International Human Resource Management (BMA777) Assessment 2: Case Study Case Study-Lucy Group expansion Lucy Group moves...

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International Human Resource Management (BMA777) Assessment 2: Case Study Case Study-Lucy Group expansion Lucy Group moves to fulfil its new strategy to increase the number of its subsidiaries globally. Lucy Group is an Australian Business Developer that assists companies in developing their markets. In the first phase of its growth strategy, two new subsidiaries must be opened and run in China and Spain. Lucy Group decides to ask its employees working in Canada and Australia to consider a relocation to China and Sapin to help fill the Operation Manager position and maintain its high standards for customer service. The expansion of Lucy Group into China and Spain is testing the company's ability to find, recruit, hire and train employees infused with the company's culture, promoting a high customer service level. The simple solution might rest with the large pool of existing senior employees in Canada and Australia. But there are hurdles, the first of which is language. Lucy Group branch in China falls mainly within a Mandarin-speaking geographic territory, but there are many local dialects within China that Canadian and Australian employees do not likely speak. A significant factor for the company and employees is a well-paid compensation package. It must consider the sacrifices of working abroad, the exchange rate of the two currencies, income tax rates, and housing costs. Lucy Group might be providing relocation and local transportation allowance and paying for periodic visits back to Canada or Australia, especially if the employee left behind a family. A non-trivial consideration for employees working in China is health care benefits, including unexpected illness or injury. But there might also be some Lucy Group compensation for the long-term effects of living and working in cities with chronic air pollution above international standards. In contrast, there are no extra health care benefits for an expatriate who will move to Canada. Besides, if Lucy Group considers recruiting local Chinese educated in Canadian or Australian universities, there will not be extra health care benefits. Despite the complications, Senior International Human Resource Manager, Julien Anderson, finalised two job applicants from Canada and two from Australia and sent their information to the recruitment panel. The information about these applicants is shown below . Matthew Jones Assessment 2. Case Study Essay ©Case is developed by Dr Farveh Farivar for BMA777 at University of Tasmania and any distribution and use needs her written permision. . . Matthew is born in Toronto. His mother is an immigrant from Mexico who moved to Canada 40 years ago. Matthew was born in 1986 and studied Public Management at The University of Toronto. In his first job as a graduate admin officer, he worked with the industrial relations team at a local council. After two years, he moved to a bank as an employee relations officer. He then became an employee relations specialist responsible for providing industrial relations advice, driving a high-performance and engaged workplace culture, undertaking job evaluations and assisting with projects for five years. Lucy Group was his third employer, where he has worked for six years as an international industrial relations manager. Before joining Lucy Group, he got his master's degree in international Employee Relations. Two years ago, he married a nurse. His job at Lucy Group includes Taking a leadership role in enterprise bargaining Providing advice on workplace matters to managers and staff Managing complex cases and sensitive employee relations issues Preparing complex and comprehensive reports and briefings on employee relations matters . . 2022 Coordinating performance management processes for employees • Leading and contributing to the development, implementation and review of International HR policies and procedures 1 Alice Yang Alice Yang started her job 20 years ago at Lucy Group when she moved to Australia from Brunei. His father was a senior manager in a Chinese firm in Brunei, where he married Alice's mother. Before moving to Australia, Alice worked as an operation officer for five years and then Business Development Manager for five years in a British firm. She received her bachelor's degree Finance and an International MBA from Cologne Business School in Germany. She has two children, aged 14 and 21. In her current position as the Risk Manager, she is working closely with Lucy Group's team in Toronto to • Collaborate with business stakeholders to gather requirements and address new models and/or revisions existing ones to optimise decisions across the entire credit life cycle. Execute continuous performance monitoring tasks of existing models and find solutions to models that may show signs of being suboptimal. 2 ⒸCase is developed by Dr Farveh Farivar for BMA777 at University of Tasmania and any distribution and use needs her written permision. International Human Resource Management (BMA777) Assessment 2: Case Study Essay . 