 In this topic, we are going to discuss another component of pre-departure training which is basically the training of the expatriate in a training role. So basically it is training of the trainer who is the expatriate who is going to another culture. Why expatriates are hired? They are hired because there is a skill gap in the host country and that skill gap needs to be filled. Now, in order to fill that skill gap, these expatriates, they have to transfer knowledge to the host country nationals. And therefore, it is inherent in the expatriate's job most of the time that they are supposed to make host country nationals learn the skills which they do not possess. So expatriates, they are trained due to lack of suitably trained staff in the host location and they have to be prepared for the role of trainers to the host country nationals. Although this is a very important role of the expatriate assignees of the expatriate managers, but the research data shows that specific training regarding training as a trainer is not given to expatriates. Usually people approach it in their own different ways and that is something which can affect the learning process. So how much they are able to convey, how much they are able to teach, how much they are able to train the host country nationals, that depends on various different factors. So knowledge transfer basically depends on, first of all, individual's readiness to transfer knowledge. The expatriate has so much motivation and readiness that he wants to transfer knowledge to the host country nationals. And then there are a lot of factors that are part of other topics that what are the reasons or what are the factors which determine a person's readiness for being ready to train other people. It includes personality, it includes attitudes, it includes motivation and so many other things. It also depends on the organization's receptivity to knowledge. So whether the subsidiary is receptive towards knowledge, whether those people who are being trained by these expatriates are their receptive, is the organizational culture, a culture of learning. Are people ready to accept the expatriate in a role of someone who can train them and someone who can teach them? If the host country nationals have this attitude that we have a lot, it is better than us and no one knows. So where will the expatriate or the outsider accept the training role? So it depends on the organizational receptivity. Knowledge transfer can be, it can be best gained in the process of repatriation. Repatriation is a very important aspect of this entire international activity. The organization can learn a lot from the repatriation process. The knowledge about the market of the host country, the knowledge about the culture of the host country, what resources to tap in the host country, how to move around in the host country and maximize the resource utilization. All these things they are going to be, they are going to be learned by the expatriate. The person you are sending to the host country will know all these things. So when that person is repatriated and comes back to his parent country, he takes all this information and comes to you. So this information is critical for your organizational development, for international exposure, for international expansion. Therefore your organization can learn the best from the repatriation process. Therefore the repatriates, they should be assigned to strategic teams which define the strategy of the organization. And this is something which can help the organization expand its global positioning, improve its global positioning and become a global leader in the entire world. So people who go for expatriate assignments, they play the role of trainers, training host country nationals. And when they are repatriated, they train the parent country nationals about the host country as well. So they play the role of a trainer in a dual sense. So this is also an important part of the training on international assignments.