Strategic HRM in International Business: A Comprehensive Report

This report examines strategic HRM practices for internationalizing organizations, using Savse smoothies as a case study. It explores effective strategies and approaches for training employees to work on overseas projects lasting a year or more, including preliminary visits, cross-cultural training, and language training. The report also discusses the challenges employees often face when working abroad, such as language barriers, cultural differences, and safety concerns, and how management and HR practices can assist them in coping with these difficulties and achieving success. The importance of HR practices in addressing these challenges is highlighted, emphasizing the need for effective policies to enhance employee satisfaction and overall project success. The report provides a comprehensive overview of the key considerations for managing human resources in an international business context, emphasizing the need for proactive strategies to ensure employee well-being and project success.

Strategic HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
(A) Explain the strategies and approaches a newly internationalizing 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?........................................................1
(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....................................................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Internationalizing is defined as a process in which an organization undertake steps to
expand their business operations in other country outside of its country of residence with an to
generate more market share (Begeny, 2018). In this process there are different type of strategies
and approaches being undertaken by management of company as to ensure their successful
operations. Present report has been conduct on Savse smoothies company was founded in the
year 2013 and offers wide range of high quality products to their customers. Entity enjoyed great
successes that encourage them towards rapid expansion (THE SAVSÉ STORY. 2019). Report
include discussions upon approaches and strategies through which respective company can train
their employees for overseas project. Along with this, challenges that employees can face while
working abroad and measures through which management can overcome them are also included
in this report.
(A) Explain the strategies and approaches a newly internationalizing 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?
Proper strategies and approaches will lead an organization to accomplish their business
objectives and goals in a well defined and effective manner. It is essential for a business
management to make sure that they undertake advantage of best strategies, policies and practices
as this will not only maximizes profit earning capacity of employees but also lead company to
enhance performance of their workforce (De Wit, 2017). In context with Savse smoothies, it has
been evaluated that with the assistance of formative approaches and well strategies company can
effectively prepare as well as train group of employees in order to make them effectively work
on project in overseas locations lasting a year or more (Hatch, 2018). This has been evaluated
that when an appropriate group of individuals or employees get selected to for on a project in an
oversea location then there is huge possibility that they can face some certain or uncertain
challenge. For this it is essential for entity management to make employees well prepared for the
challenges that employees can face in new location (Bailey and et. al., 2018). In relation with
Savse smoothies, management by undertaking use of effective strategies and policies in
preparation step can provide employees with the important as well as necessary elements through
which employees can perform their business activities and functions effectively during
international project throughout the contracts.
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This has been identified that there are some strategies like Preliminary visits or look-see
visits, cross-cultural training and language training proves to be an effectively approaches that
will aid Savse smoothies in number of ways. In terms with Preliminary visits, it is defined as an
approach in which Savse smoothies can offer group of employees those who are assigned for
international project with the option of look-see visits of the place in which employees are going
to perform their project (Mukherjee, Makarius and Stevens, 2018). In this selected employees
can effectively allow themselves to analyse and evaluate the situations that they are going to
face. This will help them enhance their acceptance for the place. In addition to this, it will also
aid employees during the trip to settle issues that are related to finding appropriate
accommodation and have idea of new work environment. With the help of this approach Savse
smoothies can significantly provide practical assistance to their employees through which they
can effectively relocate themselves in the new work situations (Pham and Saito, 2019). In
addition to this, this has been evaluated that preliminary visits make employees to have access of
the essential informations like distance of work place from accommodation and more. This
approach or strategy somehow reduces employees personal issues that will further make them to
invest more effectively in their work. It automatically increase possibility of Savse smoothies
internationalisation project (Hutzschenreuter and Matt, 2017). Along with this, it has been
identified that look-see visits will allow Savse smoothies to provide emotional security to
employees about the change, it also lower down the change in which employee can leave project
prior data due to some misunderstanding. In addition to this, it has been evaluate that language
training is also proves to be an effective strategy or an approach through which Savse smoothies
can provide training to employees related to the local language of the location in which
employees are going to perform their project. Within this approach group of selected employees
can be provided with the language training for the location where they will be sent. With the help
of this, employees can make them adjustable with the local environment and can further
maximise their effectiveness through which they can deal with foreign counterparts (Sternquist
and Goldsmith, 2018).
