PRESENTED BY:

Himani Khandelwal(10129)
Aradhana Kumari(10092)
Deepali Singh(10102)
Neha Jain(10173)

In Dev
te
rp elop
e
sk rso
ills na
l

Definition and Purpose of CROSS CULTURAL

TRAINING

Cross
Cultural
Training
Develop
selfmaintenan
ce skills

Improve an
expatriates
Probability
of success
on the
foreign
assignment

op
el ev ta ve
D me iti ies
gn eg
co rat
st

An educative process
focused on
Promoting
intercultural
learning through
the acquisition of
behavioral,
cognitive, and
affective
competencies
required for effective
interactions across
drive cultures.

Difference between TRAINING and

CROSS-CULTURAL TRAINING
Training

Based on
management
philosophy, the
training could be
organized any where
and for every one.

Cross Cultural Training

Based on
management
philosophy but highly
concentrate on
staffing approach:
Ethnocentric Parent
country
Poly centric Host country
Geocentric Best suited
areas
Re-geocentric Any where

The Increasing Demand for Cross

Cultural Training in Organization
Loss opportunity and
Damaged Relationship
Delayed
productivity

Expatriates failure
adjustment and
organizational
financial loss
Expatriates early
return from the
assignment
Many Expatriates leave
their organization within
one year after returning

Use of multicultural
teams
Increased
organizational
diversity

Increasing
diversity of
workplace
Internationalization
of the economy
Cultures role from
corner shop to world
conflict

Types of Cross Cultural Training

Environmental Briefing geography, climate,
housing, and schools.
Cultural Orientation cultural institutions, value
systems of the host county.
Cultural Assimilators - inter cultural encounters.
Language Training communication
effectiveness
Sensitivity Training to develop attitudinal
flexibility.
Field Experience to make the expatriate

Systematic Process of
CROSS CULTURAL TRAINING
R&S

Pre
departure
Training

Trainin
g

Developm
ent

Internation
al
Assignment

Internatio
nal

Post
departure or
Re entry
training

Process Contd..
There are two phases of expatriate training:
o Preparatory training for foreign assignment (Pre departure).
o Re entry training (Repatriation)
In order to develop and design effective training, companies
must implement a system approach which includes:
1. Analysis of training needs of target population
2. Establishing training goals
3. Careful training design

Stages of a Successful
CROSS CULTURAL TRAINING
Identify Training
Objectives

Identify the types of

Global
Assignment for
which CCT is
required
Determine the
specific cross
Cultural Training
needs

Evaluate whether
the CCT was
effective

Develop and deliver

the
CCT programme

Establish the goals

and
measures for
Determining
Training
Effectiveness

Cross-Cultural Training Methods

Training

Focus

Activity

Didactic

Factual information, culture Lectures, informal

general or culture specific
briefings

Experiential

Practical learning, culture

general or culture specific

Attribution

Learning to think & act as a Cultural Assimilators

host national, culture
specific

Language

Facilitating specific
intercultural
communication

Workshop,
simulations

Traditional training

Contd..
Cultural
awareness

Understanding culture as
a concept, culture general

Role plays, Self

assessment exercise

Interaction

Learning from previous

expatriates, culture
specific

On the job training

Cognitive
Behavior
Modification

Learning to focus on
rewarding activities,
culture general

Counseling

Sequential

Synergies from combined

training, Culture general
and Culture specific

Combining different
training methods

Benefit of Cross Cultural Training

Practices in Supporting Expatriates

CC
T

Work adjustment and

general adjustment
to the culture
Cognitive
Skill
Developme
nt
Self confidence
and
overall feelings of
Wellbeing

Increased
performan
ce
Decreased
early return
rates

Success
Foreign
Assignme
nt!

The Current Cross Cultural

Training Best Practices
Adjust the length of training based upon the unique features
of the assignment.

Design

Determine according to organizational and expatriate needs

whether cross cultural training should be culture general or

Deliver
y
Evaluat
ion

culture
specific.
Use
multiple
delivery strategies in one training program.
Offer the
CCTdelivery
to expatriates
andaccording
accompanying
Tailor
strategies
to thefamily
goals of the
members.
training.

Have
Evaluate
the CCT
program
eachtime
timesupport
it is a large
the
Human
Resource
Department
play
role in
Provide
expatriates
with
online
real
materials.
planning
and implementing
the CCT
implemented
. staff members
Keep
international
upintervention.
to date on home
organization
issues
by brining
them home
forsuccess
periodic
Use numerous
criteria
to evaluate
the
meetings.
and/ or failure.
Provide the expatriates with personalized coaches.

Conduct surveys to access the expatriates

Offer CCT prior to departure , immediately following arrival in

satisfaction with the training and the overall