HRM3007 Strategic HRM Essay: Training, Challenges in International HR

This essay delves into the realm of Strategic Human Resource Management (HRM), specifically addressing the complexities of training employees for international assignments and the challenges they encounter while working abroad. It examines the strategies and approaches organizations can employ to prepare employees for overseas projects, including on-the-job training, technology-based learning, and cultural simulation. The essay analyzes the challenges employees face, such as language barriers, cultural shock, and work-life balance, and how HR practices can assist them in coping with these difficulties. It emphasizes the importance of selecting the right individuals, providing comprehensive training, and offering ongoing support to ensure the success of international projects and the well-being of employees. This essay provides insights into how to navigate the complexities of global HR, focusing on employee well-being and organizational success.

Strategic Human Resource
Management
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Introduction
Human resource is the process of recruiting selecting and managing the employees within
the organisation so that they can perform their various task in an appropriate manner by using
their integrated set of skills and knowledge. Strategic HRM focuses on welfare of the employees
with regards to the enhancement of the company(Berman and et. al., M.R., 2019). They are
responsible for training and development of the employees so that they can get enhancement in
various operational activities.
Graze is the choose an organisation for this report as it is the UK based company which is
founded in 2008 and dealing and delivering online natural food major fruits and vegetable cakes
and popcorn to the workplaces for the residential homes in UK. It is the part of Unilever group.
Main Body
Part A Strategies and approaches to train employees to work at overseas locations
When the company is expanding their market in the international market there are various
emerging challenges which are impacting the performance of the company as the changing
procession of customers in terms of finance or in terms of business. This requires a skilled
employees which can complete the specific job role in an appropriate manner and organisations
usually send their managers from the home country e major only for two reasons. First the
company can get the full control over the foreign country project and secondly the manager can
gain the experience in international market which results in proving the valuable assets for the
organisation.
Cross culture differences is the major obstacle which is being faced by the employee who is
going abroad and this difference can leads to misunderstanding in the business activities that can
slow down the overall efficiency of the company in the foreign market. Thurs training is the
aspect which help the manager before leaving for the international assignment as there are
different approaches by which manager can get the efficiency and these are explained as below:
On-the-job training – it is the training which is provided in between the job to the
employees or the training which is given at the workplace assault on job training. Continuous
observation of the practical aspects asking question to their seniors reading manuals are the part
of on job training that helps the employees to learn various aspect on performing their job role.
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Technology based learning – it is the training which is given by using interactive
multimedia in videos so that the employees can easily understand the new technology. There are
various training programs which are designed in order to enhance the capability and skills of the
employees.
Simulators – in this aspect, best variance of the individual are emitted in order to train
the employees for critical situation as many employees work and they prepare and perform
various task in consideration of managing the different issues that are facing by them (Soo and
et. al., 2018).
Coaching – it is the aspect in which the individual get the knowledge from an expert on a
particular topic it can be in a form of tutorials lectures classroom discussions etc.
These are the certain approaches by which the company can decide the various strategies.
Few important training that enhance the capabilities of manager of Graze can we implement
before handling the international project and the various training are as follows:
Documentary Training - It is the kind of classroom learning in which focuses on
different culture which is there in the United States. Differences in the culture are examined
because this can leads to create the misunderstanding at the workplace that is not beneficial for
the employees or the employer. Commonly found differences in the culture are presentation team
management negotiation handling gathering etc. For instance, perception of sickness and disease
majorly impact in the culture of UK and US and this is the reason company tends to conduct the
various training on the the providing cultural information and their tradition before sending the
manager abroad. Organisation also arranging various cross culture expert so that they can trained
by providing videos workshops on cultural differences.
Language training - organisation encourages their employees to learn the languages of
different natives so that they can be adjust in different cultures. English is the common language
in both the countries but the pronunciation vocabulary varies. The majority of the United State it
uses Spanish which is the second most language commonly spoken by the people. When the
individual is able to speak the native language of the US then the business associate feel good
and easily explain what they feel in regards to the various business activities.
Cultural Simulation Training – After analysing the classroom learning and the social
culture of the native country, cultural stimulation training is recommended as the employees are
asked to response to those situation and activities within the foreign country. They must provide
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host country cultures standards and their power, individualism, collectivism and other social
aspects which are making differences in the various business operations. It is the most effective
training which take place in the influnce of the cross-culture expert as in US culture expert in the
case of other country. It can be improved on the on-job training for example company can
provide the local assistance who can help them and understand the expectation and demands of
the United State culture and they should train their employees so that they can effectively
interface the different culture and the working environment in the region.
Clear learning objectives – Expanding venture into new country is not an easy task as it
requires a multiple investment and the business decisions that are needed in order to take the
Better results in an organisation. Hence, training is required to be given to the employees telling
them clearly on the organsiation demands and how they can achieved in an appropriate manner
so that they can establish a good brand image in the large market. In training, train animals to
touch upon the specific technology and the skills in a specific location so that they can globally
budget on a specific location for example the allocation for the US operations there are any
government and compliances necessary training or certification that is apply in the operations in
US (Daniels, 202).
