International Human Resource Management †Free Sample Solution

Questions: 1) Summarize your thoughts on the problems at hand, alternative solutions and your strategy on how to proceed at the forthcoming meeting. 2) How will your proposal solve the problems you have defined? 3) How can you defend your solution from budgetary concerns? In what way is your approach both a solution to the problems of expatriates at Tex Mark and a good economic investment? 4) Does Erics personal background assist in his assessment of the problems he faces? 5) Would you have approached this situation differently? If so, what benefits would your different approach provide for Tex Mark? Answers: 1: Summary of thoughts on the problem The emergence of new distribution centers for Tex-Mark in various countries posed a challenge of management and general staffing. Eric Christopher who is the Associate director of human resource development at the company is faced with a challenge of arriving at the office to hold several meetings that he was scheduled to hold. In the meeting that was to be held between Eric and his director visiting Memphis, there was a challenge on how the human resource training and development could be evaluated. Eric as director faces the problem of making sure that Fred who is one of the brightest and famous engineers of Tex-Mark stays in the company despite the bitter exchanges he had with him. Therefore, there is a general problem of forging a good relationship between the major employees of Tex-Mark and the associate director of human resource manager. In Tex-mark also, there is a problem of company's expatriate employees not relating well with the local counterparts in countries where they operate. Part of this problem is because the firm does not have a well put down policy on how expatriates and local employees should relate (Ahlstrom Bruton, 2010). Such a problem of the relationship between local counterpart employees and the expatriates can alternatively be resolved through designing of a well thought out plan on how the two groups of employees should relate (Stahl et al. 2012). In preparation for the upcoming meeting, the Human Resource Director should review and gather information about the candidates in the foreign countries who are performing better and have developed to become brightest regarding task completion (Li, 2016). This is important because it is necessary for the director to recognize the strengths of various individuals within the company who can be a very useful resource. By realizing strengths of different expatriate employees, the human resource director will be able to review the human resource development plan and strategies objectively during the meeting. Since international assignments are some of the major risks for any company, as a director you will have to review some of the strategies used by other businesses that have succeeded in implementing their global assignments as a means of preparing for the upcoming meeting (Ahlstrom et al. 2010). Before the meeting, the director can approach some talent professionals and pitch to them the expatriation program he has and seeks their views on the same (McNulty Inkson, 2013). 2: how proposals solve the problems Proposal to have a more comprehensive and extensive training program on language and culture for all the expatriate employees will help solve the problem of lack of integration for the company's employees on foreign assignment (McNulty et al. 2013). Proposal to review strategies successfully employed by other companies in their expatriate assignments will help the human resource director to come up with some suggestions on how to improve the existing expatriate strategy (Valentine et al. 2013). Review of other companys expatriate plans also gives the director a hint on how the company should approach foreign assignments because failure to successfully implement international assignments is so costly to any company (Valentine et al. 2013). Proposal to review information on the performance of different expatriates to identify the best performance will help the global HR director to determine the team leaders that the company can rely on to successfully lead teams in their foreign assignments (Valentine et al. 2013). 3: Defending the solution Since the company has already a programme for training expatriates for 12 months, the new proposal to make the programme intensive fits into an already existing programme. Therefore, there is little money needed to enhance the programme. Reviewing information about company expatriates is easier and cheaper because the company keeps records of all employees both locally and in foreign companies. 4: Erics background Erics background is important in analyzing the problems of the organization. This is because from the background information Erick stayed in several countries and thus has heard experience with different cultures and can help in solving the problem of foreign employees. 5: Different approach I would definitely change the manner in which foreign employees are assigned leadership duties for foreign projects. By reviewing information about performance of best employees in foreign assignments, the company will be able get most efficient foreign project leaders. References Ahlstrom, D., Bruton, G. D. (2010). International management: Strategy and culture in the emerging world. Australia: South-Western Cengage Learning. Li, Y. (2016). Expatriate manager's adaption and knowledge acquisition: Personal development in multi-national companies in china. McNulty, Y., Inkson, K. (2013). Managing expatriates: A return on investment approach. New York, NY: Business Expert Press. Stahl, G. K., Bjrkman, I., Morris, S. (Eds.). (2012). Handbook of research in international human resource management. Edward Elgar Publishing. Valentine, S., Mathis, R. L., Jackson, J. H. (2013). Human resource management. Verbeke, A. (2013). International business strategy: Rethinking the foundations of global corporate success.