Strategic HRM Approaches for International Employee Preparation

This essay explores strategic human resource management (HRM) strategies and approaches for preparing and training employees for overseas assignments lasting a year or more. It discusses pre-move training, on-the-ground support, home and host sponsorship, knowledge management investment, consideration of domestic duties, and ensuring continued communication. The essay also addresses challenges employees face when working abroad, such as fitting in, language barriers, loneliness, finances, and healthcare. It highlights how management and HR practices, including handling multicultural workforces, managing change, retaining talent, and conflict management, can assist employees in coping with these difficulties and achieving success. The essay concludes by identifying key techniques for overcoming challenges in managing a global workforce, including attracting top talent, embracing change, developing leaders, fostering continuous learning, managing diversity, and monitoring health and safety. Desklib offers similar resources for students.

Strategic human
resource management
(ASSESSMENT 2)

Introduction
International business means the dealings of goods which are made on global platform
and some of the technological factors and services and knowledge all over the different countries
and global or transnational scale. It includes different border dealing of the products and services
between two or more countries also this kind of business is known as globalization. There is a
basic concept which says that when company employees do sometimes have an option of moving
to the abroad and continue their job in different country and when they get god working in
different country with the raised high standard then employees are highly inclined to shift in
abroad and enjoy the services but there are some of the major problems which are faced by the
employees and due to those challenges they lack behind many problems and they are hard to be
carried off with the working(Bailey and et.al., 2018).
a) Explain the strategies and approaches a newly internationalising organization can take
to
prepare and train groups of employees to work for it in overseas locations on projects
lasting a year or more. Which approaches may work best and why?
Some of the strategies and approaches which the organisation can take to prepare and
give training to the workers to work in overseas location which are really helpful for the
employees to have a good knowledge in different region where they are working for the
company and then they have high chances of generating good amount of profits for the company
and earn good incentives and there are some of the major strategies which are taken by the
organisation for the employees that how can they be trained for the working in overseas location
and they are as follows:
 Pre-Move Training: International HR can be tough and hard area to deal in, new
governmental case, such as Brexit steadily in international economics that can influence

the multinational company. Inactive the employee must continue to focus on rising
mobile talent and the desegregation of the individual management processes to make
business at a international level of success. The term is used and has a broad
classification that what does employees expect when they are working in abroad, well
delivering training allow the employees to diversify their learning to anticipate and plan
for the problems they and their family members will suffer from moving in different
country. And also there are some of the benefits of pre departure of employees(Bouaziz
and Hachicha, 2018).
 Provide Support On The Ground: It is very basic process which is very necessary for
the employees that they get support form the management and this will help the
employees to get motivated and then they will have someone to share their problems and
queries with and they will be liable on someone to get support and help from and then
they will be working efficiently and effectively.
 Provide home and host sponsorship: This is important that the sponsors be the key part
of the organisation and involved in vent planning of the company, the company must give
employees the chance to host the sponsorship and make them feel like home and when
the enterprise or the institution provide this kind of environment to the employees then
they start to adjust accordingly and be comfortable with the work in the organisation.
 Invest in Knowledge Management: It is the knowledge framework which solves the
problems of the employees in terms of intellect questions and culture of knowledge and
the practice in terms of content, expertise and experience as a institution possessions, also
it allows organisations to get the most out of the experienced knowledge, is a problem
solving tool for the workers and it serves as a core relation for investigation and scientific
research.
 Take Into Account Domestic Duties : There are some of the duties which are
compulsory to be followed and ensure the basic demands of the members of the
organisation such as cleaning, taking care of the company assets and making it sure that
they do not do some misconduct in the organisation also, due to the misconduct the
employee might get thrown out of the company as it is necessary for the workers of the
organisation to follow the rules and regulations(Ichsan And et.al., 2020).

