Strategic HRM: Employee Training and Challenges in Global Roles

This report examines the crucial role of strategic human resource management (SHRM) in preparing employees for overseas assignments. It details various strategies and approaches that newly internationalizing organizations can adopt to train their employees, including strategic planning, job analysis, hiring, and comprehensive training programs. The report also addresses the challenges faced by employees working abroad, such as language and cultural barriers, communication issues, and family concerns. Furthermore, it highlights the steps that management and HR departments can take to overcome these challenges, including providing pre-departure training, ensuring effective communication, offering top management support, and providing healthcare services. The analysis emphasizes that effective SHRM practices are essential for enhancing organizational performance and profitability in the global market by supporting and retaining employees throughout their international assignments. Desklib offers a wealth of resources, including past papers and solved assignments, to support students in understanding and applying these concepts.

Strategic HRM

Table of Contents
Introduction .....................................................................................................................................1
Main Body ......................................................................................................................................1
Conclusion.......................................................................................................................................5
References ......................................................................................................................................6

Introduction
The strategic human resource management is defined as the process of implementing
required strategy in order to attract, develop, manage and retain the employees effectively in
order to enhance the overall profitability and productivity of the business. It plays an essential
role creating and implementing required essential HR programs which will help business to
handle business organisation process and achieve desired long term objectives of the company
also. Strategic human resource also helps in managing the business organisation team for the
company's overall growth and development. This report highlights the various strategies
undertaken by the company in order to train their employees to work oversees also the challenges
faced by the employees while working abroad and how the management HR practices helps them
in overcoming those challenges.
Main Body
Strategies and approaches taken by the newly internationalising organisation to prepare and
trained their employees to work overseas
Strategic Human resource management plays an essential role in enhancing the overall
performance of the organisation through implementing essential strategies which leads to
managing the human resource of the organisation and also retaining them for long period of time
effectively. It is also helps in training the employees for working towards achieving desired goals
and objectives of the organisation (Anlesinya and Susomrith, 2020). With growth in the
globalisation large number of companies are moving towards international market or taking up
the international projects which helps them in enhancing their performance and gain competitive
advantage in the international marketplace. The main objectives of the taking up the international
assignment is to capture large number of international market also increasing their customers
base. But in order to successful complete the international assignment requires proper planning
and training of the employees for the overseas project. Proper training and development of the
employees will help the company to successful complete their international project. With the
help of proper planning, strategies and approach company can prepare their employees for the
international projects or to work on various overseas project (Bhutta and Zafar, 2019). In case of
new international company which is planning to take up overseas project, company needs to
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trained and prepare their employees for the international market. The various strategies and
approaches that can be taken into consideration by the newly internationalising company in order
to effectively prepare and trained their employees to work on overseas projects are highlighted
below:
Strategic planning and job analysis: The effective goals of the international assignment
should be clearly defined as accordingly their effective strategic value should be evaluating by
the organisation. The detailed analysis of the job involves the kind of job personnels required for
the international project to be carried out effectively. The job analysis also involves the job
description and job specification of a particular job in order to effectively analyse the job
requirements for the international market. The company needs to ensure their requirements of
their international projects and accordingly the job should be analysed (Carbery and Cross,
2018).
Hiring of international employees: After analysing the job analysis of the international
project then company needs to hire the international employees in order to effectively carry out
their international projects. The employees for the international project can be selected internally
or from the external sources it depends on the requirement of the of the projects.
Selection of international employees: Under this as per the requirement and needs the employees
are selected for the international assignment, employees are selected as the skills and capability
required for effectively carry out the international projects. The selected employees will have to
work on the international projects or the overseas projects of the company.
In order to prepare these employees for the international projects the various strategies and
approaches followed by the new international organisation are as follow:
Training programs: One of the most essential approach that needs to be taken into
consideration by the company in order to prepare the employees for the international project is
providing required training and pre training to the employees in order to prepare them for
overseas projects. The organisation needs to ensure that training is well researched, including all
the essential challenges that can be faced by the employees while doing the overseas projects.
The company needs to ensure that the employees are well prepared to handle the issues or
challenges that can occur while doing the overseas projects such as there is specific tax set up for
the expatriates, so the expatriates needs to know how to handle this situation, there should be
well strategies in order to deal with these issues (Cristian and Peiró, 2019). They should be
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provided with the cultural training in order to easily get adjusted with the new culture also each
country has their own language, not understanding the language can lead to failure of the project
so necessary local language should be given to the expatriates so that they can effectively carry
out the project.
Ensuring continued communication: Any kind of communication gap will lead to
failure of the project at the international market, without proper communication there is no
expansion and growth of the project as they will not have clarity of their role. The home and host
team needs to ensure that there is frequent and continue smooth flow of communication so that
problem can be handled effectively and goals are achieved as per the requirements (Higgins and
Lo, 2018).
Offering required support on the ground: Along with the effective flow of
communication among the team members there should also be continuous on ground support
should be offered to the expatriates, the HR team needs to ensure that all the requirement of the
expatriate and their family is met and they are able to adapt to new surrounding effectively. The
employees needs to be prepared for the international projects through offering them required
support in term of finding accommodation, offering health insurance, and giving them required
training effectively.
Offering mentoring schemes: In order to prepare the employees for the international
projects effective mentoring schemes can initiated by the organisation. It can be a cross cultural
