Implementing a Global Onboarding Program for Offshore Partners
Offshoring any company in a global setting requires an extreme amount of training. Organizations can not just build and give the go-ahead to operate because they would run into major gaps—including gaps in culture and leadership.
However, properly onboarding new management and employees could be the key to future success of the off-shored business unit.
When most people think of onboarding, they think of the training for new hires—providing them with the right resources and tools to allow them to begin and continue their work successfully. This is true; however, onboarding stretches beyond the initial stages of hiring a new employee. It includes the extension of training for employees and managers weeks, months and maybe years to maintain the learning process that results in continued productivity for the individual and the organization as a whole. It is important to remember that in order to have an employee feel like he or she is part of the business—and accept the vision and values of the organization—you must embrace who he or she is as an individual.
Also, when implementing an onboarding program designed to reach global offices, organizations must be able to bridge the culture gap. You can not just walk in as an American company and declare what is to be done. You must adapt to the culture and incorporate your organization’s culture as well.
At Wachovia, culture training is embedded in the global onboarding program. Margaret Magner, VP and Senior Learning Manager, shares Wachovia’s international learning strategy and how cultural nuances are leveraged while developing off-shore leaders.
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