Training and Development of Expatriate Employees

Running Head: Training and Development of Expatriate Employees
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Training and Development of
Expatriate Employees
Student Name
1/20/2020

Running Head: Training and Development of Expatriate Employees
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International HRM, a set of organizational activities focused on managing human resources at
international level to achieve organizational objectives and goals. HRM function includes
selection, recruitment, training and development, performance appraisals and activities at global
level like expatriate management. International HRM prepares individuals to work globally in
overseas locations. There are many techniques and form of trainings which are carried to prepare
and train the expatriate for MNCs or any other overseas location. The international organization
adopt many training methods to train employees for the challenges come in front while working
internationally. Training and development includes many orientations and introduction programs
to make employees friendly with the workplace. The HRM is significant in every organization
whether domestic or international. Domestic HRM and international HRM conduct the same
work but the level to deal is different. The former one deals at national level and the later one at
international level. Also in domestic, it is restricted and has limited scope whereas the
international scope is much wider. In today’s view the international organizations has captured a
great market share with reference to domestic organization(Brewster et al., 2016)
The employees while performing duties face many challenges and issues and how the
organization will overcome it or prepare employees, it will be discussed afterwards(Cascio,
2015)
The need and requirements of employees at global level is increasing rapidly therefore, HRM is
involved more in developing employees for MNCs by applying different strategies. The training
and development means to build the employees personality and develops professionalism in their
thoughts. It frames a good image in front of others. The International HRM holds recruitment
process to select the qualified and suitable employees for the overseas projects. The selection can
be done from the existing employees or by hiring new employees. After selection the strategies
are carried. Firstly, the organizations prepare expatriates to deal with international market and
the culture of the country. To prepare employees many tests, exercises, assessments and
activities are conducted to check person’s capability and its family background. In preparing, the
employees are also informed for their job locations in different countries and make them
understand of their work. After preparing employees, the next step is to train the expatriates. In
training, there are various strategies and methods which will help in development of expatriates.

Running Head: Training and Development of Expatriate Employees
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One of the strategies is global strategy it includes all the terms related to global markets and
makes the employees known about it. This strategy is in need when the organization wishes to
expand its business globally. The strategy helps to develop knowledge about global markets,
business and different MNCs. Also, from it employees learn to capture and read market segments
and market conditions. Global strategy is helpful in international market and plays a vital role in
training of employees(Devadas, Silong, and Ismail, 2011)
The other strategy required to train and develop the employees is holding discussions and
apprenticeship training. This helps employees to presents views on topics and makes the
employees flexible. While holding discussion and meetings, employees get to know more about
the business and co-employees. The main advantage is it reduces the hesitation of employees and
makes them comfortable. In the apprenticeship training, employees perform their job and learn
things; they also get pay for that training which boosts them to work and learn. Both the training
approaches make the trainee to learn and perform activities in real(Dickmann, Brewster, and
Sparrow, 2016)
The training and development program is conducted by HRM and their duty has no end. The
HRM should keep in mind the needs of an individual and requirements of job to allocate proper
resources for the international projects. While performing the training program, the trainee is
provided information to increase the knowledge of host country, cultures, values and norms.
Proper instructions and rules are provided to the trainee about the organization situated in
another country. The mentoring, guiding and interactive training methods are conducted. A
proper report of products, services and departments are given to the trainee. Also, a video of the
other countries atmosphere, culture, traditions and values are shown which also includes the
details of overseas project, this helps in better understanding of the work and surroundings. After
presentation a trial is conducted in some of the organizations also, feedback is taken(Gazzaniga,
and Ivry, 2013)
The employees also face culture shock when they go to the other country for the work. For
example a person working in India has to go Europe for the same job but the person will still
face difficulties and challenges in performing duties due to different culture, values and norms.
Therefore, to make the employees comfortable and oriented the knowledge of other country is