Haiti Presentation

7,080 views
6,760 views

Published on

This is a presentation describing the necessary planning factors for doing business in Haiti. HR managers, NGOs, military forces, aid workers and visitors will face unique challenges and situations in Haiti and similar impoverished countries. This presentation contains a country description, strategic assessment, external HR factors parent country & cultural gap analysis, recommendations and business conclusions. The goal here is to educate supervisors and employees with a strategic focus.

1 Comment
1 Like
Statistics
Notes
No Downloads
Views
Total views
7,080
On SlideShare
0
From Embeds
0
Number of Embeds
302
Actions
Shares
0
Downloads
84
Comments
1
Likes
1
Embeds 0
No embeds

No notes for slide

Haiti Presentation

  1. 1. HAITI GEMBA3 IMBA 6120 – Human Resource Management Group 10: Khuram Babar | Marie Ducheine | Bethany Miller Keitha Minchew | Dormel Strickland
  2. 2. AGENDA • COUNTRY DESCRIPTION • STRATEGIC ASSESSMENT • EXTERNAL HR FACTORS • PARENT COUNTRY & CULTURAL GAP ANALYSIS • RECOMMENDED MATERIALS • SUMMARY & CONCLUSION
  3. 3. COUNTRY DESCRIPTION • HISTORY • CULTURE • POLITICAL SYSTEM • GOVERNMENT Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  4. 4. COUNTRY DESCRIPTION: THE COUNTRY • Located in the West Indies • Occupies 1/3 of Hispaniola (2/3 occupied by Dominican Republic • The least developed country in the West • Population: 8.5 Million • The first Caribbean state to achieve independence Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  5. 5. COUNTRY DESCRIPTION: HISTORY • 1492: Christopher Columbus lands and claims the island of Hispaniola for Spain. The Spanish build the New World's first settlement at La Navidad on Haiti's north coast. • 1697: Spanish control over the colony ends with the Treaty of Ryswick, which divided the island into French-controlled St. Domingue and Spanish Santo Domingo. • 1791-1803 A slave rebellion is launched by the Jamaican-born Boukman leading to a protracted 13-year war of liberation against St. Domingue's colonists and later, Napoleon's army which was also assisted by Spanish and British forces. • 1804: The hemispere's second Republic is declared on January 1, 1804 by General Jean-Jacques Dessalines. Haiti, or Ayiti in Creole, is the name given to the land by the former Taino-Arawak peoples, meaning "mountainous country." Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  6. 6. COUNTRY DESCRIPTION: CULTURE • A mixture of French, African and native Taino elements • Religion: 95% Christian • Music: Compas (similar to American Jazz) • Food: influenced by French cuisine and African staples. Rice and beans is the de facto national dish • Sports: soccer is most prevalent Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  7. 7. COUNTRY DESCRIPTION: POLITICAL SYSTEM • Independence: January 1804 • A Presidential Republic, multi-party system • President Rene Preval: head of state (elected by popular vote) • Prime Minister Michelle Pierre-Louis: head of government (appointed by President) • Current government put in place by Constitution of 1987 Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  8. 8. COUNTRY DESCRIPTION: GOVERNMENT • Executive Branch – Chief of state: President Rene Preval – Head of government: Prime Minister Michele Pierre-Louis – Cabinet: Chosen by the prime minister in consultation with the president – Elections: president elected by popular vote for a five-year term; prime minister appointed by the president, ratified by the National Assembly • Legislative Branch – Bicameral National Assembly consists of the Senate and the Chamber of Deputies • National Holiday – Independence Day, 1 January (1804) • Capital – Port-au-Prince Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  9. 9. STRATEGIC ASSESSMENT • HAITIAN EXPATS • INVEST IN HAITI • HAITI’S NEEDS • US INVOLVEMENT • FOREIGN INVESTMENT Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  10. 10. STRATEGIC ASSESSMENT: HAITIAN EXPATS • US/Haitian relationship is primarily socio-economic • 90% of expats remit money to relatives in Haiti – critical to many families’ survival • Send $350M/year to Haiti (~15% of Haiti’s GDP) • Haitian expats bring a wealth of skills and education, particularly in the arts, music, food and culture Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  11. 11. STRATEGIC ASSESSMENT: INVEST IN HAITI • Utilities & infrastructure improvements needed • Gov’t & NGO programs for education, healthcare, security, employment training • Thriving art/music/religious culture • Improving legal system • Openness to trade agreements • Extreme tourism potential Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  12. 