Employee Training and Development Business & Marketing Essay

Employee Training and Development
Student’s Name
Institution
Employee Training and Development
Introduction
ExxonMobil Corporation is among the most popular global corporations and has its operations and presence in countries across six continents. Numerous issues arise as a result, and they should be addressed appropriately and adequately for the company to realize overall success. The world is full of diversities ranging from cultural, ethnic, religious, political, racial, and even education, not to mention the policies, laws, and regulations that different governments have endorsed. These diversities present numerous challenges to global corporations. In a bid to maintains its original identity, culture, and values, a global corporation like ExxonMobil makes use of global expatriates (Feitosa & Salas, 2017) to export its expertise and company culture to foreign countries. Rigorous training to address both the anticipated and unforeseen challenges beforehand and also equip them with the necessary technical and soft skills would be of great significance to both the company and the expatriates’ experience in the foreign jurisdictions.
Training Needs
Expatriates comprise of people with diverse expertise, positions, age, and are probably going to work on different foreign assignments. The duration will also vary accordingly. Accessing their needs is paramount to ensuring success for both the company and the expatriates. The most immediate need that has to be addressed with training is the self-consciousness of the individual. Living abroad distracts almost every aspect of life, but self-awareness becomes distracted the most. It is imperative to have it as the primary need for training to be able to establish an individual's profile and equip them with the necessary skills to grapple with the rampant distortion of self-concept that comes along with living abroad. Candidates for expatriation would be subjected to self-assessment for them to have a moment of reflection about themselves and hopefully identify the gaps in their self-concept that might inhibit their experience abroad. Self-assessment also helps establish the level of responsibility of the candidate.
Expatriates are sure to face dramatic shifts in cultural practices, and the need to establish an effective cross-culture adjustment for them is paramount. Poor cross-culture adjustment is more likely to derail the expatriate job involvement and also induce job stress, thus inhibiting effectiveness and efficiency (Sambasivan et al., 2017). For cross-cultural competence to prevail, the pre-departure training would incorporate focus interviews with the focus groups composed of both the candidates and those that have prior experience working abroad. The answers to the prompts from the later will help the candidate learn a thing or two about the frustration of being an expatriate.
The third most significant need for pre-departure training will now focus on the specific problems that the expatriate will encounter in their host nation. The challenges one is likely to encounter in Africa and Europe are different. The differences diversify even further with specific host countries and locations. The training will incorporate scenario simulation (Li,...