 Ensure Continued Communication: It is important to have the conversation with the
employees as they may have some or the other queries about the working or anything else
and they are having some of the doubts about the working , if the communication
between the subordinates is good then the working of the organisation will be smooth and
fluency will be there, if there will be good communication then the employees will focus
on the goals of the company properly and give their all to the company. ental status,
religious beliefs, marital status and ancestry and work experience can be a challenging
task for HR managers. With this, managing people with different set of ideologies, views,
lifestyles and psychology can be very risky. Effective communication, adaptability,
agility and positive attitude of HR managers can bind the diverse workforce and retain
taken(Krulis-Randa, 1990).
b) 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.
There are some of the challenges which are faced by the people who suddenly shift from the own
nation to some different country or continent and there are some of the major problems because
of shift in nation and they are as follows:
Fitting in
As absentee moving to other country, there is a big possibility that employees are
departing an extended ethnic & professed system back home. It can have a important
consequence on person.
A language barrier
If employees are moving to a country that speaks a various language, subsiding in and
attach locals can be scary. It is finally inescapable if employees don’t know the local language
advance. Read all about our advice on learning a new language while living in different country
to ease the process and jump-start the learning curve for your new life abroad. It is
recommended to getting a fundamental plane of the overseas speech before workers take off. It
will facilitate the entire process of shifting to foreign(Lepak and Boswell, 2012).
Being lonely
Don’t let the anxiety or the possibility of being alone prevent worker from entering on a
new escapade. Do not even make it hinder the conclusion to become an deport in a foreign

country. Feeling alone is one of the average situation faced by employees when they first move
abroad. The cardinal is to build hefty relation with the group around. It will certainly take some
time, but it is important to make some bonds with the people and the city. In any case, it’s the
new place.
Finances and money management
Forming the finances, taxation, and money direction can be intimidating when you are living in
the home country. But adding foreign travel and staying in abroad to the mix can get difficult. As
an employee, worker will have to decide if he will become a non-resident for tax function. Talk
to an ex pat tax expert – do not try to do it on your own. They have a list of some great ex pat
tax consultants Ex-pat Fiscal(Mansour, 2015).
Healthcare
Making sure worker have decent global health security while living abroad. It is one of
the largest concerns that many employees concern about when it comes to placement. Local
plans in new multitude country may not be up to the regulation. Local hospitals may only render
basic insurance coverage. Most ex pats want to have right to private healthcare both in the host
country, neighbourhood, and back home. Have an global health insurance plan in place before
leaving abroad. It will relieve stress with monetary resource, surgical aid, and give the peace of
mind during positioning(Mello, 2014).
In recent times there are so many of the problems which are faced by the employees who are
working in different country Also there are some of the HR practices which can be helpful to
deal with the difficulties faced by the employees and they are as follows:
 Handling Multicultural / Diverse Workforce: It is difficult to deal with people of
different age group, gender and nationality and on the basis of work experience can be a
hard task to do and this is the responsibility of the HR mangers to communicate with the
employees so that they get motivated and the work they are doing can be done in away
that they can also improvise their knowledge in terms of generating good profits.
 Managing Change: Bringing the change in the organisational structure is the important
task to be done and implementing the plans in a way so the company get better number of
people and high revenues also business environment is so volatile and the technology
keep it in a way that globalization also do not affect the working of the organisation and

also use the talents of the organisation and take the necessary precautionary
steps(Molineux, 2013).
 Retaining the Talents: Globalisation has given freedom to the working experts to work
anywhere in the nation. Now that they have endless lucrative opportunities to work,
hiring and retaining the best industry talent is not a joke. Maintaining the consonant
relations with them and the competitors of the company.
 Conflict Management: There are some of the managers who have conflicts with their
decisions and they are highly harmful for the company and they do not avoid the conflicts
for the smooth working although it is next to impossible to avoid among the employees
and HR managers also help in resolving the issues of the employees who are having some
or the other issues related to the management(Tran, 2015). There are some of the
overcoming techniques which helps in coping up with the challenges and as it is evident
that managing people has never been an easy task, but the digital age and this year's
unprecedented circumstances has undoubtedly complicated this effort and the top 7 HR
challenges to deal with them are as follows:
 Attracting top talent: Not a new HR effort by any means, the attraction and retention of
top talent has always been a focus for any business seeking sustainably high results.
However, in 2020, attraction and retention require more discernment, time, and work than
ever, making it one of the most important, and arguably daunting, tasks of Human
resources altogether.
 Embracing change: Aligning with organizational change is essential, affecting every
dimension of the workplace from the working environment, to the nature of competition,
to customer interactions.
 Developing leaders: According to a 2018 survey, employees with poor relationships
with their direct managers are four times more likely to separate from their company than
employees who feel their leader is competent and skilled(Truss and Gratton, 1994).
 Fostering a culture of continuous learning: In today’s workplace, more and more
employees are choosing to leave their jobs when there is a distinct lack of development
opportunities being offered to them. In fact, offering career training and development
programs would keep up to 86% of millennials from leaving their current position,
according to this study. Essentially, learning and development opportunities are a critical