12. STRATEGIC ASSESSMENT: HAITI’S NEEDS • Leadership: – Unstable government = security fears and cycle of impoverishment • Infrastructure: – roads, power, telecommunication inadequate • Agricultural development: most of island is deforested • Foreign aid/investment: for healthcare, education, security, developing equitable government programs for employment Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  13. 13. STRATEGIC ASSESSMENT: US INVOLVEMENT • Emergency response / disaster relief • Healthcare (established hospitals, contributed inoculations, human resources, wellness education, water system improvements) • Legal assistance (women’s and children’s issues, labor issues, America’s Development Foundation) • Trade agreements (HOPE, textile trade agreements) • Supporting democracy through economics, education, and security Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  14. 14. STRATEGIC ASSESSMENT: FOREIGN INVESTMENT • Security (UN security forces) • Trade agreements (CAFTA, CARICOM, others) • Financial investment (IMF) • Education and Ministry • Business (particularly in machinery, services, factory labor) Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  15. 15. EXTERNAL HR FACTORS • ECONOMIC FORCES • LABOR MARKET • LABOR UNIONS • LEGAL SYSTEM • COUNTRY CULTURE • SPECIAL CONCERNS Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  16. 16. EXTERNAL HR FACTORS: ECONOMIC FORCES • Current Economic State is attributed to: – Political instability, – Shortage of good land, – Environmental deterioration, – Lack of a functioning legal system, – Migration of the skilled population, – Lack of public investment in human resources. Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  17. 17. EXTERNAL HR FACTORS: LABOR MARKET • 2/3rds of the work-force does not have a formal job. • The unskilled labor force works in the following sectors: – Agriculture 66% – Services 25% – Industrial Markets 9% Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  18. 18. EXTERNAL HR FACTORS: LABOR UNIONS • Workers do have the right of association. • Unions are on in the formal sector. • The labor laws under the union stipulate: – Minimum wage of 70 Gourdes ($1.70 U.S.) – Minimum working age of 15. Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  19. 19. EXTERNAL HR FACTORS: LEGAL SYSTEM • Legal framework is based on the French and Roman legal systems. • The system is corrupted as political and financial pressures influence poorly trained individuals within the legal system. • Additionally, the legal system suffers due to several iterations of the country’s constitution. Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  20. 20. EXTERNAL HR FACTORS: COUNTRY CULTURE • Distinction between men and women. • Men monopolize the job market. • Women are considered to be domestic providers. • However, the women controls the husband’s earnings. Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  21. 21. EXTERNAL HR FACTORS: SPECIAL CONCERNS • The new constitution states that “the government makes the constitution, the laws, the regulations and agreements.” • The population is reluctant to serve as a juror due to intimidation. Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  22. 22. PARENT COUNTRY AND CULTURAL GAP ANALYSIS • US/HAITIAN DIFFERENCES • IDEAL EMPLOYEE TRAITS • TRAINING/KNOWLEDGE SHARING Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  23. 23. CULTURAL GAP ANALYSIS: DIFFERENCES US/HAITI • Haitian culture is distinct and less familiar to Americans than other cultural groups • Haiti’s population is 95% made up of African descendants • The estimated population is 8 million • Haitians are very concerned with the treatment of Haitian refugees in America – Policy of returning Haitians but not Cubans Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  24. 24. CULTURAL GAP ANALYSIS: DIFFERENCES US/HAITI • Government: – The Haitian government has undergone profound change over 20 years that has affected the policies, economics, and social standing – The Haitian government is plagued with corruption – It is typical and expected to give bribes to Haitian government officials for business dealings • Haiti is ranked 154 out of 181 economies for difficulty in doing business • It is difficult to do business in terms of maneuvering through the policies and procedures Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  25. 25. CULTURAL GAP ANALYSIS: DIFFERENCES US/HAITI • Economic Standing: – Haiti is the poorest country in the western hemisphere – Haiti is targeted by U.S. businesses because it has the lowest wages in the western hemisphere – Poverty is rampant throughout the country • More than 50% of the country is below $1/day wage • Social Conditions: – The quality of life is substandard • There is unequal access to resources, infrastructure, social capital, health care and education • The basic Haitian does not have basic needs met • It is ranked 146 out of 177 countries on the human development scale Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  26. 