Strategic HRM Report: Employee Training for Overseas Locations

This report delves into strategic Human Resource Management (HRM) practices for companies undergoing internationalization, using Dyson as a case study. It examines various strategies and approaches for preparing and training employees to work in overseas locations, including ethnocentric, polycentric, and geocentric approaches, along with pre-departure training, staff health and well-being programs, and support for expatriates and their families. The report also discusses the challenges employees often face when working abroad, such as adjusting to different cultures, family separation, and communication barriers, and highlights how management and HR practices can assist employees in coping with these difficulties. The analysis emphasizes the importance of effective training, communication, and support systems to ensure the success of both the employees and the international expansion efforts of the company. The conclusion reinforces the significance of strategic HRM in achieving organizational goals in a global context.

Strategic HRM

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
a) Explain the strategies & approaches a newly internationalizing company can take to
prepare and train groups of employees to work for it in overseas locations. Which approaches
may work best and why?........................................................................................................3
Discuss what 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
The growing devotion towards globalization is increasingly recognized international human
resource management as a major factor for the success of global expansion. Many organizations
are now expanding their markets into other countries and regions in order to gain higher growth
and success at marketplace. One of the evolutionary stage take place by company is
internationalization. It is defined as the process of designing offerings to meet the requirements
of users in different countries. Along with this, it is a step that organizations take to increase its
footprint or capture large markets outside of its country through branching out into international
markets. It is stated that effective human resource management of a company is the major
competitive advantage and an important determinant of organizational performance (Armstrong
and Taylor, 2020). For surviving in the global economic market, organization mainly relies on
the capability and potential of its human resources. Dyson, a British technology organization
which was established in UK in year 1991 is decided to expand its business internationally in
Singapore. The company design as well as manufacture household appliances such as air
purifiers, heaters, hair dryers, vacuum cleaners and so on. The report will cover strategies as well
as approaches a newly internationalizing organazation can take place in order to train and
prepare its employees to work overseas. In addition to this, there is a discussion about challenges
staff members face while working abroad. In the last, there is a discussion about HR practices
which help an organization to deal with the difficulties and to gain success as well.
MAIN BODY
a) Explain the strategies & approaches a newly internationalizing company can take to prepare and train
groups of employees to work for it in overseas locations. Which approaches may work best and
why?
In the recent years, there is rapid growth of internationalization and globalization. Most of the
companies have increased in number and importance that contributing towards growing
significance of international role of HRM. It is determined that effectiveness of human resource
management is vital factor in order to determine the success as well as failure of international
business. Human resource strategies plays vital role in the control as well as implementations of
activities associated to internationalization. It is important for an organization to focus on

providing training to the staff members while internationalizing their business as it is important
in order to ensure execution of activities and operations overseas. it is analyze that an
organazation gain success at overseas due to its quality of human resource along with how
effectively they are managed. Moreover, there are various approaches and strategies used by
companies in order to prepare and train staff members to perform in overseas locations
(Banfield, Kay and Royles, 2018). The approaches is given below:
Ethnocentric approach: It is stated that such practices usually take place in the early
stage of an organization’s internationalization involvement. By the assistance of this approach,
strategic decisions are made and the management practices are easily transferred to subsidiaries.
This as a result help organization to give less autonomy to overseas operating units. It is
determined that at this approach the home country expatriates exercise to control all activities.
Polycentric approach: it is analyzed that when this strategy becomes polycentric, there is
decline in number of parent country nationals sending abroad along with their role changes into
coordination and communication of strategic objectives. Herein, more autonomy is given to local
managers in order to develop their management practices in an appropriate manner.
Geocentric approach: This approach associated closely to the transnational and global
strategy. Herein, the selection of staff members is based on their competency instead of their
nationality. It is analyzed at the local practices are combined with international practices in order
to develop a global implemented human resource strategy.
Pre departure training: It is basically an orientation program for expatriates that will
improve the chances of success. It is basically one size fits all approach that consider the
situation of each employee and the culture of their new home (Barrena-Martinez, López-
Fernández and Romero-Fernández, 2019). This training includes Culture, safety and security,
language, family life involving choosing schools for children on any destination where staff
members sent by the organization. This kind of training help employees to gain insight about the
culture of overseas location due to which they prepare themselves to remain at particular location
and deal with the issues associated to culture and language as well.
Staff health and well being: It is stated that companies face challenges while prepare and
train its employees for working overseas. Providing them access to a global employee assistance
program help them for well being and health. It is vital for organazation who are looking for
international presence to focus on employee well being in order to avoid any kind of risk. It is

determined that failure to understand how well being in and health across the world develop
employees along with the success of organization at risk. Therefore, it is important that an
effective planning is carry out before internationalizing staff members to overseas locations.
Assistance to expatriates and family: It is Stated that one of the common issue of the
expatriates face is absence of support of its family. It is important for an organization to give
priority to this aspect as it help in declining the mental pressure of employee due to which they
work effectively and properly at overseas (Brewster, Mayrhofer and Farndale, 2018). Moreover,
it is analyzed that assistance to family decline issues of employees associated to family and
inability to settle in the host country environment.
Training: It is undertaken as one of the most important strategy which human resource
management should focus and provide it to the employees in order to prepare and train them to
work at overseas. It is determined that the culture diversity among the expatriates home country
and international country arise an issue of success and growth. With the assistance of training, an
organization may ease the modification and give the staff members inside into areas such as
approach toward time management, project accomplishment, language, logistics, business
mannerism and many more.
It is important for the higher authorities of Dyson to make use of all these strategies and
approaches in order to train and prepare its staff members to work at overseas locations. it will
help company to gain higher growth and success in international country and attain higher
profitability as well.
Discuss what challenges employees often face when working abroad and how management and HR
practices can assist them in coping with the difficulties and being successful.
Adjust to radically different culture: It is undertaken as one of the major issue that is
faced by employees when sent to other countries for working. The culture, values, beliefs of
people is different and to understand them and cope with it arise issues for the employees. It is
important for staff members to respect the belief of other people because they also achieved them
and also help them to understand their religion (Hu and Zhao, 2020). The issues that is arise
because of the culture is ineffective Understanding of activities, operations, managing them,
indulge into ideas and many more. This impact directly on the performance and profitability of
organizations in a negative manner.

