Supporting international employees integrating into the Finnish IT workplace
Nguyen, Ha Anh (2025)
2025
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025052113883
https://urn.fi/URN:NBN:fi:amk-2025052113883
Tiivistelmä
The thesis explores how can a Human Resource department can support international employees integrate within the Finnish working environment in the IT sector. The goal was to identify the challenges faced by foreign workers, evaluate current HR practices, and propose improvements to enhance cultural integration, communication, and employee engagement. Sufivi Oy, an IT company in Finland has commissioned this thesis.
The author implemented three different theoretical frameworks, which are Motivation Theory including Maslow’s Hierarchy of Needs and Herzberg Two-factors theory, Hofstede’s Cultural Dimension Theory, and the last one is Organisational Socialisation Theory. These frameworks work as a foundation that supports the author to analyse and answer the main research question. They allowed the author to have a deeper understanding about international employees’ experiences and suggest actionable recommendations for HR departments.
A qualitative research approach was used, and data was collected through semi-structured interviews with the company founder, international employees, and an external HR specialist. A thematic analysis approach was used to identify common patterns, highlight themes, and insights across participants’ experiences. The findings reveal that international employees often face challenges related to language barriers, cultural differences, and limited social interaction, particularly during the initial stages of employment. However, having clear onboarding processes, mentorship programs, and inclusive workplace practices significantly contributes to smoother integration for international employees.
The study highlights the importance of combining structured HR strategies with inclusive approaches, including providing multilingual resources, fostering intercultural communication, and training all staff to support diversity. The results offer practical recommendations for HR departments in Finnish organisations to improve the overall employee experience and promote long-term retention of international employees.
The author implemented three different theoretical frameworks, which are Motivation Theory including Maslow’s Hierarchy of Needs and Herzberg Two-factors theory, Hofstede’s Cultural Dimension Theory, and the last one is Organisational Socialisation Theory. These frameworks work as a foundation that supports the author to analyse and answer the main research question. They allowed the author to have a deeper understanding about international employees’ experiences and suggest actionable recommendations for HR departments.
A qualitative research approach was used, and data was collected through semi-structured interviews with the company founder, international employees, and an external HR specialist. A thematic analysis approach was used to identify common patterns, highlight themes, and insights across participants’ experiences. The findings reveal that international employees often face challenges related to language barriers, cultural differences, and limited social interaction, particularly during the initial stages of employment. However, having clear onboarding processes, mentorship programs, and inclusive workplace practices significantly contributes to smoother integration for international employees.
The study highlights the importance of combining structured HR strategies with inclusive approaches, including providing multilingual resources, fostering intercultural communication, and training all staff to support diversity. The results offer practical recommendations for HR departments in Finnish organisations to improve the overall employee experience and promote long-term retention of international employees.