There are four steps that guide effective expatriate training.Discuss one step and its importance to effective training.

  1.Training planning: Assess and evaluate the needs of training for every selected potential global manager.Clarify the purpose and goals of training that are relevant and applicable to global managers' daily activities.Plan and design the training programs to meet training goals.
2.Training contents: Training can cover many areas depending on the needs of individual managers,ranging from technical training and managerial training to interpersonal skills training and cultural training.Typically,cultural training involves the following aspects: (1)area studies programs that include environmental briefings and cultural orientations; (2)culture assimilators-essentially multiple-choice questions about cultural characteristics; (3)language training; (4)sensitivity training (which could include role-playing exercises and behavioural modelling videos designed to raise awareness of cultural differences in behaviour);and (5)field experiences,such as visits to the restaurants of the target nationality or actual visits to the host country itself.These cultural training activities are not only useful for the global managers but also helpful for their spouses and children.
3.Training approaches: Several training approaches have been used in reality,ranging from (1)an information-giving approach (such as lecture-based area briefings),to (2)behavioural modelling videos or case studies that offer vicarious learning,to (3)the most experiential forms (e.g. ,training based on role-playing and immersion in the form of field experiences).These three methods should be encompassed in the training plan according to the training needs.An information-giving approach will increase the knowledge competency of the global managers;the other two approaches will increase the trainees' other skills,such as interpersonal and analytical skills.All methods will be effective if they are planned properly to meet the training needs of the global managers,but the experiential methods are usually considered more "rigorous" (i.e. ,as having a greater degree of trainee involvement).
4.Treating the international assignment as on-the-job training: Global experience has been found to be the best way to help employees gain global competence.For example,rotating potential global managers through various foreign businesses allows them to gain experience in different cultures and acquire the skills,ability,and knowledge to lead anywhere in the world.This requires,however,mentoring at the host-country site.