<![CDATA[In the era of globalization, multinational companies increasingly rely on expatriate assignments to support the success of international business operations. However, differences in values, norms, and cross-cultural communication patterns often pose significant challenges that affect expatriates’ adaptation processes and job performance in host countries, making cross-cultural training an important strategy in international human resource management. This study aims to gain an in-depth understanding of how expatriates interpret their experiences of participating in cross-cultural training and how such training influences their adaptation processes and performance in international business environments. This study employs a qualitative approach with a phenomenological study design. The research subjects are expatriates working in multinational companies in Southeast Asia, particularly in Indonesia, Malaysia, and Singapore, selected through purposive sampling. Data were collected through in-depth interviews and analyzed using thematic analysis to identify patterns of meaning related to cross-cultural training experiences, adaptation processes, cross-cultural communication challenges, and perceptions of job performance. The findings indicate that cross-cultural training is perceived as an essential process that helps expatriates understand local values and norms, enhance cultural sensitivity, improve cross-cultural communication skills, and strengthen self-confidence in carrying out professional tasks. These findings confirm the strategic importance of cross-cultural training in supporting successful expatriate adaptation and improved performance, and therefore highlight the need for its systematic integration into international human resource management policies.]]>
