International Management: Expatriates and Staffing for New Projects
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This report discusses the use of expatriates in international management, reasons for their failure, and proper implementation of staffing plans for new projects. It focuses on the case of Asda, a British supermarket chain expanding in India.
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TABLE OF CONTENT
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Expatriates...............................................................................................................................................3
Use of Expatriates....................................................................................................................................4
Reasons for failure of expatriates............................................................................................................5
Proper implementation of plan for staffing regarding new projects.........................................................6
CONCLUSION...........................................................................................................................................7
REFERENCE..............................................................................................................................................7
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
Expatriates...............................................................................................................................................3
Use of Expatriates....................................................................................................................................4
Reasons for failure of expatriates............................................................................................................5
Proper implementation of plan for staffing regarding new projects.........................................................6
CONCLUSION...........................................................................................................................................7
REFERENCE..............................................................................................................................................7
INTRODUCTION
International management is mainly the method through which all the services and
products can be delivered across the country is globally. It helps out to serve all the market
values and goods in an evaluated manner through all the business organisations. It provides a
method through which the sustainable customers can be approached out. The international
business used to provide various services with all the technological advancement through which
the transactions in all the business practises can be taken place within multinational areas and
global countries. Through this the revenues and the production can be increased as it helps out to
increase the loyal customers (Das, and et. al., 2019).This report will cover an organisation Asda
which is a British supermarket chain that deals with all the retailing sectors it is headquartered in
UK and also has a branch in USA. As in order to expand the company in Delhi this report will
cover all the expatriates that are being needed for the globalised economy. Furthermore, their
will be causes and implication that are being required for the HR tech director to maintain a
proper staffing for new projects.
MAIN BODY
Expatriates
Expatriates are the working employees in the organisations and the companies which are
being transferred and assigned to work in another countries and areas for various short-term and
long-term programs and processes. It is mainly the method through which the organisation used
to expand in a global market in countries so that they can overseas their market conditions and
being able to maintain the companies member to evaluate all the programs that are being needed
in that area (García-Sánchez, and et. al., 2019). As Asda is a well-known company and want to
expand its global chain market in India in order to increase their expansions through expatriates
and to avoid all the trainings sessions of the working they can thereby use the method of
expatriates by providing them proper the aims and objectives of the company and the goals that
are being made. As far as the company will require following expatriates to work together.
International management is mainly the method through which all the services and
products can be delivered across the country is globally. It helps out to serve all the market
values and goods in an evaluated manner through all the business organisations. It provides a
method through which the sustainable customers can be approached out. The international
business used to provide various services with all the technological advancement through which
the transactions in all the business practises can be taken place within multinational areas and
global countries. Through this the revenues and the production can be increased as it helps out to
increase the loyal customers (Das, and et. al., 2019).This report will cover an organisation Asda
which is a British supermarket chain that deals with all the retailing sectors it is headquartered in
UK and also has a branch in USA. As in order to expand the company in Delhi this report will
cover all the expatriates that are being needed for the globalised economy. Furthermore, their
will be causes and implication that are being required for the HR tech director to maintain a
proper staffing for new projects.
MAIN BODY
Expatriates
Expatriates are the working employees in the organisations and the companies which are
being transferred and assigned to work in another countries and areas for various short-term and
long-term programs and processes. It is mainly the method through which the organisation used
to expand in a global market in countries so that they can overseas their market conditions and
being able to maintain the companies member to evaluate all the programs that are being needed
in that area (García-Sánchez, and et. al., 2019). As Asda is a well-known company and want to
expand its global chain market in India in order to increase their expansions through expatriates
and to avoid all the trainings sessions of the working they can thereby use the method of
expatriates by providing them proper the aims and objectives of the company and the goals that
are being made. As far as the company will require following expatriates to work together.
Use of Expatriates
No legal issues: The expatriates has already been working in the company when being
hired to join all the global market and companies there will be a favourable condition that
no legal issues and risk will be made on the part of employees as they were being
working on that segment from earlier basis (Deepak, and Jeyakumar, 2019). The
organisation will thereby be well aware regarding the issues and the background from
which the person belong and with that the contacts and all the variability through which
they are going to work. The legal issues are not being the matter in the cases of
expatriates. Asda has various employees with all the records in a maintainable method so
there will not be any legal liabilities that the company will face regarding the expansion
of business.
Working quality: The person who is been working in the company gives an idea about
the skills and techniques of work. The Expatriates that are being hired for the global
business will help out to reach the target and the goals. As the company no bus about the
quality in working of the person and also the employees being working knows about all
the issues and the mission regarding the company. It covers out all the cross-border
mobility through which the market opportunities can be maintained. In order to maintain
the better operations and to frame of the work in a proper quality expatriates used to help
out to maintain the work in outside areas by implementing the goals and targets.
