Why do you think there is so much variation in how companies handle global training and development for their employees? Some firms adopt what is called an ethnocentric staffing model. Firms that use this model primarily use parent-country nationals (PCNs) to staff higher-level foreign positions. This strategy is based on the assumption that home-office perspectives and issues should take precedence over local perspectives and issues and that PCNs will be more effective in representing the views of the home office in the foreign operation Other international businesses adopt what is called a polycentric staffing model that calls for a much heavier use of host-country nationals (HCNs) from top to bottom throughout the organization. Thus, polycentric staffing is used with the assumption that such individuals (i.e., HCNs) are better equipped to deal with local market conditions. Organizations using this approach usually have a fully functioning HR department in each foreign subsidiary that is responsible for managing all local HR issues for lower- and upper-level employees alike. What kinds of additional training might be used for managers taking on a new overseas assignment? HR managers need to provide cross-cultural training for corporate executives who are chosen for overseas assignments. In addition, training programs for production workers in host countries must be tailored to represent the education offered by local school systems. Dramatic differences in the skill and educational levels within a labor force make it necessary for international businesses to pay close attention to the training and development needs of all its employees in foreign markets. Assume that you have been on an overseas assignment for 2 years but are now preparing to return home. What might you do to prepare for this transition? This process involves multiple steps to address various aspects of your personal and professional life.
Why do you think there is so much variation in how companies handle global training and development for their employees?
Some firms adopt what is called an ethnocentric staffing model. Firms that use this model primarily use parent-country nationals (PCNs) to staff higher-level foreign positions. This strategy is based on the assumption that home-office perspectives and issues should take precedence over local perspectives and issues and that PCNs will be more effective in representing the views of the home office in the foreign operation
Other international businesses adopt what is called a polycentric staffing model that calls for a much heavier use of host-country nationals (HCNs) from top to bottom throughout the organization. Thus, polycentric staffing is used with the assumption that such individuals (i.e., HCNs) are better equipped to deal with local market conditions. Organizations using this approach usually have a fully functioning HR department in each foreign subsidiary that is responsible for managing all local HR issues for lower- and upper-level employees alike.
What kinds of additional training might be used for managers taking on a new overseas assignment?
HR managers need to provide cross-cultural training for corporate executives who are chosen for overseas assignments. In addition, training programs for production workers in host countries must be tailored to represent the education offered by local school systems. Dramatic differences in the skill and educational levels within a labor force make it necessary for international businesses to pay close attention to the training and development needs of all its employees in foreign markets.
Assume that you have been on an overseas assignment for 2 years but are now preparing to return home. What might you do to prepare for this transition?
This process involves multiple steps to address various aspects of your personal and professional life.
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