We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!
Presentation is loading. Please wait.
Published byJulian Plunkett
Modified over 7 years ago
ASSESSING INTERNATIONAL MANAGEMENT COMPETENCIES The Global Manager Selector Selecting and preparing the right international managers can be crucial for the success of international assignments © Transcultural Synergy www.synergy-associates.com Transcultural Synergy (intercultural management specialists) present 1 of 10 Next Click mouse on slide here to move to next slide
How do you decide on appropriate training and development to prepare candidates for future international management positions? On what basis are people selected and prepared for international assignments? How do you identify people who are more likely to succeed in a particular overseas posting? How can you assess the strengths and weaknesses of different candidates for international assignments? Are some people more suitable for certain parts of the world than others? How do you choose international managers? © Transcultural Synergy www.synergy-associates.com 2 of 10 The Global Manager Selector offers new answers Next Click here
Why use the Global Manager Selector? Research into the risks and costs of expatriation show: average expatriate failure rates of 20 – 30% the cost of a failed assignment can be up to €1 million over 60% of companies surveyed had experienced expatriate failure Managers are often selected for international assignments based on: their success in their home country on their personal wish to go abroad purely on the basis of availability To increase the chances of the expatriation being successful, companies need to be able to select & prepare the right person for the right place & task at the right time……… ….the Global Manager Selector Success by a manager at home is no guarantee for success abroad © Transcultural Synergy www.synergy-associates.com 3 of 10 Next Click here
‘ The right ’ global manager? Abilities needed for operations abroad are often different from those at home: For example: new project, plant or subsidiary, establishing JV designing, pioneering; creating foundations not routine, no procedures, without support staff or high-level representative of established firm project leader operations developer entrepreneur negotiator recruiter expert What criteria to use when selecting the right international manager? professional experience & competences individual ’ s motivation for international career specific abilities for international operations specific abilities for international communication aptitudes relating to role for assignment abroad Type of role: © Transcultural Synergy www.synergy-associates.com 4 of 10 leader/director in unfamiliar environment Next Click here
5 of 10 © Transcultural Synergy www.synergy-associates.com So what is the Global Manager Selector? However many companies or recruiters do not have the necessary tools to evaluate the cross-cultural competence of candidates for international assignments, i.e. assess how well they will do “away from home”. The Global Manager Selector Interview is a “second opinion assessment” in last stages of recruitment, assisting with final selection of those short-listed It consists of an interview, exploring candidates’ international operations abilities and skills in international communications and is used in combination with a normed cross-cultural assessment: such as (1) The ‘International Profiler’ (questionnaire) (2) The ‘International Management Assessment’ (IMA) The Global Manager Selector gives clients a different angle to their own assessment in terms of how candidate(s) meet the international side of the position requirements from an intercultural competence perspective. Companies can usually assess professional competencies and motivation. The interview is conducted by a qualified professional interculturalist Next Click here
The 'International Profiler’ is a psychometric questionnaire It is based on an 'international' competency set required to transfer professional managerial skills to an international context. 6 of 10 © Transcultural Synergy www.synergy-associates.com (1) The International Profiler The International Profiler™ was developed by World Work in the UK. The International Profiler questionnaire takes about 20-45 minutes It can be distributed and completed on-line or through a hard copy version. It is followed up by a individual debriefing session by a qualified consultant. The International Profiler provides structured feedback: Awareness of potential gaps in international competence Notions of personal roles, working style and attitudes Suggestions for further development & coaching There are 10 competencies identified, and 22 associated skills or attitudes. The questionnaire probes the emphasis and attention individuals bring to these competencies Normed Cross-cultural Assessment Next Click here
