BE462 International Human Resource Management Assignment Sample
Introduction
Economic globalization enabled all the organizations to expand the market globally for greater market operation and growth in revenue generation through competitiveness in the global market. In this essay, the details of the cross-cultural support for employee expatriates in Tesco for strategic business moves will be discussed elaborately.
Part A. The context
Business strategy
Tesco is a renowned retail supermarket chain in the United Kingdom (UK) where the strategic move of employee expatriation in the United States of America (USA) aimed to support the foreign operation seamlessly. It also helps in the professional growth of the employee along with several competency skills to boost the company’s business operation in the foreign markets with diverse cultural workspace.
Tesco has several products where electronics, software and financial services have the most potential in the USA business culture. The nature of expatriation will be temporary where the employee has to transform the managerial knowledge and technical skills to workers in the host country.
Furthermore, the USA market has huge potential in regards to the products offered by Tesco with the living standards of the citizens of the USA where it will be able to deliver products and services at reasonable prices with market standards.
Global talent management and expatriation are interdependent where companies generally handle foreign operations through merger and acquisition and expatriation will increase the trust factor and cooperation between the organizations in view of realistic conflicts (Zhang et al., 2021). Business objectives are to achieve sustainable market competitiveness and become a global leader through cross-border operations and popularize brand recognition and brand value.
Country analysis by using Pestle
Political
The stable and influenced political situation of the USA regularises the exports and imports wherein the Brexit lowers the export-import structure of the UK as well as the strong ties with neighbours and strong trade unions make the work culture of the USA highly decorative.
Economical
The economical superiority of the USA made the citizens spend more money on purchasing products and services where the UK market size is shrinking in economic aspects. The offered product of Tesco has a great opportunity in the view of economic aspects of the USA where people become general buyers to fulfil the needs of daily aspects.
Social
USA business culture is less formal and less hierarchical having more working hours and huge salaries where the UK prioritizes the work-life balance with fewer working hours and comparably low salaries. On the other hand, an employee of the UK enjoys more paid holidays than the USA employees, whereas the UK is a statistically easier place to start a business.
Technological
The USA is the Technological superpower that has utilized technology in every single need of business and the supply chain operations are broadly dependent upon technology which further eases the market operation.
However, the UK is struggling to gain technological advancements and comparatively fewer technical establishments are contributing to countries’ technological needs. Thus, the electronic, software and financial services will have a broad market in the USA to establish the smooth functionality of Tesco with emerging technology.
Legal
The economic ownership structure is different in the two countries where the USA provides free market capitalization in the ownership of the organization and the burden of business totally bestowed on the owner.
The legal procedures of the USA are utilized to boost economic activity in the country where ample business opportunity is waiting for the company. Moreover, international service trade becomes more dependent on direct service exports with the increasing effect of information sharing in real-time.
Environmental
Environmental aspects have an extreme impact on business sustainability where the offered products of Tesco use fewer plastics in the form of electronics, software and financial products and services which relied upon technology and interoperability having less effect on the environment.
The environmental impact positively defines the work standard and commitment of the company for the eco-friendly market operation will attract customer confidence and trust in no time. Life-sustaining services, biodiversity, aesthetics are highly rated social values prioritizing restoration and conservation investment in the USA through socio-economic factors and social license (Petrakis et al., 2020)
Job analysis and description
The company’s goal and objective are to operationalize the business in the foreign markets through cross-border mergers and acquisitions where the expatriate employee will be responsible for team building and management and efficiently navigate the team for better productivity in a project.
Effective communication, intercultural competency, high emotional intelligence through interpersonal activity with progressive attitude placed the employee to lead from the front to grow along with the business mission and revenue generation. Skills of negotiation and decision making will have effective results in financial management and mitigating conflict which will ensure the company’s business perspective in a foreign land.
Part B. Expatriate cross-cultural support package
Cross-cultural training
The cross-cultural training of an employee expatriation is indeed a useful thing to avoid further complexities where one needs to be aware of diversity and cultural aspects along with language preference of the people to effectively deliver the job responsibility.
