International Management Report: Expatriation and Global Expansion

This report examines the role of expatriation in the globalized economy, using Sainsbury's as a case study. It explores the functions of the Human Resource department in managing the workforce, including recruitment, selection, and employee management, and discusses the significance of expatriates for global business expansion. The report identifies the causes of expatriate failure, such as language barriers, cultural differences, and family-related challenges, and emphasizes the importance of proper training and support. Furthermore, it analyzes staffing strategies for new international projects, including internal recruitment, local workforce integration, and the development of global mobility teams to ensure successful international assignments. The report highlights the need for companies to develop effective plans for staffing and training to achieve their global business objectives.

International
Management (Part 2)

Contents
Introduction.................................................................................................................................................3
Main............................................................................................................................................................3
Conclusion...................................................................................................................................................6
References...................................................................................................................................................7

Introduction
International business means trading of goods and services across the national borders.
With this, the companies dealing with the products and services between two or more countries.
The conduct of this business overseas it is the multinational company where these kinds of
organizations used to built a separate International markets at the Global Marketplace. Every
organisation the human resource plays a major role with respect to the skills and knowledge
which are possessed by the workforce in order to attain the common goal of organization
(Bjorvatn and Wald, 2018). Human Resource Department plays some significant role in the
operations of the company with respect to the management of workforce, hiring, recruitment and
selection process, administration and employees offborading. The department is responsible for
managing the working environment with respect to the Employees life cycle. This report is being
discussed about the role of an expatriation used in globalized economy of Sainsbury. Determine
the causes of failure of expatriate. The planning which is required for staffing in the new project.
Main body
An expatriate means in person who is living and working in different country temporary
for the reason of work. It is a pretty great worker who is a professional and works outside his
own country independently or for any particular assignment under an employer. These kinds of
employee usually on more than from their home countries (Borges and et. al., 2017). It is an
excellent opportunity with respect to the advancement of the career and gives more exposure for
the Global business purpose. Significant reason behind this these kinds of employees gets higher
rate of compensation and have and more opportunities with respect to the growth. This helps
them in exploring and dealing with different problems which leads to development in their skills
and knowledge. To higher the expatriate people it is also beneficial for the company as this helps
them to get more talented employees in their organisation from the other countries. It helps them
in managing and developing the new strategies in order to achieve the common goal of the firm.
This helps the company to expend themselves in the worldwide. The multinational corporations
use to send their employees to the foreign countries to work in their branch office or subsidiary
companies. This helps the companies to improve their Global coordination (Buenechea-Elberdin,
Sáenz and Kianto, 2018). It is more expensive for the company to heir the expatriate with

comparison to the local workforce. The companies can face the problem with respect to the the
restrictions made by the government in the foreign countries.
Sainsbury is the second largest company who is providing in chain of supermarket in the
United Kingdom. The company was founded by John James Sainsbury in the year of 1869. The
headquarter of the company situated in London, England. The company used to deals with the
different Supermarket products. It is easy for the company to expand their business in the Global
Area. A globalised company means a company which used to operate there operations around
the world. It means and international trade with the help of buying and selling of goods and
services to their targeted customers (Chavarria and Phakdee-auksorn, 2017). To become a
successful Global company the organisation must promote their goods and services to the people
who are living in another country. It is important for them to introduce themselves into the new
market which will be helpful in expanding their market share in the competitive place. It is
beneficial for the company e because it increase the customer base and helps in reducing the cost
of operations (Durach, Kembro and Wieland, 2017). This also helps the company in order to
boost their growth rates in the market and helps in providing an opportunity for the new
candidates in order to get a shop in the company. This hands in enhancing the local economic
condition which will resulted in developing a positive brand image of a company in the market.
It is beneficial for the company to mix the local and expats in order to diversify their team in a
wide range of experience (Hashim, Raza and Minai, 2018). The local workforce of the company
are the real assets for them and the people who are coming from the another country to work in
the company will be treated as experts in order to fulfill the operations of the business
enterprise.
The expatriate all field because of many reasons such as they have the problem with
respect to the language and custom and it becomes barriers to improve the business expansions
overseas. It is easy for the company to hire the local candidates as it is easy for the company to
do in with such employees and develop a quick relationship between them (Luo and Tung,
2018). The employees were coming from the another country has less local knowledge as
compared to the local employee and it is difficult for them to adjust in the working environment
and understand operations of the company. It takes many years to develop the local knowledge
as it is the hidden value of the local employee because they are aware about the local