Works on basis of assessment centre principle (1 day) Designed to be used with four people at one time Participants are observed & assessed by two consultants Phase 1 – Observation and diagnosis It can be divided into three main stages: Phase 2 – Analysis Phase 3 – Feedback Follow up development, training, coaching, relocation, reassignment, ….. © Transcultural Synergy www.synergy-associates.com 7 of 10 (2) International Management Assessment (IMA) IMA is a process tool designed to help companies in the selection of their managers for international careers and overseas assignments. It Normed Cross-cultural Assessment Next Click here
Objectives of the IMA to elicit participant ’ s general attitude to different cultures around the world to identify styles of working, approaches to team work and problem-solving to evaluate aptitudes, strengths & weaknesses for international assignments to assess suitability for assignments to specific countries to highlight areas for future training and development Who is the IMA for? IMA can be used: as diagnostic tool to assist in preparation of people for specific assignments at early stage in person’s career to identify potential for international role, thus helping to create a talent pool of future international managers. © Transcultural Synergy www.synergy-associates.com 8 of 10 Note: in the case of IMA, the interview forms part of the assessment centre day IMA™ was developed by Théry International Management (TIM) in France, and adapted for global use by LTS Consulting & Training in the UK. (2) IMA cont ’ d Normed Cross-cultural Assessment Next Click here
The benefits of the Global Manager Selector assists in identification of potential / future international managers helps in managing career development of future international managers aids in selection / confirmation of candidates for specific assignments decreases potential losses from failed international assignments allows companies to be more accurate about their management choices © Transcultural Synergy www.synergy-associates.com 9 of 10 The Global Manager Selector can be applied alongside any international ‘recruitment’ project, either internally or externally through agencies International Recruitment Support We do NOT offer recruitment services but the Global Manager Selector offers a vital complementary solution by giving clients an “international opinion” for overseas assignments The Global Manager Selector Next Click here
free Contact us for a free meeting to discuss your needs T RANSCULTURAL S YNERGY Call: (UK: +44) (0) 20 8755 5824 Fax: (UK: +44) (0)70 9237 0950 Email: firstname.lastname@example.org@synergy-associates.com http://www.synergy-associates.com The next step is Intercultural Management specialists for your global needs Helping you Bridge the Cultural Gap the right teamthe right placethe right time Creating the right team at the right place at the right time © Transcultural Synergy www.synergy-associates.com/ima.htm © Transcultural Synergy www.synergy-associates.com For more information about IMA or the International Profiler visit us at: (Click on link to go directly to web-page now) To download a pdf copy of the IMA Brochure click herehere For a detailed explanation of the rationale behind IMA click herehere 10 of 10 END Click here
Career planning. Where are you now? I have chosen the specialty I wish to pursue I am not certain which specialty I wish to pursue but I have started.
Talent Pool Succession Planning What Is It?
Succession and talent management
Career Development Module
OVERVIEW OF ClASS METHODS and ACTIVITIES. Session Objectives By the end of the session, participants will be able to: Describe ClASS team composition.
ASSESSING INTERNATIONAL MANAGEMENT COMPETENCIES The International Management Assessment ( I M A ) Selecting and preparing the right international managers.
Specializing in Search Excellence Click the arrows to advance to the next slide.
International Training and Development
Marketing Your Postgraduate Research Qualification.
Copyright © 2015 McGraw-Hill Education. All rights reserved
Aviva Candidate Assessment & Selection Wednesday 27 th June 2012, BDO LLP June 2012 Author: Emma Barbour Sponsor: Kate Erskine HR Attendees: Emma Barbour.
Contents Click the link below to go directly to the slides for that chapter. Chapter 1 ■ Your Personal Strengths Chapter 2 ■ The Roles You Play Chapter.
Approaches to talent management
Learning and Development Developing leaders and managers
The LCVP is funded by the Department of Education and Science under the National Development Plan Preparing students for Work Experience.
COMPETENCY MAPPING 1 ‘Best organs succeed not because of people but because they have right people’. 2. Modern orgns. realized that: HR is the most valuable.
Improving Management Effectiveness HR Chally Employee selection tool.
HFT 2220 DEVELOPMENT PROGRAMS. Development Programs Helps our employees get better every day Helps employees achieve their goals Puts the person in sync.
HR COURSES HR IN INTERCULTURAL CONTEXT November 11, 2013 Silvia Jelenikova, Dell.
© 2022 SlidePlayer.com Inc. All rights reserved.