Supporting Human Resource (HR) Plan
Expansion scenario
The business planning to expand its operations in sub-Sahara Africa operates in the hotel industry. They are among the leading restaurants serving in America. Even though they have been in the industry for long and developed a strong brand, recently, their businesses have dwindled. They have reported closing some business units in the American market (Leke & Signe, 2019). Perhaps, it is because the market has become competitive while the demand has remained stagnant. Like many other companies, the trend is pushing the restaurant to move its business to promising markets in sub-Saharan Africa. The company target three countries, which include Nigeria, Cote Devoir, and Tanzania. As an earlier plan, the restaurant intends to relocate staff from the home market to launch and maintain the operations in the new market.
Estimated number of employees to relocate
The company plans to transfer approximately 250 employees to three countries. Several factors determine the number of employees to deploy in each state. They include the number of restaurants that will be opened, the total population, and the land size of the respective countries and the availability of local expertise to support the new business operations (Leke & Signe, 2019). Also, the number of employees to be allotted will be influenced by the host country’s policy. The human resource team has to consider the foreign work policy of the host country and the easy of processing a work permit. Further, the human resource team will ensure that the relocated employees offer the expertise that cannot easily be sourced locally. That is significant in ensuring the locals also have an opportunity to work for the company. That will improve the relationship with the locals.
Establishment of a commissary
The company will have to outline what commissary services are essential. It is vital to note that the global market is highly integrated, and some services are readily available almost in every country. For example, the relocated employees can access and make use of any currency they want. Those are services provided by local financial institutions. Also, local banks can support the banking needs of the employees (Leke & Signe, 2019). For instance, they can help remit money back to their countries. However, it is important to establish urgent-care stations in some places. The employees could be faced with some risks like disease outbreaks, floods, and civil wars. The urgent-care stations will help respond and identify the needs of the employees. They help communicate with the headquarters for appropriate steps to be taken.
Assignment limits
The company should consider setting a specific limit of time an employee should work in a foreign country. However, there are several factors to consider when setting the limit. They include the company employment policy, the host country work policy for foreigners, age, health, and family-related issues (SHRM Foundation, 2015). Even though there is no research telling what the optimal period to be engaged in a foreign mission is, two yours will be appropriate for the company. Where possible, the company should provide an opportunity to the employees to decide if they wish to prolong their assignment duration or not.
Arrangements for families with children going to school
The employer has to comply with the required education standards. They have to plan how the children will be admitted to the new schools. Also, they will take care of all the expenses incurred (SHRM Foundation, 2015). Since the process of relocating to a foreign country is extremely busy, the company will make prior arrangements to ensure the children from the families that are relocating, have got admissions. That will ensure a sensible work-life balance.
Attending to housing needs
Since the employees may have little information about the new work stations, the company must address issues related to security, health, and safety. They have to be addressed in the organizational policy. The issue of housing should remain the company’s responsibility. It should be one aspect the company must invest in. That will enable the families to relocate without much challenge (Leke & Signe, 2019). Also, how well the issue of housing is addressed will affect the other aspects of health and security. If the company finds that there are no decent houses that conform to their standards, they will have to consider other alternatives, including building new houses for them. However, that is a long-term solution. In the short-term, they can host them in hotels.
Increased housing allowance
Since the company will be responsible for the employees’ housing needs, housing allowance will not be provided. The company will work on a plan that will ensure the employees are housed and have access to the social services they need (SHRM Foundation, 2015). Other than procuring an apartment for them, they may choose to buy land and build new houses as a long-term solution. That implies the housing allowance will be invested in meeting their housing needs.
References
Leke, A. & Signe, L. (2019). Spotlighting opportunities for business in Africa and strategies to succeed in the world’s next big growth market. Brookings Report. Retrieved from https://www.brookings.edu/research/spotlighting-opportunities-for-business-in-africa- and-strategies-to-succeed-in-the-worlds-next-big-growth-market/
SHRM Foundation (2015). Global Trends Impacting the Future of HR Management: Engaging and Integrating a Global Workforce. The Economist Intelligence Unit, New York.