Strategies for Training Employees for Overseas Projects

Strategic HRM

Table of Contents
INRODUCTION..............................................................................................................................3
Mention some of the strategies & approaches adopted by a newly internationalizing
organization for training the groups of employees to in overseas locations on projects for one
year or more. Mention some of the best approaches. ............................................................3
Discuss challenges employees face while working abroad & management and HR practices
can assist in coping with such difficulties..............................................................................6
CONCLUSION................................................................................................................................9
REFERENCE.................................................................................................................................10

INRODUCTION
Strategic human resource management is a process that is helping in development of
connection between objectives, goals and strategies of organisation with its human resource
department. The aim of strategic HRM is to enhance flexibility, development of competitive
advantage and flexibility in organisation. Present report is based on discussion of Crawford
healthcare that is fast growing international brand having innovative treatments & effective
dermatological, diagnostic products and wound-care for skin repair and care (Armstrong, 2016).
This brand is having high growth aspirations and internationalising strategy. Present report is
based on the discussion of approaches and strategies that organisation can use for the purpose of
training and preparing their employees for overseas projects. Further there are some challenges
that employees are facing that can be dealt with effective Human resource management practises.
Mention some of the strategies & approaches adopted by a newly internationalizing organization
for training the groups of employees to in overseas locations on projects for one year or
more. Mention some of the best approaches.
While a organization is willing to internationalize its functions it becomes very crucial to
prepare employees and provide them effective training so that they can contribute towards these
projects that are lasting for a time period of approximate a year. Expatriates are employees who
are relocating with their families or without families in a different country for completion of job.
It is necessary that there has to be selection of a right employee or there can be arising of
different problems such as premature return without completion of the project duration or large
number of complications in international business functions (Wright and Ulrich, , 2017). Many
expatriate assignment can be expensive for a organization so there is a need to work towards
talent management mechanisms to leverage the valuable skills that employees can get through
such assignments.
According to Ronen, 1989 there are main five categories that are part pf success attributes
it includes job factors motivational state, family situation, relational dimensions and language
skills. These five factor's have to be considered for purpose of making a decision on suitability of
a expatriate for a foreign assignment or not. For this human resource managers in Crawford
healthcare can work towards using some specific strategies that can help in training their
workforce for working towards some short term international projects.

Construction of a mobility pyramid is a strategy that can be used by managers where
there can be evaluation of workforce according top their willingness to work in new locations
according to their experience and ability. Many human resource departments posses mobility but
in present global markets this is a concept that is viewed as graduated scale & has to be constant
reassessed according to changing scenario (Barney and Mackey, 2016). This is going to help in
more employees being encourage to opt for these assignments and use in house talent.
Assessment of strength & skill gaps, in this strategy human resource managers have to
compare their characteristics and skills according to ideal requirements that can be defined for
present and future pose. If there is any type of skill gaps then there has to be proposal to fill such
gaps by use of methods such as mentoring, in house training, participation in cross border tasks
and outside courses. There has to be comparison of skills according to personal assessments &
required business strategy.
After this process has been completed in next step there has to be emphasis on using some
specific training method that can help in providing the right guidance to employees on different
international projects in Crawford healthcare.
Cross cultural is a training method in which there has to be fostering of appreciation and
a in depth understand of encounter of host country (Collings,Woodand Szamosi, 2018).
Language training is used to provide the language related knowledge so that employee is able to
establish communication with individuals in form of written, verbal, oral or non verbal,
communication according to culture that is prevailing in host country. Job specific training
method is a type of training in which there are training measures according to specific
requirement of job. This is divided in three major categories such as information giving
approaches that consist of a low level of rig-our, effective approaches that is based on employees
feeling and is also dealing with facts. And last is immersion approach that are in concern with
in depth methods that are covering a wide range of methods and topics. Immersion approach in
craw ford healthcare will consist of a assessment center, simulations, filed experience,
sensitively training and a extensive language training.
Scheduling training, is a type of training where human resource department is working
towards time management skills of their employees. There is differences in time of each country
that varies according to its locations (Caldwell and Anderson, , 2018). So, a sudden change may
affect working cycle of a employees. So in order to cope with this change there has to be