It is analysed with the above-mentioned training that they are not necessary for the
employees so that they can enhance their skills in order to stay in the US and become successful.
Grace procure raw material locally and that read them further use them in order to develop and
other value-added product in the market. Customers orders them online and then deliver order
product to the address in this business chain, the manager cppreference from UK office so that
they can maintain the same value in the US. Cultural differences are the main concern that has
been observed hands culture stimulation training is the most effective so that they can arrange
their employees in an appropriate manner that can increase the awareness towards the culture of
US. Training also help them in game on emotional security about the change that they are facing
in the US and reduce the chances of employee turnover in an organisation.
Part B Challenges faced by employees working abroad and HR practises assisting them
Every business wants to grow in the international market as they are having enough
opportunity in the native country so they moved to the different nation. In order to instability
effective market in the international borders, the company e send their efficient employees so
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that they can manage their project in the international market. It also helps the people to grow
more than their home country and building a strong working relationships. Also help in
developing a new site of problem solving in skills as they are working in a more complex
environment so that they can probably adjust there in an appropriate manner. These experiences
help them in getting in instrument in their career however there are various challenges that are
faced by the employees who are working abroad are explained below:
Language barriers – It is the important challenge which is being faced by the employees
when they are moving to the new country and are not able to speak the language of that reason
by which they cannot express themselves in order to make them understand.
Cultural shock – when the individual or the manager of the company is moving to the
different country e then they face the cultural diversity e as they are not getting the same
environment as their host nation that can leads to face some kind of cultural shock. It can be
varied to body language social interaction from dining minutes to lifestyle issues. Living abroad
can be important as they help in boosting the mentality and physical ability of the individual.
When the individual is able to cope up with the new and different culture is the key to success
and those employee who are not able to adapt the four and culture of an struggle in their project.
Business Practices / work experience –when the employee move to new country in
order to work in the same position as they are working in their host country there might be some
new and different approaches of the same task or the different method of doing the same task. It
quite tough to adopt the new culture and working in the different business environment and they
might not feel good and nor can show their abilities and skills.
Personal Life balance – when a individual is not allowed to live for a longer period of
time in the foreign country then the family e is generally not allowed to go with the employee so
this create problem for the individual as well as the family in order to maintain the personal life
balance of the employee. A family can be a group of people which includes children parents and
more.
Expatriate Failure
when organisation is sending the employee abroad it incured various expenses over it and many
times it can be seen that underperformance are the adjustment problem can have expected. It is
known as the expatriate failure. A decrease in the return on investment and culture shock family
adjustment issues are the reason for expatriate failure. It is considered as one of the most
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common costly issue that is needed to be managed and human resources using multiple strategy
and approaches in order to prevent these failure which includes:
Sending right people – human resource is not selecting the employee is having
integrated set of skills and abilities so that they can represent their organisation on the
international project and also can cope up with the cultural diversity e and having the ability to
tolerate uncertainty and communication skills so that they can be familiar with the different
languages of that country (Presbitero, 2017).
Human resource must select the employee who is open to learn the different culture and
also able to adopt the uncertain conditions and such people would be eagerly learn local culture
languages and their lifestyle in order to sustain in the new environment.
The organisation must help the employee in arranging their documentation such as
employment visa working permission passport family permission etc. To help the employee so
that they can easily settle in the new country without any legal obstacles.
Expatriate training – Effective coaching can be prepared the employees get to know the
differences in business etiquette of two nations so this will help in understanding the complex
business and social rituals which is being operated in the new nation. Employee must be
provided all the necessary training so that they can complete there project abroad in an
appropriate manner. Training must include the various language and cultural training and also
the training for health and care so that they can adopt in their new locations cultural training help
in understanding the new culture without any unnecessary stress and local language training help
the employee and dealing with the local people.
Establish regular contact - human resources must be in the regular contact with the
expatriate even they are relocated abroad. There is a failure in the performance of the expatriate
due to less support of foreign country. More support to the expected employee in the foreign
country is the aspect of sending the capable individual abroad. Human resource can implement
the various ways so that the employee can feel safe. For instance, buddy system- budding
budding up an employee with the other person that has a recent experience of that destination
countries that can help in answer in the various assignment and also access them the feeling of
having someone to talk by which the employee cannot feel alone.
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Human resource must conduct the short satisfaction survey with the employee working in
the regular interval so that they can identify the various problems which is facing by the
employee who are working in abroad.
Conclusion
It is concluded from the above report that strategic human resource management is help
the individual to achieve their personal ambitions as well as the organisational objectives.
Whenever the company is expanding their business in the international market can increase the
duties and responsibilities of the HRM. Starting from the selecting the right candidate and train
them so that they can adopt the different culture and language so that they can settle on different
job locations. Expatriates faces various issues like cultural shocks language barrier family
adjustment issues etc. And it is the duty of the Human resource unit to develop the various
strategies so that they can minimise the failures. Human resource can also proactive strategies
that integrated job satisfaction of the employees with the consideration of enhancement of the
organisation.
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References
Books and Journal
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