HR and Training for a Newly Internationalising Organization

Running Head: HR AND TRAINING FOR A NEWLY INTERNATIONALISING
ORGANIZATION 1
Human Resource and Training for a Newly Internationalising Organization
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HR AND TRAINING FOR A NEWLY INTERNATIONALISING ORGANIZATION 2
Human Resource and Training for a Newly Internationalising Organization
Part A: Approaches and Strategies of Training Employees Abroad
Internationalisation is the process where an organization extends its operations across the
borders of the home country. An internationalised organization is able to operate in more than
one country and be in a position to serve many customers in provision of goods and services.
Organizations in the modern times have been active in internationalising their business
activities to reach a big market across the world (Aguinis, and Kraiger, 2009, p.463). With
the swift growth in globalization, many business organizations are expanding their business
activities as it has become easy to internationalise using modern technology. However, there
are challenges which are faced by internationalising organizations in the early stages of
expanding the business operations. Human resource management ensure employees get
recruited and given required training of their duties.
It is therefore crucial to ensure human resource management of the internationalising
organizations is well equipped with the knowledge and understanding of the new
environment the organization will operate. This will help in training the employees and
giving necessary assistance to the employees going abroad either temporary or permanent
basis. This will make the employees be more comfortable in performing their duties in the
countries they will be travelling and help them adapt to the new environment. The
internationalising organization is supposed to train and give the employees the support
necessary in the foreign countries for the success of the business activities which will
promote growth of the institution (Ambos et al. 2009, p.644)
There are various strategies and approaches which can be used by a newly
internationalising organization in training their employees who will work overseas in
accomplishing their projects lasting a year or more. This will the employees adapt to the new
working environment and encourage them perform their duties well for the success of the

HR AND TRAINING FOR A NEWLY INTERNATIONALISING ORGANIZATION 3
project. Different strategies and approaches have been used in training their employees to
ensure rapid growth and development of the organization in the oversee countries.
International human resource established by the newly internationalising organization helps
the employees to adapt the new environment in oversees, ideas and resources required to
promote maximum output of the services delivered (Barkema et al. p.460). International
human resource management is given the mandate by the organization to employ, consult and
manage services to ensure the best skilled employees are given the job positions.
There are different approaches used in training and managing employees in the
subsidiaries of the organization for effective and maximum productivity. The employees are
trained depending on their place of work which depends on the origins of the workers. There
is home country where the organization sends employees abroad to work on the established
branches. Most of the important positions of the job are taken by the home country
employees because they already know what the employees requires and can help in making
decisions. The subsidiaries are the second to follow home country in managing the resources.
Secondly, there is nationals form the host country where the organization employs people of
the same nationality as the subsidiary’s location (Bol, and Van de Werfhorst, 2011, p.124).
The organization can also set training initiatives to impart more knowledge to the host
country employees to promote them in learning and understanding what the institution
requires. The third approach is nationals from third country which involves recruiting
workers from different nations who are not citizens of the home or host country. This is
advantageous to the organization as it increases the employment pool and diversifies job
opportunities. It encourages hiring qualified people to the organization and promotes growth
and success of the project (De Clercq et al. 2012, p.148).
There are several advantages of using local workers to staff subsidiaries of the
organization abroad. The local employees are familiar with the political, legal and

HR AND TRAINING FOR A NEWLY INTERNATIONALISING ORGANIZATION 4
socioeconomic requirements in that host country. This makes it easy for the subsidiary to
adhere and cope with the working environment with help of the local workers. Another
benefit of using local employees is that the local society feels recognized by the organization
and promotes acceptance (De Wit, and Merkx, 2012, p.48).
Another approach used by newly internationalising organization is training and selection
of the employees. The organization should equally treat the employees going to work in the
foreign countries and ensure their family needs are considered. The family may accompany
the employee going abroad and therefore the organization must help in ensuring good
relationship in that new country to encourage good working conditions. The employees
should be well trained and oriented to ensure understanding of the new environment. The best
employees should be selected for oversees project of the company to ensure it is done to
completion (de Wit, 2011, p.77).
The best expatriates selected for the foreign project of the organization have to be decided
by considering certain factors. These factors include language skills, job and family situations
as well as motivation and relational aspects of the individuals. All these factors will help the
company in selection of the best expatriates suitable for the overseas project undertaken by
the organization (Ernst, Hoyer, and Rübsaamen, 2010, p.84).
Training of the employees and expatriates is a significant factor which determines the
success of the project in terms of performance and quality. Firstly, the training should be
cross cultural which helps in acknowledging and appreciating the culture of the host nation
where the expatriates will be working. This helps the employees to feel encouraged to work
more in the project they are working on once the culture is understood. Secondly, the
organization also needs to train the employees about the knowledge of the host nation
(Fletcher, Harris, and Richey, 2013, p.64). Thirdly, the organization must offer technical and
detailed job training to the employees to promote understanding of the job requirements. The