Homework n°1: Marconi Telecommunication Mexico
Marconi Telecommunications Mexico: I. Statement of the problem: 1) Identification of the problem: Marconi Telecommunications Corporation (Martel) is one of the Canada’s most international telecommunications providers. Martel purchased control of Lerida Telecom of Mexico in 1997. The company wanted to find the right people to manage their Latin American operations. Martel sent approximately 25 managers to Mexico, all the managers had been chosen both, internally and externally, as the company tried to select individuals with the skills required for an overseas assignment. However, the company had to deal with some problems from the process of expatriation. The process …show more content…
In addition, Martel could set up a polycentric management approach in hiring local people in key positions. IV. Statement of alternatives: 4) Alternative 1: Intensive training/preparation
Martel should make sure that managers who do not know to speak Spanish have an intensive training in order to be more effective in the work field. Moreover, the training should include spouses in order to be to avoid rejection or cultural shock This program should include: language, housing, schools, recreation, social clubs, and so on. Regarding housing, Martel should more prepare the safety concerns, as Mexico is a dangerous city, families do want to live in a safety environment. Martel should also make sure that the third party hired to help the expatriates in their first few months of moving to the foreign country helps the managers and their families with daily tasks and accustoms them to the local environment, before letting them be on their own. If the company takes care of well housing the managers and their families, it would avoid the relocation and so the expenses. Martel should also help the spouses in attaining work permits and then work in the foreign country. 5) Alternative 2: Increased the benefits/compensations
This kind of policy can retain talent and one of the goals of the company is to retain their human capital in order to be more competitive. The human
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Due to the greater encouragement, it reduces employee turnover and increases efficiency. This causes the company to be able to fulfill their goals and objectives that have been both created and managed through the strategic management process.
This report examines cultural and institutional factors of Mexico and how they can impact global HR management and practices. Specifically, by analyzing Mexican culture based on Hofstede’s dimensions, economy, labor legislation, union and employment tradition we reached the conclusion that the features of Mexican culture (high power distance, strong collectivism, high level of masculinity and uncertainty avoidance) and institutional factors have a strong impact on management styles and HR practices of business in Mexico and may arouse some challenges for global company and their expatriates, especially those from countries that bear different cultural features and institutional conditions. In order to minimize the potential conflict between Mexican local employees and expatriates, parent companies need to provide trainings (culture assimilation, country condition, etc.) before sending anybody to Mexico. Also, whether the expatriates should put more effort to disseminate home country (headquarter) culture or to adjust to local culture depends on the company’s strategy in terms of being localized or standardized around the globe.
By retaining the company's staff, this allows the company to keep their most trusted and reliable employees by simply offering them more benefits or incentives at higher levels of employment.
In addition to being cost effective it can also provide incentive for the existing employees to perform better in their current roles to get promoted quickly. This can have a positive impact on the overall performance of the organization
The issue with many companies today is that their organizations put tremendous effort into attracting employees to their company. The process of attracting and retaining profitable employees, as it is increasingly more competitive between firms and of strategic importance, has come to be known as the war for talent.
This is keeping employees in their job for as long as possible to benefit from their skills and experience.
This probably contributed to better retention. On the other hand, this process is more slow and conservative, potentially leading to the firm missing out on great opportunities.
Pay and rewards attract and retain employees. Having the right pay and benefit for employees motivate them. This helps employees feel valued and can remove animosity between employee and employer. Training and development has a positive impact on employees, this shows investment from the employer and enhances career progression.
Competitive corporate environment it is important that companies pay attention to their employees’ abilities to perform their duties. What is actually important is for companies to continuously study not only how they can perform well for the customers but they also have to address the issue on how they can maintain a highly effective staff. To achieve this they should have strategies in place to measure their employees’ skills, knowledge, and attitude. This will assist in better planning strategies needed to have an effective retention program in place to measure the learning and growth perspective.