mentoring where a mentor will handle the employees in the new office where the project will be
carried out. This will help the employees to easily get adjust to the new environment and also
understand it effectively. The mentor at the new location will helps expatriate to easily
understand the situation and effectively carry out their projects (Huang and Verma, 2018).
Challenges faced by employees while working abroad
working in the international market helps the organisation to enhance their performance
and also increase their profitability. It also helps in creating number of opportunity for the
business organisation additionally creating large customer base also. But working in the
international market also involves large number of challenges for the business organisation as
well as for the employees working on the international projects (Otoo, 2020). In context to the
new international business planning to carry out oversea projects, there are various challenges
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that can be faced by the employees of the organisation when working aboard as mentioned
below:
Language barrier: One of the most common issue or challenge faced by the expatriate
while working on the international projects or on the overseas projects can be the language
barriers. Each country has their own language, not having able to understand the language will
create for the employees to effectively carry out the projects in the international market. Before
entering in the international market in order to do the oversea project the employees needs to
have knowledge of the language spoken in the market otherwise he won't to able to communicate
his ideas (Page-Tickell and Yerby, 2020).
Culture barrier: The another barrier is the cultural barrier, culture are the norms and
values prevailing in the country which helps in showcasing the overall image of the country,
each country has their own culture, not working according to the culture of the country will
create problem for the expatriate. Understanding of the culture becomes essential to effectively
carry out the project for the expatriate
Communication barriers: In order to effectively carry out the project in the oversea
country it is essential for the expatriate to have proper flow of communication with the team
members, not having the proper flow of communication will lead to not having clarity about the
roles needs to be carried out by the individual. Also not having proper understanding of the
work, improper flow of communication will lead to creating problem in successful completing
the project.
Family issues: When working on the international project the expatriate has to move to
the another international country without his family, this will lead to creating challenge for him
to be working away from his family. Handling his family, their issues from far away from them
will create mental stress for him this will lead to creating challenge for him in effectively
carrying out his projects effectively (Randev and Jha, 2019).
Steps taken into consideration by the management and HR to overcome these challenges
In order to successful complete the oversea project it is very essential for the business
organisation to effectively overcome the challenges faced by the expatriate and provide them
required support so that they can effectively carry out their project. Some of the steps that can be
taken into consideration by the management and the HR manager in order to overcome the
challenges are mentioned below:
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Providing required training: Before sending the employees for the overseas project the
management needs to ensure that the employees are given pre departure training to their
employees which includes the necessary training relating to the culture, language, safety and
security of the employees in the international market and also the family life of the expatriate is
taken into consideration effectively. There should be effective orientation program for the
expatriate in order to provide him the required knowledge regarding the culture and language of
the country also about the project that is needed to be handled by them (Sokolov and Zavyalova,
2020).
Effective flow of communication: In order to effectively carry out the project without
any problems and mistakes also without any confusion there should be proper flow of
communication between the employees and top management, in order to avoid any kind of
misunderstanding and to have clarity of the role (Stankevičiūtė and Savanevičienė, 2019).
Support from top management: The another strategy that can be taken into consideration
by the management in order to effectively carry out the project at the oversea market can be
having proper support from the top management also. The top management needs to support the
expatriate with required sources and information so that the expatriate easily carry out their
project.
Offering health care support: Proper health related services needs to be provided to the
expatriate so that they can freely carry out their project at the international market, it will help in
provide sense of security to them which will lead to freely carry out the project (Yang, and
Arthur, 2019).
Conclusion
From the above discussion it has been analysed that strategic human resource
management plays an essential role in effectively managing and handling the human resource of
the organisation and also implementing effective and essential strategy in order to retain them for
long period of time, it helps in enhancing the overall performance and profitability of the
business. This report helps in analysing the various strategies and approaches needs to be taken
into consideration by the business organisation in order to prepare and train their employees for
long period of time such as training, effective communication and also various mentoring
schemes also. In addition to this this report also helps in analysing the various challenges faced
by the employees working at the international market such as cultural barriers, language, lack of
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support from top management and communication issues also the various steps taken into
consideration to overcome this are also analysed in this report.
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References
Books and Journals
Anlesinya, A. and Susomrith, P., 2020. Sustainable human resource management: a systematic
review of a developing field. Journal of Global Responsibility.
Bhutta, Z.M. and Zafar, S., 2019. Impact of HRM practices on employee engagement: Evidence
from banking sector of Pakistan. NUML International Journal of Business &
Management, 14(2), pp.140-156.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Cristiani, A. and Peiró, J.M., 2019. Calculative and collaborative HRM practices, turnover and
performance: Evidence from Uruguay. International Journal of Manpower.
Higgins, P. and Lo, M.F., 2018. The strategic and cultural legitimacy of HR professionalization
in Hong Kong. Asia Pacific Journal of Management, 35(4), pp.1139-1160.
Huang, X. and Verma, A., 2018. Industry-and firm-level determinants of employment relations
in China: a two-level analysis. The International Journal of Human Resource
Management, 29(2), pp.399-419.
Otoo, F.N.K., 2020. Measuring the impact of human resource management (HRM) practices on
pharmaceutical industry's effectiveness: the mediating role of employee
competencies. Employee Relations: The International Journal.
Page-Tickell, R. and Yerby, E. eds., 2020. Conflict and shifting boundaries in the gig economy:
An interdisciplinary analysis. Emerald Group Publishing.
Randev, K.K. and Jha, J.K., 2019. Sustainable human resource management: A literature-based
introduction. NHRD Network Journal, 12(3), pp.241-252.
Sokolov, D. and Zavyalova, E., 2020. Human resource management systems and intellectual
capital: is the relationship universal in knowledge-intensive firms?. International Journal
of Manpower.
Stankevičiūtė, Ž. and Savanevičienė, A., 2019. Can sustainable HRM reduce work-related stress,
work-family conflict, and burnout?. International Studies of Management &
Organization, 49(1), pp.79-98.
Yang, J. and Arthur, J.B., 2019. Implementing commitment HR practices: line manager
attributions and employee reactions. The International Journal of Human Resource
Management, pp.1-31.
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