bus 325 assignment 2
Assignment 2: International Assignments
BUS 325 Summer 2014
1. Determine four to six (4-6) components that the pre-departure training will need to cover. Provide a rationale for the use of using the training components in question. The four components that pre-departure training will need to cover are cultural awareness training, preliminary visits, language instruction, and assistance with practical, day to day matters . A well-designed cultural awareness training program seeks to foster an appreciation of the host country's culture so that expatriates can behave accordingly, or at least develop appropriate coping patterns. A preliminary trip to the host country provides a preview to assess their suitability for and interest in the assignment and country. It helps to encourage more informed external stakeholders as well as host-country nationals. Language skills are a critical component in assignment performance and a gauge on ability to adapt and perform on assignment. Hiring of language competent staff to increase the "language pool" and up-to-date information on language skills is important and critical. Practical assistance helps provide guidance and assistance with relocation to the host country. Having one fend for themselves in a new country can result in a negative response towards the host country so any assistance from relocation specialists is of value to the candidate/employee (Dowling & Festing, 2009).
2. Propose three (3) criteria that management will use to assess the performance of expatriates working abroad. Support your proposal with examples of the fundamental ways in which these performance requirements have improved performance. An assessment of an expatriate employee’s performance is critical to the success of an international assignment. Issues such as the criteria and timing of performance reviews, raises, and bonuses should be discussed and agreed on before the employees are selected and placed on
BUS 325 Summer 2014
1. Determine four to six (4-6) components that the pre-departure training will need to cover. Provide a rationale for the use of using the training components in question. The four components that pre-departure training will need to cover are cultural awareness training, preliminary visits, language instruction, and assistance with practical, day to day matters . A well-designed cultural awareness training program seeks to foster an appreciation of the host country's culture so that expatriates can behave accordingly, or at least develop appropriate coping patterns. A preliminary trip to the host country provides a preview to assess their suitability for and interest in the assignment and country. It helps to encourage more informed external stakeholders as well as host-country nationals. Language skills are a critical component in assignment performance and a gauge on ability to adapt and perform on assignment. Hiring of language competent staff to increase the "language pool" and up-to-date information on language skills is important and critical. Practical assistance helps provide guidance and assistance with relocation to the host country. Having one fend for themselves in a new country can result in a negative response towards the host country so any assistance from relocation specialists is of value to the candidate/employee (Dowling & Festing, 2009).
2. Propose three (3) criteria that management will use to assess the performance of expatriates working abroad. Support your proposal with examples of the fundamental ways in which these performance requirements have improved performance. An assessment of an expatriate employee’s performance is critical to the success of an international assignment. Issues such as the criteria and timing of performance reviews, raises, and bonuses should be discussed and agreed on before the employees are selected and placed on
References: Cowell, P (2004, November 8). Mentoring: a step towards successful repatriation Retrieved August 15, 2014. http://www.expatica.com/hr/story/mentoring-a-step-towards-successful-repatriation-- 10573.html Dowling, P. & Festing, M. (2009). International human resource management: Managing people in a multinational context (5th ed.). Mason, OH: Thomson/South-Western. Ladimeji, K. (2012, August 31). How To Pick the Right People for International Assignments. Retrieved August 15, 2014. http://www.recruiter.com/i/how-to-pick-the-right-people-for-international-assignments/ Major Alternative Staffing Approaches for international operations. (2004, July 19). In WriteWork.com. Retrieved 15 August, 2014, from http://www.writework.com/essay/major-alternative-staffing-approaches-international- operat