SIREESH PALLIKONDA

JULIANA CASTRO

KAREN Portugal Zanabria

Xingtong LI

TEAM -1

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.

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

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.

Expatriates Plan and Economic Investment Balance • FRED as an Expatriate • Case 1

• Language of communication is english

• Fred 1st 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

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.

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

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.

1. Depending on the country (economy and culture) the type of expatriation plan will be executed.

2. Pre-departure polices (lower prices)

3. Lowest expatriate allowance maintenance costs.

4. Training the host personal in the home country.

5. Return to host country

6. Evaluation period ( short period)

NEW APPROACHED: EXPATRIATION BACKWARDS