Specifically, absence of cultural details and difficulty in adopting a native culture usually leads to a failure of expatriate where the cross-cultural training will boost the cultural intelligence to build a professional and cordial relationship with the employee garnering loyalty, trust and credibility (Kour and Jyoti, 2021).
Generally, companies send key employees to overseas assignments for better operability of the overseas project commitment which will enable the employee to grow global acceptance through cross-cultural training to motivate and influence the employee with effective communication.
Expatriation of an employee is aiming to achieve success in a foreign operation as on home state by the employee to articulate gained knowledge and skills to overcome the obstacles and successfully attain the business objectives. Particularly, the cultural difference between UK and USA has not had a huge difference where English is the common language with some behavioural and pronunciation differences.
The faith and social beliefs are almost the same other than the aborigines and migrants, the diversity also experiencing vast among the citizens of the USA. The key insights of business and social practices are incorporated in the cross-cultural training to be effectively navigated by the employee to succeed over the challenges and meet the aspects of working and living standards of the host country.
Improved cross-cultural intelligence positively and significantly impacts the individual level task performance through the moderate contact intensity and frequency with the global team (Presbitero and Toledano, 2018).
Apart from this, knowledge, experience, skills, abilities, awareness, values and needs will influence the need for training where the personal growth of skills will be able to measure the diversity of assignments, work environment, work ethics, financial negotiation and taking effective decisions for business perspectives.
Team building, safety and quality training, product and service training, technical and soft skills development are among the important training of international human resource management to achieve compatibility in global aspects. The cross-cultural training will emphasize cultural awareness, management of diversity, language skill to effectively manage the cross-border operation.
Expatriates are selected by the parent company for increasing demand for the internationalization of business activity to present an excellent performance at work and agree with the organizational goal to adopt a distinct work culture environment to successfully achieve the task (Chen and Chiu, 2018).
The cross-cultural training will be provided one month prior to engaging in foreign business operations where employees will experience workflow and culture through several meetings with the overseas employee where the need of skills will be evaluated thoroughly to meet the prophets of the business mission.
The training will develop open-mindedness where general acceptance will pave the way for communicating purposefully to achieve the business goal through high emotional intelligence and motivating the overseas employee for better productivity for meeting the market demand and client’s expectation.
On the contrary, organizational adjustments are meant to propel cross-cultural interactions and deliver effective results in business objectives and practices where employees are also able to achieve the global competency to grow further (Sousa et al., 2017). Personal and family orientation is also meaningfully effective in expatriation to accustom the family to a foreign culture and prosper with cultural exchange.
The training is the process of altering employees’ behaviour, attitude, skills and knowledge in order to attain the organization goal where employees prospectively endorse the skills and abilities with respect to business challenges and negotiate effectively for measuring profit and revenue generation in a foreign market.
International Human Resource Management (HRM) of the company will closely work together with the expatriate employee to evaluate the employee performance with close monitoring and also provide necessary training and appraisal to the foreign employees to ease the process objective. The ethical integrity of the expatriate will help to establish a healthy work environment in the foreign office according to the need of the cultural commitment to boost the employee performance manifold.
On the other hand, the leadership skills of the expatriate will be able to achieve major turnover as well as better sustainability through networking, professional relationships with partnering companies and sharing information of crucial business dealing will boost the overall operational performance in the foreign market. On a specific note, perceived organizational support has positive support and influence on citizens to strengthen the cultural setting with a high level of collectivism, uncertainty avoidance, power distance with respect to the individuals in larger cultural diversity (Rockstuhl et al., 2020).
Cross-cultural support in professional practices
Cross-cultural support basically provided the expatriate to perform and manage business aspects for the growth of market operation in a foreign land with emerging technology where active listening, strong communication, openness and ethical practices enable to establish a strong professional relationship with the counterpart through sharing information, mitigating conflicts, taking effective decisions on financial dealings.
