Marconi Telecommunication Mexico Case Study Essay

1.- ¿Cuáles son las principales fuentes de riesgo para la empresa Pecom? Sustente su respuesta.

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.

| 1) Reduced personnel costs2) Access to better and more specialized talent3) Allows for better growth potential, particularly concerning shared services

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 is keeping employees in their job for as long as possible to benefit from their skills and experience.

can be done to ensure that the company will work in the best interest of the

Most important, the employees can earn stock, which gives them voice within the company to make pertinent decisions.

a good employer. Hence the employee retention rate is very low. The purpose of this report is to propose a

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.