Strategic HRM: Training, Challenges, and HR Support for Global Roles

This report delves into the strategic human resource management (HRM) approaches adopted by newly internationalizing organizations to prepare and train employees for overseas assignments. It examines various training strategies, including defining structure, e-learning, simulation, role-playing, knowledge-based training, mentoring, management-specific activities, career development, apprenticeship programs, and orientation, evaluating the effectiveness of each approach. The report also discusses the challenges employees face when working abroad, such as cultural differences, business practice variations, financial management, language barriers, and legal compliance. Furthermore, it assesses how management and HR practices, including constant assistance, structured talent management, training, cultural sensitivity, screening processes, transactional orientation, and pre-departure programs, can assist employees in overcoming these difficulties and achieving success in their international roles. The document is contributed by a student and available on Desklib, a platform offering study tools and resources for students.

HRM3007 STRATEGIC
HRM

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Explaining various strategies and approaches a newly internationalising organization can take
to prepare and train groups of employees to work for it in overseas locations on project and
evaluating Which approach may work best and why..................................................................3
Discussing challenges being faced by employees while working abroad, also evaluating
management and HR practices which can assist them for overcoming difficulties and being
successful.....................................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is the approach which mainly comprise managing efficient
an effective workforce in an organization. Key role of HRM is to maintain successful workforce
company, compensating workforce, training for developing various abilities of workforce for
performing various operations in an organization. Strategic hrm helps in establishing strong
business operation of newly internalization organization. As the various approaches helps
companies for establishing goals effectively and ensures workforce for achieving whole
company for achieving success growth of businesses. This report will provide details about
various strategies and approaches which is being adopted by a newly internalising organisation
for preparing and training employees. Also discussing various challenges often faced by new
internalising company when working aboard. Lastly evaluating how HR practices assist in
overcoming difficulties and becoming successful.
MAIN BODY
Explaining various strategies and approaches a newly internationalising organization can take to
prepare and train groups of employees to work for it in overseas locations on project and
evaluating Which approach may work best and why
Training helps and organisation for keeping and maintaining various new abilities n
workforce for achieving tasks and achieve desired objectives (McKenzie, 2021). As raining
employees for working abroad for an new internalising organisation will help to increase morale
of employees and keep them motivated for achieving desired results of task which is being
incorporated and communicated by higher level of officials. Preparing employees for suitable
working in the newly internalizing organisation will increase productivity and efficiency of
working in a dynamic environment as it will result in improving the quality and quantity of
performance of employees. As employees efficiency is increased because training and preparing
employees for work will enhance the skills, capabilities, knowledge for operating and performing
with various modules Various strategies and approaches must be adopted by new internalizing
company in order to train and prepare employees for working.

Defining structure to employees on time : By defining various structures to employees
for working into dynamic condition for operating businesses at overseas location (López-
Cabarcos, Vázquez-Rodríguez and Quiñoá-Piñeiro, 2022). This will helps workforce for working
and adapting the structure being adopted by newly internalising business. This will make
employees and encourage them for adapting the structure of organisation in easier manner.
E learning/ simulation training programs : E learning training must be undertaken for
employees by the newly internalizing business human resource manager. As this training will
prepare employees with taking interactive session on online platform (Kumar and Sharma,
2021). This raining option by online learning will keep employees for engaging for long term as
by taking interactive tests sessions, activities, and tests will engage and preparing employees for
working at overseas location with the dynamic working condition and environment.
Also, the simulation employees strategy will provide employees the knowledge fr
operating with the computer software and system. As this training strategy will provide
employee an option for challenging the situation in working with higher risk situation that occurs
in the newly internalizing business. These are technical based training methods which is adopted
by newly internalising organisation which makes employees for working at overseas location.
This training strategy has the main advantage ass it build scalability which aims for building
highly effective and reliable employees.
Role playing strategy : By adopting this strategy will make and encourage employees in
the controlled scenario (Melles, Albayrak and Goossens, 2021). The employees will be asked for
giving their opinions and considering different point of view will be highly effective for
remembering the topics related to operate the business operations.
Knowledge based training method : This method will be used by the newly
internalising company in order to provide knowledge to various employees regarding operating
business at overseas lactation and conducting various operations at various locations with
different knowledges. Providing seminars conducting conferences and instruction of valorous
programmes. As the seminars and conferences will helps various employees personnels by
clearing their various doubts regarding operating various equipments. By using this strategy will
helps employees in seeking the problem solving skills for operating new internalising business in
various locations.

