Question

1.explain how international businesses train and develop expatriate managers,

2.disscuss how religious values and norms affect the domestic enviroment in which international business operate.

Answer 1

answer-

1-An expatriate manager is an employee sent by his or her employer to work in a foreign country. the training and development concept of expatriate managers is like the same training and development in home country but it only covers in IHRM. In International human resource management, there are five functional areas that include recruitment and selection, development and training, performance evaluation, remuneration and labor relations.

Development and training which is aimed to offer sufficient training to personnel in a company and enable them to fulfil their goals, as well as show better performance and growth with their work. At global level, human resource development experts must have responsibility for training and development of employees located in subsidiaries around the world, specialized training to prepare expatriates for assignments abroad, and lastly development of a special group of worldwide minded managers. International human resource development programs may be done in two ways such as centralized and decentralized. In a centralized approach, training originates at the headquarters and corporate trainers travel to subsidiaries, often adapting to local situations. This fits the ethnocentric model. A geocentric approach is also centralized, and trainers could be sent from various positions in either the headquarters or subsidiaries to any other location in the company. In a decentralized approach, training is given locally, following a polycentric model. When training is decentralized, the cultural backgrounds of the trainers and trainees are usually similar. Local people develop training materials and techniques for use in their own area. It is important that trainer must be qualified.

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