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Pages:
15 pages/β‰ˆ4125 words
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Style:
APA
Subject:
Business & Marketing
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Other (Not Listed)
Language:
English (U.S.)
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Date:
Total cost:
$ 64.8
Topic:

South American Continent

Other (Not Listed) Instructions:

Please note:
Prepare a 10–15-page report of your analysis. The report has to include:
--- an introduction that states clearly the scenario of your project, and relevant details, and a rationale for your choice of cities.
--- the main body of your report should compare and contrast the cities that you have chosen to analyze.
--- your report should conclude with a convincing recommendation for one of the cities.
--- the report should be well written and clearly organized.
--- please use appropriate headings to structure your report in a meaningful way.
--- the report must be double-spaced with 1-inch margin on all sides.
ANALYSIS DETAILS....
A. Within your region, select three or four countries - Region selected - Central and South America (for example, cities in Brazil, Chile, Cuba)
For each country, select a target city to use in your analysis.
B. Now, imagine that your Superior (Boss(es) have asked you to compare and contrast a few city locations within a given geographic region. You will need to gather this information and present it to the executive committee of your company regarding the pros and cons of each location from the perspective of this course. That is, you will be doing a comparative HR/International Management analysis for each city. Ultimately, your group will want to put forth its recommendation for a "recommended city" within the region.
C. Use the following scenario as a point of reference to do this comparative analysis.
Your company is interested in opening a regional headquarters in this geographic region. This regional HQ will need to contain the regional management/administrative functions, regional sales and marketing, and other staff functions. There will likely be some expatriates from HG, third country nationals, and local nationals working from the same location. Your group should fill in some details about your hypothetical organization to make the presentation more interesting and more relevant.
D. Make sure that you state clearly the scenario that you have chosen and any relevant details, such as the type of company and the type of products or services the company sells. The focus of the assignment is how the management of your human talent will affect the ability to be successful in that region.
The following is a list of possible issues you will need to discuss for a thorough analysis. These are only suggestions. You probably will not be able to cover everything. It is your prerogative to present the issues you believe are most relevant for the given region. Basically, you are asked to give you Senior Management Team a well-justified decision regarding the location you have selected from an HR/International Management perspective.
Analysis of need/availability of talent (host-country, parent-country, or third country nationals)
Legal obligations and concerns affecting HR and Labor Relations
Flexibility of the wage bill (ability to adjust hours and ability to adjust headcount)
Labor and management relations
Competence of workforce (education/training)
Turnover rates
Medical and health systems
Technological infrastructure, telecommunications
Cultural dimensions – how do they affect the functioning of the location
The way organizations are structured in the country
Nepotism
Ethical concerns regarding hiring, child labor, bribery, etc.
Salary levels expected by host-country nationals
Compensation and reward system
Availability of housing, schools, etc. for expatriate’s language
Religion and level of orthodoxy
Other norms of the business community (e.g., greetings, meetings)
Women in business

Other (Not Listed) Sample Content Preview:

Regional Analysis
Student Full Name
Institutional Affiliation
Course Full Title
Instructor Full Name
Due Date
Regional Analysis
Introduction
Over the past decade, the South American continent has established itself as a promising region for IT start-up companies looking to relocate and take advantage of the burgeoning talent base and favorable business climate. As a result, venture capital investment in Latin America has grown steadily, and high-growth tech companies have started expanding into South America and setting up talent hubs in different cities. This report will conduct a comparative international management analysis of three cities in three different Latin American countries for a tech company looking to move into the continent. The information will analyze Sao Paulo (Brazil), Buenos Aires (Argentina), and Santiago (Chile), with a special focus on four specific HR and IT infrastructure issues: legal obligations and concerns affecting human resource and labor relations, labor and management relations, the competence of workforce, and technological infrastructure. While many other factors that any company looking to expand into a new region must consider, this report will only consider the four factors since they are the most relevant for the three chosen areas.
Body
Legal Obligations and Concerns Affecting HR and Labor Relations
Sao Paulo (Brazil)
There are several minimum employment terms and conditions that all employers must observe when hiring in Sao Paulo. These include legal national minimum wage (usually $208) or the minimum wage stipulated in Collective Bargaining Agreements, 30-day vacation together with extra vacation pay, which is usually a third of the salary, maximum working hours of 44 hours per week, and eight hours per day, a mandatory 13th salary which is equal to one month’s pay that is paid after the year, and overtime pay that must also include at least half over the regular salary. Other minimum terms and conditions that must be observed include mandatory monthly deposits of 8% over the worker's monthly salary to the Unemployment Severance Fund (FGTS) (this amount can only be withdrawn under special instances established by law such as during dismissal of an employee without cause) (Fukijawa, 2016). Other minimum employment terms and conditions include thirty to ninety days pre-notice period before work termination and severance payments after resignation and termination of the employment relationship, even if by mutual agreement.
Overtime is restricted to two hours per day. Still, workers are exempt from overtime pay if they perform work that is not compatible with set working hours and are finished within the employing company's facilities. Employees are also exempt from overtime pay if they are in a trust position or work from home. Work on a holiday is paid at twice the regular pay. All employees who have been employed for a year can take their leave on three separate occasions, where one of the periods must be at least two weeks, and the other two leaves must be a least five days. However, employees cannot apply for annual leave two days before a weekend or holiday (thirteen national holidays in a year). Workers can also cash a third of their annual leave a...
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