Strategic HRM

Strategic HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Explain prominent strategies and approaches that are useful in terms of preparing and training
employees who work at overseas locations and also suggest best approach..............................1
Discuss the prominent challenges which employees face in working abroad and also describe
the HR practices that help in overcoming from the difficulties .................................................2
CONCLUSION................................................................................................................................2
REFERENCES................................................................................................................................4

INTRODUCTION
Strategic human resource management is undertaken as the prominent combination of
strategy and HRM as it is important in terms of managing people. It tends to explain the impact
of working in HR as it is the distinctive approach for the effective management of employment
in terms of achieving competitive advantage considering the strategic deployment of capable and
highly committed workforce undertaking prominent techniques (Stokes and et. al., 2019). SHRM
tends to design and help company in terms of meeting with the needs and requirements of
manpower and promote the objectives of an organisation. It is the proactive management of
people that need better thinking and also meet the basic requirements of employees. To carry
forward this report, Dyson Ltd is considered which is a British technology company and located
in UK which is founded by James Dyson in 1991. Company deals in effective designing and
manufacturing of household appliances including vacuum cleaners, hand dryers, heaters, hair
dryers and so on. Currently, Dyson move its headquarter to Singapore in 2019 in terms of
manufacturing for their electric vehicle. The report is going to cover the prominent strategies and
approaches in terms of preparing and training groups of employees to work across various
locations and discuss the prominent challenges of employees who work abroad and face
difficulty.
MAIN BODY
Explain prominent strategies and approaches that are useful in terms of preparing and training
employees who work at overseas locations and also suggest best approach
Employee training is undertaken as the most critical part in terms of effective employee
experience as it depicts that when the new employee is ready to work in the company and also
tends to absorb the prominent information considering the policies and process of company that
consider the roles and responsibilities. In terms of this, advancement in technology bring
efficiency in the training methods and offer various ways to managers to consider various
training methods (Colakoglu and et. al., 2019). In terms of this, various training methods are
discussed that are beneficial and can be opted by Dyson Ltd in terms of providing training to
their employees as it is helpful in order to boost their knowledge and skills to perform effectively
in bid to achieve goals and objectives. Employers and employees have various ways in terms of
developing skills of employees and also overreaching their goals to strengthen employees
1

towards their range of skills considering flexibility, creativity, communication and so on (11
Employee Development Methods, 2020). Some of the methods are mentioned as under:
Training: This method consider the effective development of employee skills with the
help of proper combination of videos, podcasts, group based assignments, simulations and so on.
It tend to include both formal and informal approaches regarding the development of skills as
each and every option need particular development towards the requirements of company (Boon
and et. al., 2018). For instance, in Dyson, instructor led training is undertaken as the best option
in order to teach regarding the detailed procedure for trade considering complex manufacturing
process of products in an organisation. This method is effective for those employees of Dyson
who tends to address both hard and soft skills and for this, employees need to undergo for
effective training for their prominent development of career.
Task/job rotations: In this, employers tends to motivate job sharing as an effective
method for employees that tends to indicate the prominent desire regarding the practical
experience in terms of developing additional skills. In regard of this, the goal of this method
towards employees is that they can learn something new and also get prominent chance to learn
something innovative and fresh (Hu, Wu and Shi, 2016). In relation with Dyson, this method is
best suited for those employees in terms of training about flexibility and adaptability among
employees and also tends to offer great details in terms of depending about technical skills and
also develop ancillary skills like conflict management, time and stress management.
Coaching: By considering the various methods for employee development and their
benefits, employer cannot stress about the significance of helping employees in terms of
polishing their skills with the help of coaching. In relation with Dyson, this method of skill
development is effective as it tends to include senior staff members to work with less
experienced individuals (Boxall, 2018). This method is effective in terms of understanding
regarding the variety of topic as this approach is time consuming and result oriented as in this,
employees of Dyson tends to learn something subjective from their co-workers and mentors.
Moreover, this approach tends to focus on prominent learning and also focus on the specific
organisational skill as it tends to become ideal for the effective development of skills.
Conferences: It represent that individuals and employees need to attend much
workshops, committees and conferences that are useful in terms of gaining better exposure and
vast knowledge in terms of interdisciplinary and outside industries as well. In terms of Dyson,
2