2022 . • Perform ongoing credit monitoring, review and assessment of loan book; monitor, identify, evaluate and report emerging risks of the customers or facilities; Make sound credit recommendations to mitigate risks. . Transplant the Canadian credit engine, methodology and process into the Australian business. Design management and coordination - Delivery . Client coordination and liaison Develop scopes for consultants based on the Project Brief and Contract Requirements. . Develop and manage the Design Program • Implement and manage Safety in the Design Process Develop design documentation with the Consultant team • William Bohle William received a Bachelor of Business/Engineering from QUT Australia in 2007. Then he moved to Netherland to work in the Industrial design industry for five years and then moved to Chicago to work for Lucy Group. He is a single dad and has a 3-year-old daughter. As the country design manager, he works with Market Analysts on projects related to Lucy Group's clients in the US that are manufacturers. Due to his responsibilities, he frequently travels to meet clients/manufacturers overseas. His responsibilities also include Note: Lucy Group is not an actual company 2022 UTAS UTAS ensure achievable expectations. ©Case is developed by Dr Farveh Farivar for BMA777 at University of Tasmania and any distribution and use needs her written permision. Write a 2,000-word report (you are allowed to go over or under by 200 words > 10% of the overall word count) in response to the case study questions below: Dan Woods Dan has worked at Lucy Group since he moved to Australia 7 years ago. He used to work as a real state broker in Scotland for 12 years before his husband got a job offer in Australia, and they decided to move to Australia. His family comprises his husband, petroleum engineer, and their two adopted children, aged 6 and 10. Dan married his husband ten years ago once his husband moved from Spain to Scotland. Dan had fast-paced career progress at Lucy group. He became Lucy Group General Manager Victoria in less than four years. The General Manager position is considered a part of the Executive Leadership Team and is responsible for 70 staff. The General Manager provides customers with the highest level of customer service, their needs and ensures absolute quality in work provided to customers. understands Question Which applicants will you select for operation manager positions in Spain and China? Justify your answers. 2022 ©Case is developed by Dr Farveh Farivar for BMA777 at University of Tasmania and any distribution and use needs her written permision. UTAS International Human Resource Management (BMA777) Assessment 2: Case Study Case Study-Lucy Group expansion Lucy Group moves to fulfil its new strategy to increase the number of its subsidiaries globally. Lucy Group is an Australian Business Developer that assists companies in developing their markets. In the first phase of its growth strategy, two new subsidiaries must be opened and run in China and Spain. Lucy Group decides to ask its employees working in Canada and Australia to consider a relocation to China and Sapin to help fill the Operation Manager position and maintain its high standards for customer service. The expansion of Lucy Group into China and Spain is testing the company's ability to find, recruit, hire and train employees infused with the company's culture, promoting a high customer service level. The simple solution might rest with the large pool of existing senior employees in Canada and Australia. But there are hurdles, the first of which is language. Lucy Group branch in China falls mainly within a Mandarin-speaking geographic territory, but there are many local dialects within China that Canadian and Australian employees do not likely speak. A significant factor for the company and employees is a well-paid compensation package. It must consider the sacrifices of working abroad, the exchange rate of the two currencies, income tax rates, and housing costs. Lucy Group might be providing relocation and local transportation allowance and paying for periodic visits back to Canada or Australia, especially if the employee left behind a family. A non-trivial consideration for employees working in China is health care benefits, including unexpected illness or injury. But there might also be some Lucy Group compensation for the long-term effects of living and working in cities with chronic air pollution above international standards. In contrast, there are no extra health care benefits for an expatriate who will move to Canada. Besides, if Lucy Group considers recruiting local Chinese educated in Canadian or Australian universities, there will not be extra health care benefits. Despite the complications, Senior International Human Resource Manager, Julien Anderson, finalised two job applicants from Canada and two from Australia and sent their information to the recruitment panel. The information about these applicants is shown below . Matthew Jones Assessment 2. Case Study Essay ©Case is developed by Dr Farveh Farivar for BMA777 at University of Tasmania and any distribution and use needs her written permision. . . Matthew is born in Toronto. His mother is an immigrant from Mexico who moved to Canada 40 years ago. Matthew