IHRM Strategy for Global Expansion: A Case Study of Atlas Engineering

This report provides a comprehensive IHRM strategy for Atlas Engineering, a construction engineering company based in Trinidad and Tobago, as it expands its operations into the United Kingdom. The strategy encompasses several key components, including a pre-departure training program focusing on language, cultural behavior, and technology adaptation, a performance management system that incorporates work cultural adjustment, a compensation management program designed to maintain employee satisfaction through a combination of salary, benefits, and allowances, and an efficient repatriation program to ensure employees feel valued upon their return. The report also identifies potential challenges, particularly in repatriation management due to the company's new presence in the UK market and the difficulties employees may face readjusting to their native working environment. The conclusion emphasizes the importance of cultural and structural aspects in IHRM, highlighting the need for effective training, performance management, and compensation programs to support successful global operations. Desklib provides access to similar solved assignments and past papers for students.

Managing people in
global context
From student

Introduction
 IHRM plays significant role in selecting most brilliant minds for any
organization.
 Atlas Engineering is construction engineering companies of Trinidad and
Tobago which was initially in the business of offering service like
engineering surveying.
 It was established in 1992
 Company transformed its service into building and civil construction
pattern after analyzing the growth of construction business on the global
level.
 Atlas Engineering has decided to launch their international operation in
the United Kingdom.

Design Pre-Departure Training Program
 This training program will include various sections related to language,
behavior, proper use of postures and gestures.
 This training will also include managing individualism work culture
along with hand on experience related to advanced technology used in
construction design in United Kingdom.
 One of the most important aspects of this training will be that the person
will be taught how to live in a completely different environment.
 Selected candidates will be sent for some day to UK in advance so that
they can actually observe the difficulties which they are going to face
while living there (Chen and Huang, 2009).

Design performance management
 Performance management system will include managers’ review, 360
feedback, level of engagement in the operation, level of recognition in the
branch, goal setting and process to execute these goals.
 One additional feature will be involved in this system related to work
cultural adjustment.
 In this feature, a thorough investigation will be done by Atlas Engineering
company management in order to find out satisfaction level of employee
in foreign working environment (Shen, Chanda, D'netto and Monga,
2009).

Design Compensation Management
Program
A strong Compensation Management program which is developed for
this international business operation in order to keep a high level of
satisfaction for these international. This program will include a
combination of Salary, benefit, service inducement premium and
allowances in a unique format (Shen et al., 2009).

Design efficient repatriation
program
 Atlas Engineering management will design a very impactful repatriation
program in which the person will remain special even after returning to
his/her native country along with a good position so that the person will
not feel disrespect.
 Position will be given on the base of their international business
performance. The person will be given ample opportunity to explore
business pattern in their native country (Ahad M. Osman-Gani and Hyder,
2008). Four stages of process:
 Development and review
 Agreement related to policy
 Mentoring and support structure
 Evaluating possible impact

Practice in Atlas Engineering company
subsidiary will be most affected
 Repatriation management program will be most affected because this
company has just entered in UK market and it will not be easy to
understand exact business environment.
 Person return from foreign project to his/ her native country will face
difficult to accept readjusting with native working environment which will
give them a demotivated feel in terms of low living standards, different
culture and pay terms.
 Even after offering good position, deep in the heart, person will have little
bit feeling that the person is demoted because person has to readjust
his/her professional as well as personal life.

Conclusion
 Two significant points for company: cultural and structural aspect in
IHRM.
 Cultural aspect will help the company to prepare employees in advance to
learn how to adjust in foreign environment.
 In structure aspect, company will enhance their technology and working
life style. In addition an effective training program will be introduced
along with performance management program to increase productivity.
 Effective compensation management program will provide strength to this
strategy by keeping international projects employees satisfied.

References
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