Mentoring: Mentoring employees for specifying and developing various skills and
abilities which are necessary for performing the desired job. This generally aims at developing
and suggesting employees for overcoming their mistakes effectively and establishing competent
employees personnels. The newly internalizing company will implement various membership
programmes for developing various opportunities which makes employees for feeling valued and
work with enthusiastic manner for achieving goals and performing work at overseas locations on
various projects being given by internalising company. As this strategy will mainly focus on
employees personnel by evaluating their overall skills and abilities which generates and
encourage positive attitude which helps in establishing and achieving specific tasks.
Management specific activities : specific training strategy and policy must be given
with the respect of management, as the training will includes brain storming of various
workforce. These training for newly internalizing organization will be focusing mainly on the
needs which are being assessed by the managers of the company.
Career development strategy : This strategy will help in motivating and attracting
employees in order to achieve development in career opportunities (Prasetyo and et.al., 2021).
As this will provide various options for developing career opportunities by acquiring various
specific abilities for pursuing on the job progress.
Apprenticeship programs : This strategy will provide employees with various real
conditions and environment for approaching various situations also working in real working
conditions. Employees and workforce get change for working with advanced machines and
equipments which are to be operated at various overseas projects. This aids employees for
getting employed for various projects at overseas locations.
Orientation : This strategy will be used by newly internalizing company in order to train
new employees about the vision mission, also familiarizing abut the policies, rules and
regulations for operating in the particular country with the business (MAPPAMIRING and
Kusuma PUTRA, 2021). This training will helps employees workforce to operate with various
strategies also the environmental conditions for working in overseas locations in various
projects.
The apprenticeship approach also e learning and simulation will be best training approach
for employees as, in apprenticeship it will provide the actual working conditions which will be
performed by employees as it also helped in developing highly skilled workforce for operating

work operations with various difficult situations. Also, this build ability for performing jobs and
difficult tasks by employees also improves productivity and profitability. Furthermore, the e
learning approach. The simulation raining will helps the new internalizing business for
incorporating key skills and abilities to employees which aids employees for effective working
for different overseas projects which aids in putting the actions into regular practice and
improves work and performance of company.
Discussing challenges being faced by employees while working abroad, also evaluating
management and HR practices which can assist them for overcoming difficulties and being
successful
Working abroad for a company is a challenging task which is faced by various
employees. These are lots of difficulties which employees faces while working abroad for
company. These are issues being suffered by market of employees while working broad which
includes :
Culture: Different countries contain different cultures and corporate business operates
with the countries cultures. So moving aboard will create various feelings as it will contain
different environment, differences in opinions between two or more people will be majorly faced
by employees, this will be regrading as a challenging work for employees to adjust into new
country culture for working with the business.
Business practices: various business practices such as operating with newly working
environment, culture structure, also various systems will challenging the employees for working
abroad. As various cultural practices, beliefs system differ from country to country so working as
an employee for newly internalizing company (Balante, van den Broek and White, 2021). So
these practices also various other approaches being followed at various countries which alter way
of operating particular task will affect the employees while working abroad.
Finance and money management: The finance and money management for employees
will be regarded as a changeling task in initial stage. As the financing and banking details for the
host country as well as banking accounts with the proof must be established into other country
for operating financial transactions for abroad. As the proper details must be give for opening
bank account at abroad nations with documentations and proof. This will be challenging task for
an employee for operating as a employee for the business which is being established abroad..

