Strategic HRM Report: Leon's HRM in International Business

This report delves into the realm of strategic human resource management (SHRM) within the context of international business, using the case of Leon, a fast-food chain expanding into the Netherlands. The report explores strategies and approaches for preparing and training employees for overseas projects, emphasizing the importance of a compelling purpose, assigning sponsors, and maintaining frequent contact. It examines various training methods, including on-the-job training, technology-based learning, coaching, and group activities. Furthermore, the report addresses the challenges employees face when working abroad, such as fitting in and language barriers, and discusses how management and HR practices can assist in overcoming these difficulties. The report highlights the significance of cultural sensitivity, communication, and support systems for employee success in international assignments. It also touches upon the challenges associated with language barriers and the importance of cultural understanding.

Strategic HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
a) Explain the strategies and approaches a newly internationalising organisation can take to
prepare and train groups of employees to work for it in overseas location on projects lasting a
year or more. Which approaches may work best and why?........................................................1
b) Discuss what challenges employees often face when working abroad and how management
and HR practices can assist them in copying with the difficulties and being successful............4
CONCLUSION ...............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
The strategic human resource management reflects the better connection in between
strategies, goals, objectives, mission, vision and adequate resources that is used by the business
in order to manage its working with better sufficiency. It has been used by the business as in
order to advance flexibility, innovation, competitive advantages so that all the balanced purpose
of business is managed and controlled with adequacy (Amarakoon, 2018). The following report
is based on Leon that is a business who manage healthy fast food chain and it was established in
2004 by John and Henry's. The business provide menu that is inspired by natural benefits and
flavour of Mediterranean cooking. It is originally London based business but currently expand its
overseas in Netherland in 2016 as with the investment of £25m. The report consist of strategies
and approaches that is used while internationalising business and challenges that is faced by
business while working abroad.
MAIN BODY
a) Explain the strategies and approaches a newly internationalising organisation can take to
prepare and train groups of employees to work for it in overseas location on projects
lasting a year or more. Which approaches may work best and why?
The employee training and development is the most prior aspect for business and it
working that is induced by the business and in order to intensify the potential and working
standard both (Armstrong and Taylor, 2020). The Leon has worked over international market as
in Netherlands and in this it is required that talented and skilled employee must get overseas with
the business so that effective benefits is leveraged the global economy. It is extremely expensive
for the business if they have hire the new employees in international market. It actually cost three
times to Leon as in terms of salary and wages as per certain statistics. In addition Leon has
worked to make optimised benefits by which working potential is getting increases in certain
manner. It is an unfortunate reality of Leon that they have provided crafted packages to its
customers so that talent and skilled employee work is managed. In this suitable values and skills
is transferred so that maximised profit is achieved in timely basis. There are different approaches
and strategies that is selected by Leon as while working over Netherlands and in this better return
over the investment is achieved in timely basis and it is as explained below as:
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Have a compelling purpose: In this Leon worked over international workplace thus it is
required that effective management of skills and attribute is managed. In this suitable decision
making is achieved that is used to make clear prospect about hiring of new employees. It is most
essential aspect that is used to compel local hiring so that efficiency of selecting right employee
for right place is emphasised (Armstrong, 2019). It basically involve few things that is as
selection of open minded and committed employee that easily adapt local working culture and
attributes, by thinking about specific set of skills which is required to be present in an individual
and in addition analysis and identification of skills that is ultimately used to enhance profit share.
In this Leon required to move forward with leadership qualities as in this specified set of skills is
analysed in adequate basis. For instance, in this business has worked on to compel its work as
per according to the different conditions as with this adequate employee's get hired those has
better experience and knowledge by which business productivity get enhanced over regular
period of instance. Assign top-notch home and host sponsor: As per the expansion of business it
is require that new rules and responsibilities is overseas by which it is easy to business to get in
touch with its employees who has send to new places or abroad. It is not necessary that Leon is
getting in touch with the employee through email as it only remote on virtual basis. On other
hand it is vital that constant acknowledge of working is processed by which easy accessibility of
working is addressed (Bailey, 2018). In order to prevent suitable working and workers Leon
assignee the experience worker over both the places. In this one it as own place while other is at
new destination so that adequate mentor is provided by which Leon get ensure that worker
prospective is managed while resolving different consequences. In this empathetic and adequate
understanding about experience working is processed so that challenges are managed with
perfection. For example, in this business has maintain top notch as with this they are able to
connect with employees in adequate manner. Stay in frequent contact throughout the
operations: It is a vital prospect in which Leon must have ensure that suitable communication is
managed as in terms of proactive formation (Barrena-Martínez, 2019). In this Leon must have
ensure that suitable return from employee is adopted and in this learning is leverage so that
moderate development is addressed in timely basis. For example, in this employee of get easily
in contact with operations by which working standards get enlarged in productive basis.
