Strategies and Challenges in International HRM

This document discusses the strategies and approaches that a newly internationalizing organization can take to prepare and train groups of employees for overseas projects. It also explores the challenges that employees often face when working abroad and how management and HR practices can assist them in coping with these difficulties and being successful. The document provides insights into cross-cultural training, compensation, high standards, and frequent communication as effective strategies for training employees. It also highlights challenges related to culture, legal issues, finance and money management, safety, loneliness, and HR and benefit tasks. The document emphasizes the importance of implementing effective business practices to address these challenges and ensure smooth work flow.

Strategic HRM

Table of Contents
INTRODUCTION................................................................................................................................3
MAIN BODY ......................................................................................................................................3
TASK ...................................................................................................................................................3
A. Discuss strategies and approaches a newly internationalizing organization can take to prepare
& train groups of employees to work for it in overseas locations on projects lasting a year or
more. Which approaches may work best and why?.........................................................................3
B. Discuss what challenges employees often face when working abroad and how management
and HR practices can assist them in coping with the difficulties and being successful..................5
CONCLUSION....................................................................................................................................8
REFRENCES.......................................................................................................................................9
Books & Journal:.............................................................................................................................9

INTRODUCTION
In organisation, human resource management play vital role in achieving goals and
objectives. Strategic HRM is defined as process or say function which is used by HRM to
accomplish objectives in smart way (Boxall, 2018). Both HRM as well as strategic are linked to
each other. Main purpose of this report is to understand the use of strategic human resource
management and its impact in both employer as well as employee. Captify, data based driven
company headquartered in UK. Enterprise deals in technology, user data and information.
Company has been expanding their business in many countries such as America, Australia, UK,
etc. This report comprises of task in which one consist of strategies & approaches of new
internationalization organisation and other one is challenges faced by employees when working
abroad.
MAIN BODY
TASK
A. Discuss strategies and approaches a newly internationalizing organization can take to prepare &
train groups of employees to work for it in overseas locations on projects lasting a year or
more. Which approaches may work best and why?
Market is becoming wider and broader which leads to higher competition at global level.
Organizations are using many strategies as well as tactics to expand their business at international
scale. HR of a company are considered to be asset of a firm which are responsible for generating
profit, implementing strategies to achieve both long & short term objectives. Every enterprise wish
to expand their business so that they are being recognized globally. expatriates are employees send
to work abroad for long periods of time. This may include employees sent to populate a new office
or senior managers sent abroad to manage or set up a new location. Expatriates often congregate in
expat communities, which are self-contained groups that meet, socialise and live in either a formal
or informal environment. Training is required at every aspect business whether they have new or
old subordinates. It is important to use these tactics as well as approaches so that business activities
are carried out in most efficient manner (Kaufman, 2020). Internationalization refers to process of
sale of goods and services from host country to another. Becoming a globalized business is not easy
task, which require proper planning, procedures, set of standards and objectives. Internationalizing
is most focused by those firms which wants to expand business, gain profit & adapt more resources.
In viewpoint of Captify, they are are developing their business across globe & need to train
individual working in firm so that objectives are achieved properly. With use of these

internationalization strategies, it become easy to be aware about how firm can develop their
business at wider scale in most efficient manner. Rationale for become internationalizing is that
expat subordinates increases and share transferring of knowledge, access of new opportunity at
wider scale, develop brand recognition in market, improvement in work functions. Because of such
benefits, they are able chooses for accessing internationalizing (Annushkina, 2020).
It is necessary to use them as they guide company that how they can train or prepare
subordinates who will be working globally. It assist in achieving of common desired goals within a
period of time. There are several types of approaches which are used by organization to train groups
of employees so that work is done without facing and issue or problem. Thus, several types of
strategies which are used for internationalizing organization to train employee which are Cross
cultural training & other mentoring schemes- It is most effective strategy which is used by
internationalizing organization because in this employee or individual is required to understand the
expectations of different culture so that it is easy to make decisions regarding work and other
activities. To implement this, individual is needed to read blogs, newspapers, articles so that
knowledge related to culture is increased at higher level (Reade, 2019). Moreover, enterprise
conducts group activities at different situations so that flexibility of subordinate is examined in
appropriate manner. It is essential to use this one because through these training as well as
program-mes, subordinate become aware about their ability that whether they are capable of
working globally or not. Globalization & Compensation- This is another strategy which is used
for training employees to work at overseas because compensation have different modes in different
countries which are to given to employees in such a way that their all satisfactory needs are
fulfilled. Through use of this strategy, changes in compensation among selected country for
business is known. Both globalization and compensations are needed to carried out in most efficient
way so that employees are well trained to work at overseas. In this, human resource of firm play
vital role because they are responsible for recruitment and selection. High standards- It is another
strategy which is used entities to train subordinates in which standards and incentives are given to
individual. In these high standards it involves providing of quality of accommodations, higher
expectations of work related activities etc. By focusing on these high standards, it is easy for an
employee to analyze their own level of progress. Frequent connection throughout assignments- It
is other one in which there is need to have proper communication thought the assignments so that
assignee have proper knowledge regarding how subordinates are working & which can increase the
level of work efficiency (He, 2017). Therefore, by keeping regular connection individual can impart
knowledge regarding projects & skills which can be beneficial for development of firm growth. By
managing connection at regular interval a positive relation is also developed at workplace. Frequent
communication can be done by sessions, meetings over both online or offline tools, regular check

