...Spanning the Globe Case background Eric Christopher ia an Associate Director for Global HR Development at Tex- Mark.he had ended up at Tex- Mark, a computer input- output manufacturer and supplier, through an indirect career route. Eric had graduated from Churchill High School and Baylor University in Waco, Texas, with a major in History and a minor in Spanish. His maternal grandmother lived in Tennesse, but was born and grew up in Edinburgh, Scotland, and Eric had spent several summers while in high school and at University backpacking around Europe. His facility for languages was impressive and he had an excellent working use of Spanish, French, Italian, and German. He could converse in Cantonese, as the result of working I a noodle restaurant during university, and had started a tutorial course in Mandarin last fall. Problem Identification: Tex-Mark, a company that was started in the late 1970’s, is a manufacturer of printer and optical scanner in the United States and across the globe. Tex Mark has expanded their operations to be split between their HQ office in San Antonio, TX and moved product development, sales and distribution to other parts of the globe. It has operations in countries such as Australia, Brazil France, India Israel and Hong Kong. The company takes employees: expatriates, and places them within those countries to run their engineering operations abroad. Tex Mark has developed a training program for these expatriates before their decent into international...
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...i need some information and answer too.Industry overview. Although there has been a dramatic shift in dining habits over the last 20 or so years, the change has been gradual, reflecting a constant evolution of the industry. In the United States, the National Restaurant Association (NRA), www.restaurant.org, has been the premier source for identifying changing trends in consumer habits. Each year the NRA publishes, among other things, its annual "Restaurant Industry Forecast." The forecast provides a glimpse of the industry through anticipated sales, customer spending habits, dining traits, operational trends and industry workforce trends. The U.S. Bureau of the Census, the Department of Labor, and The Library of Congress are also good sources when analyzing population growth, ethnicity mix, labor and economic conditions; however, organizations such as the NRA and restaurant-based publications provide more relevant information about our particular industry. Given the projected growth of the restaurant industry, this aspect of your plan paints an optimistic future of your chances for success in a very competitive business. Target market. Location analysis. Some business plans, probably most, are created before a site has been selected. Therefore, the location analysis may be limited to the general area or city for the proposed concept. As suggested earlier, site selection is often considered the most crucial aspect of the business planning cycle. The location analysis should...
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...Introduction Eric Christopher was the Associate Director for Global HR Development at Tex-Mark. He got a very good education in Europe, he travelled a lot around the world and he could speak many languages as well. Tex-Mark was a firm in the printer and optical scanner industry. It had international production facilities. Eric hat two meetings: one with the Plant Engineer (Fred) and one with the Director. Eric knew also the plans that the company wanted costs cut and the Vice President for HR wants this by having cheaper training programs, shorter expatriate assignments and a faster appointment of HCNs. At the first meeting, Eric realized that Fred’s team did not relate well to their Mexican counterparts and Tex-Mark did not treat the local and national government agencies with enough respect and sensitivity. Although, it seemed that Fred will get a good position in India, but in the last minute, another candidate got it. Eric thought that this was due to Fred’s unwillingness to train and hand over responsibilities to local engineers and his inability to work well with district and federal regulations in India. After the first meeting, Eric prepared for the second one with the Director and gathered all the necessary data. He realized that there is a big need for language training because China is more challenging, but this causes language problems and cultural difficulties as well. He was also thinking on the repatriation, so he searched the data on repatriate turnover. HR Analysis...
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...A) Role of Eric 1) Summarize your thoughts on the problems at hand, alternate solutions and your strategy on how to proceed at the forthcoming meeting? A) The major problem that at are at hand which the Eric is facing are: * Dealing with Fred: Fred is the old employee at the Texmark and since his assignment to India Fed has been this had been a major concern to Eric. His assignment to India has exceeded more than the designated period. His initial assignment was supposed to be for 18 months but it has been exceeded for more than 3 years. * Solution in dealing with Fred: Since the Eric has already sighted the major concern with Fred is that his unwillingness to train and transfer his responsibility to local engineers and his inability to work with the regulator is the major problem with Fred. Hence this situation can be better dealt by Eric personally supervising Fred and assigning him task with a limited dead line to each task. * Global expansion: The second major issue with Eric is the issue of the rising global presence of the company, as the company could not solve the expatriate issue. Hence company is facing a hard time when it’s needed to be established and to be made as a global company. As the main part of the strategy is dependent upon repatriation policy, where the growing numbers of repatriates are not meaning fully responding the debriefing and career counseling sessions. Hence this repatriation issue is affecting the long-term strategy development...
