Strategic HRM Report: Training & Workforce Challenges

This report examines the strategic human resource management (HRM) practices required for the international expansion of Prufrock Café. Task A focuses on HRM strategies for training employees to work in international locations, considering approaches like strategic, management, and system approaches. The report analyzes the importance of global HRM strategies, talent acquisition, recruitment, and succession planning. Task B addresses the challenges faced by the workforce when working internationally, including health and safety, communication barriers, cultural differences, lack of knowledge, and security concerns. The report explores how HRM practices can mitigate these issues. The report emphasizes the need for adaptability, effective communication, and cultural sensitivity in managing an international workforce. This report provides valuable insights into the strategic considerations for businesses expanding globally, highlighting the critical role of HRM in ensuring successful international operations.

STRATEGIC HRM

TABLE OF CONTENT
TASK A...........................................................................................................................................3
HRM strategies which is taken by newly international organization to train their employees to
work at the international locations...............................................................................................3
TASK B...........................................................................................................................................6
Issues faced by the workforce when they work internationally and how HRM practice help
them..............................................................................................................................................6
REFERENCES..............................................................................................................................10

·TASK A
·HRM strategies which is taken by newly international organization to train their employees to
work at the international locations.
·
The human resource has to take care of a lot of factors when a business is getting
international since there are a lot of differences in the beliefs, cultures and values which is going
to be present. There are a lot of external and internal factors which will have to be considered so
that the company will be able to operate effectively. Prufrock Café which is in London, United
Kingdom wants to expand themselves in other countries as well so that the sales and profit
margins of the company can improve (Sareen, 2018). The organization has a lot of unique
products and services in the café they have come up with which has made the customers get
loyal and they have analysed the market effectively to take this decision for the future growth.
The competition in the market of food industry in increasing rapidly which is why there have to
be such decisions which the café will have to take so that they will be able to operate in the
market effectively. The company has a lot of approaches which are present in the market which
is going to be discussed in the further report.
Approaches which HRM of Prufrock can consider for internationalizing


壱Strategic approach
There has to be a good planning which is required in this approach to be able to operate and
function effectively and efficiently in the market. There are a lot of approaches which are
present in the market to be able to achieve the objectives and goals and this is one of the most
important approaches which the Human resource management can select for themselves to make
the company be able to expand themselves (Kowsuvon and Burgess, 2016). This is a very time
consuming process and the input of the employees is not going to be valid which a very wrong
measure for Prufrock café in a long run. Analysing and then making a plan is going to be time
consuming but the risk factors for the company are going to reduce which is going to be a great
advantage for Prufrock since they do not have a lot of experience in expanding the café
internationally.

壱Management approach
There are a lot of problem solving factors which are present but for them there has to be
good management which needs to be involved in the decision making. There is no contingency
in this approach and cannot be used for a long run for Prufrock café. The experience of Prufrock
is very low in the market which is why they will have to find other approaches to be able to
implement them effectively and make a profit out of this decision of expanding themselves
globally. Management will only make the decisions of expanding how the measures are going to
be in the market to be able to settle but the HRM will have to hire the local people in the
company, train them and make them understand the values of the company as well. The values
and beliefs of the company will also have to be moulded according to the employees in the other
country.


壱System approach
There is a proper way and an organized way of achieving the goals and objectives in the
market which can make the company have a very good working. Prufrock café will not take a lot
of risks in the market which is why they will have to find other ways to be able to operate in the
market. Technological changes in Prufrock café is going to help the company be able to operate
effectively in the market and also be able to make the employees be satisfied and company gain
higher brand image (Krausert, 2016). The company will have to get in more customers so that
they will be able to get more profit margins and the company will be able to operate on a large
scale. Prufrock has been in London from a long run and have understood how the market of the
country works which is why by using this experience the company will be able to expand
themselves globally which is going to be very good for the organization.
Strategies for internationalizing the company
Prufrock can use a lot of strategies which will make the company have a stable
functioning and a good understanding of the market as well. Before making decisions the
company will have to analyse the laws, policies and regulations of the country in which the
organization is thinking of expanding and it is according to that the HRM of Prufrock will make
decisions. The strategies which the café is going to use are as follows.

壱Global human resource strategy
There have to be qualified and experienced leaders and managers which need to be hired by
the HRM of the company so that there is going to be sustainable competitive advantage which
Prufrock can have in the market (Sokolov and Zavyalova, 2018). There has to be right
employees whom have to be hired for the right job in the café so that the organization will be
able to get networking of the organization be able to develop themselves in the market
effectively. There is a global HR strategy which is present in the market which only experienced
HRM will be able to take them effectively in the market so that there is going to be effective
working internationally as well.


