In continuing our discussion on “strategic fit,” it is important to remember that training programs, like staffing approaches, be designed with the company's strategy in mind. While it is probably impractical to break those programs down into a lot of variations, it is feasible to at least consider the relative level or stage of globalization that the firm has reached, because obvious major differences would be appropriate, for example from the initial export stage to the full global stage. Exhibit 9-6 suggests levels of rigor and types of training content appropriate for the firm's managers, as well as those for host country nationals, for four globalization stages - export, multidomestic, multinational, and global. It is noteworthy, for example, that the training for host-country nationals for a global firm has a considerably higher level of scope and rigor than for the other stages, and borders on the standards for the firm's expatriates.
Integrating Training with Global Orientation : Developing a Global Management Cadre article from Global Human Resource Management Catagory Integrating Training with Global Orientation
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