Language: The most common difficulty being faced by employees while working
abroad. As moving abroad different country where various individuals are speaking different
languages. So the language barrier will be affecting the working operations while operating for
company on overseas projects. For this communicating regularly with various individuals at
newly internalising organisation will helps in grasping the local culture and learning various new
things about the country.
Legal laws and rules : The legal rules and regulation will affect employees for working
and conducting business abroad. As for various rules containing for decision-making procedures
also environmental pollutions rules will differs from one country to another. This will affect and
create challenge for employees for their working style which induces to change various working
methods for operating with various equipments in newly internalizing company.
Furthermore, employees faces various challenges and issues when the demographics of country
is being changes for working. So various challenges employees sometimes eave jobs as and work
for completing their project which are being given by company .
Different HR practices which helps employee for overcoming the challenges being faced
by workforce while working abroad are :
Constant assistance : For maintaining work and cooperating employees for assisting
them to work and overcoming challenges. As keeping in touch with employees and assisting
Constantly for operating with different environmental conditions will helps in supporting and
solving issues which arise while working an performing overseas assignments.
Structuring talent management : The talent management must be structured by the HR
manger in order to mobilize the company needs with the talented workforce in ordered to
perform business internationally (Amrainy and Nawangsari, 2021).
Training : Training needs must be assessed carefully of employees which helps in
ensuring competitive advantage for operating business. Also assigning mentors to particular
employees will reduce risk of failures for meeting roles and responsibilities which is to be
performed. Furthermore, the HR manger will give more importance to culture sensitive and
skilled employees, as by emphasizing more will help in sorting various issues regarding cultures,
structure of business.
Conducting screenings for employees on phones: as working abroad and overcoming
various challenges of employees the HR team will help employees in taking screenings of

various assignments being allotted to different individual this will helps in reducing stress being
created , as by assisting employees while evaluating skills, personality and cultures of country
transactional orientation of employees : This strategy must be used by HR manager in
order to hire and select employees based in their experiences to operate in other nationality. So
by using this approach the HR manager can standardize and transform employees and their
working in abroad.
Pre departure programs for conducting assignments: This training must be given by
HR teams as this will aids in helping employees and succeed with various tasks being offered
abroad. This will give better integration to employees for performing work overseas, as it will
give better and clear view of culture traditions, also language being followed in other country in
which project operations will take place. Also, these programs will helps in accessing different
information for establishing and operating newly internalizing business into other country.
CONCLUSION
From this report it can be concluded that human resource management mainly functions
in compensating workforce, training different employees for performing various operations in
an organization. This helps in analysing various approaches also strategies which can be adopted
for training mainly for operating employees for working globally for newly internalizing
company. It includes mentoring, apprenticeship training, role-play methods. Also various
challenges being faced by employees for working abroad includes culture, language barriers,
financial management. Various measures assisted by hr personnels includes pre departure
programs, various screening, orientations of employees will helps in overcoming issues being
faced by employees while working abroad.

REFERENCES
Books and Journals
Amrainy, D. and Nawangsari, L. C., 2021. The Effect of Talent Management, Knowledge
Management and Work Culture on the Performance in the Survey Unit Centre of
Hydrography and Oceanography Indonesia Naval (Pushidrosal). European Journal of
Business and Management Research. 6(2). pp.23-29.
Balante, J., van den Broek, D. and White, K., 2021. How does culture influence work experience
in a foreign country? An umbrella review of the cultural challenges faced by
internationally educated nurses. International Journal of Nursing Studies. 118.
p.103930.
Kumar, V. and Sharma, D., 2021. E-Learning Theories, Components, and Cloud Computing-
Based Learning Platforms. International Journal of Web-Based Learning and Teaching
Technologies (IJWLTT). 16(3). pp.1-16.
López-Cabarcos, M. Á., Vázquez-Rodríguez, P. and Quiñoá-Piñeiro, L. M., 2022. An approach
to employees’ job performance through work environmental variables and leadership
behaviours. Journal of Business Research. 140. pp.361-369.
MAPPAMIRING, M. and Kusuma PUTRA, A. H. P., 2021. Understanding Career Optimism on
Employee Engagement: Broaden-Built and Organizational Theory Perspective. The
Journal of Asian Finance, Economics, and Business. 8(2). pp.605-616.
McKenzie, D., 2021. Small business training to improve management practices in developing
countries: re-assessing the evidence for ‘training doesn’t work’. Oxford Review of
Economic Policy. 37(2). pp.276-301.
Melles, M., Albayrak, A. and Goossens, R., 2021. Innovating health care: key characteristics of
human-centered design. International Journal for Quality in Health Care.
33(Supplement_1). pp.37-44.
Prasetyo, I and et.al., 2021. Vocational training has an influence on employee career
development: A case study Indonesia. Academy of Strategic Management Journal.
20(2). pp.1-14.