Tex-Mark Global Hrm

550 Words3 Pages
Global HRM In-Class Study Assignment. Spanning the Globe 1. Tex-Mark started off as a spin-off firm from Dell Computer in the late 1970’s. Eric Christopher is the Associate director for Global HRD. 2. Tex-Mark has had consecutive failures in expatriation processes as they did not go well in most of the cases in many countries including Mexico, wherein Tex-Mark did not treat the local and national government with enough respect and sensitivity. This resulted in several delays in the project including authorizations from the government which should have taken only couple of weeks instead took 6 months or more. 3. Failure of Expatriation: The expatriation problem happened again in Jaipur, India wherein Fred Banks replaced another engineer in the last moment, when the engineer’s father was diagnosed with cancer. Eric had designed a T&D program for the engineer, including a one week visit for him and his wife. 4. Failure of Training & Development: Lack of pre-planning for this assignment resulted in the increase in time period of the assignment from 18 months to 3 years. This was mainly due to Fred’s inability and unwillingness to work with other local engineers and the local government in India. 5. No regulations on expatriate training programs: It was only recommended for the expatriates to undergo a training program but instead should have been made compulsory as there are many factors when an engineer or an expatriate has to oversee before taking up an assignment in any region or a country. 6. Language Barriers: Expatriates were not really given any professional language course before moving into a specific country. This is a great concern to the company and its operations overseas. 7. Repatriation issue: Repatriation usually involves getting back an expatriate from the assignment or project to his home country. It does have certain effects on the
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