Economic Themes (2013) 51 (2) 3, 273-292
Biljana Đorđević, Maja Ivanović-Đukić
Abstract: This paper deals with the challenges of the international business communication arising from the fact that this process often requires the use of a second language, and because the participants in this process may have different stiles of verbal and nonverbal communication. Different stiles of communication of business partners have their basis primarily in various cultures to which they belong. This differences, however, can significantly impede the process of communication, and even jeopardize effective decisionmaking. Knowing that fact, this paper suggests that the employees included in this process should posses the specific form of competence – interculutral communication competence. This form of competency reflects the ability to communicate effectively regardless of linguistic and cultural differencies. Necessity that the employess included in international business posses crosscultural communication competencies at the same time imposes a function of human resoruce management specific tasks. First, in order to make an adequate choice of the employees who will be included in international business activities the proprior criteria for their selection should be defined, and second, in the case of need the preparation, i.e. training should be organized in order to increase the present level of employees’ cross cultural communication competencies.
Keywords: international business communication; intercultural communication competence; selection; training; human resource management function.
CHALLENGES OF THE INTERNATIONAL BUSINESS COMMUNICATION AND IMPLICATION FOR HUMAN RESOURCE MANAGEMENT FUNCTION
Biljana Đorđević, Maja Ivanović-Đukić
Abstract: This paper deals with the challenges of the international business communication arising from the fact that this process often requires the use of a second language, and because the participants in this process may have different stiles of verbal and nonverbal communication. Different stiles of communication of business partners have their basis primarily in various cultures to which they belong. This differences, however, can significantly impede the process of communication, and even jeopardize effective decisionmaking. Knowing that fact, this paper suggests that the employees included in this process should posses the specific form of competence – interculutral communication competence. This form of competency reflects the ability to communicate effectively regardless of linguistic and cultural differencies. Necessity that the employess included in international business posses crosscultural communication competencies at the same time imposes a function of human resoruce management specific tasks. First, in order to make an adequate choice of the employees who will be included in international business activities the proprior criteria for their selection should be defined, and second, in the case of need the preparation, i.e. training should be organized in order to increase the present level of employees’ cross cultural communication competencies.
Keywords: international business communication; intercultural communication competence; selection; training; human resource management function.
