Table of Contents Table of Contents....................................................................................................... 1 1.0Introduction........................................................................................................... 2 2.0Differentiation in Cultural Dimension values for Srilanka and Singapore..............2 3.

0The Methodology of Cross-cultural Training..........................................................4 4.0Conclusion............................................................................................................. 7 5.0REFERENCES.......................................................................................................... 8

1.0 Introduction As more and over companies send employees to live and work abroad, should take into account a number of key factors, such as the importance of choosing the right location, the understanding of the local culture and to provide the appropriate level cultural awareness training for resettlement initiatives. If traveling abroad, expatriates are faced with a new set of cultural norms, attitudes and behaviors. Its ability to integrate their new cultural environment with its own unique cultural background and expectations is critical to the success of expatriation. Cultural training helps prepare future expatriates and their families for off shoring and provides a comprehensive understanding of the culture, values, customs and traditions of their new country.

2.0 Differentiation in Cultural Dimension values for Srilanka and Singapore

Power distance Singapore high scores on this dimension (score of 74). Rating Srilanka almost too elevated on this measurement (score of 68) with a environment of Confucius (Chinese) usually have a synergistic come up to to belief, which is also the main approach in Singapore. Sri Lanka was a British colony in the previous period. There was a greater centralization of organizations at the time, because most supervisors were British. Also in India, the situation was the same. But even today, although people in high places are Sri Lanka can still see enough state organizations. But Singapore Power is centralized and managers trust their leaders and managers. Employees expect to be told what to do. It is expected that the control and the attitude toward the trustees is formal. Is indirect communication and information flow is selective.

Individualism Singapore, through a achieve of 20, is a collectivist culture. Now we know how to see the second fundamental standard of the lessons of Confucius: The relatives are the prototype of all social organization. A individual who is not mainly an entity, but he or she is a family member. Children must learn to control, to conquer their independence, in order to preserve accord in the family. Harmony is when everyone saves features, in the brains of self-respect, respect and status. Community relations are supposed to be conduct so that the face of the whole world is saved. Paying tribute to somebody who is called to face. 50 but suggest that IDV value of Sri Lanka. Unlike Western countries, organizations of the Asian countries are often family foam. Even in Sri Lanka, we can find that. For example, a funeral or a wedding of people, including the organization to gather and help your employees on behalf of their organization. So somehow the organization that represents the interests of employees. It is a common feature of the Sinhalese and Tamil people (the majority of Sri Lankans are Sinhalese or Tamil). Masculinity / Femininity Scores Srilanka 40.Sri Lanka is a Buddhist country. That's why we have the same rights to women, no doubt. In Sri Lanka, women are more highly skilled jobs. Once we had a woman president and first lady once a minister. The President of Sri Lanka Telecom is a woman. We can say that we have adequately rewarded skills of women in Sri Lanka. But Singapore scores 48 and is in the "middle" of the level, but women. This income so as to the sweetest of culture, such as the division with other aspects of agreement, compassion for the small fry is valued and expectant. Be self-effacing and unassuming is seen as very important, which shows that we know everything and therefore came to educate partners not loved. Avoiding conflicts with privacy and consensus and work at the end is significant. Through debate with care is important not to be too constant. Uncertainty avoidance Singapore 8 ratings on this dimension and the results are therefore extremely low down in this measurement. In Singapore, people are still too many rules, not because they require arrangement, but due to the high PDI. Singapore calls your business a "beautiful country. Going to be fined for everything." Srilanka Results 45 on this dimension. Sri Lanka has less control of uncertainty. With the tsunami nearly 50,000 people were killed. Our rules do not apply correctly

written in real time. More our level crossings have no gates and most pedestrians use the crosswalk to cross the street. Consequently, we have a greater willingness to take risks. Long term orientation The long-term direction of Sri Lanka should be 62. We can say that Sri Lanka gradually increases in long-term orientation. We said to explore oil in Sri Lanka and as gradually expand our infrastructure viaducts, roads. A new port of Galle and a new airport under construction Udamaththala. Singapore scores of 48, which is something in between. However, Singapore shows support cultural qualities of long-term investments, such as perseverance, sustained effort, slow performance, saving resources being scarce, ordering Status and a sense of shame. Singapore has also become one of the five dragons with great economic success.