26. CULTURAL GAP ANALYSIS: DIFFERENCES US/HAITI • Idea of Self vs. Others: – The American culture is very self focused – The Haitian culture is focused on the community • “Men-nan Men” is “Hand in Hand” where communities work together and resources are shared Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  27. 27. CULTURAL GAP ANALYSIS: DIFFERENCES US/HAITI • Family Structure: – Less than 40% of Haitians are married • Marriage is expected among middle class and elite • A larger percentage are in committed relationships that are recognized by the community – The male is the wage earner – The women are caregivers • There are very few opportunities for women in the workforce Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  28. 28. CULTURAL GAP ANALYSIS: DIFFERENCES US/HAITI • Social Etiquette: – Greeting someone has significant meaning • It would be rude to not exchange pleasantries – Religion is not a taboo subject • It is expected to be discussed in the workforce • The official religion is Catholicism – Social disabilities are shameful and there is a social stigma associated • Almost 10% of the population has disabilities – Haitian women do not smoke or drink • Men are not excessive in alcohol consumption Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  29. 29. CULTURAL GAP ANALYSIS: IDEAL EMPLOYEE TRAITS • Recognition of tremendous cultural differences – Education, Socialization, Economic • Acknowledgement of the differences of Haitians from other Caribbean people and distinct from African Americans – Show empathy for the Haitian experience – Not all creoles are alike: Haitian Creole vs. Portuguese Creole Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  30. 30. CULTURAL GAP ANALYSIS: TRAINING • There are several areas that should be a focus for training – Haitian government policies and procedures for doing business – Sensitivity training – Cultural emersion training – Security training – Language: French and/or Creole Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  31. 31. RECOMMENDED TRAVEL MATERIALS • PRE-DEPARTURE • TRAVEL • SECURITY • BASIC INFORMATION • ACTIVITIES • STAFF DEVELOPMENT Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  32. 32. RECOMMENDED MATERIALS : PRE-DEPARTURE • Cultural Awareness Training – degree of interaction required in the host culture and the similarity between the individual’s native culture and the new culture • Package A – Information Sharing (less than a week) – Expatriate and the host country which has similar cultures – Low interaction and length of stay in the host country is short-lived » Type of training offered: area briefings, cultural briefings, films, videos, books, use of interpreters and survival level language training Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  33. 33. RECOMMENDED MATERIALS : PRE-DEPARTURE • Cultural Awareness Training cont’d • Package B – Affective Approach (1 – 4 weeks) – Expatriate and the host country which has different cultures – Moderate level of interaction and the length of stay in the host country is anticipated to be between two to twelve months. » Type of training offered: culture assimilators, role-playing, critical incidents, cases, stress reduction training and moderate language training • Package C – Immersion Approach (approx 2 months ) – Expatriate and the host country which has vastly different cultures – High interaction and the anticipated length of stay is one to three years » Type of training offered: assessment center, field experiments, simulations, sensitivity training and extensive language training. Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  34. 34. RECOMMENDED MATERIALS : PRE-DEPARTURE • Preliminary Visits – Aids in determining if the assignment is appropriate for the expatriate and their families. – Factors which will aid in the adjustment and final decision of accepting the assignment will be: • Gaining the proper legal documents for exiting/re-entry into the United States • A tour of Haiti • Overview of housing • Overview of the education system • Spousal Employment • Transportation. Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  35. 35. RECOMMENDED MATERIALS : PRE-DEPARTURE • Preliminary Visits cont’d – Prior to the preliminary visit • Apply for visa • Apply for work permit • Driver’s license (if stay longer than 90 days) • Employment contract • Open bank account • Language Instruction – Further host country language training – Language of the corporation Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  36. 