The training of employees on an international platform provides prominent changes and
alternation within which working sufficiency is getting enlarged and enhanced. It also open new
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doors of success and development. In addition to this there is certain approaches that is used by
Leon in order to train its employee over international market and that is as explained below as:
On-job training: It is a training that is provided by the higher authority as in terms of
accurate guidance and couching (Boon, 2019). It has been started from first day and ends up to
the last working and processed by continuous observation, reading, job description, by reading
manuals and many other basis as well. For example, in this business offered training as per
requirement with this ability to enhance working experience and skills get advanced. Technology
based learning: It is a learning that is processed with the support of technological advancement.
In this computer based learning and program is designed as with the support of interactive videos
and by online based training programs as well. In is a supportive method in which learning is
involved with adequate balance of employee involvement (Boon, 2018). for example, in this
business offered learning with parallel usage of technologies as with this long term
productiveness is achieved in productive manner. Coaching and mentoring: It is a method that
is used to offer training as from the experienced employees. In this new workers asked different
questions and queries to experience worker so that efficiency response is offered. It is the most
effective method within which classroom setting is increases by which ultimate changes is
analysed. For instance, in this business make ensure to offer coaching and it is provided by
higher authorities as with this systematic changes is induced with perfection. Group discussion
and activities: It is a process through which higher authorities provided training to its employees
as by offering adequate option so that development is addressed in timely basis. In this suitable
discussion is managed so that prompt outcome is achieved as by facilitating effective reviews
(Brewster, 2018). For example, in this group discussions is advanced by which every one is free
to present their own learning by which working efficiency also get advanced. Management
specific activities is a procedure within which manager maintain clear focus to provide training
to its subordinates. As these manager are those who has better experience towards the efficiency
working and in this profitable changes is acknowledged in timely basis. It is an essential prospect
under which all the respondent need and demand of the business is being managed and
controlled in successful mode. E-learning is a method through which management level has
provided training through video's, test, courses as from this effective training is delivered
(Chams and García-Blandón, 2019). It is most simplest method under which interactive activities
is promoted so that innovatory changes is examined by which employee engagement is increases
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in sustained way. For instance, in this e learning is advanced as with this online training also get
offered under which employee engagement is advanced in ordinate manner.
Simulation employee training is more often a process through which augmented changes is
analysed as in support of technical advancement. In this management induce initial costing
towards development of software in which higher return on risk is managed. It is highly effective
and durable procedure that allows an individual to make consistent progress with suitability.
Leon has been working on to develop its business in Netherlands thus in this it is
required that they have provide sufficient training and development to its employee's (Collings,
2018). It is necessary while overseas the location in international market so that Leon applies
different strategies and approaches so as to enhance the working efficiency of its employee's. In
this the most suitable strategies is to stay in contact throughout the operations and functions. In
this management of new location get in contact with the previous working staff so that adequate
learning is addressed and processed as well. In addition mentoring and couching is most
appropriate approach that is used while offering training to new employee's. As the employee's
are already has that much skills that they could process its working but all what is required is to
show certain path from which success become easier and flexible (Cooke, 2018). In this Leon get
several benefits in terms of affordability so that achievement of goals and objectives become
clear to employee's.
b) Discuss what challenges employees often face when working abroad and how management
and HR practices can assist them in copying with the difficulties and being successful.
Working on an international platform is the most overwhelmed experience that is gained
by the business and by its management as well. But along with this not only location but working
landscape is also being changes, social networking get restricted, language and cultural barrier is
enhances as from this burdensome is measured by employee's (Crawshaw, Budhwar and Davis,
2020). In this certain challenges has been faced while expanding the business and it is also
required to manage and adjust stress that is generated on random basis and affect working
standards of employee's. These are the challenges that is dependent on the basis of culture,
language, location, legal complication, economic system, general custom and personal
mannerism. As Leon send some of its employee's and manager to other location while overseas.
In this expatriate employee's has to manage stress while appealing in other locations and there
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are different challenges that is faced by the employee's as while working in abroad and that is as
explained below as:
Fitting in is a challenge in which it is hard for employee's to get fit in new location with
an easiness (Hitka, 2018). It is actually based on the extensive network of social and professional
basis that is developed while working for sufficient period of time. In this if employee's get
relocated then they have to maintain that relations again in order to processed smooth working. It
has significant impact over the employee's and affect the mental state as well. Language barrier
is a barrier that resist interaction in between the two respondent so that it is hard to understand
others working prospect and to transfer own understanding as well. As in different country
public language is different and to get comfortable and be-friendly with people is sometime be
daunting. It is also be unavoidable prospect as an employee has to make interaction in order to
manage professional and personal live (Järlström, Saru and Vanhala, 2018). In this Leon must
have acquired the employee's those having rudimentary level by which expanding process is
facilitate in effective mod Finance and money management is vital component while shifting at
newer places in this employee must have manage and organise its finance, taxes and
management of money. In addition the overseas travelling and living both is quite complex and
complicated. The employee's become overseas for the purpose of tax and in this they have
decided to become non-resident (Jiang and Messersmith, 2018). In this to manage initial
standards as like food, living place and essential aspect is quite harder. In order to compensate
this management of Leon must have provide basic facilities to its employee's so that easy going
is processed in effective mode. Safety is related to health and wealth and it is also be the
challenge that is required to managed within timely basis. It include personal safety that is
always be in priority while operating business in global mobility. There is few challenges about
theft, assaults, bombing, terrorism etc. reflect biggest concern towards individual safety (Meyer
and Xin, 2018).
