International Mobility Case Study

SOLVAY GROUP: INTERNATIONAL MOBILITY & MANAGING EXPATRIATES

Group F2

Problem Statement:
The situation is to develop an international mobility program in order to streamline processes at Solvay which aligns the company’s business goals with individual employees’ needs .

External Analysis
Factor (Economic, Technological, Cultural) Implications on the problem
Political:
• Swelling government regulations in Pharmaceutical industryIt was difficult to enter the industry(high entry barrier, not lucrative)Existing players diversifying globally Require additional HR • Movement of HR helps in easy expansion need of an effective international mobility program (take care employees needs like personal, financial, social etc.)

Economic:

As a consequence, it was affected by personal influence and political aspects. But there is need of a transparent process to make the program effective. This is important factor that affect other issues like employee satisfaction and motivation. It develops a trust on the system.

• Employee satisfaction
The current program does not focus to solve the grievances of the members of family. Like jobs of spouses, reallocation of employees’ parents, etc. In an effective international mobility program, this is an important component to be solved.

• Certainty of program
Whenever the company has an expatriation, the term of it is always unsure in the beginning. The position at the end of it is also not sure which makes the program very uncertain. All of this depends upon the country. If the country has economic activities in the sector and good opportunities then Solvay would like to have a lot of investments there and need qualified people.

• Cultural

It was difficult to do such analysis at this level but it brings intangible benefits as with people it is hard to determine what data to consider.

Solution 1
Continue with the current system with minor changes:
Solvay can continue with the existing system by allocation employees in 4 stages by bringing more transparency, certainty in the system and making calculation of package less complex
Pros Cons
 Easier to implement as derived from existing system  The current system requires that promotion for young managers is based only on their international experience.
 No cost and time spent.  Job dissatisfaction due to family pressure.

Solution 2
Develop a new system:
 Package
Calculating ROI and hence the compensation. This would give very accurate results and ensure that company does not waste any money on such program.
 Motivation
Employees motivated to work as they are certain when they get back to their home. The compensation is also more justified to the employees.

Pros:

 Accurate calculation of package
 Calculation of ROI
 More certainty of the program