HR and Training for a Newly Internationalising Company (ES2)

This report discusses the strategies and approaches for training employees to work overseas, challenges faced by employees, and HR practices to assist employees in coping with difficulties. The case study of Tesco is used to illustrate the concepts. The report concludes that adopting these methods and training programs will help the employees of Tesco in adjusting to the new environment.

HR AND TRAINING FOR A NEWLY
INTERNATIONALISING
COMPANY (ES2)

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
(a) Strategies and approaches an organization can adopt, in training group of employees to
work for it in overseas locations on project.................................................................................3
(b) Challenges faced by an employee in working abroad............................................................5
Practices HR can assist to employees in coping with these difficulties and being successful....6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
The strategies and approaches a new international organization adopt in developing and
preparing the group of employees, in order to work its employees across the countries on a
project. An employee faces many difficulties and challenges in aboard, like language, culture and
personal life. In order to these the management and HR can assist some practices in coping with
that difficulties. Tesco is a British multinational groceries company. headquartered in Welwyn
Garden City, England. It is one of the most famous retail company in the world. The report is
consisting of different approaches and strategies an organization can adopt in order to develop it
over the seas. The report also contains the challenges and difficulties faced by an employee in
aboard like language, culture and work life. In order to that the management can assist the
employees in coping and being succeed.
MAIN BODY
(a) Strategies and approaches an organization can adopt, in training group of employees to work
for it in overseas locations on project.
The internationalization of an organization, helps in its growth, development and
expansion. In order to that the employees are trained for, working across the country. This will
have required some kind of training methods to its employees, these trainings will include some
approaches and strategies. They are as follows:
Documentary training: it is a classroom based training, that focuses on looking at differences
between cultures. These differences are examined because, the potential friction points that
create misunderstanding and disappointment (Ilyas and et. al. Datamodels ). Cultural differences
like human interactions and gender relations. Under this training of employees, the problem of
cultural differences is resolved.
Field simulation training: under this training the employees of Tesco visits to their
neighbourhood with same ethnic background as the destination, or with the trainees who are
already in country. Simulation training has been proved by many studies to provides the best
learning results, because it provides a realistic experience in context of the learner’s role. it will
help an employee to develop its skills in order to work across the country on a project.

Cultural simulation training: it is a well-known training of employees in order to the simulation
trainings. The employees of Tesco experience the shock of realizing that, despite their great
intentions, there many similarities among them. The individuals interpret things differently from
each another in various ways, especially individuals from different cultures and background
(Hawes, Gilligan-Lee, and Mix, 2022). The variation in cultures among employees, helps them
in learning and understanding difference. It will help them to function effectively in a cross
cultural groups. This simulation is useful in Tesco, in reference to provide training and valuable
information on cultural differences.
Out of the above mention approaches of training for employees, in order to work in aboard
on a project, the most suitable training is Field simulation training, because:
Field training involves a set of knowledge, skills and experience into the employees of
Tesco. It will help an individual to present an institutional framework, or within an area of
practice, with an aim of helping the employees to acquire different sectors of knowledge, field
experiences and technical skills (Devine, and Ash, 2022). This will help in modifying the
personal features and personal behaviours of an individual.
Advantages of adopting Field simulation training
It represents an individual’s initial field of expertise. In this they can apply that, what
they have learned in the real environment. It gives an opportunity to employees to deal with
different pressure that they will face in future, in the labour market. Field training helps an
employee to develop their understanding of educational; process procedures. It will enhance an
individual learning skills. These factors of Field simulation training will help Tesco in expanding
their business globally. Providing this training to the employees of Tesco will results in effective
outcomes from its employees. proper training to employees will increase the productivity of an
organization (Greenes, Florance, and Miller, 2022). Field simulation training is an effective way
to help an individual in acquiring new abilities and skills that they may can’t possess.
These skills enable an individual to expand its clear concepts, adjust their orientations and
consolidate its ability to be creative and innovative. These innovative concepts are the theoretical
aspects of the gained knowledge from the practical aspect of result (work). It ensures the
understanding pf needs and characteristics of the environment, in which they are surrounded.
Field training provides an opportunity of interaction and to collaborate with experiences
employees in the field of work.

(b) Challenges faced by an employee in working abroad
Shifting to a new country is a challenging task for every employee. There are many
challenges and difficulties, new employee faces while working from a new country. Below
mentioned are some challenges and problems, that are often faced by an employee in working
abroad in Tesco.
Language
One of the most common problem, that an employee faces in working abroad is the
language. It becomes the barrier in work place for an employee in a new country (Devine, and
Ash, 2022). Every country has its own language. Adopting and understanding that language is
itself a big task for an employee (Egger, and Yu, 2022). This will create a communication gap in
the work place between the employee and in organization Tesco.
Culture
It is the crucial part of working abroad for an employee. Moving from one country to
another is a difficult task for an individual, because every place has its own cultural and systems.
Adopting those cultural takes times for an employee. Therefore, it will be a challenge for an
employee to adjust in a new culture. Without knowing the culture of place, an employee cannot
socialise with its staff or the management. Socialising is the part of life, in reference to unknown
culture an individual cannot socialise at that place.
Business practices
Moving to a new place can lead to desire in, improvement in an employee. There can be a
desire to improve things, if an employee in new place of employment doing things in ways the
perceive as less efficient. An employee has to face the change in business practices like change
in taxation policies, inflation rates and money transfers schemes of that country. These
challenges are difficult to face by an employee in order to manage in the new country, because
the commercial practices of the new country will impact in facing the difficulties, to an
employee.
Work life
An employee’s life suffers in a new country, balancing work life in a new city is very
challenging, an employee has to be highly motivated in order to achieve its task efficiently in
Tesco. An employee tries to familiarize itself in the new environment. This will help in making

