The purpose of this paper is to examine underlying factors that hinder the expatriate experience and the ways quality‐controlled training methods can be delivered to them in order to acclimatize into different cultures. Companies see transatlantic business expansion as a critical piece of their agenda in the quest for greater market share. In this environment, the Human Resource professional is a consultant, tasked with stripping away the transactional approach to managing the expatriate process and replacing it with systems, policies and programs. An integrated learning and development plan can support the preparatory obligations from the perspective of the company.

中文翻译：

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外派人员的经验以及人力资源开发在国际公司的文化意识中所扮演的角色

本文的目的是研究阻碍外派人员经历的根本因素，以及如何向他们提供质量控制的培训方法，以使其适应不同的文化。为了寻求更大的市场份额，公司将跨大西洋业务扩展视为其议程中的关键部分。在这种环境下，人力资源专业人员是一名顾问，其任务是剥离用于管理外派流程的交易方法，并用系统，政策和程序代替它。集成的学习和发展计划可以从公司的角度支持准备义务。