company tends to consider the prominent sessions that are available in terms of increasing
awareness and training for the relevant subject matter in terms of selecting effective format
regarding the usefulness and interest of employees (Sparrow, 2016). Moreover, if Dyson opt this
method then it depends on the applicability and specificity of conferences and employees also
need to work for the various types of skills considering soft and hard skills for prominent
personal development.
On the job development: It depicts that employees need to attend prominent training
methods that are based on effective technical skills and for this, organisation tends to find on the
job development. The basic objective of on the job development is to offer basic thing to
employees considering the self-study at work and employees need to use something innovative
and also tends to apply effective methods in terms of completing their assigned task (Reade,
McKenna and Oetzel, 2019). In terms of Dyson, they can opt this method by this, company guide
and provide effective direction to their employees in terms of performing their job role and
effective use of machines and tools to accomplish their assigned task. It is effective as Dyson
does not have prominent time to train each and every employee regarding the development of
single skill and advanced knowledge.
Career Planning: This method is undertaken as the employer driven as in this, HR
decides that which employee need to perform which role and task. For this, employees also
suggest regarding their alternative paths for themselves among their supervisors and also tends to
initiate the discussion for career planning. In relation with Dyson, it leads to undertake the
business goals and organisational workforce assessment in which employers tends to identify the
current skills which need to be improved across the company regarding new skills. In terms of
Dyson, career planning is helpful to identify and develop the wide spectrum of cross
organisational employee skills.
Therefore, it is identified that task/job rotation technique is effective for Dyson as in
this, employees tends to rotate their job roles with their peers in terms of shifting from their team
and also consider new skills into practice. For this, employers tends to motivate job sharing
method for their employees in terms of considering the desire and practical experience which is
developed with additional skills. In regard of Dyson, the effective goal of employers is to move
their employees in terms of learning something new and innovative and also helpful for the
employees of Dyson in order to explore themselves. For this, stretch assignments are considered
3

that tends to include effective management to work with employees in terms of understanding
their desire to enhance the finding of assignments for employees in terms of developing
prominent skills.
Hofstede theory of culture: Power distance index: As per this factor it tends to undertake the inequality and power
which is tolerated by individuals. For this, it consider several dimensions like power and
inequality from the perspective of subordinates. It consider two types of power including
high power that represent that culture need to accept power and inequity on the basis of
differences, bureaucracy and differences that depict high respect. Moreover, low power
represent the culture that tends to encourage the organisational structure in terms of
making decentralised decision making considering the participative style of management.
In terms of Dyson they tends to consider low power distance and for this, they use
polycentric approach. Collectivism vs. Individualism: As per this dimension, it undertake the prominent degree
that integrated towards the groups and also perceived obligations for the dependence on
groups. For this, individualism consider great significance that are placed in terms of
achieving personal objectives and consider self image. Meanwhile, collectivism depict
the significance on effective goals and well being of group. For this, Dyson need to opt
collectivism culture in which they work as a team to accomplish prominent goals and
objectives and for this, they use Geocentric approach as it allow employees to work
collectively across the borders. Uncertainty avoidance index: This dimension represent the uncertainty and ambiguity
which is considered under the unknown situation and unexpected events. For this, high
uncertainty depict the low tolerance for risk taking, uncertainty, ambiguity whereas low
uncertainty represent the high tolerance for uncertainty and ambiguity. In terms of Dyson,
they can consider high tolerance to make their employees more competent to perform in
complex situation. Femininity vs. Masculinity: This dimension represent the prominent preference of
society towards the achievement, attitude, equality and behaviour. For this, Masculinity
depict the significant features considering the gender roles, assertive and wealth building
whereas Femininity undertake fluid gender roles, nurturing, modest and quality of life. In
4