Limits of local talent: As in the other countries it is difficult to find the talented and
skilled employees and it requires a timely process and in order to expand the
multinational area if there will not be a proper talented person it will be difficult for the
company to maintain the growth and the production. As it will require the training and
various programs through which they will have to teach them about the goals and
objectives of the company. Other than that the expatriates were well aware and properly
trained regarding the working style of the company and also about the methods through
which they will have to overcome the issues (Teede, and et. al., 2018).
Operation required in meeting standards: For all the operational management areas the
employees in the expatriates are being required to maintain a proper conditions and
techniques through which the business can be enhanced. The method is used to serve out
various norms and efforts through which the skills can be maintained and the challenges
No legal issues: The expatriates has already been working in the company when being
hired to join all the global market and companies there will be a favourable condition that
no legal issues and risk will be made on the part of employees as they were being
working on that segment from earlier basis (Deepak, and Jeyakumar, 2019). The
organisation will thereby be well aware regarding the issues and the background from
which the person belong and with that the contacts and all the variability through which
they are going to work. The legal issues are not being the matter in the cases of
expatriates. Asda has various employees with all the records in a maintainable method so
there will not be any legal liabilities that the company will face regarding the expansion
of business.
Working quality: The person who is been working in the company gives an idea about
the skills and techniques of work. The Expatriates that are being hired for the global
business will help out to reach the target and the goals. As the company no bus about the
quality in working of the person and also the employees being working knows about all
the issues and the mission regarding the company. It covers out all the cross-border
mobility through which the market opportunities can be maintained. In order to maintain
the better operations and to frame of the work in a proper quality expatriates used to help
out to maintain the work in outside areas by implementing the goals and targets.
Limits of local talent: As in the other countries it is difficult to find the talented and
skilled employees and it requires a timely process and in order to expand the
multinational area if there will not be a proper talented person it will be difficult for the
company to maintain the growth and the production. As it will require the training and
various programs through which they will have to teach them about the goals and
objectives of the company. Other than that the expatriates were well aware and properly
trained regarding the working style of the company and also about the methods through
which they will have to overcome the issues (Teede, and et. al., 2018).
Operation required in meeting standards: For all the operational management areas the
employees in the expatriates are being required to maintain a proper conditions and
techniques through which the business can be enhanced. The method is used to serve out
various norms and efforts through which the skills can be maintained and the challenges
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can be phased out for the company to perform in a better way. Asda have enhanced
operational skills through which they used to provide the standards of products and also
reach the demands of the customers with serving the best quality. And used to maintain
the growth by attaining the advancement in their resources (Kache, and Seuring, 2017).
Reasons for failure of expatriates
There are various courses which used to affect expatriates failure as some of them in context of
Asda are as follows:
Extreme responsibilities: in order to maintain the companies the expatriates but sometime
overburdened by the responsibilities that are being given to them about managing the
company is in a proper manner (Silva, and et. al., 2019). So when the switching of the
company is used to take place across another country it creates a major challenge of
working environment conditions for all the employees being working. As Asda will try to
locate in India there will be a language barrier for all the employees being working with
the customers As most of the people use Hindi as their local languages. Other than that
the teams that are being made as expatriates will be affected with all the exhausting
situation in the stressful areas that make the employees frustrated regarding the work
which is being given to them.
Culture barrier: this mainly covers all the areas through which the company is used to
maintain various changes and adapt the areas of different countries. Expatriates will try to
relocate to the another country it is difficult for them to adapt the culture and the areas
that actually restrict them to connect with customers and also make them face major
issues regarding their demographic changes. With that the employees used to serve issues
in all the requirements that are being framed by the customers as they will not be able to
allocate the resources and the demands that are being made In the customers by major
issues and challenges (Nakamba, and et. al., 2017).
Selections of candidates: the employees who are being selected as expatriates to shift to
another country from the headquartered region It is difficult for them to maintain a proper
job balance and also to frame out the working areas through which the corporation is
being maintained. The company used to get affected as when expatriates come to an
unfamiliar zone it is difficult for them to handle the routines and backgrounds of the
operational skills through which they used to provide the standards of products and also
reach the demands of the customers with serving the best quality. And used to maintain
the growth by attaining the advancement in their resources (Kache, and Seuring, 2017).