The Leon management and its HR practices better assist all the difficulties successfully
as in support of different working components that is as illustrate below as:
Ethnocentric approach: It is a form in which management level employee's decide
different working standard as while hiring staff of similar location (Macke and Genari, 2019). It
is a strategy that is followed by Leon while expanding business from host country to foreign
location. The basic rationale behind the approach is to develop an interest towards employee's
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who has belong from newer location so that working efficiency is developed in constraint mode.
In this recruitment includes self selection, technical assessment, creation of pool candidates and
make effective decision making (Nankervis, 2019). In this future course of actions and employee
database is created that usually involve effective decision making so that manpower ability and
requirement is managed. At last the best and suitable candidate is selected for foreign assessment
so that working potential is enlarged. Poly-centric approach is an approach in which Leon adopt
adequate strategies so as to limited its recruitment to an international marketplace to the host
nation. The vital purpose of this approach is to reduce the gradual cost of foreign operations and
functions. In might that Leon selected ethnocentric approach at initial condition but after a period
of instance the business has switched to poly-centric form (Olson, 2018). The prior aspect of this
is to manage the handling of local individual so as to ensure that effective understanding is
analysed by which market conditions, cultural and legal requirement and political scenario is
managed and controlled in ordinate format. It has been adopted by HR and management of Leon
so as to normalised human resource department by which suitable administration is managed
adequately. In this working standard is being managed by HR and they have followed
appropriate strategy by which efficiency within practices is administered. It empowers the
research and development along with customised services that is delivered to facilitate
knowledge and skills of employee's. Geocentric approach has been used by Leon as in terms of
strategy formulation so that suitable changes within recruitment is addressed with respect to
nationalities. It is used while working at international level and in support of it management has
ensure that effective utilisation of resources and equipments is induced (Stewart and Brown,
2019). It is even more efficient while integrating different required strategy thus human resource
manager must have make sure that operational constraint is controlled by managing ethical and
government laws. It is implemented by considering more success so that manpower connection
and its reputation is increases. The Leon and its management develop internal database so that
effective tracking of employee's working is measure and then certain training is provided
accordingly. IPRP is a challenge (Individual performance related pay) as in this adequate
implemented of strategies and policies is induced with adequateness. In this it is required that
business maintain clear acknowledge about to offer adequate payment as per performance as it is
the biggest motivation for all the individual's. For this management get maintain clear knowledge
of performance and offer other benefits as per accordance to working efficiency.
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These approaches increases the sufficiency and effectiveness so that HR manager of Leon
must shows their concern towards employee's and their transformation that is occurred due to
expansion of business in international marketplace. Leon always make more concern and focus
towards the enhancement and improvement of employee's knowledge and skills so that task and
action is achieved in timely manner. In this ability and capabilities of Leon's HR is getting
improved and it also assist to cope-up from different difficulties and challenges that is faced by
employee's as while working or shifting in abroad locations.
CONCLUSION
It has been concluded from above report that strategic human resource management is a
process that is used to make modified level of alteration that is in favoured of growth and
development of business. It has been used by business in order to make responsible outcomes
within the stipulated period of time and in this management also make sure that supportive level
of changes is addressed in efficient mode. In addition different strategies and approaches has
been used by business while internationalising the business and for this they have provide
suitable training to its employee's. Furthermore, there is few challenges that is faced by
employee's while working overseas and in this HR practices must have managed successfully so
as to overcome from difficult situation.
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REFERENCES
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resource management policies and practices: Findings from an academic consensus. The
International Journal of Human Resource Management. 30(17). pp.2544-2580.
Boon, C. and et. al., 2019. A systematic review of human resource management systems and
their measurement. Journal of management. 45(6). pp.2498-2537.
Boon, C. and et. al., 2018. Integrating strategic human capital and strategic human resource
management. The International Journal of Human Resource Management. 29(1). pp.34-
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management. Edward Elgar Publishing.
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in the wood-processing industry. BioResources. 13(2). pp.2759-2774.
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salience of stakeholders: A top management perspective. Journal of Business Ethics.
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Nankervis, A. and et. al, 2019. Human resource management. Cengage AU.
Olson, E.M. And et. al., 2018. The application of human resource management policies within
the marketing organization: The impact on business and marketing strategy
implementation. Industrial Marketing Management. 69. pp.62-73.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
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