HRM Report: Training, Challenges, and Management Support

This report provides a comprehensive analysis of human resource management (HRM) strategies employed by a Thailand-based organization to train employees for projects in Singapore. It examines various training approaches, including cultural awareness, skill development, and language training, emphasizing the importance of systematic screening and a four-level training model. The report also delves into the challenges faced by employees working abroad, such as communication barriers, cultural differences, and work-life balance issues. Furthermore, it highlights the crucial role played by management and the HR department in supporting employees, including conflict resolution, promoting diversity, and providing workshops. The analysis underscores the significance of effective HRM practices in ensuring the success of international business operations and employee well-being. The report stresses the need for tailored training programs, open communication, and proactive management support to mitigate challenges and foster a positive work environment for employees working in diverse cultural settings.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
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Contents
Introduction......................................................................................................................................2
Critical Analysis..............................................................................................................................3
Strategies and approaches taken by the companies in Thailand to train their employees in
Singapore who will work on new projects..................................................................................3
Challenges faced by the employees while working abroad.........................................................6
Role played by the management and the HR to assist the employees in coping with difficulties
.....................................................................................................................................................7
Conclusion.......................................................................................................................................9
References......................................................................................................................................10

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Introduction
Internationalisation is defined as the process of increasing the involvement of the
business organization in the international market. It is important for the entrepreneurs to
understand and appreciate the values, beliefs and business strategies of the companies that are in
other countries and this will help to internationalize the business successfully. The entrepreneurs
must also try to be innovative and they must be committed to corporate social responsibility.
Internationalization is considered as one of the best business strategy that are used by many
executives so as to reduce the operational cost. There are certain businesses with overhead cost
and internationalization can help them in cutting down or reducing the excess cost in such
countries which have deflated currencies and lower cost of living. The organizations can also
reduce the cost of doing their businesses with the help of reduced labor cost. It is found that in
certain cases there are organiastions that are trying internationalization in times of financial crisis
(Dachs et al. 2014). This organization will try to formulate the budget and they will be willing to
expand in the foreign market. This paper will highlight the strategies and the approaches that will
be taken by a new internationalizing organization in Thailand to train their employees in
Singapore for long-term projects. Further, it will also discuss the challenges which are faced the
employees of the organization in Singapore. It will also analyze how the management and the
HR will assist the employees in coping with various challenges and thus help them to be
successful.

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Critical Analysis
Strategies and approaches taken by the companies in Thailand to train their employees in
Singapore who will work on new projects
As there are many organizations in Thailand that are trying to expand in Singapore, it is
important to find out convenient ways to identify the relevant skills and knowledge of the
employees. These will also help the management to train the employees because they can
identify their skills accordingly. There might be certain changes in the terms and conditions of
the employees when they are working or trying to develop new projects in Singapore. The
employees might assume that they will be entitled to the benefits or changes and this will help
the employees in reducing their misconceptions and misunderstandings. The new technologies
which will be used by the business organizations in Thailand will provide greater opportunities
and the employees will be send to Singapore to oversee the operation, administration and
marketing processes. The employees must try to understand the perception of time and they must
be flexible with the meetings and other work related events (Lakshman et al. 2017).
As training and orientation for the international projects will help the employees to avoid
the various misunderstandings and culture shock and adjust in Singapore. The first step that will
ensure proper training to the employees for Singapore is painstaking screening. The employees
may require special training in certain grounds and the HR policies will be formulated
accordingly for the maintenance of healthy labor relation in the organization. There must be
systematic selection and training of the employees because it has been found that most
organizations in Thailand do not provide systematic training. The organizations must adopt a
four level approach on training the employees for specialized projects (Schroeder 2017). The
first stage of the training process must focus on the cultural differences and raising the awareness