terms of Dyson, they tends to undertake both of the factors with it to promote equality in
their organisation and also consider ethnocentric approach for promoting their
employees. Short term vs. long term: This dimension undertake the perspective of society for the
time horizon as long term focus on the future and involve delaying for the short term
success in terms of achieving long term success. It focus on the persistence, long term
growth and perseverance. Meanwhile, short term undertake delivering short term success
by focusing on present instead of future as it depicts the quick results. In terms of Dyson,
they tends to consider both factors according to the situation and circumstances.
Critical analysis: By considering the above discussion, it is analysed that there are various
approaches and strategies which are useful for company in order to provide suitable guidance
and support to perform prominent functions of company. In relation with this, it is essential for
company to consider effective development of overall growth and performance of company.
Besides this, to identify suitable culture effective model is useful in order to have smooth
running and functioning of company.
Discuss the prominent challenges which employees face in working abroad and also describe the
HR practices that help in overcoming from the difficulties
Currently, Dyson tends to expand its business in Singapore in terms of effective
operations and functioning of company and for this, they need more employees to work and
effectively manage them. In regard of this, company tends to provide effective training which is
helpful for employees regarding the effective development and improvement of skills and
knowledge of employees.
To work overseas, employees face difficulties and challenges and there are lot of
differences concerning various factors like labour markets, economic systems, culture and legal
complexities for employees (Rees and Smith, 2017). It depicts that when employees change tier
demographic area across both of the developed and developing world tends to get challenged for
employees and government in terms of creating and recruiting solution to educate employees
regarding their survival (4 Challenges of Recruiting Foreign Workers, 2019). Hence, the exile
employees wants to leave company for their work in the mid of international assignment. As it is
very difficult to find the reality of foreign housing which is quite different from various
expectations. For this, few challenges are discussed as:
5

Language Barriers: Effective communication is important in terms of successful
survival at the workplace as it apply for the skilled and talented workforce regarding the survival
in complex circumstances with prominent instructions (Jiang and Messersmith, 2018). In regard
of this, Dyson does not face much issues if they recruit employees at the local level and can
prominently reach towards the right person for effective survival. But if they recruit employees
across the global boundaries then it becomes important for them to prominently clarify each and
every information considering the good communication skill. Moreover, various organisations
tends to mitigate this, considering the prominent education of their new foreign employees which
is helpful for them to learn the language that speak at the workplace.
Reaction towards the new environment: It depict that around 25% of HR work for the
related subject matter that put major stress which is related with effective adaption towards the
new environment which depict the prominent issues. It become the significant issue as it tend to
impact the relocation of candidates and also create prominent loss regarding the relocation cost
and wasted recruitment. In regard of this, overcoming from the prominent issue tends to become
main focus for employees regarding the effective preparation and also tends to suggest effective
resources and materials in terms of encouraging them since the starting of job. It depicts that
reaction of employees become prominent issue for the survival of employees to work overseas.
Ineffective recruitment: It depicts that if company does not recruit right and effective
candidates then they they tends to face major problem later at the time of running and
functioning of company (Arunprasad, 2017). In relation with Dyson, it is quite prominent to
select easy and effective way to perform international recruitment phase without considering face
to face discussion which is related with lot of issues. It depicts that it is the significant part of
communication undertaking the non-verbal communication and at the time of internationalisation
it becomes effective issue in front of company undertaking the selection of employees and also
tends to make effective use of local recruitment agencies because if company select wrong
candidate then it becomes worst for company for its survival at the international level. Culture: By undertaking the effective functioning and running of company, it is
identified that company effectively face suitable challenges regarding the running and
functioning of company which tends to enhance the image of company. In relation with
this, to work and live for the better and different experience company need to
prominently offer healthy and effective culture. Besides this, moving towards the
6

countries helpful for company to make effective experience regarding the suitable
feelings but somehow, it tends to become prominent challenge for individuals as the
different environment tends to bring prominent and different expectations which is
essential in order to have effective flow in market area. Hence, it tends to take lot of time
in order to take lot of time and effort to make things more them more familiar for the new
environment.
 Working life: By undertaking the working life style and overall balance of company it is
essential for them to effectively survive in new working environment by representing
suitable professional potential. In regard of this, it become suitable challenge for
company in order to become quite disheartened to embrace the new challenges and
working manner. In regard of this, most of the organisations tends to face prominent
challenges in order to eliminate suitable challenges for having effective running and
functioning of company within the dynamic business market.
Therefore, it is analysed that company tends to face lot of challenges in order to expand
their business and also develop suitable opportunities which are beneficial in terms of having
effective running of company. In relation with this, considering these challenges company need
to consider various approaches which are beneficial for them in order to have effective running
and functioning of company. Despite from this, organisations consider several approaches which
tends to work at the global level and also helps in overcoming prominent issues and problems for
smooth running of company.
Organisations who join foreign countries need to decide for the effective selection and
management of staff. In terms of overcoming from the various issues, three types of staffing
policies are undertaken as these policies are globally approached for internationalisation. As
organisations can take various approaches when it is needed but they need to choose in terms of
filling the key management position. These policies are mentioned as:
Polycentric approach: It is considered as one of international staffing method as in this,
multinational corporation treat each company as the separate national article considering the
prominent decision making authority in terms of hiring host country. This approach is helpful in
terms of international recruitment in which HR recruit the individuals for their international
businesses (Bogićević-Milikić, 2019). In terms of Dyson, the host country tends to recruit for
the managerial positions in order to carry out the operations for the subsidiary company. For this,
7

