Managing People in Global Context

Running Head: MANAGING PEOPLE IN GLOBAL CONTEXT
Altas engineering limited
Managing people in global context
Report
Student Name
[Pick the date]

MANAGING PEOPLE IN GLOBAL CONTEXT 1
Introduction
International human resource management is considered as the backbone of all the international
business operations of any organization that is operating their business on an international level.
IHRM plays a very significant role in selecting the most brilliant minds for the organization.
These people have the capability to adopt any dynamic work environment to fulfill the internal
objective of the organization. IHRM helps the organization to minimize their internal risk in
terms of culture, believes and tradition by adopting the most advanced technique in their
recruitment and selection process (Schuler, Jackson and Tarique, 2011). It is the basic dream of
every company to increase its market share in the business world and for this one of the best
options is to launch business operations on the international level. Same is the case with
companies in Trinidad and Tobago. In this situation, these industries have only one option for
them to take the support of international human resource management to fulfill their dream
because managing things on the international level is not easy at all (Gannon, Roper and
Doherty, 2010). Every organization is having a different working culture, values and rules so it is
not someone cup of tea to expand its business in other countries which are having a different
demographic pattern.
Expansion of Atlas engineering in the United Kingdom
Atlas Engineering is one of the construction engineering companies of Trinidad and Tobago
which was established in 1992. In its initial stage, this company was in the business of offering
service like engineering surveying but later it transformed its service into building and civil
construction pattern. After analyzing the growth of construction business on the global level, the
management of Atlas Engineering had decided to launch their international operation in the
United Kingdom and in this situation international human resource management will play a very
important role in terms of completing this objective of the company. Being an HR manager it
will be prime duty to design some international strategies which will aid in this process
(Nikandrou, Brinia and Bereri, 2009).
Design Pre-Departure Training Program

MANAGING PEOPLE IN GLOBAL CONTEXT 2
As compared to Trinidad and Tobago, United Kingdom is completely different in terms of
working culture, environment, standard of living as well as beliefs. So it will not be easy for any
person living in Trinidad and Tobago or United Kingdom to adjust into each other countries very
easily. Trinidad and Tobago is a country with an extremely hot climate while United Kingdom is
covered with cold and snow most of the months. There is a huge difference between language
and behavior as compared to the UK (Whitmarsh, 2009). Trinidad and Tobago believe in
individual work while Trinidad and Tobago believes in collective work. Hence, it becomes very
important to provide proper training to the employees in order to run this international program
successfully (Shah, Dulal, Johnson and Baptiste, 2013). This training program will include
various sections related to language, behavior, proper use of postures and gestures. This training
will also include how to manage individualism work culture. This training program will also
include the use of advanced technology used in construction design in United Kingdom. One of
the most important aspects of this training will be that the person will be taught how to live in a
completely different environment. For this, the selected candidates will be sent for some day to
UK in advance so that they can actually observe the difficulties which they are going to face
while living there (Chen and Huang, 2009). This real-life observation will help this training
program to introduce some strategy or approaches which will be helpful in overcoming these
difficulties. In addition, this training program will also include a practice workshop in which the
applicant will go through real-time situations linked to UK and so that management can
understand the possibility of risk in appointing these applicants for international operations in the
United Kingdom.
It becomes very difficult to find out suitability of any applicant without analyzing their
performance outcome. Hence performance management system will be introduced to observe the
performance of the persons who will be connected with international operations. This
performance management system will include managers’ review, 360 feedback from the various
elements of the company, level of engagement in the operation, level of recognition in the
branch, goal setting and process to execute these goals (Shen, Chanda, D'netto and Monga,
2009). In addition to these aspects, one additional feature will be involved in which work cultural
adjustment. In this feature, a thorough investigation will be done by Atlas Engineering company
management in terms of satisfaction level outcomes related to work cultural adjustment. This
feature will help the management to understand at what level the person has adopted the working

MANAGING PEOPLE IN GLOBAL CONTEXT 3
culture of the foreign country. As per study, it has been found that even brilliant minds were not
able to perform on foreign soil because they were not pre-trained in terms of an international
working environment which has increased the level of dissatisfaction in them and hampered their
performance (Salas et al., 2008). This new feature will help in understanding the level of
satisfaction in the person related to international operations so that proper action can be taken in
case of emerging dissatisfaction in the business operations.
In order to run this international program successfully, it is very important to design a strong
Compensation Management Program for those applicants who will work on the international
platform of this company (Gagnon et al., 2013). As per the study, it has been seen that one of the
factors that increase the dissatisfaction among the employees is weak compensation management
program. Hence, a strong Compensation Management program which is developed for this
international business operation in order to keep a high level of satisfaction for these
international. This program will include a combination of Salary, benefit, service inducement
premium and allowances in a unique format (Shen et al., 2009). Here the basic salary will be set
up on the service benchmark of the UK which is one of the most significant points because all
benefits, allowances and incentives are based on basic salary.
Here the management will introduce a service inducement premium in which company will pay a
little bit extra to support the hardship of the employees which are on these internal projects. Atlas
Salary
Service
inducemen
t
Benefit
Allowances