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TEDMARK CASE PRESESNTATION
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TEDMARK CASE PRESESNTATION

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IHRM CASE STUDY

IHRM CASE STUDY

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  • 1. SIREESH PALLIKONDA JULIANA CASTRO KAREN Portugal Zanabria Xingtong LI TEAM -1
  • 2. THE PROBLEM AND THE ALTERNATIVES SOLUTIONS STRATEGY FOR FORTHCOMINGS
    • BRIEF
    • TEX-MARK fast growth.
    • New production shift to Asian countries.
    • This scenario demand a high expatriation level.
    • Streamlined Training program.
    • PROBLEMS
    • TEX-MARK expatriate training program could not link with fast growth.
      • Not following efficient and recommend activities.
      • Not studying the countries background and culture
    • no proper communication inside the company
    • consciences (Ethical values) of company and employees.
  • 3. Strategy to proceed for meeting.
    • Revised and more efficient training program.
    • Train the trainer (host country employees need to trained in home country)
    • Make the recommend pre-departure activities compulsory
    • Written contracts with all the conditions
    • Job description
    • Establish deadlines
  • 4. NEW TRAINING PROGRAM PROPOSAL TO EXPATRIATES
    • PRE-DEPARTURE ACTIVITES
      • “ Country briefings” out sourced to a consultancy.
      • Reading assignments and exams on language and culture (from given material )
      • Access to the Library
    • Interviews and language conversation with ex-expatriates
      • Compulsory Language course for at least 90days
    • IN COUNTRY TRAINING AND DEVELOPMENT
      • Buddy system
      • Family welfare program
      • Social support network
    • REPATRIATION
      • Debriefing and career counseling for expatriates with in one month of re-entery .
  • 5. Expatriates Plan and Economic Investment Balance
    • FRED as an Expatriate
    • Case 1
      • Language of communication is english
      • Fred 1 st expatriate experience.
    • Case 2
      • Language of communication is Spanish
    • Case 3
      • Inadequate knowledge on the legal system of the host country.
    • Case 4
      • Language of communication is Hindi
      • Not having detailed job description
      • Inadequate knowledge on the legal system of the host country.
    Successful Not Very Successful 6 Months Extended dead lines Mexico Scotland Mexico India Weeks 18 months 3 years
  • 6. Training for host country employees will be more efficient
    • Home country Host country
    Training a host company employee can be more economical. On his return he can train the employees of his country and employees can relate more to him than to expatriate.
  • 7. For initial establishment of the company
    • Company should consider more extensive training programs
    • By instituting a team which looks into the establishment of company in overseas
    • The new proposal may come with a price tag, but this Investment will have good returns
    • Information is knowledge and knowledge is wealth.
    • Employees with knowledge are assets to the company
  • 8. ERIC’S BACKGROUND
    • Experience with other cultures
    • Knowledge of different languages
    • Major in History
    • Training unit of South West airlines
    • ( labour experience)
    • MBA
    TEX-MARK BUSINESS PLACES ERIC’S EXPOSURE Because of his previous experiences Eric is prepared to solve and face this problem in the right way. Experience is the best way of learning.
  • 9.
    • Depending on the country (economy and culture) the type of expatriation plan will be executed.
    • Pre-departure polices (lower prices)
    • Lowest expatriate allowance maintenance costs.
    • Training the host personal in the home country.
    • Return to host country
    • Evaluation period ( short period)
    NEW APPROACHED: EXPATRIATION BACKWARDS
  • 10. THANK YOU