Reasons for failure of expatriates
There are various courses which used to affect expatriates failure as some of them in context of
Asda are as follows:
Extreme responsibilities: in order to maintain the companies the expatriates but sometime
overburdened by the responsibilities that are being given to them about managing the
company is in a proper manner (Silva, and et. al., 2019). So when the switching of the
company is used to take place across another country it creates a major challenge of
working environment conditions for all the employees being working. As Asda will try to
locate in India there will be a language barrier for all the employees being working with
the customers As most of the people use Hindi as their local languages. Other than that
the teams that are being made as expatriates will be affected with all the exhausting
situation in the stressful areas that make the employees frustrated regarding the work
which is being given to them.
Culture barrier: this mainly covers all the areas through which the company is used to
maintain various changes and adapt the areas of different countries. Expatriates will try to
relocate to the another country it is difficult for them to adapt the culture and the areas
that actually restrict them to connect with customers and also make them face major
issues regarding their demographic changes. With that the employees used to serve issues
in all the requirements that are being framed by the customers as they will not be able to
allocate the resources and the demands that are being made In the customers by major
issues and challenges (Nakamba, and et. al., 2017).
Selections of candidates: the employees who are being selected as expatriates to shift to
another country from the headquartered region It is difficult for them to maintain a proper
job balance and also to frame out the working areas through which the corporation is
being maintained. The company used to get affected as when expatriates come to an
unfamiliar zone it is difficult for them to handle the routines and backgrounds of the
country. As Asda will shift their expatriates to Delhi it is difficult for them to handle the
working zone in the method through which the working in balance is been created.
Language barrier: for all the expatriates it is the major issue as it will frame out the
customers who are being made to raising demands to be framed (Li, 2017). It actually
affects all the employees who are being in the country to face the language issue in order
to communicate with the customer it is important that this person should know the local
language in which the customer has to be treated but in certain cases when expatriates try
to treat they will have to learn the language which is quite difficult in a shorter period of
time and through this approaches and the demands on which the customers are being
made create a critical imbalance between the areas and the resources.
Proper implementation of plan for staffing regarding new projects
The expatriates in order to expand the business in global areas were being made joined by
the organisations in order to reach the customers and to maintain all the implemented planning
through which they will able to overcome the challenges that are being faced in the overseas
countries. There are various measures that can be taken place while Asda is trying to implement
their project quick spend in India they are as follow:
High salaries and pay scale: In order to expand in global areas and to framed expatriates
to go in and other countries the firms should try to impose a higher pay scale to all such
employees who have been working as expatriates it will help them out to reach the
expenses and also to maintain a proper saving through which they will get motivated and
a larger incentive through which the accommodation can be provided to all such
employees who are being working globally. Asda tends to make proper increments for
their employees by providing them accommodation in all the facilities (Wedlin, and
Sahlin, 2017).
Proper training programs: All the expatriates should be provided a training session and
all the programs through which they will able to know about the cultural areas and expect
with the techniques that are being used in that region. So that there will be easy for them
to deal with the customers and all the managers that are being lead in the company. There
has been implied that all the outgoing sources and areas should have to be maintained by
working zone in the method through which the working in balance is been created.
Language barrier: for all the expatriates it is the major issue as it will frame out the
customers who are being made to raising demands to be framed (Li, 2017). It actually
affects all the employees who are being in the country to face the language issue in order
to communicate with the customer it is important that this person should know the local
language in which the customer has to be treated but in certain cases when expatriates try
to treat they will have to learn the language which is quite difficult in a shorter period of
time and through this approaches and the demands on which the customers are being
made create a critical imbalance between the areas and the resources.
Proper implementation of plan for staffing regarding new projects
The expatriates in order to expand the business in global areas were being made joined by
the organisations in order to reach the customers and to maintain all the implemented planning
through which they will able to overcome the challenges that are being faced in the overseas
countries. There are various measures that can be taken place while Asda is trying to implement
their project quick spend in India they are as follow:
High salaries and pay scale: In order to expand in global areas and to framed expatriates
to go in and other countries the firms should try to impose a higher pay scale to all such
employees who have been working as expatriates it will help them out to reach the
expenses and also to maintain a proper saving through which they will get motivated and
a larger incentive through which the accommodation can be provided to all such
employees who are being working globally. Asda tends to make proper increments for
their employees by providing them accommodation in all the facilities (Wedlin, and
Sahlin, 2017).
Proper training programs: All the expatriates should be provided a training session and
all the programs through which they will able to know about the cultural areas and expect
with the techniques that are being used in that region. So that there will be easy for them
to deal with the customers and all the managers that are being lead in the company. There
has been implied that all the outgoing sources and areas should have to be maintained by
proper training session in implementing the programs of cultural norms. Asda should
thereby provide training to the employees before making them to shift towards India.
