Strategic HRM: Managing an International Workforce

Strategic HRM
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Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................3
Conclusion..................................................................................................................................5
Reference list..............................................................................................................................6
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Introduction
Globalization and commercialization has prompted companies all around the world to think
in terms of an international market and a diversified consumer base. The internet has helped
companies from one corner of the world to deliver their products, and services, even to
another part of the world. Prevalence of such conditions for the last decade or so has given
rise to this sudden trend of working and employing from overseas. Mass recruitment
companies are known to send quite a number of their employees to different countries; with
various purposes such as on the job training, experience, promotions, etc. This report shall
shed light on the approaches that companies could take in order to manage an international
workforce better. In addition, it shall also focus on the various problems that could arise
while doing so.
Discussion
Presently, it has been observed that most of the employees are moving to abroad in order to
work in various business projects. It is essential for the companies to provide proper training
and development to the employees in order to grab the new market opportunities. One of the
major requirements for overseas work is to overcome the language barrier. Therefore, the
language training is a major necessity for workers who are going work in the foreign land.
This would require proper interaction with the local habitats. It is a difficult task to learn to
speak an entire new language within few months.
Therefore, the training must focus on only the basic lessons that are required for
communicating with the local people or workers. Along with regular interaction with native
speaker, classroom interaction would be beneficial for this purpose. In fact, classroom studies
are required for having a basic grip over the language. The basic requirement for learning a
language is listening. Therefore, the employees would have to undertake such activities that
would provide them much exposure to the language. Attending local cultural festivals,
conversing with local people would be beneficial for serving this purpose. Along with that,
watching local channels may also be helpful and entertaining way for listing more to the local
language. Speaking is the next criteria for learning a language. Therefore, it is of extreme
importance that the employees maintain a minimum interaction with the native speakers.
There are various types of approaches and strategies that can be used by a company or
organization for training its workforce. The selection of these strategies and approaches
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differs from one company to another depending on their operations and activities. For
example, one of the most effective approaches or methods for training groups of employees is
the on-job training method. On-the-job training is a method in which individuals or group of
employees are able to understand the job they are going to do by actually performing or doing
them in reality (Jacoby, 2017). In this training approach, a person is able to work on a job,
learn and develop expertise for the role he or she is supposed to play in a company. On the
other hand, technology based training or e-learning is another training method that can be
used by a company for training its employees (Edgcombe et al., 2016). Technology-based
training refers to the intranet-based and web-based training provided to employees and
through this technique, employees are able to learn new things and acquire knowledge for the
execution of the job that they are appointed for doing (Phillips and Phillips, 2016).
Coaching and mentoring is another effective training approach and strategy that a company
can use for training its employees (MacLennan, 2017). This approach helps employees in
learn tings by receiving training on a one-on-one basis from experienced professionals in a
specific field. Coaching and mentoring can also be done through giving lectures to employees
(Garvey et al., 2017). Arrangement of classrooms where employees can come and learn new
things can help in training employees. Similarly, group discussions can also be a good
training approach for employees (Silberman and Biech, 2015). Arrangement of group
discussions where both inexperienced and experienced employees can interact and discuss
facts among each other, which in turn will help in enhancing the knowledge of the
inexperienced employees. Thus, with the help of these strategies and approaches, effective
training can be provided to employees.
For the employees working in the foreign land, e-learning would be a beneficial option for
training purpose. This provides the opportunity to the employees to get proper training
without being physically present at the location. This is also one of the most cost effective
methods of training. The company would be able to communicate its messages and proper
requirement with the help of this method. Such methods would indirectly keep the company
connected with the foreign workers. E-learning also has some other types of benefits. For
example, the worker can access the learning portal whenever he or she needs. Thus, the
employee would be able to divide and arrange time for work and training according to his or
her convenience (Jose and Christopher, 2018). E-learning also reduces the hassle associated
with the management of location and time for training and development. This type of training
process is also beneficial for reducing or ignoring the cost associated with the arrangements
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