• Arpita Pandey

The investigation will look into the "Management of Expatriates." As a result of globalisation, businesses now face the challenge of training Expatriate managers who can perform effectively in unfamiliar settings and serve as a link between headquarters and overseas operations. Companies that want to grow internationally must learn to accommodate the needs of new hires who may speak a range of languages and adhere to a wide range of cultural norms. Companies should have policies in place to help managers get ready for expatriate assignments and adjust to cultural differences. When a company sends a citizen of one country to work and live in another country on the company's behalf, that person is known as an expatriate. Expats need training that will help them succeed in their new environment while also furthering the company's goals.Employees can better handle the stress and acclimatisation that come with working in a new culture if they participate in an effective Expatriate training programme. Prior to, during, and after an assignment, participants receive training in the host country's culture and how to work within it. On the other hand, it's possible that adjusting to a new culture is more important than fully immersing oneself in it. It's impossible to put a price tag on the value added by employees sent overseas on assignment. Companies can benefit from assigning workers abroad because they are better able to manage and coordinate operations at their overseas branches. There's also the possibility that the host country's culture is vastly different from the home country's. Businesses may find it challenging and pricey to limit their customer base to locals only. An expatriate's presence can ease tensions caused by the host country's cultural norms. Additionally, locations can be found in almost any country. Not all nations provide the same level of security and quality. Businesses can solve problems more quickly and effectively by hiring foreign workers. It is important for expats to learn about and adopt the values and culture of the parent company. Today's businesses can't afford to ignore the Expatiate Management philosophy. The lack of orientation and supervision is a common cause of expat failure. The failure can be traced back to a lack of training in the new country, both before and after the move. There are a number of significant distinctions between the two countries that must be taken into account when preparing an Expatriate for an international assignment. When companies don't give their expatriates the training and preparation they need, the business suffers and the company loses money. Therefore, it is essential for companies to provide sufficient training for workers who will be assigned overseas. The study's overarching objectives are to (1) determine the types of training offered to employees, and (2) assess the contribution of human resources to expat management. We also wish to provide businesses with some useful guidelines for educating the Expatriates. The study takes an inquisitive and cumulative analytic approach. Primary and secondary sources are used interchangeably in the investigation. A survey was developed as the primary method of data collection from employees. We analysed the data from the scores on each to find patterns. According to the results, expats from a wide variety of backgrounds agree that human resources are indispensable to the Expatriation procedure. Second, many respondents have complained about the treatment they've gotten from their employers. As for the pre-departure training, the respondents have strong preferences.

Global Market, Role, HR, Changing ,

"CHANGING ROLE OF HR MANAGER IN GLOBAL MARKET PLACE", International Journal of Emerging Technologies and Innovative Research (www.jetir.org), ISSN:2349-5162, Vol.10, Issue 4, page no.l664-l669, April-2023, Available :http://www.jetir.org/papers/JETIR2304B94.pdf

"CHANGING ROLE OF HR MANAGER IN GLOBAL MARKET PLACE", International Journal of Emerging Technologies and Innovative Research (www.jetir.org | UGC and issn Approved), ISSN:2349-5162, Vol.10, Issue 4, page no. ppl664-l669, April-2023, Available at : http://www.jetir.org/papers/JETIR2304B94.pdf