Strategic Human Resource Management: Training and Challenges

This report discusses the tactics and approaches that an internationalizing company can take to train and develop a group of workers. It also explores the challenges faced by employees while working abroad and how HR practices cope with these difficulties.

Strategic Human Resource
Management
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Table of Contents
INTRODUCTION...........................................................................................................................2
TASK...............................................................................................................................................2
A) Tactics and approaches that internationalizing company can take to train and develop
group of workers to work.......................................................................................................2
(B) The challenges faced by employees while working abroad and HR practices in coping up
with difficulties.......................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
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INTRODUCTION
Strategic human resource management can be defined as HR that is consistent and co-
ordinate with entire ventures objectives to enhance and improve performance of a company. The
above term include a further oriented procedure of creating and implementing human resource
systems that solve and consider an organization issues and directly support to major long term
oriented venture objectives. The current assignment will explain approaches a new
internationalizing firm can use to develop team of workers who can overseas locations on
projects lasting a era or more. Furthermore, this report will define reason behind appropriate
methods and challenges workers face while working abroad. This study will justify HR practices
and management that assist them in copying with barriers and being successful.
TASK
A) Tactics and approaches that internationalizing company can take to train and develop group
of workers to work
Preparing and building a group of staff members who can work productively and
successfully is quite challenging task for human resource management within a newly global
brand, but essential as well. In the world of business, there are ranges of methods and strategies
available that a company can utilize to build effective team at workplace who could overseas
locations on specific project.
Training workshop-
It is kind of interactive training where existing and new workers can carry out a number
or training practise more than passively listen to presentation or experience person lecture. It is
one of the most effective and fastest ways of training which enhance performance level of
employees and boost their productive nature even better (Clarke and Taylor, 2018). A
internationalizing company for example TESCO while operate new project in Thailand can use
this approach through which its human resource manager can train all its workers in ethical
manner, which is quite beneficial in term of increasing productivity and profitability of brand
more than its competitors. Firm can successfully use this method by identify needs relate to
training and skills development and then arrange at workplace where number of staff members
are working together in order to achieve common aims and business objectives. It is type of
educational programme that design to familiarize all employees with techniques, innovative
ideas and practical skills which belong to a particular areas or work.
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Group activities and discussion-
Another approach that a global organization could utilize to prepare and develops highly
productive group of workers is this one (Griffin and et.al., 2020). As it help to increase level of
staff knowledge and allow them to learn new things which he or she can use when firm place
them applicants at new locations for its further growth just like TESCO does. Group discussions
& activities permit different workers to train at once, which is very beneficial and useful for
company and HRM as well in term of saving time and money as well. It makes each worker able
to overseas locations on projects in regard to TESCO or any other internationalize brand. These
activities and discussions can be facilitated and instructor led by internet prompts that are further
obtained by an experience leader or supervisor. It is quite good because workers can develop
new skills at workplace without going anywhere to obtain it.
E-learning-
Workers training and development of effective team in work areas is one of the most
important parts of employee experience. Human resource management by using effective and
efficient approaches can prepare a team of workers who can work even better than last few
months or years and E-learning is one of that. International company like Sainsbury can use this
method by gathering all workers in one place and start online tests, videos and courses to deliver
candidates training (Hofmeister and Pilz, 2020). It can be analysed that under this process
workers could do their training right in palm of his or her hand with a laptop, smart phones or
their organization computers. The benefits of this type of training approach is that it train and
prepare staff members to overseas locations like India where Sainsbury being to work with group
of workers. With interactive tests, activities, games and videos, this approach can go long way
towards keeping staff engaged with training, which is essential to do.