ins of assignee etc. In relevance with undertaken entity, they communicate by conducting meetings
at every week. Most suitable approach- Cross cultural training & mentoring schemes.
So, after a brief knowledge about discussed strategies it has been examined that cross
cultural training is being considered as most beneficial approach because in this campaigns &
training related to culture is given to personnel. Through this, it analyze individual ability to adjust
with other culture or region. It is useful because it enhances the level flexibility at any situation of a
person which also do not affects the work or assignments. It also assist individual to work in any
situation and region so that external factors does not affects work. By focusing on this, entity is
able to manage & train subordinates for their international assignments. Thus, by analyzing
different strategies company adopt them with proper considerations so that individual working at
overseas are managed in appropriate way. Captify use this strategy because they are located
globally & have large number of operations (Meyer, 2018). This leads to transfer of personnel
regarding work assignment at different locations. Furthermore, HR of corporation make assures
that suitable and deserving employees are sent to different countries. Rationale is that if random
people are sent to other country for important assignments or projects then it might affect cost
structure, work, functions and operations of business at deeper scale. Hence, it is advisable for
company to identify talented or deserving employees so that strategies carried out effectively.
There are many benefits of these training employees such as trained individual increases
productivity of firm. Then, they improve the work effectiveness which is helpful for future growth.
Drawbacks of training them is that it is cost expensive procedure which affects overall structure of
company at depth. Another one is that it is not compulsory that every individual will be able to
work in other country.
Hence, to carry out internationalization business it is necessary to train employees in well
organized way so that they can improve their skills, knowledge and capabilities.
B. Discuss what challenges employees often face when working abroad and how management and
HR practices can assist them in coping with the difficulties and being successful.
In corporation, globalization & internationalization is focused by businesses at wider scale.
With changing period of time, policies, rules regulations have been changed which affects both
national as well as international businesses at deeper level. Organizations which sends their
personnel to other countries for work related motives are often faces many problems which affects
both employer and employee (Sabur, 2018). It is necessary to identify these issues so that work is
carried out in most efficient way. Furthermore, different problems occur in different country which
is required to be analyzed so that process, assignments or projects get completed on time. In context

with chosen corporation, it is seen that they use effective business practices to deal with problems
faced by subordinates working abroad. The human resource manager is required to focus on these
challenges so that work procedure do not get affected. Management of firm are responsible for
implementing tactics to avoid these issues. It is essential to solve challenges for achievement of
goals and getting work done in correct way. Thus, different challenges which are faced has been
discussed as follows in which first one is issues related to culture of another country. New
technologies provide greater opportunities in globalization for businesses of all sizes, but this
international growth requires sending employees to foreign countries, either temporarily or
permanently, to oversee the operation, administration, and marketing of international negotiations.
Unfortunately, the biggest obstacles in International business are problems caused by cross-cultural
differences. When cultural differences are not respected, appreciated and noted, negotiations can
fail. By training employees in cross-cultural differences before sending them abroad, entity need to
resolve many of these misunderstood issues. In this challenge, employees who work abroad often
find it difficult to adjust according to respective foreign country in which they are working. It is
mainly due to difference in opinions of people, taste, languages, etc. This challenges makes it
difficult for every subordinate to live in foreign country in correct way. To deal with challenge
company use business practice such as they conduct cross cultural training program-mes within
management so that individuals are able to adjust according to heterogeneous aspects. So, Captify
HR manager use this in most efficient way for positive or better results. Then, another problem
faced by them is legal issue. In foreign country, they have different laws & regulations for expat
subordinates (Huws, 2017). This affects their work and legal authority process of residing in that
country. Moreover, due to more paperwork they are time consuming which creates a problematic
situation for an individual. In relevance with undertaken entity, human resource of firm make
assure that there is frequent communication to expat personnel so that legal documents are properly
verified, backup is prepared prior to happening of issue. Then, comes challenge of finance and
money management which occurs when expat subordinate is leaving home country because
traveling, living in another country adds a big trouble to expat. It increases cost of living which
might lead to financial problems. In relation with chosen firm, they to solve this issue human
resource manager provides accommodation services to their expat personnel so that extra cost do
not occur by individual. It is most best suite practices which is adopted by company with aim of
assisting subordinates through financially. It is essential for entity to manage all costs of living so
that individual can work in proper manner (van Bakel, 2019). Further challenge is risk related to
safety in which it shows that individual is more focused towards their safety rather than earning.
Due to occurring of diseases, terrorism, bombings, thefts in many countries it has become difficult
to work in foreign countries. Because of this issues, expat work in fear which leads to more