the work life easier and to realize its potential at job, an employee tries best to balance its work
life, which will not impact on employees work potential.
Building relationships
This is one the most difficult challenge an employee faces in abroad, building relations in
new work place in Tesco and in new city is a big problem itself. It is tough to make relations and
to trust someone in a new place, an individual cannot make a relation without trusting someone.
Once language barrier is considered, but making relations is a serious job (Fiantis, and et. al
2022). An individual eventually find someone to connect with someone in a new place.
Developing relations in a work place in new city is important as in order to adjust in the new
working environment for an employee.
Practices HR can assist to employees in coping with these difficulties and being successful
The work force accepts the abroad assignments, and adjust their livelihood for Tesco,
therefore, it is prior responsibility of the HR management to look after them and support its
employees in the new work place. HR performs, these several practices in order to support its
employees in managing aboard, in Tesco.
Provide language and cross culture training
Working internationally is challenging, therefore HR can provide the language and
culture training to its new employees in Tesco. It will help an employee in knowing the
organization and its culture in better way. This training helps the employees in adjusting easily in
the new work place (Moh, and Sperandio,, 2022). This training helps in expanding employee’s
knowledge and skills in relation to current and upcoming roles, and with the functions within the
Tesco. It also helps employees in their career development.
Allot mentors
Mentoring is a formal and informal relationship established between a new employee and
experienced employee of Tesco. The major purpose of providing mentoring to new employees, it
will help in quickly absorption of Tesco’s work environment and its organizational culture and
social norms. It will help in continuing an employee’s growth in a new organization
(Lawrence,and et. al., 2022). mentoring can also assist the new employee, new specific job or
area of responsibility, in order to learn quickly, and what they want to achieve in their career.
Mentoring can help an employee

Ensuring safety and security
The guiding session must ensure the that, the new employees who are shifted, they must
be aware of their safety and security procedures at their new work place in Tesco. HR should
educate the new employees about safety and security plan in Tesco, during an emergency
situation or in any incident. It is the duty of every management to ensure the safety and security
of its employees. acknowledging these safety and security factor is mandatory by the
management of the organization. an safe and secure environment in new work place will
provides a surety of satisfaction into an employee’s mind. Therefore, it is prior duty and
responsibility of HR to provide all details about the norms of safety and security of an employee
in an organization.
Developing in social connections
The management must help the new employees in building social connections and
understanding the power structure and team environment in Tesco. This will develop all
necessary interpersonal relationships and valuable information network, which are required in
their jobs. New employees in Tesco need to feel socially ease, and accepted by colleagues and
team members in Tesco. Integrating with team will directly relate to commitment and
productivity. Good and high quality relationships with managers, leaders and other team mates is
vital. In order to develop the social relations in a new country, it is difficult to socialize in a
country with no friends and family. An HR must help an employee in developing social relations
with others in an organization
Knowledge transfer
The leadership program also ensures that the new employee in Tesco, has all the valuable
information and access in understanding the work in other country. It includes the charts of
Tesco, login details, technical training and for any particular business systems. Tesco should
offer training on the company, on their vision and mission, about its ethics and culture. Tesco
also clears the clarity of role to its new employees, this will relate to how well a new employee
has understood and comprehended its role and expectations of Tesco. The clarity of role and
particular key performance indicators helps in set the related expectations, and enhance self-
efficiency of an employee (Lynch, 2022). These practices by Tesco HR will help in coping with
new employees in aboard.

CONCLUSION
From the above report it is concluded that, Tesco requires some approaches and strategies in
order to their internationalization. The report included the training methods of employees, that
helps them in work across the country on a project. Training like documentary training, field
training and cultural simulation training. The report also includes the challenges and difficulties
an employee faces while working from aboard. Challenges like language barrier, culture barrier
and building relationships. In order to these challenges, the HR can assist in coping with these
challenges and difficulties. Tesco can provide some training programs like, mentoring sessions,
knowledge transfers and role clarity information to its employees. It is concluded that opting
these methods and training programs will help the employees of Tesco, in adjusting the new
environment.

REFERENCES
Books and journals
Devine, P.G. and Ash, T.L., 2022. Diversity training goals, limitations, and promise: a review of
the multidisciplinary literature. Annual review of psychology. 73. pp.403-429.
Egger, R. and Yu, J., 2022. Epistemological challenges. In Applied Data Science in Tourism (pp.
17-34). Springer, Cham.
Fiantis, and et. al 2022. The Increasing Role of Indonesian Women in Soil Science: Current &
Future Challenges. Soil Security. p.100050.
Greenes, R.A., Florance, V. and Miller, R.A., 2022. Don Lindberg’s influence on future
generations: the US National Library of Medicine’s biomedical informatics research
training programs. In Transforming Biomedical Informatics and Health Information
Access: Don Lindberg and the US National Library of Medicine (pp. 43-50). IOS Press.
Hawes, Z.C., Gilligan-Lee, K.A. and Mix, K.S., 2022. Effects of spatial training on mathematics
performance: A meta-analysis. Developmental Psychology. 58(1). p.112.
Ilyas and et. al. Datamodels: Predicting Predictions from Training Data. arXiv preprint
arXiv:2202.00622.
Lawrence,and et. al., 2022. Characteristics, potentials, and challenges of transdisciplinary
research. One Earth, 5(1), pp.44-61.
Lynch, J.P., 2022. Harnessing root architecture to address global challenges. The Plant
Journal. 109(2).pp.415-431.
Moh, Y.S. and Sperandio, K.R., 2022. The Need to Consider Requiring Trauma Training in
Entry-Level Academic Training Programs in Clinical Mental Health Counseling. Journal
of Mental Health Counseling. 44(1). pp.18-31.
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