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...1. Introduction Most diversity initiatives start from the top with the leadership commitment. A high-level strategy is developed, complete with vision, mission and goals. But by the time it gets to the bottom (if it ever makes it!), it is often interpreted very differently. The intent of top-down approaches is noble, but without an equally effective bottom-up strategy, diversity initiatives invariably get stuck in the middle. In most cases, when a company decides to focus on diversity, the CEO and other top-level executives will incorporate a philosophical message in a variety of company publications and in presentations and reports given both internally and externally. These well-worded communications usually speak to ‘valuing and respecting diversity’, ‘the desire to have an organisation that is representative of the labour force and customer base’, ‘social responsibility, and compliant with the law and anti-discrimination policies’. A wide variety of processes, policies, and strategies are then developed to promote awareness and appreciation of differences, ensure fair treatment, increase representation, and create a culture of inclusion. 3. Key features of a bottom-up approach # Focus on the individual Recognising that change happens one person at a time and that everyone is different (e.g. have had different experiences), a bottom-up approach develops different learning solutions and strategies to meet individuals where they are. For example, white males often feel...
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...Feb 10 Feb 10 Case 1 Spanning The Globe Case 1 Spanning The Globe 08 Fall 08 Fall The introduction of case Tex-Mark, a company was started in the late 1970’s, is a manufacturer of printer and optical scanner in the United States and across the globe. Tex Mark inherited a production facility in San Antonio. And also had international facility in three countries: Mexico, Scotland and India. Then moved product development, sales and distribution to other countries. Such as Australia, Brazil France, India Israel and Hong Kong. The company takes employees: expatriates, and places them within those countries to run their engineering operations abroad. Tex Mark also has developed a training program for these expatriate, like pre-departure activities, in-country training and development and repatriation. However, this program has not give the Tex-Mark the value of expectation Eric Christopher, Associate Director for Globe HR development at Tex-Mark. He had graduated from Churchill high school and Baylor University in Waco, Texas with a major in History and Spanish. He had spent his time to backpack around Europe and South America then had four years experiences worked in Southwest Airlines. Eric has much experience with languages, as he is proficient in Spanish, French, Italian, German and a little bit of Cantonese as well. Fred Bank, a Dell engineer that had stayed on with Tex-Mark after the spin-off in 1978. He had three assignments:...
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...Executive Summary This paper analyzes the case – spanning the globe, which helps understand the various HR issues faced by Mr. Eric Christopher who is the Associate Director for Global HR Development at Tex-Mark. Tex-Mark is a computer input and output manufacturing firm with its head office in San Antonio. After its establishment in the 1970s, they have over 5 production facilities, 3 research and new product development facilities over the world. Additionally, they have 7 international sales, distribution and customer service centers universally but mainly concentrated in Asia. Below is a brief company and employee history to aid with the case study analysis. The first step in identifying the various challenges faced by Tex-Mark included listing the various problems, both explicit (short term) and implicit (long term). Some factors like language barriers have maintained a trend in that there have been more than one occasions of it arising. Other factors included cultural insensitivity and internal factors like Training and Development failure. The second step involved using different methods of analysis like the SWOT (Strength, Weakness, Opportunities and Threats), Human Resource Policies and also a Risk analysis that can affect expatriates on the assignment as well as internally impact the company and its foreign structure alignment. The SWOT helped understand the various aspects of staffing international operations and also understanding the different opportunities...
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...T3.2 Escoja su asignación Puntos sobresalientes: Multinational corporation management strategies and international human resources practices: bringing IHRM to the bottom line Preparado por: Zuleyka M. Delgado Cruz S00841891 HURM 550 International Human Resources Management Ana G. Méndez-Campus Virtual 10 de noviembre de 2015 Escoja su asignación Puntos sobresalientes: Multinational corporation management strategies and international human resources practices: bringing IHRM to the bottom line Autores: Paula M. Caligiuri y Linda K. Stroh Puntos principales de la lectura: 1. Los gerentes de recursos humanos internacional tienen el reto de desarrollar prácticas que mantengan la congruencia con los planes estratégicos de las multinacionales, a la vez que puedan balancear los factores económicos, sociales, políticos y legales de los países anfitriones. 2. Las estrategias de gerencial global utilizadas en las empresas multinacionales van a ser variadas. Dichas diferencias tendrán un efecto en la variación de los procesos, prácticas, sistemas y estructuras que se desarrollen. 3. Las situaciones conflictivas suelen suceder cuando las multinacionales intentan maximizar su habilidad de responder a las necesidades de los países anfitriones, a la vez que intentan controlar la estructura corporativa en todo el mundo, o al menos en los países donde están localizados. 4. Mientras más autonomía tiene la subsidiaria, estas actúan más independientemente...