Moving away from family support networks: Another issue that is faced by employees
while working overseas is no family support and networks properly. This develops a mental
pressure in the mind of employees and also in their family members. With the help of
technology, the employees are able to contact with them and remain in touch with them. It is
important for organization to ensure that they are being provided with the service of visiting
home continuously, inviting family to visit and many more. This assist employees to work
effectively along with managing their family in an effective manner.
Business practices: It is stated that employees encountered different approaches to the
same task in the new branch. The strategies and approaches that will be planned and executed is
up to the market of that particular country. It is analyze that business practices is closely
associated with the economy, culture and other factors. This sometime arise an issue and for
employee as it takes a lot of resilience, courage, introspection to seek assistance boost funding to
transition.
Develop international human connection: It is also undertaken as one of the major
issue as developing a strong human connection among people of different culture and values is
difficult. On the other hand, it is important for staff members to develop good relationship with
people as it help them to make understand things, culture, language an activities they are
required to perform overseas (Jha and Bhattacharyya, 2017). If it is not then the confidence,
morale and potential of employees towards working and execution of activities is decline which
in turn leads to failure of organazation at overseas location.
Communication and language issues: It is stated that People from different countries
have different way of communication and language. Language is one of the major issue faced by
the employees working overseas. It is vital for employees to first learn about the language as
differences in the workers hamper the overall activities. It is determined that it is inevitable for
staff members who are not used language of that particular location have trouble in expressing
themselves and understanding the work of others as well.
For resolving this issues, some of the HR strategies is mentioned below:
Training: It is vital for organization to provide an effective training session to the
employees who were going to overseas for performing activities in international country. The
training should include knowledge about the culture, language, values and other factors

associated with that particular country. It is stated that it help to make employees flexible and to
deal with the situation such as language barrier, culture shock and so on in an effective manner.
Making information easily accessible: It is stated that information sharing is important and
open communication regarding strategy, activities and operations develop a culture in which
employee feel trusted and confident. Being informed about the business practices to the staff
members who are working overseas help in easily settled down to other country and also
contributed to effective execution of activities.
Providing security to employees: One of the effective practices is employment security as
it is vital for organization to provide employees job security which assist in performing activities
and retaining at work place without any fear (Khan, Raziq and Ghouri, 2019). It is stated that
employment security also benefits company to retain staff members and make them feel valued
due to which they focus on achieving objectives of company within stipulated time period.
Virtual learning: One of the important thing that is required while going internationally to
employees is virtual learning as it helps them to remain in touch with the company and with the
family members as well. Apart from this, it also help employ to easily communicate with the
organization when facing issue and solve it rapidly.
Therefore, it is analyzed that it is important for organization to focus on resolving the issues
faced by employees when working abroad in an effective and proper manner. In addition to this,
it assist business entity to perform it’s activities add overseas location effectively and gain
growth as well as success in international market (Kim and Torneo, 2021). This in turn leads to
increase in market share and profitability of an organization.
CONCLUSION
From the above discussion, it has been concluded that in the present time many of the
companies prefer to go international markets in order enhance its profitability and games access.
In addition to this, it is determined that there are various strategies used by a company in order
to train and prepare employees for working overseas such ethnocentric approach, providing
training and development session, predeparture training, Polycentric approach and many more.
Moreover it is stated that employees face various forms of challenges when working abroad such
as culture, language barriers, development of human connection, no support of family members
and many more.

REFERENCES
Books & Journal
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Barrena-Martinez, J., López-Fernández, M. and Romero-Fernández, P.M., 2019. Towards a
configuration of socially responsible human resource management policies and
practices: Findings from an academic consensus. The International Journal of Human
Resource Management, 30(17), pp.2544-2580.
Brewster, C., Mayrhofer, W. and Farndale, E. eds., 2018. Handbook of research on comparative
human resource management. Edward Elgar Publishing.
Hu, W. and Zhao, S., 2020. Strategic Human Management Evaluation for Marine
Enterprises. Journal of Coastal Research, 107(SI), pp.57-60.
Jha, S. and Bhattacharyya, S.S., 2017. Shifting contours of strategic human resource
management in India. Strategic HR Review.
Khan, N.R., Raziq, A. and Ghouri, A.M., 2019. Strategic human resource management and
organizational competitiveness in SMEs of Pakistan: Moderation role of regulatory
environment and industry characteristics. Journal of Business & Economics, 11(2),
pp.51-73.
Kim, M.Y. and Torneo, A., 2021. The Roles of Strategic Human Resource Management and
Person–Environment Fit On Nonprofit Public Service Motivation. Public
Integrity, 23(1), pp.33-51.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Manuti, A., 2020. Migrants’ Human Capital in the Workplace: Challenges and Opportunities for
a People-Based Strategic Human Resource Management. In Health, Safety and Well-
being of Migrant Workers: New Hazards, New Workers (pp. 43-59). Springer, Cham.