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Solvay Group: International Mobility and Managing Expatriates - Case Study Example

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Solvay Company is one of the renowned international firms that produce chemicals and plastics. Ernest Solvay formed the company in 1863 for the sole purposes of producing sodium carbonate following the techniques in Solvay process (Verbeke, 2013)…
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Solvay Group: International Mobility and Managing Expatriates
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Solvay Group: International Mobility and Managing Expatriates

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Solvay is an international company that operates in many countries; it desires to have the employees rotate internationally for the purpose of gaining an actual experience. The company has a right to design policies that govern it and expect that everyone will adhere to the policy, as such; the employees are also expected to yield to the opportunity that is offered by the company for their good as well as that of the company. One important thing that the company Solvay now needs to work on is culture development.

The headquarters of the company is situated in Brussels, Belgium, but it also has several companies in many parts of the world including China, the USA, and others in South and North Americas. As such, the company has to maintain its international reputation and develop a competent workforce that is knowledgeable not just in one company, but in most of the companies. For this reason, the company has based their promotions on the experience that their employees have, for instance, they look into issues such as international experience, departmental experience, and other qualities related to working in different parts of the world. This is the problem that the company is having, the company in their HR policy has to ensure that the employees rotate in at least two of their international companies, but because of reasons that are given by the employees, the company is finding hard to balance their expatriates in terms of the international mobility. Most of the employees give excuses for not being able to go for the assignment when it is in the policy of the company that employees have to go for that program, it is becoming a big challenge for the company to face.

Identification of Presenting and Underlying Problems The underlying problem in Solvay Company is the manner in which the issues relating to the four talented leaders of the company will be handled. Marcel Laurnet who is the head of the international mobility is faced with the dilemma of expelling the talented leaders because the company has to keep such people who can propel the business to greater heights. Solvay Company has a policy that provides for the international mobility, in this policy the employees of the company have to visit other international branches, so that they can take with them their expertise while at the same time gain the international experience for their professional growth. The four employees of Solvay have declined the offer to go for the international assignment citing reasons that are personal and that are not provided for by the company’s policy. If Laurnet will choose to expel the leaders, they will not only be paralyzed in their professional growth, but the company will also realize the pinch on their projection towards the effective management and growth of Solvay in the competitive world market (Kim and Mauborgne, 2005). Solvay Company is interested in the development of the leader’s talent through the international mobility, but this seems to be conflicting with the needs of the employees and their personal lives. The company in this case has to find a solution that will be of the best interest of the leaders and the company, the head of the international mobility, Laurnet is faced with the difficult task of making the decision. Description of the HR Issue Solvay Company though their HR resolution decided to bring in seasoned veterans from the business sector in order to achieve high international standards of management in their companies located in several parts of the world. They believed that with the hiring of the experienced professional, Solvay stood a chance of getting having the advantage of being driven by professionals endowed with various insights that could positively influence the functioning of Solvay HR. The company started the international mobility where their leaders would be rotating in their international companies what is dubbed as ...Download file to see next pagesRead More
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