the rationale behind this approach is that locals of host country known for their better culture in
comparison to foreign counterparts.
Geocentric approach: This approach tends to allow employees to perform individual job
role as they can be from their home and host country or other national. This approach tends to
consider the whole world as the single market as considering this approach, Dyson tends to
perform as the coordinator for their plans of local actions for the organisation. They tends to
allow for effectively working towards the specific job from their home country as this approach
tends to execute the transnational orientation for employees in terms of selecting candidates on
the grounds of their skills and experiences (Storey, 2016).
Ethnocentric approach: This depict that company send their employees from the home
to host country and for this, company can take benefit in terms of sending their parent country
and nation to the countries as exile. For this, expatriates are more known towards the policies,
goals and objectives for the host country nationals as they can easily control their company and
operations and also tends to communicate with head office (Haque, 2018). Furthermore, in terms
of Dyson this approach is quite difficult considering the political and culture problems of the
host country.
Critical analysis:
CONCLUSION
By considering the above discussion, it is identified that prominent approaches and
strategies are important in terms of successfully running and expanding an organisation.
Strategic human resource management include effective policies and strategies that are useful in
terms of smooth running and functioning of company which is helpful for preparing employees
and offering them effective training to work in complex situation at various locations. For this,
organisation face prominent challenges and difficulties in terms of working abroad and also
undertake various HR practices to overcome from these issues and difficulties. As these practices
are useful in terms of managing effective functioning and operations at different levels.
8

REFERENCES
Books and Journals
Stokes, P and et. al., 2019. Resilience and the (micro-) dynamics of organizational
ambidexterity: implications for strategic HRM. The International Journal of Human
Resource Management, 30(8), pp.1287-1322.
Colakoglu, S.S and et. al., 2019. Reviewing creativity and innovation research through the
strategic HRM lens. In Research in personnel and human resources management.
Emerald Publishing Limited.
Boon, C and et. al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management, 29(1), pp.34-
67.
Hu, H., Wu, J. and Shi, J., 2016. Strategic HRM and organisational learning in the Chinese
private sector during second-pioneering. The International Journal of Human Resource
Management, 27(16), pp.1813-1832.
Boxall, P., 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.
Sparrow, P., 2016. Strategic HRM, innovation and HR delivery for human resource
management, innovation and performance. In Human resource management, innovation
and performance (pp. 15-31). Palgrave Macmillan, London.
Reade, C., McKenna, M. and Oetzel, J., 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.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Jiang, K. and Messersmith, J., 2018. On the shoulders of giants: A meta-review of strategic
human resource management. The International Journal of Human Resource
Management, 29(1), pp.6-33.
Arunprasad, P., 2017. Inevitable knowledge strategy: A paradigm shift in strategic HRM
practices to augment firm’s performance. Employee Relations.
Bogićević-Milikić, B., 2019. Promoting gender-responsive talent management in police
organizations through strategic HRM measuring. Strategic Management, 24(1), pp.19-
29.
Storey, J., 2016. What is Strategic Human Resource Management?.
Haque, A., 2018. Mapping the relationship among strategic HRM, intent to quit and job
satisfaction: a psychological perspective applied to Bangladeshi
employees. International Journal of Business and Applied Social Science
(IJBASS), 4(4).
Online
11 Employee Development Methods. 2020. [Online] Available through
<https://www.valamis.com/hub/employee-development-methods>./
4 Challenges of Recruiting Foreign Workers. 2019. [Online] Available through
<https://hrtechweekly.com/2019/01/14/4-challenges-of-recruiting-foreign-workers/>./
9