Strategies and Challenges of Training Employees for International Work at Desklib

This report discusses the strategies used by internationalizing companies to train employees to work at its overseas location. It also covers the challenges employees face while working abroad and how HR practices can help in meeting such challenges successfully. The report provides insights into the importance of training related to norms, culture, legislations, and business practices. It also highlights the significance of providing adequate personal support to employees while they move into a new country. The subject of the report is HR practices, and the course code, course name, and college/university are not mentioned.

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Table of Contents
Introduction.................................................................................................................................................3
A)Strategies used by internationalizing company to train employees to work at its over cease location. 3
B)Challenges employees face while working in abroad also discuss the way in which HR practices can
help in meeting with such challenges successfully..................................................................................5
Conclusion...................................................................................................................................................8
References...................................................................................................................................................9

Introduction
Human resources refer to the people who significantly contribute in success of a business
entity. They perform assigned work with great efficiency for accomplishment of organizational
objectives. In current world, internationalization has become important in order to enhance
presence of business entity (Sloman, 2017). The report covers ways which are adopted by a new
international organization in order to prepare its employees to work in overseas country. It
includes the obstacles which are faced by employees while working at international environment
and also the HR strategies that are helpful in coping up with such issues in successful manner.
A)Strategies used by internationalizing company to train employees to work at its over cease
location
Now, internalization has become a crucial strategy wherein company expands its business
outside the boundaries of home country. It helps in enhancing brand image as well as reputation
of organization at international level. With internationalization, an entity is able to target global
audience which further leads business entity towards higher sales and profitability. By this, it is
possible to put positive influence over domestic as well as international customers. In addition to
this internationalization is helpful in improving brand image by enlarging customer base of
organization (Milliman and Clair, 2017). However, there are several benefits of
internationalization but it also required to do a lot of preparation before entering into
international market place. Here, legislations, policies also differ in different nations. So, it is
imperative for a company to train its work force accordingly so that they can cope up with
change environment of foreign country. In this regard, certain strategies which can implemented
by international company to train its employees are mentioned as under:
 Legislations, rules are prepared by legislative authorities of country which profoundly
influence business functions. It is required to have proper knowledge about rules,
regulations of respective country where business is being operated. It is the foremost
strategy where company is required to train employees about legislative framework of
such country in which they are going to explore business. Knowledge of legislations will
help employees in order to perform work in legal manner so that they will be able to
avoid legal hassles in future period of time.

 They need to teach employees the language which is used in respective country. If, they
are well-familiar with the language then it becomes easy to connect with people in
foreign country. Company need to hire a coach for this who will train employees about
foreign language. By having effective command over foreign language, employees can
put positive impression on their business counterparts in over cease country. Without
learning language, one might found it difficult to interact with other people in abroad
(Henry, Hill and Leitch, 2017).
 Native cross cultural trainer needs to find by company in order to train employees. This
coach needs to belong from same country where employee will work in future period of
time. Here, foreign in housing training personals or local administration can used to find
specialized trainer for this type of training. With this, training, employees will be able to
develop facial expression, gesture, body language used in respective country. This
strategy will not only help in interacting international stakeholders in an appropriate way
but also help in negotiation during trade practices.
 Culture is a crucial part which also affects business practice. For successfully operating
business in international environment, it is paramount to first gain familiarity with the
cultural aspects of respective country. Different nations have different culture. Purchasing
habits of customers are also affected with culture of particular country. Here,
internationalizing company is required to offer training about cultural norms, values
prevailing within international country. With this, employees can easily cope up with
culture of international country that further help in order to make the project successful in
abroad (Finegold, 2019).
 Interaction with audience of internationalizing country is also important with an aim to
build long term relationships. So, company is required to train work force about local
culture, art, history as well as politics. It will provide topics to employees for
conversation by which they can also get rid with stress of business negotiation. By this,
employees can easily maintain relation with different stakeholders that is crucial to
ensure sustainability of business entity in overseas country for longer period of time.
 Culture of each and every country is not same. Some countries prefer individual decision
rather some emphasis on group communication. Organization is required to teach
employees to respect these differences and give importance to culture over personal

beliefs. By gaining familiarity with work culture, it will be easy for employees to
undertake business activities in an efficient manner. Apart from this, employees also need
to well-versed with work environment of foreign country. They need to know working
hours, employment rights and more in order to work effectively within international
environment. This will help work force to continue the business operations with utmost
efficiency and productivity (Crane and et. al., 2017).
The above stated points are significant and will significantly help company to operate its over
cease project. There are strategies such as imparting training related to foreign language, culture,
legislative framework, political environment and more. These strategies will prove significant in
terms of preparing employees to work in international market. By implication of these strategies,
employees can cope up with environment, culture of foreign country that is crucial in order to
complete the project successfully.
B)Challenges employees face while working in abroad also discuss the way in which HR
practices can help in meeting with such challenges successfully
Moving in another city is not easy as one faces entirely different environment, culture
which might seem daunting to some individuals. In abroad, employees have to face unfamiliar
situations, new culture, and language. It is not easy for an employee to cope up with changing
working practices. They face several issues while moving in a new country. Here, employees
constantly go through with un-necessary stress to meet with the expectation level of employers.
Stress put an adverse impact over health of employees. It is also seen that constant stress also
bring drastic drop down in performance of work force. Here, certain issues are identified as
follows:
Inadequate personal support: Many people complain of feeling of loneliness when
living in abroad far away from family, friends and love ones. They miss the environment, culture
of home nation. Sometimes, this factors also distract employees thus they find themselves enable
to concentrate on work. Willingness is really imperative to perform work in best possible way.
Here, absence of willingness to do the work might affect productivity of employees adversely
(Finegold, 2019).

