The document discusses a French-Polish joint venture (jv) manufacturing televisions tubes. [1] The jv, called Durand-Masaryk, was formed between a French electronics firm and a Polish tubes producer, located near Warsaw. [2] It aims to become the top supplier in Central and Eastern Europe. [3] Currently, it produces 1.1 million tubes with good quality and low absenteeism. However, it faces challenges with communication due to language barriers, training due to lack of analysis, and performance reviews and staffing due to policies not considering local culture and market. [4] Recommendations include training, adapting policies, and using balanced incentive systems.

1. The French-Polish JV case
Group members
Yasser Kortam
Magdy A.Sattar
Abd El-Hameed Mohamed

2. Group objectives
 Acting as HR consultants we will present
our analysis and recommendations to the
case F-P jv.
 Demonstrate our understanding to some
of the HR main topics.

3. Presentation elements
 Firm presentation.
 Firm objectives.
 Current situation & key figures.
 Firm strengths.
 firm weakness and HR challenges.
 Recommendations.

4. 1-Firm presentation
 Under the name Durand-Masaryk (jv) the
French Durand consumer electronics
division with 51 % of the venture and
management responsibility combine with
the Polish television tubes producer in
joint venture and located near Warsaw.

5. 2- Firm objectives
 Complement the existing product range in
Europe with the manufacture of small and
medium size television tubes.
 To be the “number one” supplier in Central
and Eastern Europe.

6. 3- current situation & key figures
 D-M produce 1.1 m television tubes.
 $ 100 million investment.
 Absenteeism down to less than 4.5 percent.
 Products quality improved to match Western
levels, with rejection rate of less than one
percent.
 five new products were introduced in one-
and-a-half years.

7. 4- Firm strengths
 Good team building.
 Effective training programs.
 Good management structure.
 Linking compensation to performance.

8. 5- Firm weakness & HR challenges
 Communication challenges.
Language barriers
Absent of regular meeting
Mid. managers blocking information flow.
 Training challenges.
No analysis for the training programs.
No proper timing & scheduling (affects the productivity).
 Performance review challenges.
Policy implemented was exported from different culture with out
considering the Polish culture and economical situations.
Unclear job description, the goals & responsibilities are un clear.
 Staffing challenges.
Salary policy not related to local market.
No career developing planning.
 Rewarding policy challenges.
Using negative incentive system de-motivate people on long term.

9. 6- Recommendations
 Communication challenges.
 English language training.
 implement regular meeting system for communication.
 Training programs for Mid. Managers (team work, effective
communication, coaching …).
 Training challenges.
 Do job analysis to plan the training programs to meet the requirements.
 Design the proper timing & scheduling that doesn’t affects the
productivity.
 Performance review challenges.
 Adapt the Policy implemented to the Polish culture and economical
situations.
 Design a clear job description, to have clear goals & responsibilities.
 Staffing challenges.
 Adapt the Salary policy to be related to local market.
 Design career developing plan.
 Rewarding policy challenges.
 Using negative & positive incentive rewarding system to motivate people.

10. Questions ?

11. Thank you