Cultural knowledge: Expatriates should provide and get all the demographic and cultural
areas knowledge through which the changes can be adapted easily and they will not be
able to face any difficulties while making and working in that sectors for the
implementation of the society and take growth (Tiwari, and et. al., 2018).
CONCLUSION
It is concluded from the above report that international law mainly helps out to expand
the business and also to overcome all the challenges in the market areas by framing all the effects
and the issues that are being faced in increasing revenues. Expatriates are mainly who are being
employed by the company and being appointed to work in another company rather than the
parent company. There are various benefits of expatriates and with that certain fare failure is that
are been implicated like demographic issue, language barrier and many more further more it is
also analysed that in order to make a proper implementation of program there should be provide
a proper incentive and training to the employees.
REFERENCE
Das, and et. al., 2019. Solid waste management: Scope and the challenge of
sustainability. Journal of cleaner production, 228, pp.658-678.
Deepak, and Jeyakumar, 2019. Marketing management. Educreation Publishing.
García-Sánchez, and et. al., 2019. Female directors and impression management in sustainability
reporting. International Business Review, 28(2), pp.359-374.
Kache, and Seuring, 2017. Challenges and opportunities of digital information at the intersection
of Big Data Analytics and supply chain management. International Journal of
Operations & Production Management.
Li, 2017. Effects of brand image, perceived price, perceived quality, and perceived value on the
purchase intention towards sports and tourism products of the 2016 Taichung
international travel fair. The Journal of International Management Studies, 12(2),
pp.97-107.
Nakamba, and et. al., 2017. How does social sustainability feature in studies of supply chain
management? A review and research agenda. Supply Chain Management: An
International Journal.
Silva, and et. al., 2019. Enterprise risk management and firm value: Evidence from
Brazil. Emerging Markets Finance and Trade, 55(3), pp.687-703.
thereby provide training to the employees before making them to shift towards India.
Cultural knowledge: Expatriates should provide and get all the demographic and cultural
areas knowledge through which the changes can be adapted easily and they will not be
able to face any difficulties while making and working in that sectors for the
implementation of the society and take growth (Tiwari, and et. al., 2018).
CONCLUSION
It is concluded from the above report that international law mainly helps out to expand
the business and also to overcome all the challenges in the market areas by framing all the effects
and the issues that are being faced in increasing revenues. Expatriates are mainly who are being
employed by the company and being appointed to work in another company rather than the
parent company. There are various benefits of expatriates and with that certain fare failure is that
are been implicated like demographic issue, language barrier and many more further more it is
also analysed that in order to make a proper implementation of program there should be provide
a proper incentive and training to the employees.
REFERENCE
Das, and et. al., 2019. Solid waste management: Scope and the challenge of
sustainability. Journal of cleaner production, 228, pp.658-678.
Deepak, and Jeyakumar, 2019. Marketing management. Educreation Publishing.
García-Sánchez, and et. al., 2019. Female directors and impression management in sustainability
reporting. International Business Review, 28(2), pp.359-374.
Kache, and Seuring, 2017. Challenges and opportunities of digital information at the intersection
of Big Data Analytics and supply chain management. International Journal of
Operations & Production Management.
Li, 2017. Effects of brand image, perceived price, perceived quality, and perceived value on the
purchase intention towards sports and tourism products of the 2016 Taichung
international travel fair. The Journal of International Management Studies, 12(2),
pp.97-107.
Nakamba, and et. al., 2017. How does social sustainability feature in studies of supply chain
management? A review and research agenda. Supply Chain Management: An
International Journal.
Silva, and et. al., 2019. Enterprise risk management and firm value: Evidence from
Brazil. Emerging Markets Finance and Trade, 55(3), pp.687-703.
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Teede, and et. al., 2018. International PCOS Network. Recommendations from the international
evidence-based guideline for the assessment and management of polycystic ovary
syndrome. Hum Reprod, 33(9), pp.1602-1618.
Tiwari, and et. al., 2018. Big data analytics in supply chain management between 2010 and 2016:
Insights to industries. Computers & Industrial Engineering, 115, pp.319-330.
Wedlin, and Sahlin, 2017. The imitation and translation of management ideas. The SAGE
handbook of organizational institutionalism, pp.102-127.
evidence-based guideline for the assessment and management of polycystic ovary
syndrome. Hum Reprod, 33(9), pp.1602-1618.
Tiwari, and et. al., 2018. Big data analytics in supply chain management between 2010 and 2016:
Insights to industries. Computers & Industrial Engineering, 115, pp.319-330.
Wedlin, and Sahlin, 2017. The imitation and translation of management ideas. The SAGE
handbook of organizational institutionalism, pp.102-127.
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