In addition to this, Savse smoothies management can also undertake advantage of Cross-
cultural training. With the assistance of this form of training approach respective organisation
can effectively teach their group of employee about the culture of country where they will work.
This will aid employees to make interaction with another member culture (Li, Hernandez and
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Gwon, 2019). As per according to cross-cultural psychologist there are mainly three ways of
cross-cultural training that can be undertaken by Savse smoothies management, these methods
cognitive, affective and behavioural. In relation with cognitive method it has been determined
that in this employees are being provided with the information with the help of non-participative
and conferences sessions related to foreign culture environment. While if it is talked about
affective method, within this Savse smoothies management provoke individuals reactions in
order to make them effectively deal with critical cultural incidents (Calvin, Beale and Moore,
2017). Lastly, behavioural method allows respective company to make improvement in
employees capacity related to adopting communication style efficiently of the country through
which they can further establish positive form of relationship with individuals of other culture.
Thus, as per according to the above mentioned discussion it has been evaluated that there
are different types of measures as well as strategies with the help of which management of an
organisation can effectively provide training to group of employees selected for internationalized
project for a year or more than that (Monaghan and Tippmann, 2018). With the help of these
strategies entity can not only enhance adaptability of employees towards other country culture
and language but can also assure success of project in a well define and effective manner.
However, in relation with Savse smoothies management this has been identified that,
Preliminary visits or look-see visits significantly proves to be an effective approach or strategy
for company through which they can train their group of employee for an international project.
This approach will not only increase employees professional understanding of the destination
country but will also benefit them to have effective knowledge related to other country cultural
aspect (Lakshman, Lakshman and Estay, 2017). Thus, it is essential for respective company
management to undertake effective use of this strategy in order to significantly increase
adaptability of employees towards country language, culture and other essential aspects. With the
help of this Savse smoothies can not only maximise effectiveness and performance of employees
but can also assure overall success of project with great efficiency (Odlin and Benson-Rea,
2017).
(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
Employees are most important resource of any organization irrespective of its size and
scope. Thus, it is essential for an entity to make sure that they undertake use of best strategies,
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policies and measures as to manage their workforce in effective manner. As it will lead company
towards high profitability as well as productivity (Meyer and Xin, 2018). If it is talked about
working abroad, this has been evaluated that employees often face number of challenges which
also affects their behavior and performance in number ways. For this management and HR
department of an organizations plays significant role, as they are responsible as well as
authorized to provide effective motivation and assistance to them through which employees can
cope with the difficulties they are being facing in working abroad.
Common challenges employees face while working abroad
According to the evaluation, it has been determined that each and every country is having
different economic systems, labor markets, cultural and legal standards that develops
complications within employees. In addition to this, it has been identified that language barrier
also plays crucial role which affect performance of employees (Bretos and Errasti, 2018). It is
hard for an individual to perform their operation with great efficiency if they are not aware with
the local language. This challenge does not affects them on professional basis but also impact
their personal living which automatically lower down their job performance at great extent.
Further it has been evaluated that safety is also one of the major challenge that affect employees
performance. Each and every individual seeks towards having a safe and secure environment to
work for (Noe and Kodwani, 2018). Thus, this challenge play major role which is affecting
performance of employees. Further it has been evaluated that language is playing most important
role for an employees as it an an employees is not well aware with culture language then it may
affect affect their business operations activities. For example, if an employee is brokering deal
with suppliers of customers of local level who only understands local language of the country
then in this situation not only employee but organisation can also face huge loss. In addition to
this it has been determined that cultural differences is challenging employees in number of ways
(Glazer and Liu, 2017). As employees are not aware with country or geographical culture in
which they are performing their business operations then it will affect them to serve customers of
that country in effective way.
