Strategic HRM Plan

Running Head: STRATEGIC HRM PLAN
Strategic HRM Plan
Name of the Student
Nam of the University
Author Note

STRATEGIC HRM PLAN1
A. Strategic HRM Plan for the expatriates
Every successful organization have a focus on the achievement of excellence in the
performance. There is always an active commitment to fulfill the corporate objectives.
Strategy is highly important for providing the focus and the corporate direction. The
strategies determine how an organization will move towards its desired future and it also
indicates how much the organization will secure its sustainable advantage. Every
organization show their strategies by running through a strategic planning process. A
periodic opportunity is offered for challenging the conventional wisdom. Inspiration is
also provided for the development and determination of the best fit in the circumstances
which guarantees the competitive advantage of the organization. The outcome is a
strategic plan which serves as a blueprint for the management of the organization.
Expatriates - An expatriate can be defined as an employee who leaves his native land and
works temporarily in a foreign country. A particular organization’s employees transferred
out of the home base for operating in an international context are known as the
expatriates. There are various factors involved with the management of the expatriates
and the IHRM planning is responsible for its management. There might arise different
issues such as the language issue the cross-cultural management, organizational cultural
management and others.
Expatriate management – It is an attractive method for the accumulation of the foreign
markets in many organizations. The successful international assignments increase the
international reputation of the organization along with the profits. Training people and

STRATEGIC HRM PLAN2
also retaining them for international assignments are an essential aspect of global
operational efficiency. There are five dimensions of the international human resource
management which has impact on the management of the expatriates. The five
dimensions are the selection, culture, training, adjustment and repatriation. The strategic
plan is as follows:
Process Staffs involved Course of action Timeline
Selection - It is a
critical part from
the cost perspective
for the individual
and the
organization. There
are common
processes too as
well as different
processes. One of
the most common
process for
selection is the
technical
competency of the
candidate, the
The human resource
officer, the IT
expert, the
interviewer(hired or
in-house)
conduct the short
listing of the staffs.
Conduction of the
technical expertise,
the decision making
skills and
interpersonal skills
testing
First 1 week

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ability to handle
diverse situations,
the skill to manage
relationships with
other cultured
people.
Culture – Culture
helps to distinguish
people from one
country to another
country. It is the
way of life a group
of people leads.
The difference of
culture can be
perceived through
the difference of
behavior, dress up,
eating habit and the
hidden cultural
difference are the
assumptions and
values. The cross –
The HR
professional and the
assisting members.
Observation on
both the visible and
invisible cultures.
The visible cultures
are the food habits,
the body language,
the dress code and
the invisible
cultures are the
values and the
assumptions.
Next 1 month