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...The Needs Assessment of Training and Development in Africa In most of Africa, training is incorrectly used as a solution to performance problems and trainees are sent to training programs without basic or require skills and may sometime have not the confidence to learn. Before training issues are considered, a careful needs assessment analysis is required to develop a systematic understanding of where training is needed, what needs to be taught or trained, and who will be trained. Unless such a needs assessment has been adequately performed it may be difficult to rationally justify providing training and training programs may have the wrong content, objectives, or methods. The needs assessment of training and development in Africa are different from one region to the other. Accurate needs assessment can help develop a program or course based on the real needs of the people that it is serving. As time is often limited in training programs, courses which takes learners’ needs into account can ensure that what is most useful for learners is covered. The needs assessment prior to training and development is paramount in places like Africa since elements such as deficiencies or gap in employees skills and knowledge, mistakes made on the job, feeling incompetent, and even measuring the success of a job are all needs assessment. Apprenticeship and mentoring are common methods of training in Africa. Most individuals are trained on the job through mentoring. Needs assessment therefore...
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...the reading that Knowlton caught himself feeling apprehensive about the reaction that Fester might have to some of his work and that even Knowlton himself was a little surprised at his feelings because he had always been proud. Both men want to move forward with the project, and I feel like they were considerate to each other’s thoughts during the meetings. Fester is highly extraverted whereas Knowlton is more in the middle as the case goes on. In similarity, Knowlton and Fester are both open and conscientiousness. The GLOBE model could be used to describe the clash between Knowlton and Fester. This model addresses leadership qualities and recommends how leaders should conduct business in cultural clusters that are different from what they are accustomed to. GLOBE practices would help Knowlton feel more comfortable around Fester as he sometimes feels belittled by Festers ability to take over explaining the graphs and new methods to the project. The impact of GLOBE would enable Knowlton and Fester to have a better understanding of one another as the cultural dimensions included in the...
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...SHAKESPEARE: ESTUDIO MONOGRÁFICO 1. CONCEPTO DE SHAKESPEARE Muere en 1616. Siete años después sus compañeros publican el First Folio, sus obras completas. Tenía un valor colectivo, publicado en 1623. Para mantener viva su memoria: “our Shakespeare”, “our” se ponía con autores clásicos conocidos, término honorífico. Influencia de Séneca en tragedia y de Plauto y Terencio en comedia en el teatro renacentista inglés. Nació en 1564 en Stratford-Upon-Avon. Afán de la movilidad social, de una escala a otra. Quería hacerse un escudo familiar, símbolo de la nobleza, para subir en la escala social. Padre y madre de diferentes escalas sociales, ella pertenecía a la familia Arden. El padre era guantero y comerciante de lana ilegalmente, también compró varias propiedades y era prestamista. Gran poder financiero. John S. incluso llegó a ser alcalde. A partir de 1572-73 el padre pierde esa posición privilegiada y tiene problemas económicos. La Inglaterra isabelina era protestante, la familia S. podría ser católica. Religión impuesta con violencia y obligación. No hay prueba documental de la educación de W. S., aunque se supone que fue a la escuela de allí. Expuesto a la gramática latina y los clásicos: Ovidio, Virgilio, Plauto, Terencio, Cicerón. Expuesto a las miestery plays y morality plays. Las miesteries eran breves y católicas, personajes bíblicos. Las moralities eran representaciones alegóricas breves que muestran las terribles consecuencias del pecado. Los nombres de...
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...beliefs in these different religions were so strong that they led to the executiong of many adherents to both of these Elizabethan religions. Elizabethan Court was wherever the Queen happened to be and was made up of all those who surrounded the Queen from servants to the courtiers themselves. Once a year the Queen would go on a progress to the southern counties, but most of the time she resided in one of her great royal palaces: Whitehall, Hampton Court, Greenwich, Richmond, Westminster, St James, Windsor Castle, and towards the end of her reign, Non such. All these palaces were, in their different ways, magnificent to behold with high fanciful towers and a sea of spiraling chimneys. Whitehall was reputedly the largest palace in Europe, spanning an incredible 23 acres, and it was in...