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of the employees and their consequences on the organization. The second level of training will
focus on the aims and attitudes of the employees. Moreover, it is also important to understand the
attitudes of the employees and how it will influence their behavioral process. The third stage of
the training process will discuss on the factual knowledge of Singapore and what are the
necessary steps taken by the management to expand their business successfully in Singapore.
The final stage of the training programme will help in the development of skills in certain areas
such as adjustment of the new norms and ethics of the company and certain adaptation skills. If
the organizations are trying to provide cross-cultural training, it must be done with utmost care.
In certain cases, language training which is included in non-verbal awareness must also be
provided by the organization (Wheelen and Hunger 2017).
The strategic approach must be taken by the organization so as to train its employees on a
new project which is trying to expand in Singapore. This will help the management to train the
employees and establish a learning culture in the organization. The employees from various
backgrounds needs to be oriented towards the corporate culture (Smallwood 2014.). Moreover,
geocentric approach must be taken for sharing the knowledge. When the company follows the
geocentric approach the candidates will be recruited on the basis of their skills and experiences.
Although the geocentric approach is expensive, however the company can recruit the employees
efficiently and also provide them promotion from time to time. The company will be more
beneficial if they choose the ethnocentric approach because in this approach the employees are
sent from the home country to the host country for further promotion. They can work on the new
projects more efficiently and effectively and this will help the company in the long run. The
ethnocentric strategy is followed by the companies when they are trying to expand rapidly in a
short span of time in the host country. In this case, the company can transfer the core

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competencies from Thailand to Singapore and this will help in the expansion of the project that is
operational in Singapore for more than a year. It is vital for the company to train the expatriates
for the success of international business operation. This training is considered as a decisive factor
as it is necessary to judge the previous performance and quality of the employees (Ployhart and
Weekley 2014).
The training shall include cross-cultural training as it helps in understanding the culture
of the host country. The employees must also be provided language training to communicate
with the people of the host country. It is important to understand the verbal, oral, written and
non-verbal communication skills that are used by the people in the host country. As the job,
which is allocated to each employee, is unique, therefore every employee must be provided
necessary training to deal with the particular job requirement. In this stage, there are three types
of training that is provided to the employees i.e. the information giving approach that has a low
level of rigour. Sometimes, the company might also follow the affective approach that is
important to address the feelings and sentiments of the employees. The immersion approach is
also followed in certain stage to provide in-depth knowledge of the wide range of methods and
topics. During the first week of the training phase i.e. in the information giving approach, the
employees who have relocates to Singapore will be given brief idea of the language and the
project (Yadav and Shankar 2016). On the other hand in the first four weeks of training i.e. in the
affective approach the critical incidents which has been faced by the company during the period
of one year are explained to the employees. Moreover, the employees are also provided training
on how to deal with uncertainties that can affect the project in future. The stress reduction
training is also provided to the employees during this period. In the first two months of training,
when the level of rigour is high the immersion approach is followed by the company to provide

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sensitivity training, simulations and extensive language training. Thus, it can be said that all
these approaches can increase the efficiency of the employees who will be sent to Singapore and
it will be easier for the management to provide training to the employees for working on
overseas projects (Ehrenberg and Smith 2016).
Challenges faced by the employees while working abroad
There are certain advantages as well as disadvantages while working in a multinational
organization. These challenges can be on various grounds i.e. from co-ordination of the design to
the language and cultural barriers. Depending on the design and location of the project, there
must be co-ordination between the employees because they will be working on different time
zones and on different days. The employees can correspond through e-mail or Skype meetings
and thus communication becomes more limited (McFarlin and Sweeney 2014). As there will be
limited opportunity for communication, the employees will be more focused in effective and well
planned communication. The team members also face problem on understanding the business
language. The employees may also face miscommunication and interpretation difficulties of the
language. The employees also face challenges in adjusting to diverse workplace situation. The
employees may be shaped by their own culture and they might have different level of
expectations, ideas and goals about the basic concepts in the organization. Moreover,
communication also becomes more difficult in multicultural workplace. It is necessary to focus
on the successful functioning of the organization through proper communication (Deissinger and
Breuing 2014).
The companies who are transitioning from homogenous to other cultural diversity also
ahs to face some sort of resistance from the employees in the long run. The employees will be
unwilling to adjust in a new environment according to the new cultural background of the

