In today's globalized business environment, many companies operate overseas stores to expand their market reach. However, managing talent in these overseas stores can be challenging, as they often have unique characteristics and requirements. To address this challenge, it is essential to design a CRM talent training course that adapts to the specific characteristics of overseas store industries. The first step in designing a CRM talent training course for overseas store industries is to understand the unique characteristics of these industries. This may include cultural differences, language barriers, legal and regulatory requirements, and market dynamics. By understanding these characteristics, training programs can be tailored to address the specific needs of employees working in overseas stores. Once the unique characteristics of overseas store industries are identified, the next step is to develop a training curriculum that addresses these specific needs. This may involve creating modules that focus on cross-cultural communication, language training, compliance with local laws and regulations, and understanding the local market dynamics. Additionally, the training curriculum should also include modules on CRM best practices and strategies that are relevant to the overseas store industries. In addition to the content of the training curriculum, the delivery method of the training course should also be adapted to the characteristics of overseas store industries. This may involve using a combination of in-person training, virtual training, and on-the-job training to accommodate employees working in different locations and time zones. It is also important to consider the use of technology to deliver training materials and resources to employees in overseas stores. Furthermore, it is essential to involve local managers and employees in the design and delivery of the CRM talent training course. This will help ensure that the training program is relevant and effective in addressing the specific needs of employees working in overseas stores. Local managers and employees can provide valuable insights into the unique challenges they face and the skills and knowledge they require to succeed in their roles. Finally, it is important to continuously evaluate and update the CRM talent training course to ensure its effectiveness in meeting the needs of employees in overseas store industries. This may involve gathering feedback from participants, monitoring the performance of employees after completing the training, and making adjustments to the training curriculum as needed. In conclusion, designing a CRM talent training course that adapts to the characteristics of overseas store industries requires a deep understanding of the unique challenges and requirements of employees working in these industries. By tailoring the training curriculum, delivery method, and involving local managers and employees, companies can ensure that their talent training programs are effective in preparing employees to succeed in overseas store industries.