Strategic HRM Approaches for International Expansion

This report delves into the realm of strategic human resource management (HRM) within the context of international business expansion, using ASOS as a case study. It explores the crucial strategies and approaches that newly internationalizing organizations can employ to prepare and train employees for global assignments, including both off-the-job and on-the-job training methods. The report also identifies the significant challenges employees often encounter when working abroad, such as language barriers and cultural differences, and proposes effective HRM practices to assist them in coping with these difficulties and achieving success. It emphasizes the importance of training, cultural sensitivity, and proactive management in fostering a productive and adaptable workforce capable of thriving in diverse international environments. The report concludes by highlighting the critical role of strategic HRM in facilitating organizational growth and achieving competitive advantages in the global marketplace.

Strategic Human Resource
Management

Contents
INTRODUCTION...........................................................................................................................1
A) strategies and approaches a newly internationalising organization can take to prepare and
train groups of employees to work..............................................................................................1
B) Challenges employees often face when working abroad and how management and HR
practices can assist them in coping with the difficulties and being successful...........................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource management introduces to the essential procedure of hiring, selecting
providing orientation, inducting employees, imparting training and development etc. These are
main functions of the human resource that helps business organisation in improvement of its
growth and attainment of strategic goals in successful manner. Along with this, strategic human
resource refers to the connection between an organisation’s human resource and its goals,
objectives and strategies. Main purpose of strategic human resource management is to advance
innovation, flexibility and competitive benefit (Berisso, 2020). This is essential and significant
for company in achievement of competitive advantages successfully. For this project, ASOS is a
selected British online fashion and cosmetic retailer. Human resource management of this
organisation played an important role in recruiting and selecting of knowledgeable candidates
that result in better performance at workplace. For completing this project, there will be
requirement of strategies and approaches for preparing and train group, challenges associated
with the working at internationally.
A) strategies and approaches a newly internationalising organization can take to prepare and
train groups of employees to work
It is not easy for the new organisation to survive in international market without proper level
of training to employees. It is the duty of management and Hr team that must hire the employees
that has effective level of experience to work in abroad situations or holding of the training
activities on regular basis so improve their personality to survive. Employees are the main asset
of an organisation on which functioning depends so their working ability is important to grab the
market and attain the objectives. It is also duty over management that analyse the conditions in
environment and build the strategies along with adopting training techniques which are most
suitable for improving the skills and working ability of employees. The major challenges on the
basis of which training needed to provide for survival and working includes language difference,
unknown culture, different working laws and conditions and diversified nature employees. The
various training techniques which are helpful in improving knowledge and working of
employees to be work on abroad situations are defined below;
Off the job training: This is the technique where employer has to build the simulated
conditions and provide practical experience to employees (Majumder and Bhattacharya, 2020).
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This is helpful in development of personality and getting sense of working in the different
situations. This help in development of optimum level of skills from which employees can easily
perform the work in real situations without any hindrances. The direct impact of this training is
over the professionalism and personality of employees which allows them to work in different
situations without any lacking in ability and performance. The benefit will be derived by an
organisation from same includes performance of work on time from the very first day along with
accomplishment of all objectives. The one more that will be derived from this type of training is
optimum utilisation of resources and reduction of errors along with cost. In last, this will must
help the management of an organisation to take the benefit of this situation and increase the
profit margin (Ogalo, 2020). This not the easy method to be applied because it is not always to
create the similar kind of situations. The major aspects on which needed to focus while providing
this training includes development of language and providence of knowledge regarding different
cultures. This help in developing the capability about identification of personality of different
employees along with making decisions in hard situations at prompt manner.
On the Job training: This is another effective method of training that help in
development of skills and over all personality of trainees. Application of this technique by the
newly internationalised organisation will be effective in nature to develop the skills along with
engagement in work (Tarasenko, 2018). This will present as the motivating factor for the
employees that organisation taking of their personality aspects so they also have to work hard
towards achievement of the goals. The another that will derived by an organisation from the use
of this technique is personality developed optimally according to the required nature exist in
external environment so in future able to derive maximum level of benefits without any
hindrances. This will not only help to optimally utilise the resources but also providing an
opportunity to improve the image of an organisation in industry and market from where easy
from them to attract the new clients and consumers (Radev, 2020). Some aspects which are not
in favour of this technique includes time consuming nature and actual working of organisation.
This brings pressure over the management of an organisation that they have to deliver the
outcomes otherwise have to backed up. The aspects on which focus is must needed to provide
while providing the training includes improving knowledge barriers and providing knowledge
regarding culture. This help the employees of an organisation to develop the effective team and
support each in functioning of employees. The another benefit that will be derived from this type
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of training is development of friendly working environment which motivates employees to
deliver in favour of an organisation (Seymen, 2020).
B) 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 different issues that often face by employees while working abroad. Some
important issues will be explained as below:
Learning the language: This is one of the main challenge that faced by employees while
working at international place or abroad. If employees work in different country, they are not
