Cross-cultural training poses a immeasurable challenges for instructional designers and facilitators beyond what they encounter on domestic initiatives. Cross-cultural training can be effective not be learned reading an article or book or doing it once. Increasing the sensitivity to the topic is a great start. Learning new things with every training event or rollout will continue to enhance understanding. Some of the important concept that can enhance the effectiveness of cross-cultural training efforts are summarized as

· Preparing global mindset of the participant

· Emphasizing more on delivering knowledge to the participant

· Designing training program keeping various cross cultural aspects

· And ensuring effective delivery.

Here are some studies that may help guide you to the answer:

J. Stewart Black and Mark Mendenhall, 1990: Cross-Cultural Training Effectiveness: A Review and a Theoretical Framework for Future Research. AMR, 15, 113–136,https://doi.org/10.5465/amr.1990.11591834

Daniel J. Kealey, David R. Protheroe, The effectiveness of cross-cultural training for expatriates: An assessment of the literature on the issue, International Journal of Intercultural Relations, Volume 20, Issue 2, 1996, Pages 141-165, ISSN 0147-1767, https://doi.org/10.1016/0147-1767(96)00001-6.

Already we have crossed the cross-cultural nature of organisation. Now the suitability will make the effectiveness.

Cross-cultural learning is a life-long experience, but one can get a rough idea of the effectiveness of a training program by observing changes in people’s awareness and behavior in specific contexts. This can start in the classroom with role-playing tasks and analyses of mini-cases, and with the inclusion of cross-cultural criteria in the evaluation of internship performance.

First thing is how are you measuring the effectiveness? If you are measuring that the cross cultural adjustment improves after training. Then before training measure the level of adjustment and provide training to half of the previous sample. Again measure the adjustment of both the groups and try to find of the difference exists in both the groups.

Hi Namita Mangla.

I can see the interest of measuring changes in adjustment between pre- and post-training and then comparing the skills of the trained group with those of the non-trained group. But wouldn't the results be skewed by the fact that people are not static and come with all kinds of "baggage" that also affects their adjustment, like multiracial backgrounds, work experience or prior mobility?