Coaching and mentoring-
It is one of the most common approaches or tactics that international brands like
Sainsbury can use to train workers and prepare a team of skilled players who are successfully
and appropriately work in new or existing locations where firm expand its business either last
years or more (Roberts, Storm and Flynn, 2019). It can share same qualities to hands on training,
furthermore coaching & training as training method concentrate on relation between a worker
and a more experienced professional such as leader or veteran employee. For example, HRM can
take support from leader in Sainsbury supermarket in order to conduct and implement this
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approach at workplace by providing appropriate and suitable guidance which is really very
essential and beneficial as well in several terms like increase efficiency and productivity of
employees. Mentoring is an effective approach or employee training system under which leaders
is assigned to play role as advisor and guider. It is accountable for providing contribution and
feedback on workers.
Reason behind choosing the best approaches-
As discussed above different types of approaches or strategies are beneficial and helpful
in context of internalising companies like TESCO and Sainsbury, which they are using to
prepare and train teams of workers. It can be said that training workshop and group discussion &
activities may work the best because it save time of HRM in regard to plan training session
outside organizational structure. Second thing is that training workshop is quite beneficial as it
help to improve productivity even better and adherence to quality standards. Group discussion
and activities is the best because it help increase abilities of staff by teaching them through
leaders and managers who goes through this process and now become a part of successful
management. Learning from experience persons at workplace is suitable approach instead of
going outside where less experience individual would not work on other people in term of
increasing their skills.
(B) The challenges faced by employees while working abroad and HR practices in coping up
with difficulties
There are various aspects of challenges which employees face while working abroad in
companies, where internationalising companies have to focus on developing strong HR practices
and developing larger vision oriented growth operations actively. Challenges such as talent
Acquisition , training within new language and management for larger functional training have
been analysed to be widely acclaimed as major challenges where employees face barriers. Often
new country language within social working culture and working business practices come as
challenge for employees to emerge higher working innovation profoundly, to bring on wider
visionary growth and take active participation within working scenarios. TESCO expansion in
Thailand has been developing new functional standards, for keeping up higher efficacy working
paradigms, by keeping employees trained within new horizons. Sainsbury has been also
progressing further to build new scope among INDIA, also to develop longer scale efficacy
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among operations, to yield larger motivation within them to bring on new skilled development
(Glover and Branine, 2017).
Employee management and training plays larger within organisations to bring strength
within new paradigms on larger functional domains, exercise functional growth efficacy and also
to promote higher keen growth with motivation. HR practices have stronger role to bring on keen
functional working efficiency within employees to keep them active towards their roles, develop
longer scale determinants to be profoundly worked on as one of the best metric. Management
training plays high role among working domains to train functional new communication skills,
technical working growth for operational goal formulation to bring on keen larger profound
strength. This has been also analysed that HR practices in coping up with various difficulties
have stringent role for bringing on profound long scale change to evolve on new parameters of
higher training domains. It can be practically analysed that employees while working abroad for
expansion goal functional strengths have to yearn diverse paradigms to bring on new developed
efficiency, higher scale primitive goal formulation and also for motivating their confidence.
There shall be training by leaders and mangers for employees, within companies tom evolve on
new paradigms of working metrics where there are higher goal efficacy. HR practices also have
to impose new aspects of cultural diversity for promoting regional growth efficacy, higher scale
primitive diversity on longer scale goals for stronger new profound business growth. HR
strategies have to be imposed and functionally operated by bringing on new languages training ,
diverse scale growth among varied vision developed domains to keep up larger determining
scenarios (Guest, Panayotopoulou. and Chytiri, 2017).
It can be also analysed that there are new scale developed determinants to be potentially
training employees while working on new companies within international countries parameters
for promoting higher scale efficacy. Pay roll administration and HR benefits for employees have
strong role to promote diversity and motivation within working horizons among employees on
which TESCO and Sainsbury actively are focusing further. The TESCO expansion in Thailand
has been found successful, where larger goal innovation has been competitively worked on for
training employees to upscale resources, higher vision oriented training and also to pertain
skilled growth metrics within new larger goal scenarios actively. HR management at TESCO
have been actively heading on new domains of developed working innovation for training
employees within dynamic business environment, to be evolving on new domains of working
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metrics. It can be also analysed that HR vision among employees new skills and scenarios bring
out larger technical efficacy growth goals, potentially develop focus on new strengths and
creative goals actively to be confident about employees working operations. This factor enables
us to discuss high importance where employees are given stronger vision perspectives to bring
on larger working innovation and also learn new international metrics to emerge on higher scale
primitive within working culture and to form higher scope among working paradigms (Konin,
2018).