3.0 The Methodology of Cross-cultural Training

Expatriates are, certainly, very tough, and these authors use different approaches to incorporate them into training programs. Cultural Training Cultural training is the process that allows for improved understanding and how the culture and country expatriates of all effects of the way we communicate, the approach time, task, and refer to the authority and placing value expatriates relations. Intercultural training also teaches you to do exactly the same for all other cultures and countries around the world factors, and to develop knowledge and understanding of how it is likely to interact with their culture. If expatriates who travel abroad for a two-year mission, or working virtually a multi-cultural, understanding the role that culture plays in the global labor market forecast to see challenges and problems before they occur and become overwhelming supply. Expatriate cultural training helps meet colleagues and clients a level of understanding that allows you to build lasting relationships significantly improves the efficiency, and he and his company positions for maximum success. Give a cultural learning gives a company the opportunity to ensure that everyone in the organization receives the same training, tailored to your needs, and that training is available everywhere and every time your colleagues need to

develop cultural competence, and either through an online training session complete or just quick access to information in the country. The family must also participate in the formation of cultural awareness, since studies show that if the family does not have to adapt successfully in the host country, the whole expatriation could be in danger. Having expatriates and their families participate in a culture for the relocation program, companies take advantage of hiring employees, increasing the return on your investment. Expatriation offers a unique experience for the expatriate employee and his family. How not to underestimate the importance of training programs on cultural awareness. Providing the right level of support and training culture combined with the choice of the most suitable location and to communicate the benefits of the mission, companies can really benefit from sending their employees to live and work abroad. The Language Training Intercultural training should include training abroad because the knowledge of the language of the host country is essential for life and work successfully in the local language. After all, a language still has a huge amount of culture it represents. Expatriation means to work and live in the host country, not only with colleagues but also with citizens. If expatriates are proficient in the local language, the risk of misunderstandings and misinterpretations is greatly reduced. Consequently, the period of adaptation to the conditions of life and work will be shorter and easier. (ko & yang 2011) Due to the fact that English is the predominant language in the world market and the house where the countries concerned, all participants indicated that their organization has provided English instruction before departure. Expatriates said the employment related training and language learning have been the focus of the organization as a pre-departure training. The length of training depends on the language ability of expatriates to learn the language or to add to your domain. The content of language teaching focus primarily on the general conversation and business skills conversation. (ko & yang 2011)

Pre-Departure Training We lay great stress on pre-departure guidance previous to leaving for a mission overseas expatriate. Precise and direct guidance is provided on the role of employment and culture of the host country. The purpose of the pre-departure training is to make them understand the cultural differences between the host countries and home countries, the customs of the host country language, corporate culture, interpersonal communication and strengthening foreign capacity so you can comfortably work with nationals of the host country. The training duration is one month. The pre-departure training also includes information on the requirements and cultural practices that should Participate or not. (Ghaffor & Khan 2011) The guidance provides essential facts about wealth, politics, religion and communal impression. Company put importance on expatriates managers to be conscious of the fact that employees from different countries perceive managers differently. In pre-departure training. We paid serious attention in giving expatriates a clear picture of their assignment in order to facilitate them successfully in their tasks. The training is of general conventional type, based on culture awareness model and provided through lectures and reading. This training is compulsory and similar for every expatriate regardless the fact that in which country and for how long expatriate is going on overseas assignments. (Ghaffor & Khan 2011) During Assignment Support Expatriates offer hold up through the move, but not be given training in the host country. However, a two-day course is given to each expatriate after arrival. This come up to involve using important as a matter of tax conduct, education of children, the creation of a local bank account and other tips to do fundamental belongings in the host country. Throughout the mission, a home office is expected to mentor advising expatriates on various labor issues. For disposal, the company forever keeps in feel with expatriates to make avoid loneliness. Emails newspapers, magazines society, letters, notes and new businesses continue sending promptly. Furthermore, the company asks expatriates for advice on future issues and discussions that make them feel their importance to society and therefore increase their loyalty to the venue. (Ghaffor & Khan 2011)

Family Training We lay great emphasis on facilitating setting for the expatriates and their families. The firm realizes that, for an expatriate to succeed in further support of the family environment is a very important factor. Before the actual allocation of the family is trained in cultural awareness. This training also helps the family opportunities to learn about the difficulties and other factors that affect the process of moving abroad. This formation is part of the initial training starting and allows the family of all expatriates. (Ghaffor & Khan 2011)

4.0 Conclusion

There is a close relationship between intercultural training and basic communication language skills to ensure the success of expatriation. However, the sale could have gone further in examining the impact on joint training also increase the success rate. Further work could also have been made in the formation of repatriation and how language can be incorporated into this program to keep the expatriate returned after a period of two years.

5.0 REFERENCES

Briscoe, D., Schuler, R., and Tarique, I. (2012) International Human Resource Management. 4th edn. New York: Routledge. Evaluation of expatriates performance, Ghaffor & Khan (2011), [online], available from < http://journal-archieves8.webs.com/335-351.pdf>, [01 may 2013] The effects of cross-cultural Training, Ko & Jung (2011), [online], available from < http://www.uri.edu/iaics/content/2011v20n1/12Hsiu-ChingKoMu-LiYang.pdf> [18 April 2013] The Hofstede center (2012), [online], available from <http://geert-hofstede.com/singapore.html>, [2nd may 2013] Tony Edwards, Chris Reese (2011)-international Human Resource Management Globalization, National systems and Multinational Companies. Prentice Hall.