Introduction
Before the expatriates are posted from the headquarters to the division where they are to carry out their job duties, there is need to carry out an elaborate training program for the expatriates so that they are fully equipped to manage crisis and carry out their duties. In this information age, different organizations are striving to improve and manage their expatriates before, during and after the international assignments so that they can reduce the cost incurred due to expatriate failures in different fields. This paper analyses a needs analysis for a training Programme for the expatriates in Charity Health care Organization.
Organizational Analysis
With the globalization of organizations, challenges of using expatriates on international assignments have become a reality (Gregersen & Black 14). Charity Healthcare Organization estimates all the expenses for the training of their new expatriates to be $ 200 for each of the four trainees. Each trainee will be trained for the position of the regional sales manager for the company. The organization goals include offering the best health care services to patients, monitoring patient progress in the hospital and offering inpatient and outpatient services. The organization expects to fulfill all its goals through sales managers who will ensure that patients are well informed about Charity Healthcare Organization. The organization will implement classroom training and role-play. In the classroom training, the trainees will be trained on the organizational products, asked questions and their abilities analyzed. In role-play, the trainees will carry out specific roles in turns to enhance team play.
Task Analysis
The trainee sales managers shall be accountable for developing a workable sales plan and sales strategy to ensure the attainment of the organizations’ goals. They shall also coordinate with other organizations department in preparing action plans. These plans can be made by individuals or as a team. The main aim of the action plans is to provide timely feedback to the managers. The expatriates must have good communication skills so that they are able to communicate to the clients and to other people. The expatriates must also poses good marketing skills. This will help them identify the best markets both locally and globally. The managers should also have good leadership skills since they will be assigned sales representatives to direct and manage. Leadership skill will enhance good leadership to their juniors.
Person Analysis
The different expatriates must have certain personal attributes for them to be considered as expatriates. The expatriates must have good listening skills so that they are able to understand the needs of different customers. Active listening demonstrates good understanding of what other people communicates to the manager. This helps the manager to bring different people together so that a good environment for business can be created (Selden 60). The expatriate should have a good team work experience. Due to the fact that the manager will be responsible for a team, it’s important that the manager understands the differences in the team members and attempt to understand each member of the team. This helps to motivate the other members of the team so that they can carry out their duties appropriately
Conclusion
Expatriates should be carried through an elaborate training program so that they are well equipped to carry out their duties. The organization should be analyzed properly so that the roles of the trainees are understood. Their tasks should be clarified and personal analysis carried out on the trainees. This will ensure that there is continuity and growth (Selden, 12).
Works Cited
Gregersen, Hall and Stewart, Black. Multiple commitments upon repatriation: Japanese Experience. Journal of Management, 22 (1996): 209-230.
Selden, Paul. Sales Process Engineering: An Emerging Quality Application. Quality Progress, 2 (1998) 59–63.