was born in 1986 and studied Public Management at The University of Toronto. In his first job as a graduate admin officer, he worked with the industrial relations team at a local council. After two years, he moved to a bank as an employee relations officer. He then became an employee relations specialist responsible for providing industrial relations advice, driving a high-performance and engaged workplace culture, undertaking job evaluations and assisting with projects for five years. Lucy Group was his third employer, where he has worked for six years as an international industrial relations manager. Before joining Lucy Group, he got his master's degree in international Employee Relations. Two years ago, he married a nurse. His job at Lucy Group includes Taking a leadership role in enterprise bargaining Providing advice on workplace matters to managers and staff Managing complex cases and sensitive employee relations issues Preparing complex and comprehensive reports and briefings on employee relations matters . . 2022 Coordinating performance management processes for employees • Leading and contributing to the development, implementation and review of International HR policies and procedures 1 Alice Yang Alice Yang started her job 20 years ago at Lucy Group when she moved to Australia from Brunei. His father was a senior manager in a Chinese firm in Brunei, where he married Alice's mother. Before moving to Australia, Alice worked as an operation officer for five years and then Business Development Manager for five years in a British firm. She received her bachelor's degree Finance and an International MBA from Cologne Business School in Germany. She has two children, aged 14 and 21. In her current position as the Risk Manager, she is working closely with Lucy Group's team in Toronto to • Collaborate with business stakeholders to gather requirements and address new models and/or revisions existing ones to optimise decisions across the entire credit life cycle. Execute continuous performance monitoring tasks of existing models and find solutions to models that may show signs of being suboptimal. 2 ⒸCase is developed by Dr Farveh Farivar for BMA777 at University of Tasmania and any distribution and use needs her written permision. International Human Resource Management (BMA777) Assessment 2: Case Study Essay . 2022 . • Perform ongoing credit monitoring, review and assessment of loan book; monitor, identify, evaluate and report emerging risks of the customers or facilities; Make sound credit recommendations to mitigate risks. . Transplant the Canadian credit engine, methodology and process into the Australian business. Design management and coordination - Delivery . Client coordination and liaison Develop scopes for consultants based on the Project Brief and Contract Requirements. . Develop and manage the Design Program • Implement and manage Safety in the Design Process Develop design documentation with the Consultant team • William Bohle William received a Bachelor of Business/Engineering from QUT Australia in 2007. Then he moved to Netherland to work in the Industrial design industry for five years and then moved to Chicago to work for Lucy Group. He is a single dad and has a 3-year-old daughter. As the country design manager, he works with Market Analysts on projects related to Lucy Group's clients in the US that are manufacturers. Due to his responsibilities, he frequently travels to meet clients/manufacturers overseas. His responsibilities also include Note: Lucy Group is not an actual company 2022 UTAS UTAS ensure achievable expectations. ©Case is developed by Dr Farveh Farivar for BMA777 at University of Tasmania and any distribution and use needs her written permision. Write a 2,000-word report (you are allowed to go over or under by 200 words > 10% of the overall word count) in response to the case study questions below: Dan Woods Dan has worked at Lucy Group since he moved to Australia 7 years ago. He used to work as a real state broker in Scotland for 12 years before his husband got a job offer in Australia, and they decided to move to Australia. His family comprises his husband, petroleum engineer, and their two adopted children, aged 6 and 10. Dan married his husband ten years ago once his husband moved from Spain to Scotland. Dan had fast-paced career progress at Lucy group. He became Lucy Group General Manager Victoria in less than four years. The General Manager position is considered a part of the Executive Leadership Team and is responsible for 70 staff. The General Manager provides customers with the highest level of customer service, their needs and ensures absolute quality in work provided to customers. understands Question Which applicants will you select for operation manager positions in Spain and China? Justify your answers. 2022 ©Case is developed by Dr Farveh Farivar for BMA777 at University of Tasmania and any distribution and use needs her written permision. UTAS

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In the recruitment world there are a few basic rules to be followed The first rule is that if you find a job that you like you dont even attempt to apply for it unless you have the right experience to ... View the full answer