邦德大学Assignment代写:跨国公司培训与发展中的战略问题

邦德大学Assignment代写:跨国公司培训与发展中的战略问题

邦德大学Assignment代写:跨国公司培训与发展中的战略问题

如今跨国公司越来越普遍,但他们仍然没有完成的一个问题是如何有成功的员工,最重要的是如何培养他们的员工,使他们成为他们企业的一个有用的和成功的资源。

跨国企业的增加导致了派在国外承接国际分配比以往更多的员工,估计,外派的使用在未来将继续增加(van der银行脱曼,2006)。

一些研究人员估计,在所有外籍人士30%派承接海外任务回家过早(基姆和斯洛克姆,2008;门登霍尔,邓巴,& Oddou,1987)。和故障率进一步增加时,同时考虑员工返乡,在一年内离开公司(金尼,2008)。

在外籍人士失败的主要原因之一是这些外籍人士或他们的配偶无法适应自己在东道国的新环境和不同的文化(东,1988)。调整失败的外籍人士,导致大量的经济和社会成本的跨国公司。被定义为外籍人员无法有效地执行国际任务,由于被解雇或召回的家庭(东(1982),因此,这是至关重要的,以确定的方式来减少和消除这种故障被定义为外籍员工。

传统的培训是培训带来的所有外籍人士在一起,形成一个群体,当他们的国家,并为他们提供了深入的技能和对复杂和困难,他们必须在宿主文化知识,这是不包括在出发前的培训计划。在国内训练和出发前的训练,其传统的格式是不同的,只有在举行的位置和深度的内容。传统格式的一个消极方面是所有的外籍人士都收到相同的内容。

邦德大学Assignment代写:跨国公司培训与发展中的战略问题

Nowadays Multinational corporations are more and more widespread, but a problem that they still don t have accomplished is how to have successful employees, and most importantly how to train their employees and make them a useful and successful resource of the their enterprises.

The increase of multinational corporations has led to employees sent in a foreign country to undertake international assignment more than ever before, with estimation that the use of expatriate will continue to increase in the future (Van der Bank & Rothmann, 2006).

Some researchers estimated that around 30% of all expatriates sent to undertake overseas assignments return home prematurely (Kim & Slocum, 2008; Mendenhall, Dunbar, & Oddou, 1987). And failure rates increase further when is considered also employees who return home and leave their company within one year (McGinley, 2008).

One of the major causes attributed to expatriates failure is the inability of these expatriates or their spouses to adapt themselves in the host-country s new environment and different culture (Tung, 1988). Failed adjustment of expatriates leads to high amount of economic and social costs for multinationals corporations. Expatriate failure is defined as the inability of the expatriate to perform effectively the international assignment, with the consequence of being fired or recalled to home (Tung (1982), therefore it is crucial to identify the ways to reduce and eliminate such failures.

The traditional training is the kind of training that brings all expatriates together, forming a group, when they are in-country, and provides them with in-depth skills and knowledge of the complexities and difficulties they have to face in the host culture, which are not covered in the pre-departure training program. In-country training and pre-departure training in its traditional format are different only for the location where the training is held and the depth of the content. One negative aspect of the traditional format is that all expatriates receive the same content.

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