This factor also pools on new horizons for leveraging higher metrics of language
diversity where TESCO aims to keep employees trained with new competencies, for leveraging
higher pace among metrics to develop larger growth goals widely. It can be also analysed that
SAINSBURY as one the newly expanding company within retail competitive industry has been
seeing INDIA as growing place of opportunity, where resources and new developed metrics of
larger functional vision has been developed. This essential factor brings forward larger new goal
innovation and working primitive strength where HR actively focuses on leveraging higher
skilled focus on developing competent focus on higher avenues, skilled growth and metrics to be
analysed further. HR must organise seminars, training sessions and group discussions along with
varied innovative strategies for developing higher growth operational metrics and be diverse
among competitive scale goals.
Employees have to be competent and strongly diversified for bringing on keen active
growth among working metrics for larger scale efficacy goals, engage on varied domains of
efficiency among scenarios on which International expansion has been competitively grown.
This factor has enabled international expansion to be developed successful at TESCO and
Sainsbury, where there are new evolving domains focused on where skills of employees are
widely trained and worked on for stronger stability horizons. Various research have developed
working competencies to be evolved within new aspects, higher scale training and seminars of
international expansion shall be formed to deliver best motivation scenarios widely (McKeown,
2019).
CONCLUSION
The report has concluded above with detailed description of various problems and
working challenges which employees face while working expansion into international countries,
where there are various parameters such as larger productive pace within business scenarios
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developed largely. It has been also concluded in study that payroll administration, languages
barriers and varied domains of competitive efficacy enables business complexity, and also
further there is conclusion of HR role to enable new horizons. The study has concluded that HR
needs to functionally train employees with new language skills, working horizons of new
competencies and higher efficacy operations to deliver operational growth actively (Moore. and
Jennings, 2017).
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REFERENCES
Book and Journals
Clarke, S. and Taylor, I., 2018. Reducing workplace accidents through the use of leadership
interventions: A quasi-experimental field study. Accident Analysis & Prevention. 121.
pp.314-320.
Glover, I. and Branine, M. eds., 2017. Ageism in work and employment. Routledge.
Griffin, R.W and et.al., 2020. Organisational Behaviour: Engaging People and Organisations.
Cengage AU.
Guest, D., Panayotopoulou, L. and Chytiri, A. P., 2017. Human Resource Management and
Performance-The causal relationship revisited with a longitudinal study.
Hofmeister, C. and Pilz, M., 2020. Using E-Learning to Deliver In-Service Teacher Training in
the Vocational Education Sector: Perception and Acceptance in Poland, Italy and
Germany. Education Sciences. 10(7). p.182.
Konin, J., 2018. Management Strategies in Athletic Training, 5E. Human Kinetics.
McKeown, T., 2019. The role of HRM in generating Innovation & Creativity–helping or
hindering??. Journal of Management & Organization. 25(2). pp.173-174.
Moore, L. F. and Jennings, P. D. Eds., 2017. Human resource management on the Pacific Rim:
Institutions, practices, and attitudes. (Vol. 60) Walter de Gruyter GmbH & Co KG.
Roberts, A., Storm, M. and Flynn, S., 2019. Workplace mentoring of degree apprentices:
developing principles for practice. Higher Education, Skills and Work-Based Learning.
Online
Top Types of Employees Training Methods. 2020. [Online]. Available Through:
<https://www.edgepointlearning.com/blog/top-10-types-of-employee-training/>
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