Approaches and Challenges of International Human Resource Management: A Case Study of M&S

HRM3007 Strategic HRM

TABLE OF CONTENTS
TABLE OF CONTENTS..............................................................................................................2
INTRODUCTION...........................................................................................................................3
(a) Approaches and Strategies for preparing and training employees to work on overseas or
international projects...................................................................................................................3
(b) Challenges employees face when working abroad and HR practices to deal with this issues
.....................................................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
International Human Resources Management (IHRM) is basically a strategic approach with
the help of which HR manager can effectively and efficiently manage the people for their
international operations (ThiHoa and et.al., 2021). With the help of international HRM
approaches and strategies, the internationalizing company not only prepare or train its employees
to work on international or overseas projects but also able to retain top talents within the
company from all over the world. Mark and Spenser (M&S) is a British retailer company that
provides clothing, home products and food products to its national as well as international
customers. Currently, M&S company has announced to expand its business to Bolivia and
Uzbekistan in order to grow its business at international level. The internationalization of
business put responsibility over the HR management of the company to train their employees so
that they can work on overseas projects. The employee while working abroad faces various of
challenges or issues. Thus, the human resources manager of the company also need to adopt the
various HR practices to solve the issue faced by employee.
(a) Approaches and Strategies for preparing and training employees to work on overseas or
international projects
The various strategies or approached with the help of which the HR manager of newly
internationalize company can train its employees to work in overseas location or international
projects which might last for one or more years are as follows:
Effective Training Program:
The first approach with the help of which the internationalize company can prepare and
train its employees to work at international level is training and development program. It means
the company have to provide proper training to its employees regarding culture, technology,
innovation, language etc. For example, M&S company can provide field simulation training,
culture simulation training to its employees so that they can analysed what type of food products
is preferring by Bolivia and Uzbekistan people in order to build strong business. The new
internationalizing company such as M&S can use this approach in order to enter Bolivia and
Uzbekistan market (Anderson, Chung and Macleroy, 2018). Not only that, the internationalize

company can also provide local language training to its employees so that they can successfully
understand the taste and preferences of Bolivia or Uzbekistan customers.
Sourcing Immigration Support:
The another approach has to be used by the internationalize company in order to prepare
their employees to permanently shift in the foreign countries for the success of the international
projects. It is because without this the oversea assignment or project of the company won’t be
able to continue. For example, in order to enter the new market of Bolivia or Uzbekistan, M&S
company can use this approach with the help of which their employees are in line with the
national and international immigration policy. Also, the HR manager of internationalize
company have to arrange and sent permanent residency application form to its employees who
are involve in international assignment and relocate to international location for one or more
years.
Ensure Continued Communication:
As per this approach, the internationalize company need to stay in frequent contact with
its employees throughout that international projects. It is because continued communication will
encourage the employees and they will not lose their morale. It is basically one of the toughest
task for the employee to work in different culture or society. For example, M&S company can
also use this approach for its new market expansion because without communication there is no
expansion (Schleiff and et.al., 2020). Home team of internationalize company have to
communicate with the employees to know about their issues and also respond actively to solve
such issues.
Invest in knowledge management:
This is generally the most significant approach that can be used by newly internationalize
company in the present time to train old as well as new employees. For example, M&S company
in order to enter new country Bolivia or Uzbekistan can use this approach. In this what they need
to do is that they need to conduct session for employees in which old employees who has
previously worked on international projects. As M&S company has its strong base in China
market after they entered in Chinese market in 2008. But during this international expansion, the