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people. Workplace diversity is also regarded as an important challenge for the employees who
has limited exposure to projects. There may be certain challenges which are faced by the
employees during the training phase. There are certain companies that promote their employees
into management and supervisory roles because they try to demonstrate good working habits and
job proficiency. In such cases, the employees may face challenges when they cannot handle such
positions. The management must provide proper training to the employees. The relationship
between the employees and the supervisor must never be strained. This creates a challenge for
the management as well as the employees and it will be resolved only through proper interaction
between the two levels (Claps et al.2015). Work-life balance is also an important challenge for
the employees who are working abroad. The employers may realize that there are certain
packages that are important for the employees to understand or it will pose challenge to them.
The employees also face challenges when the employers access their performance in times of
appraisal. It is difficult to understand the basis on which they are appraised every year (Deresky
2017).
Role played by the management and the HR to assist the employees in coping with
difficulties
The management must interact with the employees to solve their problems effectively. It
is important for the management to check that they avoid disagreements that will cause more
problems in the long run. The most common source of conflict in the workplace includes the
limited use of resources and conflicts of interest. Despite the hiring regulation and the equal
opportunity, the company must try to value tolerance and diversity in the workplace. The HR
manager must try to reduce discrimination in the workplace. The employees must be provided
with the opportunity to share their cultural principles and values so that they can solve the

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problem in a better way. The HR department must organize workshops and seminars so that
employees will be able to interact with each other. It is vital to recognize the attitudes and
perception of the employees as they come from different backgrounds and they try to adapt to the
new culture (Czinkota and Ronkainen, 2013).
There are certain conflicts which causes disruption in the workplace. A successful leader
tries to promote effective communication so as to help the employees to resolve the disputes in a
short span of time. The communication between the employees will help them to understand the
root cause of the problem and find out ways to solve them. The HR must create collaborative
environment in the workplace to establish the roles and responsibilities in a proper way.
Moreover, if the management defines the objectives in a proper way, it will reduce the
misunderstanding among the employees. For example, in certain cases, it is seen that if one
employee of Singapore cannot handle the task or proceed with the project because another
employee in Thailand cannot help him/her with the task by providing the necessary information.
This conflict can be resolved in the workplace through proper communication. Sometimes, it is
seen that one employee may prefer to work under pressure while the other employee may prefer
to complete the work in advance. So, communication may help in reducing the stressful and
tensed situation in the workplace. The HR must also help the employees to cope up with the
stress and thus prevent absenteeism in the workplace. The employee who takes excessive stress
suffer from certain health problem and they might find difficulty in maintaining work life
balance (Crane and Matten, 2016).

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Conclusion
Thus, it can be said that managing the human resource in an international organization
can be regarded as a complex issue. The companies are constantly striving to improve the human
resource strategies. It is important to select the right candidate and send them to a foreign
country for further development of the project that is operating for more than one year. The
management must also to provide proper training before allocating the job to the employees.
Moreover, the employees must also be aware of the challenges that are to be faced by them. The
compensation strategy also motivates the employees and keeps their morale high so that they can
accept new projects and cope with them effectively. Therefore, the multinational organizations
must try to maintain harmonious relationship with the employees to avoid confrontations in the
long run.

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References
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Technical and social challenges along the way. Information and Software technology, 57, pp.21-
31.
Crane, A. and Matten, D., 2016. Business ethics: Managing corporate citizenship and
sustainability in the age of globalization. Oxford University Press.
Czinkota, M.R. and Ronkainen, I.A., 2013. International marketing. Cengage Learning.
Dachs, B., Stehrer, R. and Zahradnik, G., 2014. The internationalisation of business R&D.
Edward Elgar Publishing.
Deissinger, T. and Breuing, K., 2014. Recruitment of skilled employees and workforce
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Deresky, H., 2017. International management: Managing across borders and cultures. Pearson
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Ehrenberg, R.G. and Smith, R.S., 2016. Modern labor economics: Theory and public policy.
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Schroeder, J., 2017. Challenges Faced by Organizations. In Advanced Persistent Training (pp. 1-
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