Adjusting to new business culture:Business culture of different nations differ with each
other in terms of decision making process, working hours, working conditions and more.
Employees often struggle to cope up with new working environment. Here, they need to come
out from their comfort zone and need to perform things differently. It is not easy for employees
to adjust in new working environment. Sometimes, it also causes huge stress that will influence
efficiency of work force in profound manner.
Language barrier: However, English is the international language which is used in most
of the countries across the world. Still, getting familiar with language is important to facilitate
friendship and positive relationships with colleagues at work place. Employees also face
challenges to adapt language, body language, gesture of foreign nation. This is really challenging
for such employees who are lacking in knowledge of international culture, languages and
environment.
Culture barrier: Each and every country has some pre-define set of values, norms which
form culture of country. There are some habits which are the part of daily routine of a person.
Change in such habits might cause stress to employees. While moving in foreign country, they
are required to adopt the culture of particular nation. It is not easy to cope up with new culture. It
takes time. Some employees find it difficult to work in new culture that also put devastating
impact over their performance at work place (Hickey, 2018).
Business practices: Different approaches are used for same tasks in different
organizations. While one enter into a foreign market, it might possible to find some similar
practices. But, it is not wise to expect that the working environment, practices of two countries
are same. Business practices are influenced with culture, economy and some other factors. It
required to have good grasp over dynamics and customs of work place (Mahmood and et. al.,
2019). Employees also face obstacles related to change business practices. There are different
parameters of performance evaluation in different countries. Hence, employees are required to
adjust with the change business practices in order to continue with their existing level of
performance in different environment.
HR managers are crucial part of business entity. They are responsible to provide
assistance, support to employees in best possible way. They are required to identify the issues

which are being faced by work force and follow suitable practices in order to address those
issues in best possible way. For this purpose, certain HR practices are mentioned below:
 HR managers are required to arrange proper training programs so that employees get the
proper knowledge to work in change environment. Here, training related to norms,
culture, legislations need to provide to employees so that they can work effectively in
foreign countries. It is required to arrange a native coach that offer training related to
language, culture, environment of foreign country( Rana and Malik, 2017). This training
will boost morale of employees thus they will be mentally and physically ready to move
in a new country. With this training session, staff members can easily interact with
colleagues, team members and other people at work place. This practice will help in
reducing down the stress level and maintain adequate level of performance in an efficient
manner.
 Business practices also differ in different nations so it is imperative to provide significant
information to employees about legislations, norms so that they can perform business
activities in systematic manner. For this purpose, it is paramount to arrange suitable
sessions by which employees get information about legislative framework of respective
country. By this way, they will be able to alien business practices as per the legal
framework of nation.
 While employees move into a new country, it becomes a reason of stress. For this
purpose, HR personnel’s are required to arrange different activities to heal employees so
that they can adjust in new environment. Here, such activities need to arrange through
which employees get opportunity to interact with each-other. It will help in minimizing
stress and also facilitate friendly environment at work place (Linehan, 2019). HR
manages are required to arrange such activities that employees do not feel lonely at work
place. In this regard, they can also arrange rewards, incentives for positive reinforcement.
Above stated strategies can used by HR personals for dealing with the issues faced by
employees while they move into foreign country. Human resource managers need to perform
their duties appropriately so that employees get a proper environment at work place.

Conclusion
It is concluded out of above discussion that human resources are considered as the asset
of company who significantly contribute in success of business by performing assigned work in a
systematic way. It is analyzed that internationalization has become a trend in current business
setting. However, a company is required to train its work force while planning to get enter into
international market. Further, several challenges are faced by employees while they move in a
foreign country. Here, appropriate HR practices help in meeting with such issues effectively.

References
Books and journals
Crane, A., Matten, D., Glozer, S. and Spence, L., 2019. Business ethics: Managing corporate
citizenship and sustainability in the age of globalization. Oxford University Press, USA.
Finegold, D., 2019. Institutional incentives and skill creation: Preconditions for a high-skill
equilibrium. In International comparisons of vocational education and training for
intermediate skills (pp. 93-116). Routledge.
Henry, C., Hill, F. and Leitch, C., 2017. Entrepreneurship education and training: the issue of
effectiveness. Routledge.
Hickey, M., 2018. Thailand’s ‘English fever’, migrant teachers and cosmopolitan aspirations in
an interconnected Asia. Discourse: Studies in the Cultural Politics of Education, 39(5),
pp.738-751.
Linehan, M., 2019. Senior female international managers: Why so few?. Routledge.
Mahmood and et. al., 2019. Specific HR practices and employee commitment: the mediating role
of job satisfaction. Employee Relations: The International Journal.
Milliman, J. and Clair, J., 2017. Best environmental HRM practices in the US. In Greening
People (pp. 49-73). Routledge.
Montero, D., 2020. Vietnamese Americans: Patterns of resettlement and socioeconomic
adaptation in the United States. Routledge.
Rana, M.H. and Malik, M.S., 2017. Impact of human resource (HR) practices on organizational
performance: Moderating role of Islamic principles. International Journal of Islamic and
Middle Eastern Finance and Management.
Sloman, M., 2017. A handbook for training strategy. Routledge.