able to understand language of that nation. This will impact on employees by reducing its
performance and productivity level. In addition, an individual proposing to transfer to a nation
long term must ensure they take at least a basic grip of the language. In addition to if they plan to
break indeterminately, employees shouldn't end learning up to they are confident. It will make
employee’s life easier, and also those they interact with. Along with, it is not possible for
employees to easily understand language of abroad when an organisation expands their business
operations and functions (Gavrilenko and Borodulina, 2020).
Cultural issues: Culture is a fundamental part of working at international place or abroad.
Outside simply understanding sufficient of the resident language to order their next meal, not
presence familiar through the local duties, which can lead to awkwardness and a greatly solider
time fitting in. This is also a biggest challenge for employees while working abroad that impact
on their performance level in negative manner.
Working rules: This is another challenge that employees must face while working their
duties and roles abroad. In this, working rules of all countries are different that is not possible for
employees to follow easily and in limited time period. As it effects on their productivity level
that turn to impact over growth and success of company in negative manner. This will also have
effected over the growth and development of an organisations in negative manner that result in
decreased brand image (Haque, 2020).
Along with this, there are some recommendations to the employees in overcoming all
challenges in significant manner. These are make sure the legalities are clear and dealt with, be
clear to yourself about why you're there, learn as much of the language as you can, ddon’t just
live there, experience the culture, Don't let your personal life suffer, make friends, Stay on the
right side of the law etc. All these are important and essential ways for employees in overcoming
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the all challenges in significant and systematic manner that result in improved performance as
well as productivity at international level.
Management and human resource practices are important in overcoming the challenges
associated with the employees those working abroad. There are some human resource
management practices that will be essential and significant in overcoming the all challenges that
workers faced at abroad (Ibeme, 2018).
Providence of training about the language: This is most essential way and HR practice
that help organisations in overcoming the problems associated with the language. For this,
business organisation must provide training t their employees about the language that will help
employees in dealing with all activities or tasks in systematic and effective manner. This will be
important for business in reducing the challenge of language and also support the in attaining of
business goals and objectives in successful manner.
Promote appreciation of cultural differences: This is most essential and significant way
for business organisation in overcoming the challenge associated with the culture of abroad. For
this, ASOS must promote appreciation of cultural differences that result in improved business
image, increased creativity and innovation, reduced employee turnover, improved performance
etc. These are considered more essential and useful benefits of promoting cultural difference.
This will facilitate company or employees in reduction of cultural issue as well as assist them by
improving its performance and productivity level in positive manner (Kaur, Liravi, Arman and
Hosseini, 2020).
Encourage employees to work it out themselves: This is the effective approach that help
employees to be an independent individual who is able to perform the functions individually in
all the diverse situations. The encouragement will be provided with the aid of different methods
and tactics such as rewarding and promotion for effective working. This help to improve
engagement of employees from where possible for them also to identify the ways that help to
cope the hard situations and getting of the favourable results which are important in nature to
become successful in professional life. This will not only help in building professionally sound
but also providing an opportunity that development the personality through development of
different aspects such as skills, traits and characteristics.
Extra remuneration: This is the effective technique that help in motivating the employees
to take the challenges and earn extra. This tactic also helps them to build good personality and
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professional career from where they can get lots of good opportunities in future. This experience
will present as asset for them to gain the high level of professionalism in future from where they
will attain the great number of heights. This will improve the engagement of employees and help
to be motivated towards their job so they can easily cope up with the difficulties without ignoring
them.
CONCLUSION
From the above mentioned information of project 2, it has been concluded that it is difficult
for the new organisation to operate the business in international nation because employees are
not able to adjust in the new conditions. It is the duty of management and HR team that adopt the
effective measures that will help to improve functioning diverse situations along with aid in
working with high level of motivation. The role of management and HR is important in this
situation for the purpose of providing success to an organisation along with giving position from
where possible to attain long term objectives and targets.
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REFERENCES
Books and Journals
Berisso, S.B., 2020. FACTORS CONTRIBUTING TO THE SUCCESS OF STRATEGIC
MANAGEMENT.
Gavrilenko, N.G. and Borodulina, S.A., 2020, September. Triads of strategic development of the
Russian road transport system. In IOP Conference Series: Materials Science and
Engineering (Vol. 918, No. 1, p. 012236). IOP Publishing.
Haque, A., 2020. Strategic HRM and organisational performance: does turnover intention
matter?. International Journal of Organizational Analysis.
Ibeme, N.P., 2018. Entrepreneurial Based Curriculum: Strategic Lever For Repositioning Human
Resource Development In Nigeria. Nigerian Journal of Management Sciences Vol, 6(2).
Kaur, A., 2020. HR Challenges and Strategic Management of Challenges.
Liravi, T., Arman, M. and Hosseini, S.Y., 2020. A model for evaluating the human resource
management system with a strategic approach (Case study: National Iranian
Petrochemical Industries). Journal of Sustainable Human Resource Management, 2(2),
pp.159-177.
Majumder, S. and Bhattacharya, A., 2020. LEVERAGING ON DIMENSIONS OF NATIONAL
CULTURE: A STRATEGIC HUMAN RESOURCE TOOL.
Ogalo, H.S., 2020. Strategic Management of HRM Practices and Innovation Performance in the
High Tech Fiberglass Sector in Bahrain: Mediating Role of Organizational
Innovation. Annals of Contemporary Developments in Management & HR
(ACDMHR), 2(3), pp.43-55.
Radev, R., 2020. STRATEGIC GROUPING IN ITO SERVICES AS A MEAN OF
IDENTIFYING THE MAIN COMPETITORS FOR HUMAN RESOURCES. Trakia
Journal of Sciences, 18(1), pp.388-394.
Seymen, A.F., 2020. Human Resources Management Functions of Selected Istanbul Hotels &
Implementations of Strategic Human Resources Applications.
Tarasenko, Y.N., 2018. PHLD 9333-01P (14242)–Health Organizations Strategic and
Contingency Planning.
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