recruitment tactic for attracting and keeping your team members stimulated, engaged, and
loyal to your company.
 Managing diversity: Globalization and diversification are affecting business
everywhere. Not only are customer reaches extended past the traditional Head Offices,
but talent can now be sourced from across oceans and borders. However, diversity in the
workplace come with a few HR challenges, including managing diverse cultures in
localized teams. While adhering to local policies and procedures, the Human Resources
department’s principle goal should always be to foster a workplace environment that is
comfortable, welcoming, and free of conflict.
 Monitoring health and safety: Keeping in line with health and safety standards have
always been one of the most obvious HR challenges faced by businesses globally. Not
only are these concerns governed by regional labour laws, they are also incredibly
important to overall employee well-being, an area under increased focus as of late.
 Creating a quality employee experience: High turnover rates in fast-paced, constantly
changing companies are relatively common. While you may be extremely skilled in
hiring the right people, it is keeping them around that becomes the next obstacle, and one
of the largest and most persistent HR challenges professionals must overcome(Zeffane
and Mayo, 1994).

Conclusion
In this respective report, it can be concluded that there are some of the issues
which are faced by employees in working abroad and it is hard for them to adjust
as they have so many barriers like language barriers and other issues which really
have huge impact on the company and there are some of the approaches and
strategies by HR team which does help the employees to get the proper training
and work with the full efficiency.

References
Books and Journals
Bailey, C. and et.al., 2018. Strategic human resource management. Oxford University Press.
Bouaziz, F. and Hachicha, Z.S., 2018. Strategic human resource management practices and
organizational resilience. Journal of Management Development.
Ichsan, R.N. And et.al., 2020. Investigation Of Strategic Human Resource Management Practices
In Business After Covid-19 Disruption. PalArch's Journal of Archaeology of
Egypt/Egyptology, 17(7), pp.13098-13110.
Krulis-Randa, J.S., 1990. Strategic human resource management (SHRM) in Europe after
1992. International Journal of Human Resource Management, 1(2), pp.131-140.
Lepak, D. and Boswell, W.R., 2012. Strategic Human Resource Management and Employee–
Organization Relationship. In The Employee-Organization Relationship (pp. 497-526).
Routledge.
Mansour, M., 2015. The practice of strategic human resource management in a developing
country. European Online Journal of Natural and Social Sciences, 4(3), pp.pp-500.
Mello, J.A., 2014. Strategic human resource management. Cengage Learning.
Molineux, J., 2013. Enabling organizational cultural change using systemic strategic human
resource management–a longitudinal case study. The International Journal of Human
Resource Management, 24(8), pp.1588-1612.
Tran, H., 2015. Personnel vs. strategic human resource management in public
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Truss, C. and Gratton, L., 1994. Strategic human resource management: A conceptual
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Zeffane, R. and Mayo, G., 1994. Rightsizing: The strategic human resource management
challenge of the 1990s. Management Decision.
(Bailey and et.al., 2018)(Bouaziz and Hachicha, 2018)(Ichsan And et.al., 2020)(Krulis-Randa,
1990)(Lepak and Boswell, 2012)(Mansour, 2015)(Mello, 2014)(Molineux, 2013)(Tran,
2015)(Truss and Gratton, 1994)(Zeffane and Mayo, 1994)