The company will be responsible for orientation training of the employee and the family in order to make suitable arrangements for day-to-day activities to organize work-life balance in the foreign country. Additionally, flexibility in business operation may be created by promoting open communications and acknowledging the cultural values and abiding by the basic principles of work ethics may increase professional creativity in the workplace.
Fundamentals of different cultures with unique habits and beliefs may be integrated with respect and awareness of the differences to enrich the work environment and may successfully motivate employees with ethical practices. Cross-cultural support is influential for business expansion where the challenges will be mitigated by employee management and interpersonal skills for interacting in different windows ensuring better productivity and performance.
The support will involve overcoming the barriers of differences and transforming the business goal effectively on the counterparts and subordinates to follow a regular method for team building and accepting and incorporating individual views in process optimization.
The business perspectives also improved through rigorous engagement with the human resource department to source, recruit, train, develop, motivate and retain employees from the foreign country according to the business needs and boost the intercultural competency for sustainable development.
Emphasizing the employee effort to build social capital and individual perceptions upon the cross-cultural training embolden the trustworthiness to overcome the obstacles to continue the flow of communication, information and business operation. It may be argued that formal and informal approaches of the organization may increase the potential power to help in the adjustment in a new climate, housing, food and job skills (Elvis et al., 2020).
Company’s outcome
It has been opined that Tesco being the business superpower in the UK facing difficulties in USA operation where the kind of cross-cultural training will evolve the business perspective more positively. The overseas activity needs to be monitored closely with partnering local enterprises where expatriates will help to coordinate the business operation with enriching trust and loyalty from both organizations.
The products of electronics, software and financial services need to popularize in the USA for a better perspective assessing the market standard.
Conclusion
From above all discussions, it may be concluded that expatriation of the employee to a foreign country will open a lot of possibilities and opportunities in market operation to gain competitiveness from a global perspective.
References
Chen, K.C. and Chiu, Y.J., 2018. Development of the cross-cultural training on organizational commitment and work adjustment in environmental services industry: the impact of relatedness. Ekoloji, 27(106), pp.241-247.
Elvis, O.A., Nwani, S.E., Adeshina, K.F. and Nwabuisi, O.S., 2020. CROSS-CULTURAL TRAINING AND EXPATRIATE ADJUSTMENT: A STUDY OF ASIAN EXPATRIATES ON ASSIGNMENT IN NIGERIA. EDITORIAL BOARD, p.79.
Kour, S. and Jyoti, J., 2021. Cross-cultural training and adjustment through the lens of cultural intelligence and type of expatriates. Employee Relations: The International Journal.
Petrakis, R.E., Norman, L.M., Lysaght, O., Sherrouse, B.C., Semmens, D., Bagstad, K.J. and Pritzlaff, R., 2020. Mapping perceived social values to support a respondent-defined restoration economy: case study in Southeastern Arizona, USA. Air, Soil and Water Research, 13, p.1178622120913318.
Presbitero, A. and Toledano, L.S., 2018. Global team members’ performance and the roles of cross-cultural training, cultural intelligence, and contact intensity: the case of global teams in IT offshoring sector. The International Journal of Human Resource Management, 29(14), pp.2188-2208.
Rockstuhl, T., Eisenberger, R., Shore, L.M., Kurtessis, J.N., Ford, M.T., Buffardi, L.C. and Mesdaghinia, S., 2020. Perceived organizational support (POS) across 54 nations: A cross-cultural meta-analysis of POS effects. Journal of International Business Studies, 51(6), pp.933-962.
Sousa, C., Gonçalves, G., Santos, J. and Leitão, J., 2017. Organizational practices for the expatriates’ adjustment: a systematic review. Journal of Global Mobility.
Zhang, X., Wu, J., Zhang, N. and Xu, B., 2021. Conflicts, trust toward the acquirer from emerging economies and post-acquisition cooperation intention. International Journal of Emerging Markets.
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