Strategies and Challenges in Internationalizing Organizations

Strategic Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Strategies and approaches a new internationalising organization can take to prepare and train
groups of employees to work in overseas location on projects. .................................................3
Challenges employees often face when working abroad and how management and HR
practices can assist them in coping with the difficulties and being successful............................5
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Strategic human resource management is concerned with connecting the organizational
goals and the human resource of the organization. It a future oriented approach by which human
resource makes a direct impact on the growth of the company. The objective of strategic human
resource management is to innovate and get a competitive advantage and it also requires thinking
ahead. The aim of this report is determine various strategies and approaches which the newly
internationalising organization takes to prepare and train groups of employees to work in the
overseas locations on a project and also discussion on various challenges that the employee faces
when they are working abroad and the ways HR practices and management can assist them in
coping with such difficulties and challenges.
MAIN BODY
Strategies and approaches a new internationalising organization can take to prepare and train
groups of employees to work in overseas location on projects.
There are various approaches and strategies that a newly internationalizing organization takes to
train employees such as:
Orientation – This is the most basic strategy for training which provides employees with basic
information to the employees about the workplace, organization, employer. It also involves
familiarising the employees with different cultures, language of several countries with which the
organization has to deal with (Kang. and Shen,2017). There are basically two types of orientation
in international context which is pre-arrival orientation and post-arrival orientation.
Pre-arrival orientation includes culture briefing, assignment briefing and shipping requirements.
Post-arrival orientation include cross-cultural training and briefing about career opportunities.
Cultural simulation – It is an approach of training in which the employees will be role playing
certain situation and will be practised upon responding to such situation in a way that is
culturally sensitive. In this training various activities are being undertaken by the employer to
train the employees such as building self-awareness and value ranking charts, simulation games
and perceptual exercise (Benjamin. and et.al., 2019). Role plays are also used in this type of
training which helps the employees to accept the culture and helps them to adapt to host culture.
Documentary training or didactic training - It is a informal training which is concerned with
briefings which is given by the company or the employers in an informal way. It is given in the