conflicts. So, to manage this challenge business practice which is used by human resource manager
is to provide health ESCI for long term, health benefits, free health insurance. Through this, it
become easier for personnel to work without any external fear. Being lonely is also an issue faced
by expat in another country. This is because it is not easy to make friends in foreign market which
took time. It leads to time consuming & affects the mentality of a person because of feel of lonely.
Further one issue is HR and benefit tasks in which it specifies that it get difficult for businesses to
keep same changes in abroad country also which then created a problem for expatriate. An effective
strategy is needed to used so that all these changes are in same position. Payroll administration is
also a major challenging issue for individuals because in home country they they work in different
way as compared to foreign country. To solve it, business practice used by Captify is that they keep
in touch with HR administration of other country also which leads to correct way of processing or
procedures (Boxall, 2018).
The above explained matter stated that it is necessary to deal with challenges faced by
workers working at overseas so that there is smooth functioning of work flow. Moreover, it is duty
of hr manager to provide most effective business practices so that faced problems are solved in most
efficient manner. Also,they are used in such way that work flow is carried out smoothly & without
impacting the personnel traits. So, with deep analysis of foreign countries manager make decisions
regarding problems faced by abroad workers. It is crucial to use implement analysis so that correct
solution is provided to expats (Kaufman, 2020). There are some other suggestions which can be
adopted by manager such as they can tie up with those countries in which they are selling products
and services. Also, another one is that they can opt for exchange program mes in which they can
hire individuals from foreign countries & send the home country expat to other. In reference with
selected entity, they conducts these exchange programs which are helpful for both individuals and
enterprises. The manager need to be aware about these challenges so that precautions are being
undertaken in correct way. Challenges related to expatriate are managed according to their post
arrival, per-arrival, etc.
In organizational point of view, it is essential to identify these issues so that subordinates
working for company feel motivated & safe.

CONCLUSION
After a brief analysis of above report, it has been concluded that strategic HRM is wider and
broader concept which is necessary to understood in proper manner. It is duty of firm to assures
that appropriate strategies are applied within the process. Discussions is made about approaches
used by internationalizing organizations and challenges faced by expat subordinates in foreign
country. Therefore, it is stated that correct tactics are needed to be adopted for training employees
working abroad. The human resource manager have wider role in managing these individuals. So,
it is seen that HRM is integral part of business which assist entity in developing carrying out global
business activities properly.

REFRENCES
Books & Journal:
Boxall, 2018. The development of strategic HRM: Reflections on a 30-year journey.Labour &
Industry: a journal of the social and economic relations of work,28(1), pp.21-30.
Kaufman, 2020. Alternative balanced scorecards built from paradigm models in strategic HRM and
employment/industrial relations and used to measure the state of employment relations and
HR system performance across US workplaces.Human Resource Management Journal.
Reade, 2019. Unmanaged migration and the role of MNEs in reducing push factors and promoting
peace: A strategic HRM perspective.Journal of International Business Policy,2(4), pp.377-
396.
He, 2017. Towards a new wave in internationalization of innovation? The rise of China's innovative
MNEs, strategic coupling, and global economic organization.Canadian Journal of
Administrative Sciences/Revue Canadienne des Sciences de l'Administration,34(4), pp.343-
355.
Annushkina, 2020. Implementing Internationalization Strategy: The People Question. InThe Art of
Going Global(pp. 155-180). Palgrave Macmillan, Cham.
Meyer, 2018. Managing talent in emerging economy multinationals: Integrating strategic
management and human resource management.The International Journal of Human
Resource Management,29(11), pp.1827-1855.
Sabur, 2018. Challenges and Prospects of Bangladeshi Workers in Overseas Employment: A Case
Study of Bangladeshi Migrant Workers in Singapore.A Journal for Social Development,8(1),
pp.150-164.
Huws, 2017. Where did online platforms come from? The virtualization of work organization and
the new policy challenges it raises. In Policy Implications of Virtual Work(pp. 29-48).
Palgrave Macmillan, Cham.
van Bakel, 2019. Going abroad to play: Motivations, challenges, and support of sports
expatriates.Thunderbird International Business Review,61(3), pp.505-517.
Stephenson, 2019. Domestic challenges and international leadership: a case study of women in
Australian international affairs.Australian Journal of International Affairs,73(3), pp.234-253.