The Spanning Globe
Question 1: Summarize your thoughts on the problems at hand, alternative solutions and your strategy on how to proceed at the forthcoming meeting.
Problem Statement 1. The expectations of expatriates have not been fully disclosed to the expatriate before departure. 2. Pre-departure and in-country training is not completed fully by all expatriates. 3. Repatriation process will be planned.
In a first problem, we found that Tex- Mark has expanded their operations globally. The company takes foreign employees, known as expatriates, and places them within those countries to run their engineering operations abroad. Tex Mark has developed a training program for these expatriates before their decent into international territory to ensure that they are comfortable managing human resources and implementing various programs, cross culturally, this program has failed Tex-Mark has had consecutive failures in expatriation processes as they did not go well in most of the cases in many countries including Mexico, wherein Tex-Mark did not treat the local and national government with enough respect and sensitivity. This resulted in several delays in the project including authorizations from the government which should have taken only couple of weeks instead took 6 months or more.
Next would be the second problem which is happened in Jaipur, India. An engineer was replaced at the last minute. Eric Christopher (HR Director) had designed a training and development program for the engineer, including a one week visit for him and his wife. This brings up the failure of training and development. Lack of pre-planning for this assignment resulted in the increase in time period of the assignment from 18 months to 3 years. This was mainly due to Fred’s inability and unwillingness to work with other local engineers and the local government in India. There were no regulations on expatriate training programs. It was only recommended for the expatriates to undergo a training
Problem Statement 1. The expectations of expatriates have not been fully disclosed to the expatriate before departure. 2. Pre-departure and in-country training is not completed fully by all expatriates. 3. Repatriation process will be planned.
In a first problem, we found that Tex- Mark has expanded their operations globally. The company takes foreign employees, known as expatriates, and places them within those countries to run their engineering operations abroad. Tex Mark has developed a training program for these expatriates before their decent into international territory to ensure that they are comfortable managing human resources and implementing various programs, cross culturally, this program has failed Tex-Mark has had consecutive failures in expatriation processes as they did not go well in most of the cases in many countries including Mexico, wherein Tex-Mark did not treat the local and national government with enough respect and sensitivity. This resulted in several delays in the project including authorizations from the government which should have taken only couple of weeks instead took 6 months or more.
Next would be the second problem which is happened in Jaipur, India. An engineer was replaced at the last minute. Eric Christopher (HR Director) had designed a training and development program for the engineer, including a one week visit for him and his wife. This brings up the failure of training and development. Lack of pre-planning for this assignment resulted in the increase in time period of the assignment from 18 months to 3 years. This was mainly due to Fred’s inability and unwillingness to work with other local engineers and the local government in India. There were no regulations on expatriate training programs. It was only recommended for the expatriates to undergo a training