SOLUTIONS TO THE PROBLEMS FACED BY THE COMPANY: Solution to problem 1)The employees need to given training and knowledge regarding the food products or food items that the organisation is going to sell , so that employees can explain about their products to customers. Solution to problem 2)The newly recruited employees of the new foreign location should be instructed and and made motivated to understand about the taste and preferences of the local population of the country. The employees should consult the marketing department in understanding the taste and preferences of the local department. Also The company should look to hire more local people of the new country. Solution to problem 3)The management of Ramalingam Foods should in liaison with both HR department and the Government of the country ,which it want to expand should understand and gain knowledge about the salary structure there, and also coordinate with the finance department regarding the cost of Hiring and Incentive strategy to be undertaken. Solution to problem 4)The HR department and the Management of Ramalingam Foods, should look at other’s company’s practices(belonging to the same industry) of the new location, where it will set up business and try to implement the same , this way the company will achieve in having the desired optimal mix of employees of every department, which is very important for efficient running of the business.

1. TITLE:Strategic Expansion Solutions of
Ramalingam Foods –Report by Nexus
Solutions:
ABOUT THE COMPANY:
Ramalingam Foods is a fast food restaurant, It was
established by Mr. Ramalingam Venkatesh in south Bombay
in year 1965, The establishment was famous for their
authentic south Indian freshly cooked food and filter coffee.
The company now is looking for international expanasion.
CASE UNDERSTANDING: PROBLEMS RELATED TO
HUMAN RESOURCE FACED BY THE COMPANY:
Problem 1)There may be lack of knowledge of the foods being
served on the part of employees, who are from different country on
new international location the company wants to expand to.
Problem 2)In a new international location ,employees may find it
difficult to understand the culture and taste of the people there,
which will affect business of the company.
Problem 3)Hiring new employees for a new international location is
challenging and the company will find it difficult due to factors such
as low or inadequate capital, difference in wage/salary structure.
Problem 4)In a new international location the company may find it
difficult to achieve an optimal mix of employees of different
departments , which will affects coordination among different
departments such as Finance, Marketing, Human Resource and IT.
Etc.
SOLUTIONS TO THE PROBLEMS FACED BY THE
COMPANY(BCS SOLUTION SUMMARY):

2. Solution to problem 1)The employees need to given training and
knowledge regarding the food products or food items that the
organisation is going to sell , so that employees can explain about
their products to customers.
Solution to problem 2)The newly recruited employees of the new
foreign location should be instructed and and made motivated to
understand about the taste and preferences of the local population
of the country. The employees should consult the marketing
department in understanding the taste and preferences of the local
department. Also The company should look to hire more local people
of the new country.
Solution to problem 3)The management of Ramalingam Foods
should in liaison with both HR department and the Government of
the country ,which it want to expand should understand and gain
knowledge about the salary structure there, and also coordinate with
the finance department regarding the cost of Hiring and Incentive
strategy to be undertaken.
Solution to problem 4)The HR department and the Management of
Ramalingam Foods, should look at other’s company’s
practices(belonging to the same industry) of the new location,
where it will set up business and try to implement the same , this
way the company will achieve in having the desired optimal mix of
employees of every department, which is very important for
efficient running of the business.
SOLUTION(Management principles used to derive the
solutions):
A)Related to solution of problem1) ) Development of Each and
Every Person to His / Her Greatest Efficiency and Prosperity:
According to this principle, the efficiency of each and every person
should be taken care of right from his selection. A proper
arrangement of everybody’s training should be made , so that the

3. employees of Ramalingam Foods understand about the food
products and can explain about their products to customers.
B)Related to Solution of problem 2) Initiative:This management
principle talks about taking and forward looking approach in solving
an problem. Ramalingam Foods management and the employees
needs to take initiative to understand about the local taste and
preferences of the customers.
C)Related to Solution of problem 3) Coordination:As per this
principle there should proper coordination not only among the
various departments of Ramalingam Foods , but also with local
authorities and Government of the concerned country in which the
company will set up business.
D)Related to Solution of problem 4 ) Division of Work: This
management principle calls upon for division of work among
employees/owners. Ramalingam Foods, to achieve an optimal mix of
employees across departments Such as Finance , HR, Marketing ,
should look upon this management principle achieve the same.
Hiring & Incentive strategy of
Ramalingam Foods for Human resources
working on international expansion in
Singapore, Myanmar, Indonesia, Thailand
and Malaysia:
A)Hiring strategy of Ramalingam Foods:
Ramalingam Foods should implement the following strategies while
setting up and expanding it’s business in Singapore, Myanmar, Indonesia,
Thailand and Malaysia:

4. HIRING STARATEGIES IMPLEMENTATION
1)Selecting the Right Sourcing
Strategy & Sourcing channels:
Effective employer-branding is
always a great way to attract
talent. As a global company,
Ramalingam Foods should aim to
maintain global attractiveness and
competitiveness for potential
candidates.As for finding good
talent, different countries have
different success rates for the same
sourcing channel.A successful
sourcing strategy should account for
differences in a country’s culture.
Ramalingam Foods should make
use online job portals which is an
effective means of sourcing right
talents as per as international
market is concerned.
2)Conducting Interviews in an
proper manner by asking right
interview questions as per different
countries:
It is critical for Ramalingam Foods
to have a well-researched
understanding of the different
educational qualification levels as
well as the varying quality of schools
in the region from where you are
considering recruiting. The name of
a qualification/course covering a
similar syllabus or curriculum will be
different in different countries so it
is critical that Ramalingam Foods
are evaluating candidates
appropriately and fairly, so that it
must do some homework
beforehand. For example ,
education system may be different