Thus, as per the above mentioned discussion it has been evaluated that these are some of
the challenges that employees often faces when they are performing their business activities
abroad. All these challenging not only affect performance of employees but also decreases their
workplace productivity which will lead Savse smoothies to face huge loss in their
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internationalised business. This will also lower down company global image and brand visibility.
Thus, to overcome all these challenges facing by employees it is essential management to
undertake of effective HR practices as well as policies in order to accomplish company goals and
objectives with great effectiveness (Conrad and Meyer-Ohle, 2019). In relation to this mentioned
below there are some certain management and HR practices being mentioned through which
Savse smoothies can overcome challenges of employees:
Management and HR practices to overcome challenges of employees
Savse smoothies started was established in the year 2013 and since then company is
satisfying their customers with better preservation process, high taste, quality and nutritious
products without compromising nutritional value form their veg and fruit. Being a fastest
growing smoothie brand this is a newly internationalising organization (Oppong, 2018). As it has
been seen that large number of employees are facing challenges while performing their activities
abroad that are affecting company operations efficiency which will affect satisfaction level of
customers. Thus, it becomes essential for management and HR of entity to undertake effective
practices in order to overcome these challenges and enhance satisfaction level of both consumers
and employees at great extent. Mentioned below there are some certain management and HR
practices being given:
It has been evaluate that workplace structure of Savse smoothies have many employees
form whom English is not their first language, which is widely used in workplace structure by
number of employees or any other local language in which company is operating their function.
This develops challenge of language barrier. Thus, it becomes essential for company to
effectively overcome this challenge. For this it is essential for management to offer training to
employees in order to make then effectively aware about common language which is required to
perform company operations. Management of Savse smoothies by providing employees with the
facility of translator can also aid them in overcoming the challenge of language barrier. Within
this company can hire an professional translator through which employees can clear up their
mistakes in effective manner without any hesitation (van Bakel and Salzbrenner, 2019). In
addition to this, it is also essential for company HR to encourage participation of each and every
employees, as will aid them to express their questions and main issues. Savse smoothies
management are also required to provide language classes to employees related to basic
language requirements for their business. In thus each and every employees must be
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communicated with work words, warnings, phrases and other critical communication elements
which is essential to conduct business activities. In addition to this by offering employees with
the facility of survival crash course of predominant language will also aid respective company
to overcome language challenges of employees (Cheng and Yi, 2018). Visual methods of
communication will also play significant role, in which HR manager of company providing
employee signs, cue cards and other methods can effectively make them learn. While on the
other hand, in order to overcome safety challenge facing by employees working abroad it is
essential for Savse smoothies management to effectively recognize as well as establish their duty
of care towards employees. In this HR manager must ensure that HR practices include each and
every aspect of duty of care which is furthered being adhered by company in order to have a
responsible global duty of care towards safety of their employees especially for those who are
performing their operations abroad. In addition to this management of Savse smoothies by taking
advantage of different methods such as risk assessment and hazards analysis can provide a safe
environment to their workers.
While in order to overcome the challenge of cultural differences facing by employees it is
essential for respective company management to have efficient HR practices in which cultural
flexibility is effectively appreciated. Along with this company must promote cultural diversity in
which they will make employees to learn about other culture. In addition to this it is essential for
HR to undertake use of practices in which they makes sure that discrimination and prejudice
does not get tolderated. Along with this, management of Savse smoothies by undertaking
advantage of cultural sensitivities training and diversity awareness programs can also able to
overcome the challenge of cultural diversity facing by their employees.
Thus, as per according to the above mentioned discussion it has been stated that with the
help of above mentioned management and HR practices Savse smoothies can effectively allow
themselves to overcome the challenges facing by employees those who are working abroad
(Mushfiqur and et. al., 2018). It is essential for company to ensure that they 24/7 access to
accurate, expert translation services.
