Potential Problems in International Human Resources Management Training Programs

Abstract

Training program design, host countries context, cross-culture difference and expatriates’ learning styles are identified as the primary potential problems need to be considered in training programs. To cope with these issues, differentiated training elements are suggested to be focused on to build up a cost-effective training program. Operating in a global industry, MNEs may expect more integrated cooperation than those are in multidomestic industry. As subsidiaries in this situation are not implementers but cooperators, skills of network building are considered to be more necessary than skills of knowledge transfer and management. In addition, a cost leadership strategy may not allow a training program to be implemented in the host country, though it could result in a better outcome. Expatriates with different learning styles would be sensitive to different types of training programs. Differentiated training program based on these learning styles could also works effectively and efficiently.