Abstract
The specificity of business activity of international companies is, among others, the need for relocating employees for the sake of finishing work assignments in foreign subsidiaries. Having in mind that the host country culture is usually very different than the home country culture, adjustment to a new culture is a slow and stepwise process, which can be facilitated by cross-cultural training. There are multiple methods of cross-cultural training: didactic training, experiential training, attribution training, language training, cultural awareness training, interaction training, cognitive behaviour modification and sequential training. Some of these methods are used more often than others, but complete cross-cultural training implies usage of all these methods for the sake of complete preparation of the expatriate.
Highlights
The specificity of business activity of international companies is, among others, the need for relocating employees for the sake of finishing work assignments in foreign subsidiaries
Pri traženju novog posla, jedan od važnijih kriterijuma za zaposlene postaje mogućnost za obuku i razvoj u konkretnoj kompaniji
Kompletna obuka ekspatrijate podrazumeva primenu svih vrsta obuke, jer su sve neophodne za kompletno obučavanje zaposlenog za život i rad u inostranstvu, s obzirom da se odnose na različite aspekte boravka u inostranstvu
Summary
Obuka predstavlja planski pripremljen i izveden proces u kome zaposleni ovladavaju veštinama i sposobnostima koje su im potrebne za uspešno obavljanje radnih zadataka. Veštine koje se obukom razvijaju kod zaposlenih mogu biti opšte i specifične (Milojević & Đorđević, 2012). Opšte veštine su one koje se mogu primeniti u svakom preduzeću. 123 | ZNAČAJ OBUKE EKSPATRIJATA ZA ŽIVOT I RAD U INOSTRANSTVU performanse preduzeća, ali javlja se i rizik da zaposleni te veštine primene u nekom drugom preduzeću nakon promene posla. Specifične veštine su one koje se ne mogu primenjivati u drugom preduzeću, već su fokusirane na poslovanje preduzeća koje sprovodi obuku. Razvojem ovakvih veština sprečava se mogućnost da zaposleni te veštine primene u drugoj kompaniji nakon što je završena obuka. Razvoj ovakvih veština umanjuje mogućnost zapošljavanja zaposlenog u situaciji kada je on primoran da napusti preduzeće. Smatra se najpogodnijim da obuku sprovode osobe unutar samog preduzeća koje su već obučene iz određene oblasti. Ako unutar preduzeća nije moguće pronaći takvu osobu, praktikuje se angažovanje profesionalnih trenera
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