perception of CCT and Global secondment, to assess which training techniques are best suited. This assessment will highlight the individuals intercultural communication style allowing us to further tailor the training to the individuals needs. Organisational Analysis Organisational review in line with corporate culture and global standardisation of HR policies, in support of Global strategy. The Assignment Analysis Position specific competences – Main duties and responsibilities of the assignment, and appropriate associated cultural skills

Training Programme – Phase 3 (Goals and measures) Training Programme – Phase 3 (Goals and measures) Short term Cognitive goals Cultural considerations in: Purpose, value and benefits of the assignments Long term Continual improvement plan Repatriation ECCT ? Workshops Set the standard for future assignments. Responsibility hand over Cognitive goals Affective goals Behaviour goals Affective goals Affective measures in managing the perceptions of the new Culture Behavioural goals Successfully interacting with other cultures.

Training Programme – Phase 4 (Developing and delivering the training programme ) Training Programme – Phase 4 (Developing and delivering the training programme ) Sequence of training sessions General training on what it's like to work and live abroad - lectures, seminars, reading material, videos, on-line training, websites etc. Specific training about what it's like living and working in China - studies, lectures, orientation briefings, case studies etc. Didactic culture (cultural information for Sophia) General training on the impact of how cultural differences in general have an affect on individual's behaviour - workshops and immersion programs. Specific training on Chinese culture - through role-playing, visits to China, Chinese cultural training and language training. Experiential culture (cultural impact on Sophia) Instructional content Instructional methods Effective cross cultural interaction and understanding of cross cultural differences

Training Programme – Phase 5 (Evaluating the training programme ) Training Programme – Phase 5 (Evaluating the training programme ) Short term goals Developing outcome measures Long term goals Adjustment measures Developing outcome measures Information gathering – Establishing effectiveness Benefits gained Cognitive, affected and behavioural changes. Training amendments and changes for the future Questionnaires Integration back into native country Support group Telephone support line “24 hour” availability

Training Programme – Timescales Training Programme – Timescales Training Schedule and Timescales Assignment Type Phase 1 2 days Training needs analysis Phase 2 3 days Goals and Measures Phase 3 2 days Developing and delivering training Phase 4 Pre 2-3 days During 5-8 days Post 1-2 days Evaluation Phase 5 2 days

Training Programme – Beneficial outcome and conclusions Ashurst: Developing Employees for International Success “The cultural awareness and language training offered by IBCT has given our trainees going on international secondment the key knowledge and skills that make their settling into a new country that little bit less daunting! Shearman & Sterling: Working Successfully across Cultures “IBCT training was particularly interactive and provided our teams with an insight into cultural differences and how to maximise cross cultural relationships.” De Beers : Working Successfully with the Japanese "The Japanese briefing, IBCT delivered to key De Beers LV personnel, provided not only an invaluable insight into working effectively with our Japanese counterparts but also an understanding of Japanese society and values – key to the success of our new operations in Japan."