36. RECOMMENDED MATERIALS : PRE-DEPARTURE • Assistance with practical, day-to-day matters • Relocation assistance – Hire relocation services professional • Housing assistance • Education assistance Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  37. 37. RECOMMENDED MATERIALS : TRAVEL • Haiti Tour – Port-au-Prince/Cap-Haïtien and the North coast/Jacmel and the South coast • Carnival – Every year on the Sunday, Monday, and Tuesday before Ash Wednesday • Music – Compas bands : Tabou Combo, T-Vice, and Carimi • Cuisine – Rice and beans - de facto national dish Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  38. 38. RECOMMENDED MATERIALS : SECURITY • High crime and civil unrest • Travelers are advised to hire a reliable guide • Hire a driver when touring in Haiti • Do not wander in the streets at night in Port-au- Prince Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  39. 39. RECOMMENDED MATERIALS : BASIC INFORMATION • Personalized guide book of important addresses and phone numbers should be provided to the expatriate. The entries will include: – U.S. Embassy in Port-au-Prince, – Hospitals; Hôpital de l'Université d'État in Port-au- Prince. – Emergency phone numbers for the police, ambulance and fire department. – Recommended book “U.S. Expatriate Handbook” Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  40. 40. RECOMMENDED MATERIALS : BASIC INFORMATION • Personalized guide book contains: – Major hotels; Hotel Montana in Port-au-Prince, Hotel Cyvadier in Jacmel and Cormier Plage in Cap-Haitien. – Lost stolen credit cards • Mastercard • Visa • American Express • Dinner’s Club – Major banks /Currency Exchange Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  41. 41. RECOMMENDED MATERIALS : ACTIVITIES • Personalized guide book contains: – Water sports • Kyona and Ibo beaches (Ibo is on Cacique Isle) are best for swimming, snorkeling, spear fishing, sailing, boomba racing in dugout canoes and water-skiing. • La Gonâve is a popular location for fishing – Spectator sports • Football is the favorite national sport • Basketball Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  42. 42. RECOMMENDED MATERIALS : ACTIVITIES • Personalized guide book contains: – Other • 9-hole golf course - Pétionville Club. • Tennis courts - Club Med in Montraus, El Rancho, Habitation Le Clerc, Ibo Beach, Ibo Lake, Kaloa Beach, Pétionville Club and Royal Haitian hotels. • National parks of La Visite and Parc Macaya offer excellent hiking opportunities. “ – Restaurants – Malls & Museums Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  43. 43. RECOMMENDED MATERIALS : STAFF DEVELOPMENT • Expatriates are used for training because of a lack of suitably trained staff in the host location • The ability to transfer knowledge skills in a culturally sensitive manner perhaps should be an integral part of the pre-departure training programs – particularly if training is part of the expatriate’s role in the host country. • Training should also be provided for employees – Short-term assignments – Non-standard assignments/commuting – International business travelers Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  44. 44. SUMMARY & CONCLUSION • SUMMARY • CONCLUSION Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  45. 45. SUMMARY & CONCLUSION: SUMMARY • History & Culture – High poverty, low employment and poor infrastructure • Strategic assessment – Unstable government. Manufacturing, textile and oil industries present • Gap Analysis – Vast differences in the environment versus their native country • Pre-Departure Training – If spouse and child are accompanying, then spousal employment, housing and education are matters that should be considered for a successful assignment Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  46. 46. SUMMARY & CONCLUSION: CONCLUSION • Government stability is paramount • Resources for self-sustainment are needed in Haiti – Farming – Education – Medical • Business investments benefit from human capital – Increase wages & employment necessary • Pre-Departure training is important – Length of stay > 1 month - 1yr & wide difference in culture – Potential increases for successful performance Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion
  47. 47. SUMMARY & CONCLUSION: KEY TAKE-A-WAYS • Haitian culture is community focused vs US culture is self-focused • Potential for economic development • External assistance and diasporas remittances are essential to keep the economy afloat • Language training is important in the ability to self- sufficient • Staff Development – Maintained by former expatriates turned instructors – Serves as a pool of resources for international assignments – Fosters innovation & organizational knowledge Country Description | Strategic Assessment | External HR Factors |Cultural Gap Analysis | Recommended Materials | Summary & Conclusion

×