旅游目的地相關(guān)文獻(xiàn)綜述

1、精品文檔international human resource managementassessment 1: project proposalreport title: several proposals for programmelecturer: jenny hennessystudents:due date: 13th of november 20131歡迎下載 。精品文檔content1. abstract 12. introduction 13. analysis of current approach .錯(cuò)誤！未定義書簽。-24. improvements designed t

2、o predepartune training ：2-35. a mentoring programme is used to support the development of the internationalassignments .3-46. conclusion 47. reference 5i歡通下載精品文檔abstractthe purpose of this essay is to give someimprovements that could be made to the current approach to predeparture training by the i

3、ntroduction of a redesigned cross cultural training initiative. besides, the essay should give proposals to how a mentoring programmecould be used to support the development of their international assignees once they have taken up their assignments in mexico. the final purpose of both aspects is to

4、make the expatriate workforce to adjust life in mexico and work better.introductionwith the failure of the expatriate workforce to adjust life in mexico, as a result, it is a necessity to makean independent training for workers. according to the analysis of 40 engineers who had returned home in the

5、last two years from assignments in mexico, only 25 of them had received any formal pre-departure at all. not only is that, amongthese 25 engineers, the length they received pre-departure not the same, from one day to more than 15days. to current approach to pre-departure training, some more efficien

6、cy and better improvements and a mentoring programme is very necessary to given before international assignees leave for mexico again.analysis of the current approachaccording to the analysis of 40 engineers who had returned home in the last two years from assignments in mexico, only 25 of them had

7、received any formal pre-departure at all. not only is that, amongthese 25 engineers, the length they received pre-departure not the same, from one day to more than 15days. 6 engineers had accepted pre-departure of 1 to 5 days;3engineers had accepted pre-departure of 6 to 10 days; 11 engineers had ac

8、cepted pre-departure of 11 to 15days; 5 engineers had accepted of more than 15 days while there were still 15 engineers who had absolutely no pre-departure at all.what s more, what they had learned was basic language classes, access to online material about mexico and cultural awareness worships del

9、ivered by an outside training agency. whats worse, only four of 25 employeeswere offered the opportunity to undertake seven day field visits organizations and places in mexico that linked to their assignments.【 1 】 for cross cultural workforce, it s an unbelievable results of pre-departure.from the

10、analysis of the date we are not difficult to find out these problems, training time is not unified arrangement; the content of the training also is disagreed; the content of the training involved are not comprehensive. over speaking, it cannot meet the job requirements of the engineers working deman

11、ds after arriving in mexico.improvements resigned to predeparture training1.1 the training of cross culture.diversity training should improve the tasks involving intercultural interaction as it is designed to help employees successfully work witha diverse workforce (e.g., subordinates, vendors, co-w

12、orkers) within the firm (noe, 2004). like cross-cultural training, diversity training can help individuals become more aware of group based differences and ofnegative stereotyping and prejudice (cox, 1993; ferdman & broady, 1996).cross-cultural training should be designed to support all these areas:

13、 performance, adjustment, and development (brislin & yoshida, 1994; bhagat & prien, 1996). engineers can improve their language skills which are needed to communicate with locals in mexico by the cross cultural training. they can acquire language skills and get important information about mexico and

14、 culture differences between two countries; finally they can use the information and skills the acquired to accomplish their jobs1歡迎下載 。精品文檔successfully. this can solve their comminuting problems, accommodation issues, loneliness or boredom issues and pressure from family from usa. 1.2 the training

15、of security and healthas the mexico is one of the most dangerous places in the world, the security training becomes a necessity. engineers should know where is safe and where they cant go basically. besides, whenthey meet dangers, they should know how to deal with properly.furthermore, when engineer

16、s are at abroad, the diet habits are in great differences from us. the health training must tell them what their life like is and what their diet habits are in mexico. according to adapting ability of engineers, they need to adjust themselves by training. also, the training should contain the conten

17、t of first-aid, health protection; nutritive equilibrium, etc. in addition, make three-day-long field survival training for them all.the aim of these is to improve theirsurvival ability and work better with good healthy bodies.1.3 give a systematic technical training to them, and it is best to pleas

18、e an experienced person who has worked in mexico for a long time. the benefits of such are more fit the local actual situation. according to different technical problems, make analysis in detail; let all the engineers improve themselves in certain before departure and well known the content of the w

19、ork for later to dispose.a mentoring programme is used to support the development ofthe international assigneesmentoring programs are becoming more important as workers are asked to fulf川international assignments. without a proper selection process andan effective support network to assist these wor

20、kers, many times international assignments fail. these failures cost companies in terms of both real dollars and competitive advantage.【6】also, there are stillanother three benefits except it can give a strong guarantee to the successof the assignments. first of all, it can help workers to adjust to

21、 the change of physical and cultural surroundings. when workers arrive at a strange environment, they will feel confused or emotional immature. some even lack necessary skills to adapt the new culture. at this time, proper mentoring will give workers great support and help them adapt more quickly. s

22、econdly, proper mentoring will help workers work more efficiency and can accomplishtheir assignmentson time.according to beaman sresearch,thirty to fifty percent of those who do complete the assignments are consideredto be ineffectiveor onlymarginallyeffectiveby theirinternational assignments often

23、fail due in large part to this lack of structure. 【 9】 a successful mentoring programs is the programs that give support both to workers and their families. onthe one side, the pressure comesfrom their families; on the other side, workers can learn more about their families, they can work without an

24、y burden.a mentoring programme should be made according to different demands of different stage. mezias and scandura (2005) propose that expatriates would benefit from several concurrent mentors with diverse competencies to assist with the many issues inherent in working in another culture.【 7】 afte

25、r the engineers arrive in mexico, a mentoring manager should give a guide about adjustment of cultural changes and work role. after engineers adapt their conditions, the mentor should be focused on the security and healthy issues. then the mentoring manager should be more concerned with their own re

26、clamation. finally, the mentor manager should pay more attention to engineers career development. if they have little motivation to develop meaningful mentoring relationships with host country nationals, through training and other organizational efforts (e.g. leadership, rewards; see baruch and altm

27、an, 2002; baruch et al., 2002), these obstacles can be overcome.conclusionthrough the improvements for the current approach to predeparture, engineers have great promote in many aspects. they can adapt the working and living conditions in mexico. moreover, they can be healthier and safer. a mentoring programmealso supports the development of the international assignees after they have take up their assignments in mexico.reference1 closing the gulf-preparing us executives for assignments in mexico2 noe, r. (2004). employee training and developmen