CONCLUSION
As per the above mentioned report it has been concluded that, in order to ensure success
of internationalisation it is essential for an organisation to undertake use of effective strategies
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and HR practices like language training, cultural training and other assistance to employees in
order to effectively manage them for organisational growth.
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REFERENCES
Books and Journals
Begeny, J.C., 2018. A working definition and conceptual model of internationalization for
school and educational psychology. Psychology in the Schools. 55(8). pp.924-940.
De Wit, H., 2017. Global: Internationalization of higher education: Nine misconceptions.
In Understanding higher education internationalization (pp. 9-12). SensePublishers,
Rotterdam.
Mukherjee, D., Makarius, E.E. and Stevens, C.E., 2018. Business group reputation and affiliates’
internationalization strategies. Journal of World Business. 53(2). pp.93-103.
Bailey, C and et. al., 2018. Strategic human resource management. Oxford University Press.
Hatch, M.J., 2018. Organization theory: Modern, symbolic, and postmodern perspectives.
Oxford university press.
Pham, T. and Saito, E., 2019. Career development of returnees: Experienced constraints and
navigating strategies of returnees in Vietnam. Journal of Further and Higher Education,
pp.1-13.
Hutzschenreuter, T. and Matt, T., 2017. MNE internationalization patterns, the roles of
knowledge stocks, and the portfolio of MNE subsidiaries. Journal of International
Business Studies. 48(9). pp.1131-1150.
Sternquist, B. and Goldsmith, E.B., 2018. International retailing. Bloomsbury Publishing USA.
Li, Y., Hernandez, E. and Gwon, S., 2019. When do ethnic communities affect foreign location
choice? Dual entry strategies of Korean banks in China. Academy of Management
Journal. 62(1). pp.172-195.
Calvin, J.R., Beale, R.L. and Moore, K., 2017. Acculturation and allied contributing factors that
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approach. Journal of Organizational Culture, Communications and Conflict. 21(2).
pp.1-11.
Monaghan, S. and Tippmann, E., 2018. Becoming a multinational enterprise: Using industry
recipes to achieve rapid multinationalization. Journal of International Business
Studies. 49(4). pp.473-495.
Lakshman, S., Lakshman, C. and Estay, C., 2017. The relationship between MNCs’ strategies
and executive staffing. International Journal of Organizational Analysis.
Odlin, D. and Benson-Rea, M., 2017. Competing on the edge: Implications of network position
for internationalizing small-and medium-sized enterprises. International Business
Review. 26(4). pp.736-748.
Meyer, K.E. and Xin, K.R., 2018. Managing talent in emerging economy multinationals:
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Bretos, I. and Errasti, A., 2018. The challenges of managing across borders in worker
cooperatives: Insights from the Mondragon cooperative group. Journal of Co-operative
Organization and Management. 6(1). pp.34-42.
Noe, R.A. and Kodwani, A.D., 2018. Employee training and development, 7e. McGraw-Hill
Education.
Glazer, S. and Liu, C., 2017. Work, stress, coping, and stress management. In Oxford Research
Encyclopedia of Psychology.
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Conrad, H. and Meyer-Ohle, H., 2019. Overcoming the ethnocentric firm?–foreign fresh
university graduate employment in Japan as a new international human resource
development method. The International Journal of Human Resource
Management. 30(17). pp.2525-2543.
Oppong, N.Y., 2018. Human resource management transfer challenges within multinational
firms. Management Research Review.
van Bakel, M. and Salzbrenner, S., 2019. Going abroad to play: Motivations, challenges, and
support of sports expatriates. Thunderbird International Business Review, 61(3),
pp.505-517.
Cheng, J.C. and Yi, O., 2018. Hotel employee job crafting, burnout, and satisfaction: The
moderating role of perceived organizational support. International Journal of
Hospitality Management. 72. pp.78-85.
Mushfiqur, R and et. al., 2018. The impacts of work-life-balance (WLB) challenges on social
sustainability. Employee Relations.
Online
THE SAVSÉ STORY. 2019. [Online]. Available through<https://savse.co.uk/our-story/>
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