壱Finding who & where your talent is
The competition in the market is high which is why it is very important for the company to
get in the right talented employees in the company. There are a lot of recruitment measures
which the company can take to be able to understand the candidates which are coming for the
interviews. The language, cultural ties, hobbies, interests, etc have to be known to the HRM so
that there are activities and flexibilities which the company will be able to provide them with so
that there is going to be a good balance between the personal and professional life of the
employees of the café.


壱Regular recruitment
There is a climb which Prufrock café is taking in the market internationally which is why it
is very important for the company to be able to operate effectively. There are a lot of local
challenges which the HRM will have to face but they should be solved on time so that the café
does not have to get affected (Li and Chadwick, 2020). Recruitment and selection in café will
have to be done so that they can be sure of the employees which are coming in and the
requirements of Prufrock café are being met or not. The café is trying to get standards for
themselves in the market which has to be well maintained so that the reputation and brand image
can increase.


壱Succession planning

There are a lot of candidates which are going to come in the organization but the HRM will
have to have the right planning and questioning for them (Caldwell, 2018). There are a lot of
selection methods which can be used by the organization to be able to operate effectively in the
market. The future leaders will also have a say in the selection process so that they can get the
right candidates in the organization which is going to be very good for a long run of the
organization. There is a bigger picture which Prufrock café is having for them in the market
which has to be achieved in the market so that they will be able to operate effectively in the
market.
·TASK B
·Issues faced by the workforce when they work internationally and how HRM practice help
them
·
There are going to be a lot of challenges which are going to be there for the employees of
Prufrock café in the market. The competition is also very high in the market which is why these
problems have to be analyzed and decisions for solving them have to be taken out immediately
so that there is going to be a higher profitability which the café is going to have for themselves
(Siekkinen, Pekkola and Kivistö, 2016). It is very important that the employees get the best of
factors from the organization so that they can give their personal best and make the performance
of the café increase. The further report is going to discuss the issues which the employees are
going to face in the internationalizing of the café.


壱Health and safety
The comfort of the employees is going to be disturbed when they are asked to shift from one
location to the other. The old staffs which are experience and have the knowledge of the market
will find it very difficult to adjust to a new environment. There are a lot of issues which they
will raise for their safety and health factors which can provide the company to have restrictions
to be able to operate effectively in a new market (Omar, 2016). The will not even understand the
working of the café in a new set up which can make the productivity and performance of the

employees fall and the level of motivation also goes with it. Prufrock is having a strong
workforce for them in the market which is a great competitive advantage for a long run.


壱Communication
There is going to be a lot of difference in the language which is going to make the
understanding of the employees reduces. The old staff will not be able to help the new staff and
the pressure on the employees is going to be higher than before. There has to be no lack of
communication which can be present in the market otherwise the organization will not be
performing effectively in the market (Pattanayak and Sahoo, 2017). The competition in the
market is already high and the local market also has these competitors which is why the café will
have to be very sure of the decisions which the company is going to take for the benefit of the
employees.


壱Culture and beliefs
The culture and beliefs differ from one place to the other which will have to be analysed and
changes will have to be made in the café so that they will be able to operate effectively. The old
staff will want old beliefs and values and the new will want their own therefore a common
ground will have to be found so that the environment of the café is going to be healthy for the
employees to work within. Measures have to be taken so that the productivity and operations are
not going to be harmed in any way possible and the café will benefit from it.


壱Lack of knowledge
There is not experience of the employees to work in different markets which is why this
factor will have to be analysed by the HRM. There has to be actions which the human resource
will have to take on this factor so that there is going to be a better understanding and actions will
be taken in the organization accordingly (Bakker, 2017). The company will have to get in the
employees to know the objectives and goals in the new market so that there is going to be less
conflicts and the employees will also be provided with translators from the local language to a
common language so that the new and the old staff will find it easier to be able to operate in one
direction otherwise Prufrock café will not be able to achieve their goals and objectives in the
market.

壱Security
There is going to be a worry in the employees of security since the policies and laws change
from country to country for the employees. The HRM will have to make sure that the employees
are aware of the changes in the policies and their security is going to be the same so that the
employees will be able to trust in the company effectively. In a new country or expansion the
café will have to pick up the market effectively so that there is going to be higher profitability
which would be present (Sáenz, Aramburu and Kianto, 2017).
HR practices to cope with the internationalizing
There are a lot of measures which the company can take so that there is going to be
effective functioning and the organization will also be able to cope with the changes they have
made. It is very important to have a strong workforce so that the objectives and goals of the
organization are going to be achieved.


