International assignmnents: Components of pre-departure training (Research Paper Sample)

International Assignments
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International assignments
Components of pre-departure training
It is important that an expatriate be successful and effective in the country abroad that he or she is being sent. In order to ensure this, pre-departure training is usually done. There are a number of components that an effective pre-departure training program must have in order to ensure that the transition to the foreign country is effective.
The common component of pre-departure training is cultural awareness training. "The components of cultural awareness programs vary according to country of assignment, duration, purpose of the transfer, and the provider of such programs." (Dowling, Festing & Engle, 2008) In this component, the expatriates are assimilated to the culture of the country where they are to go and work. This is very important because most of the times, the expatriates suffer from culture shocks as soon as they are deployed to foreign countries. With proper training, this is significantly reduced.
Another component of pre-departure training is preliminary visits. This involves sending international employees on a preliminary visit to the country where they are to be hosted. Usually, the employees are sent on the trip together with their spouses. The importance of the preliminary trips cannot be overemphasized. If the trip oversees for the candidate together with the spouse is well organized, the candidate will be in a position to see if they are suitable for the position or if they have genuine interest. The candidates are also introduced to the business context of the host country.
Practical assistance is another key component of the pre-departure training. Practical assistance generally refers to providing the expatriates with useful information to help in their relocation. It is an important component as it helps the employees together with their families to settle in their new environment. There is usually a chance of negative response towards the culture of the new country in case the expatriates are left to take care of themselves. Through practical assistance, suitable accommodation and schools are found.
Language training is also a component of the pre-departure training. It is important that the expatriate learn the language used in the host country as this will help in reporting and general communication when on the assignment. When the expatriates are able to speak the corporate language, they can act as a go between the headquarters and subsidiary. The knowledge of the corporate language helps the expatriates play a gate-keeping role as well regardless of their formal position.
Assessing the performance of expatriates working abroad
There are a number of criteria that can be used by the management to measure performance. One of the criteria is hard criteria. These are criteria that are based on outcome or results. Through the criteria, the performance of the employee can be portrayed accurately. The performance requirements in this criteria has led to significant improvement of performance in a number of organizations. This is because the employees put all their efforts to ensure they post excellent results since the results form a benchmark for their performance evaluation. Employees with good results are highly rated.
Soft criteria can also be used to assess the performance of expatriates. "Soft or objective performance criteria are usually based on relationship or traits.”(Selmer, 1995) The soft criteria provide a basis for performance appraisals that are well balanced and accurate. This is helpful especially in cases where results that are measurable and objective cannot be accessed easily by the management. There are a number of fundamental ways in which these performance requirements can improve performance. The criteria focuses on relationships and traits that contribute indirectly to performance. If there is a good working relationship between the expatriate and the coworkers or management, there will definitely be an improvement in performance.
Contextual criteria can as well be used to assess the performance of the expatriates. In this criteria, the factors that result from the employee’s performing situation are looked at. The criteria depend on the specific assignments that the expatriates have been given. The criteria represents a number of external factors that have an effect on both the soft and hard criteria. With the use of contextual criteria, the performance will have to improve. This is because the criteria eliminates opportunity costs as there are cases where the expatriates may get high performance standards as a result of factors beyond their control. With the contextual criteria, the expatriates’ performance is seen as it is hence the management get to know the actual performance and work on it resulting in improved performance.
Recruiting and selection strategy
It is important that the right people are found for the international assignments. There must therefore be an efficient recruitment and selection strategy. In the selection process, volunteers should be given first priority. Forcing people to go to foreign countries is not a good idea thus volunteers should be first sought. This is because the volunteers will have better attitudes hence will easily adapt to the countries where they are sent.
From the volunteers, individuals should be evaluated to see if they have the personality traits that are associated to successful expatriate experience. The prospective expatriates being looked at must also possess the required professional and technical skills. Individuals who have already worked as expatriates or in difficult domestic environments should be given priority. This is because they are already tested and proven hence there is a high chance that will encounter less difficulties settling in the new countries. "The selection process should also take into account the contextual nature of location and the requirements of each assignment." (Hipsher, 2008) The candidates that meet must of these guidelines should be the ones chosen as they stand the best chances of achieving success. After the selection, proper training should be done to ensure they are well equipped for the job.
Staffing alternatives for the multinational firm
One of the staffing approach that can be used is the ethnocentric staffing approach. In this approach, the nationals of the parent country are employed to fill the major managerial positions that are available. This is because they are assumed to be familiar with the policies and procedures of the country. There is also a high chance of them being familiar with the goals, products and technology of the country. The managers from the host country are usually in a better position in ensuring good reports to the company. The reporting usually comes in handy especially when the managerial skills available at the local level is not adequate.
Another approach that can be used is the global staffing approach. Unlike the ethnocentric approach, the managers are usually chosen from outside or within the company regardless of their nationalities. With this approach, the company is able to choose from a wide range of applicants who are qualified and willing to take the challenge. The applicants come with cultural adaptability that includes language skills.
In this scenario, the best staffing approach that should be considered is the global staffing approach. Through this approach, the management is sure to get the right people to fill the vacant positions. In the ethnocentric approach, the most qualified people can be locked out just by the mere fact that they do not come from the host country. The approach leads to the hiring of employees who are an accep...