Especially the extension of the European Union requires more mobility and intercultural skills than ever before. Our domestic and foreign business locations as well as the labor market itself need interculturally skilled and internationally deployable employees. At the same time participants should receive attractive development opportunities in the international labor market. Furthermore when interacting with different cultures especially young people can develop their personality in a good way and become more open-minded. Important requirements for a successful cooperation in a multinational company like extending the personal horizon, getting self-organized and developing social skills can be achieved here. Therefore the Daimler AG developed a program to encourage the sending of apprentices and instructor in the vocational training. At Daimler AG, every apprentice as well as every instructor has the opportunity to participate in the exchange program. In the last funding period 60 apprentices and 10 instructors dispatched for an assignment that lasts between 3 to 6 weeks (apprentices) or up to 5 days (educational staff) of time. Finally 10 more students has been sent abroad to exploit more budget. The final number of apprentices was 70 apprentices – 10 more than planned. The ambition was to dispatch apprentices in the second or third year of their apprenticeship in order to ensure a certain amount of expertise. These assignments took place in the different occupational fields on the one hand as well as in different specialist fields in foreign places on the other hand. In advance, the training contents have determined together with the position responsible in the home country and also abroad. Instructors from different professional groups took part in the dispatch of educational staff. Through hospitation stays like for example Job-shadowing’s, these instructors were allocated to the respective position responsible. Already before the current project took part, the participants were partially involved in the project preparation. Through the formation of project groups one can make sure that the Tasks were equally distributed and the self-reliance of each and every participant was demanded. During their stay abroad, all participants had a contact person both on site and in the home country. The direct contact person on site accompanied and supports the participants in the execution of the project task or the work assignment. During the stay abroad, the position responsible controls the learning agreement and afterwards the position responsible in the home country did the same. With this kind of approach, we boost the participant`s own initiative as well as their ability of responsibility. Additionally the participants were sensitized and strengthened for further cross-cultural experiences. Especially in a business organization that operates internationally, cross-cultural competence is highly asked for. We put a special focus on the integration of stays abroad into the whole vocational training. The experiences from one project serve as a base for continuous improvement management with regard to upcoming stays abroad. On a national and international level we could both enhanced the attractiveness of the vocational training at Daimler AG and proclaimed the dual system in foreign countries.