壱Training and development
The employees of Prufrock café will have to be provided with training so that they will know
what is expected out of them. There is a lot of information which has to be shared with the
employees and that can be done in these sessions so that the satisfaction level of the employees is
going to improve.


壱Employee benefits
The employees are not going to find a lot of motivation in shifting the working environment
of themselves but when they will be provided with personal benefits as well with the company’s
benefit them they will consider the offer (Burman and Fernandes, 2017). There are a lot of
incentives, rewards, bonus, etc which can be provided to the employees so that they would be
ready to shift and not lose their motivation factor in the organization. Employees want to grow
themselves in the market which has to be provided to them in the market so that there is going to
be good functioning.


壱Transparency

The employees always want transparency which is all the decisions and planning has to be
done with the employees so that they will find it easier for themselves to trust in the company
and the organization will also be able to operate effectively. Employees need to be provided with
clarity of direction and their responsibilities in the organization so that they will find it easier to
be able to operate effectively. Prufrock café will have to make a lot of changes in the working so
that the employees can feel comfortable and friendly in the company so that they get loyal to the
organization for a long run of the café.


壱Recruitment and selection
There has to be good recruitment which the HRM must do in the company so that the
employees are going to find other helping hands and the pressure is not going to be present.
There is a lot of pressure on the experienced employees of the organization which is not a good
factor for the company and that will have to be maintained otherwise Prufrock café can have
high turnovers. Prufrock café has gathered a very strong team and has been able to operate in the
market effectively because of that factor and they would not want to lose that competitive
advantage this easily (Knies and et.al., 2017). Workforce will help the company to maintain the
loyalty of the customers and the standards of the café as well in the market for a long run.
Challenges of individual performance related pay (IPRP)
Lack of control: it says that employees don't have any control on any of the factors which affects
their performance.
Job stress: pay for performance approach helps in increasing the productivity of the employees
but among the employees job satisfaction level reduced.
Negative results: if one employee do not cooperate with other it brings negative results.

·REFERENCES
Books and Journals
Bakker, A.B., 2017. Strategic and proactive approaches to work engagement. Organizational
Dynamics. 46(2). pp.67-75.
Burman, A. and Fernandes, M., 2017. Globalization and Strategic Human Resource
Management: An Overview and Theoretical Framework. International Journal of
Engineering and Management Research (IJEMR). 7(1). pp.132-136.
Caldwell, C., 2018. Strategic Human Resource Management: Why it Matters. Strategic Human
Resource Management. pp.1-12.
Knies, E and et.al., 2017. Strategic human resource management and public sector performance:
context matters.
Kowsuvon, K. and Burgess, J., 2016. The Challenges of Strategic HRM Programs in Thai
Higher Education Sector. In Flexible Work Organizations (pp. 135-148). Springer, New
Delhi.
Krausert, A., 2016. HRM signals for the capital market. Human Resource Management. 55(6).
pp.1025-1040.
Li, M. and Chadwick, C., 2020. Go from HRM Practices to HRM capabilities: A Dynamic
Capabilities Perspective. In Academy of Management Proceedings (Vol. 2020, No. 1, p.
13977). Briarcliff Manor, NY 10510: Academy of Management.
Omar, A.A., 2016. PROCESS OF STRATEGIC HRM: ADVANTAGES AND
LIMITATIONS. Leadership & Management: Integrated Politics of Research and
Innovations. p.581.
Pattanayak, T.K. and Sahoo, K., 2017. The Strategic Human Resource Management (HRM) and
Its Impact on Organisational Excellence. Training & Development Journal. 8(2). pp.113-
120.
Sáenz, J., Aramburu, N. and Kianto, A., 2017, September. Knowledge-based HRM practices,
organizational learning and innovation performance. In European Conference on
Knowledge Management (pp. 863-871). Academic Conferences International Limited.
Sareen, D., 2018. Relationship between strategic human resource management and job
satisfaction. International Journal of Current Research in Life Sciences. 7(03). pp.1229-
1233.
Siekkinen, T., Pekkola, E. and Kivistö, J., 2016. Recruitments in Finnish universities: practicing
strategic or pathetic HRM?. Nordic Journal of Studies in Educational Policy. 2016(2-3).
p.32316.

Sokolov, D. and Zavyalova, E., 2018. Knowledge management strategies, HRM practices and
intellectual capital in knowledge-intensive firms.