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...Universidad de Santiago de ChileFacultad de IngenieríaDepartamento de Ingeniería InformáticaIngeniería de Ejecución en Computación e InformáticaRedes Computacionales | Redes Computacionales | Laboratorio Nº 2 | Integrantes: Profesor: * Ayudantes: Fecha de entrega: 06/06/2012 Tabla de contenido 1. RESUMEN EJECUTIVO 1 2. INTRODUCCIÓN 2 3. OBJETIVOS DEL LABORATORIO 3 3.1. Objetivo general 3 3.2. Objetivos específicos 3 4. DESARROLLO 4 4.1. Descripción del problema 4 4.2. Desarrollo del problema 4 4.2.1. Experiencia 1: Capas del modelo OSI 4 4.2.1.1. Nivel Físico 4 4.2.1.2. Nivel de enlace de datos 5 4.2.1.3. Nivel de red 5 4.2.1.4. Nivel de aplicación 6 4.2.1.5. Nivel de presentación 7 4.2.1.6. Nivel de sesión 7 4.2.1.7. Nivel de transporte 8 4.2.2. Experiencia 2 10 4.2.2.1. Router: 10 4.2.2.2. Switch 11 4.2.2.3. Hub y Repeater 12 4.2.2.4. Access Point 12 4.2.3. Experiencia 3 13 4.2.4. Experiencia 4 17 4.2.4.1. Red 1 17 4.2.4.2. Red 2 18 5. CONCLUSIÓN 20 6. REFERENCIAS 21 1. RESUMEN EJECUTIVO Se da a conocer la forma de implementación de redes virtuales en Packet Tracer, especificando características de los modelos y funcionalidades de cada dispositivo que en la plataforma se puede utilizar para montar redes. Posteriormente se presenta el Modelo OSI, donde se describe las funciones claras y específicas, de cada una de las capas existentes en el modelo...
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...I. Company Background [pic] The Philippine Long Distance Telephone Company (PLDT), incorporated on November 28, 1928, is a telecommunications service provider in the Philippines. Through the Company’s three principal business segments, wireless, fixed line and BPO, the Company offers the diversified range of telecommunications services across the Philippines’ fiber optic backbone and wireless, fixed line and satellite networks. The Company provides cellular and wireless broadband, satellite and other services through its wireless business. The Company is the provider of fixed line telecommunications services, servicing retail, corporate and small medium enterprise (SME), clients. On December 4, 2012, the Company sold its BPO segment. The Company’s cellular business, which it provides through Smart and DMPI to almost 70 million subscribers as at December 31, 2012, approximately 97% of whom are prepaid subscribers, focuses on providing wireless voice communications and wireless data communications, primarily through text messaging, but also through a variety of VAS, and mobile broadband. Smart markets nationwide cellular communications services under the brand names Smart Prepaid, Talk ‘N Text, Smart Postpaid and Smart Infinity. Smart Prepaid and Talk ‘N Text are prepaid services while Smart Postpaid and Smart Infinity are postpaid services, which are all provided through Smart’s digital network. A cellular voice service consists of all voice traffic and voice...
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...Universidad Interamericana, Recinto de Guayama | Diseño de una Red Mediana | | Luis Lugo 16 de enero de 2013 | Introducción En este trabajo estaré diseñando una red mediana para un colegio técnico el cual contiene pocos estudiantes. Este diseño usa conmutadores en las capas 2 y 3 proveyendo servicios a usuarios y a la misma vez seguridad para toda la red. La organización tiene alrededor de 700 usuarios y existen diferentes dominios dentro de esta red. Diseño Este diseño debe tener varios requerimientos específicos para poder completar lo que es una red mediana segura. Uno de estos requerimientos y el mayor de estos es que la red debe de proveer conectividad para tres servidores y alrededor de 700 clientes. De la misma manera, la red va a permitir que si en alguna ocasión alguno de estos equipos necesita separarse el otro, esto sea posible. En esta red otro de los requerimientos importantes es el de evitar ataques, ya que como la red va a estar comunicándose entre dos edificios, esta es más susceptible a ataques que provengan de afuera. El centro o “core” de esta red es un solo conmutador de capa 3 con interfaz de “Ethernet” este conmutador “core” le provee los servicios de índole de ambas capas (2 y 3) hacia los equipos necesarios. La red tiene 4 sub redes diferentes, una de estas es para los servidores, otra para los clientes, otra para el sistema de red inalámbrico y la última para la administración. Se diseñó un NDIS para monitorear...
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