environment of company (Muratbekova‐Touron, Kabalina and Festing, 2017). These kinds of
expats need more support and training in order to work within the organisation. As it is a biggest
challenge for them to provide an effective work without any proper training. The company used
to send their employees on the assignment from the home country to another country as it is a
traditional method of staffing and expansion the plants overseas. In this the company used to
relocate their employees for the short on long term assignments which are totally dependent upon
the positions of the employees and the need of the organisation. In this the company has more
risk with respect to the failure of the assignment as the employee is new to the organisation and
main commit any kind of mistake in order to understand real functions of the company
(Nakamba, Chan and Sharmina, 2017). The international assignment is to be achieved by some
type of business focus and the employees may be appointed for that purpose but sometimes the
failure of the assignment can be because of not appropriate selection of the employee. This can
be resulted in the diminishes the value of the business because of the danger of the assignment
failure. To overcome with this failure the company can track game functions of an employee in
order to record and analyse their working so that they can examine their work and develop such
strategies and training programs in order to train their new employees so that they can work
accordingly (Paredes and Wheatley, 2017). The company also higher the local employees as in
subsidiary to the employee from the another country. The employees have a culture shock which
is the most significant reason for the failure of expatriate. It may be aroused when the new
employee is not an proper training about the new culture of the working culture. They may face
the language barriers, strict laws or customs or an unfamiliar climate and with the daily routine
(Schaper and et. al., 2017). On the international assignments it is difficult for the individual to
manage their family. It is often harder for them to relocate their entire family with respect to
some decisions such as about the career of their spouse, School of their children, the health care
facilities of their family. The language of the other countries is also treated as a barrier and
makes it more complicated for the person to adopt a new culture the entire family. No doubt it
isn't a great opportunity for the individual to work in a different country but it is difficult for
them to retrospect their strengths of family (Serna, Bachiller and Serna, 2017). The company
used to organise the Global mobility team for their successful complete edition of international
assignments. The team is responsible for the arrangements of support and all training programs
for the candidates and provides every facilities to them which are required as per their daily

lifestyle. When the team is faded in providing accurate information to the candidates the
candidates can often sign of an assignment very different from what they are expecting which
highly costs the company with respect to relocation fees. The new job for the candidate is
overloaded because they have to adjust with the new culture and new working environment and
those things come within challenges for them. Sainsbury's always try to manage the local staff in
order to overcome the difficulties due to the cultural differences. It has in reduction in the stress
of physical exhaustion and the emotional impacts frustration and anger (Sharp and et. al., 2017).
The reason for failure of assignment can be the poor choice of selection of the candidate. The
candidate should be selected on the basis of the needs of the assignment and the qualities which
are possessed by the candidates. It is not necessary for the candidate to appear perfect for the role
on paper but also the person should possess the qualities in order to fulfill the requirements of the
assignment.
With respect to the case study the human resources director of Sainsbury recruiting the
workforce in order to create the brand value and achieve the common goals of the organisation
for this the company is opening a new project in their office which is situated in Delhi, India.
The above reasons for the failure of expatriate companies has decided to develop such strategies
in order to recruit the local employees so that it is easy for them to understand the needs and
wants of the targeted customers (Shujahat and et. al., 2019). The company can also study the
market in order to determine the different strategies which can be adopted by them in order to
satisfy the desire of their customers. For this car company can also make the internal recruitment
which means transferring the employees from one place to another which is easy for them to
provide an opportunity for the existing employees to explore themselves in the new countries.
Those employees can do research about the market in order to determine which market will be
used in a globalised economy and to understand the culture of India. They can also provide
training for the new and old employees both. In this the Sainsbury has to plan different training
programs so that the new employees can learn about the company and their operations and the
training program for the old employees must be given about the culture of India in order to
determine the different strategies which will result in the growth of the company (Sokhanvar,
Çiftçioğlu and Javid, 2018). The company must develop an effective plan for staffing into the
new project in India.

Conclusion
From the above report, it can be concluded that, the Human resource department plays an
important in managing the staff. Every company can expand their business at the global level
with the help of opening their outlets in new countries this helps them in generating more
revenue and resulted in enhancing the positive brand image in the market. The report is discussed
about the expatriate who are working in the country other their home country. They get a great
opportunity to work in the different country.
References
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