Strategic HRM Plan for Expatriates and Local Staff: Analysis Report

This report presents a strategic Human Resource Management (HRM) plan designed for an international context, specifically addressing the management of expatriate and local staff within an organization. The plan for expatriates covers critical areas such as selection, culture, training, performance management, and repatriation, outlining processes, involved staff, and timelines for each. The plan emphasizes cross-cultural management, training for cultural awareness, and performance evaluation within the context of international assignments. The plan for local staff focuses on recruitment, onboarding, professional development, and compensation strategies, detailing the processes, staff involved, and timelines for each. It covers recruitment through various methods, on-the-job training, ongoing professional development, and compensation benefits to attract and retain skilled employees. The report includes references to support the strategies and concepts discussed.

Running Head: STRATEGIC HRM PLAN
Strategic HRM Plan
Name of the Student
Nam of the University
Author Note

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A. Strategic HRM Plan for the expatriates
Every successful organization have a focus on the achievement of excellence in the
performance. There is always an active commitment to fulfill the corporate objectives.
Strategy is highly important for providing the focus and the corporate direction. The
strategies determine how an organization will move towards its desired future and it also
indicates how much the organization will secure its sustainable advantage. Every
organization show their strategies by running through a strategic planning process. A
periodic opportunity is offered for challenging the conventional wisdom. Inspiration is
also provided for the development and determination of the best fit in the circumstances
which guarantees the competitive advantage of the organization. The outcome is a
strategic plan which serves as a blueprint for the management of the organization.
Expatriates - An expatriate can be defined as an employee who leaves his native land and
works temporarily in a foreign country. A particular organization’s employees transferred
out of the home base for operating in an international context are known as the
expatriates. There are various factors involved with the management of the expatriates
and the IHRM planning is responsible for its management. There might arise different
issues such as the language issue the cross-cultural management, organizational cultural
management and others.
Expatriate management – It is an attractive method for the accumulation of the foreign
markets in many organizations. The successful international assignments increase the
international reputation of the organization along with the profits. Training people and

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also retaining them for international assignments are an essential aspect of global
operational efficiency. There are five dimensions of the international human resource
management which has impact on the management of the expatriates. The five
dimensions are the selection, culture, training, adjustment and repatriation. The strategic
plan is as follows:
Process Staffs involved Course of action Timeline
Selection - It is a
critical part from
the cost perspective
for the individual
and the
organization. There
are common
processes too as
well as different
processes. One of
the most common
process for
selection is the
technical
competency of the
candidate, the
The human resource
officer, the IT
expert, the
interviewer(hired or
in-house)
conduct the short
listing of the staffs.
Conduction of the
technical expertise,
the decision making
skills and
interpersonal skills
testing
First 1 week

3STRATEGIC HRM PLAN
ability to handle
diverse situations,
the skill to manage
relationships with
other cultured
people.
Culture – Culture
helps to distinguish
people from one
country to another
country. It is the
way of life a group
of people leads.
The difference of
culture can be
perceived through
the difference of
behavior, dress up,
eating habit and the
hidden cultural
difference are the
assumptions and
values. The cross –
The HR
professional and the
assisting members.
Observation on
both the visible and
invisible cultures.
The visible cultures
are the food habits,
the body language,
the dress code and
the invisible
cultures are the
values and the
assumptions.
Next 1 month

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cultural
management is an
essential part of the
plan.
Training and
development –
After the selection
of the person for the
position of
expatriate, the
training and
development must
be provided. The
pre departure
training helps to
improve the current
work skills of the
employee , the
behaviors for
adjusting in the new
working
environment
The human resource
officer, the trainer
and the other
assisting members.
The cultural
awareness training
will be provided
along with the
language training.
The cultural
awareness training
will help to become
aware of the culture
of the foreign
country. It will be
focused on the
cross-cultural skill
development.
A period of 2
months or 10-12
weeks
Performance The team leader, the The focus will be Next 15 days

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management - The
foreign culture can
leave huge impact
on the expatriate
performance
management. The
EPM practices have
three layers such as
the contextual
factors, the
domestic context
and the
organization
context. For
achieving the
desired level of
organizational and
individual
performance, focus
will be given in the
culture control
combining the
socialization control
human resource
manager, the culture
training officer and
the group members.
to make the
candidate undergo
goal setting,
performance
appraisal, feedback
and review

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and personal
control
B. Strategic HRM Plan for the local staffs
The human resource planning is a particular process which recognizes the current human
resource needs along with the future needs in an organization for achieving the goals. It
serves as a link between the overall strategic plan and human resource management. It
has been found that the competency based management covers the integration of the
human resource planning having allowed the organizations to assess the recent human
resource capacity founded on their own competencies. The strategic plan is as follows:
Process Staffs involved Course of action Timeline
Recruitment and
onboarding Process
- Attracting, hiring
and the retaining
skills in the
workforce are the
basics of the human
resource functions.
There are several
elements such as
developing the job
The human
resource officer, the
interviewer.
The recruitment of
the candidates via
interview, technical
skill and decision
making skill testing.
First 1 month

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description,
candidate
interviewing, salary
negotiation
On-the Job training-
The human resource
department is
responsible for
providing the on-
job training after
hiring the skilled
employees. The
trainings are given
through multiple
sessions in
numerous
international
locations
The trainer and the
assisting members.
The step by step
demonstration of
the job demands
and the
organizational
expectations.
Next 1 month
The continuation of
the professional
development- It is
closely related to
the role of HR
The human
resource officer and
the departmental
leader
The movement of
an employee in
other department
can also become
helpful in the
It is a continual
process at regular
intervals.

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professional in the
professional
development. It
helps in providing
the employees with
the opportunities for
growth on an
individual basis.
development of the
local staffs. The
development
opportunities can
further be provided
by sponsoring them
to visit different
conferences, trade
shows and external
skill trainings.
The benefits and
compensation- The
HR is given the
responsibility to
manage the benefits
and compensation.
The non-traditional
benefits as flexible
working hours,
extended vacations,
paternity leaves are
the ways to
motivate the local
The Human
resource officer
After the
completion of the
probationary
period, the local
staffs are to be
informed about the
benefits and
compensation.
After the
probationary period
of 3 months.

9STRATEGIC HRM PLAN
staffs. It is also
helpful in attracting
and retaining the
new skilled
employees.

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