5. in Malaysia and Singapore. There
are also interviewing strategies and
techniques that differ from region
to region, resulting in a fairly
comprehensive list of dos and
don’ts in interview questions. For
example, in some countries you can
ask the candidates about their
current & past salaries, while there
are laws against doing so in many
others. So Ramalingam Foods also
need to keep this in mind.
3)Understanding the Cultural
diffrences:
Ramalingam Foods , while hiring
candidates for its foreign business
should keep in mind the cultural
differences that is present in
different countries.Understanding
cultural differences and how they
play out in the interview process is
also critical to success when trying
to recruit in a new country.
For example, if candidates are
expected to trumpet their
accomplishments aggressively in
your home country, Ramalingam
Foods will find itself puzzled if the
new country’s recruitment targets
are quieter, more humble and self-
effacing. Doing some research on
the norms and customs that the
organization are likely to encounter
will avoid confusion and missed
opportunities later on down the
road.

6. 4)Understanding the Compensation
diffrences:
Ramalingam Foods should keep in
mind before hiring that Different
countries have different currencies
and attitudes towards pay.
Ramalingam Foods should be
aware of the currency of the
country for which the recruitment is
being done and also how that is
related to currency in which
organization maintains its budget
and expenses. This helps in
understanding a candidate’s salary
expectations with regard to the
budget for the position and also
helps in effective
negotiation.Moreover, the
organisation should know the
compensation range of the different
job types in the new country. There
could a big difference in the
compensation ranges of the same
job in different countries.
5)Keeping in compliance: Ramalingam Foods Management
must comply with local rules and
regulation regarding the hiring
process in the foreign country
because industrial and labour
relations laws vary from country to
country.Different countries have
different statutory requirements
related to employment categories
such as minimum wage, social
security, income tax, medical

7. benefits, leave policy, working
hours, offer letter, appointment
letter, notice periods, etc, so the
company must adhere to the rules
and regulations.
6)Polycentric approach: Ramalingam Foods should adopt
polycentric approach while hiring
for it’s host country. This way by
hiring local people for it’s different
regions of business, will help
Ramalingam Foods to understand
and follow local culture, political
scenario and rules, regulations
better.
Projected Number of employees to be
Hired across different departments in all
the five countries(Singapore, Myanmar,
Indonesia, Thailand, Malaysia) for the
upcoming financial year 2019-2020:
DEPARTMENTS COUNTRIES TOTAL NO OF EMPLOYEES
FINANCE SINGAPORE, MYANMAR,
INDONESIA, THAILAND &
MALAYSIA
5(1 Per country)

8. MARKETING SINGAPORE, MYANMAR,
INDONESIA, THAILAND &
MALAYSIA
5(1Per country)
HR SINGAPORE, MYANMAR,
INDONESIA, THAILAND &
MALAYSIA
5(1Per country)
IT SINGAPORE, MYANMAR,
INDONESIA, THAILAND &
MALAYSIA
5(1Per country)
OTHERS SINGAPORE, MYANMAR,
INDONESIA, THAILAND &
MALAYSIA
5(1Per country)
CORPORATE HEAD(TO
OVERSEE THE OPERATIONS
OF ALL THE FIVE
COUNTRIES)
SINGAPORE, MYANMAR,
INDONESIA, THAILAND &
MALAYSIA
1
B)Incentive strategy of Ramalingam
Foods:
Ramalingam Foods In order to maximise performance of it’s employees
should look to provide both monetary and non-monetary incentives
provided the employees achieve the following objectives successfully-
1)Good Customer service and focusing on quality aspect of its food
products and suggesting any improvements.
2) Collaborating successfully with different restaurant chains , to increase
distribution of its food products.
3) Efficiency shown in terms of higher sales of its food products.
4) Realising short-term objectives as set by the management of
Ramalingam Foods
5)Improving or bettering past performance in terms of customer services ,
sales and profitability of Ramalingam Foods.

9. Monetary Incentives in Ramalingam Foods may include- 1) Bonuses for
surpassing the objectives as set by the management,2) Commission for
achieving the sales target,3) Cash rewards
Non-Monetary Incentives in Ramalingam Foods may include- 1)Formal
recognition/ awards for its high performing employees,2) Extra Holidays for
achieving certain sales targets of its products as set by the management,3)
Gifts, 4) Company cars for high ranked employees, who will be performing
exceptionally well.
Projected Cost to implement Hiring and Incentive
Strategies across departments in all the five
countries(Singapore, Myanmar, Indonesia, Thailand,
Malaysia) for the upcoming financial year 2019-2020:
Q1 Q2 Q3 Q4 TOTAL
FINANCE 1 1 2 2 6
MARKETING 2 3 1 2 8
HR 1 1 2 1 5
IT 2 1 2 2 7
OTHERS 1 1 1 1 4
*Figures(In above table) are given in Rs(in
lakhs) (*Hiring cost is estimated by taking into account that
Ramalingam Foods will follow polycentric approach while
Hiring.)
CONCLUSION:
Ramalingam Foods Should look to go with hiring strategy, plans as
developed by it’s business consultant. Also incentives strategy for it’s
employees is also need to be well taken care off , the management can go
with it’s business consultant recommendations in this regard.
References:

10. https://www.toolshero.com/management/14-principles-of-management/
https://www.business.com/articles/management-theory-of-mary-parker-
follett/
https://www.globalpeoplestrategist.com/5-strategies-for-successful-
international-hiring/
https://www.hcamag.com/au/news/general/effective-incentive-strategies-
for-every-organisational-goal/141607
http://www.yourarticlelibrary.com/management/4-important-principles-of-
scientific-management/885