TEDMARK CASE PRESESNTATION
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1. The document discusses problems with TEX-MARK's expatriate training program, which could not keep up with the company's fast growth and expansion into Asian countries. 2. It proposes a new training program with improved pre-departure activities and in-country support through a buddy system and family welfare program. 3. The proposal argues that training host country employees could be more economical than expatriates, and that initial extensive training programs are needed to establish overseas operations successfully.
TEDMARK CASE PRESESNTATION
- 1. SIREESH PALLIKONDA JULIANA CASTRO KAREN Portugal Zanabria Xingtong LI TEAM -1
- 2. 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.
- 3. 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
- 4. 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 .
- 5. Expatriates Plan and Economic Investment Balance FRED as an Expatriate Case 1 Language of communication is english Fred 1 st 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
- 6. 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.
- 7. 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
- 8. ERICS 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 ERICS 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.
- 9. Depending on the country (economy and culture) the type of expatriation plan will be executed. Pre-departure polices (lower prices) Lowest expatriate allowance maintenance costs. Training the host personal in the home country. Return to host country Evaluation period ( short period) NEW APPROACHED: EXPATRIATION BACKWARDS
- 10. THANK YOU