Training is a systematic learning process by virtue of which people can learn new skills, gain knowledge and concept, change their attitudes to help organization achieve its goals. It teaches employees the necessary skills that are required effective performance. Training focuses on achieving short-term organizational goals. Training of international employees is an important challenge for human resource management. Training focuses on thinking and acting globally, developing global leadership skills, making learning a core competence for global organization. Human resources need to train international assignees and their family for international project. Cross cultural training is important because it breakdowns barriers between cultures and nations. Also, it encourages confidence and builds trust of employee. Cross cultural training makes employee culturally sensitive. It is important because it helps employee gain knowledge and learns new skills which can enhance organization’s performance (Fisher and Härtel, 2003).
Preparation for international assignment，This is the first step. It is also referred to as preparatory training for expatriates. In this, the assignee and their family are provided information about the assignment and the location. They are given all information about the place such as information about the culture, geography, climatic condition, language, societal norms. Large part of this step focuses on cultural values and norms of new country (Brislin and Yoshida, 1993). Assignee and their family are also given language lessons. International assignees should focus on three core competencies: cognitive competency, behavioural competency and performance competency.
Post-arrival training for expatriates:，This is the second stage of international training. This training occurs after the employee has reached new destination. Usually on-site training is done. The objective of this training is to help employee become familiar with the culture and environment. The employee is usually assigned a “local buddy” who helps the employee settle down in and adjust to new environment (Hamill, 1989).
Training host-country nationals，It is usually done to help employees understand corporate, corporate culture, corporate strategy and socialization. In this, differences with respect to management style and different expectations are identified. Systematic capture of relevant documents and lessons which are learned from an international assignment are valuable for the organization and future expatriates.