What Is Your Critical Evaluation of Colgate-Palmolive’s International Assignment Policy? What Are Its Strengths And Weaknesses? Colgate-Palmolive’s ( C-P ) international assignment policy was designed to standardise entitlements for the exile directors. It covered revenue enhancement equalisation. goods and services. lodging. the existent move and subsiding in. sale or lease of the rule abode. resettlement allowances. life disbursals. instruction. holiday. go forth. station allowance and smooth passages ( Rosenzweig. 1994 ) .
The assignment policy was progressive. allowing appliers a 5 twenty-four hours pre-acceptance circuit. The linguistic communication courses at the company’s disbursal were paramount. Overall. the company sought to turn to both the exile and his family’s quality of life. I subscribe to the slogan: “a happy married woman makes a happy life” . therefore I would hold that the policy was comprehensive and supported the aforesaid and slogan. Strengths included “financial parity” and the overall household and partner aid plan.
However. the greatest strength was C-P’s willingness to better the policy and orientations based on studies ( Rosenzweig. 1994. p. 7 ) . The lone failing I can surmise is that such a policy does non back up a local autochthonal applier. What Should Colgate-Palmolive Make About the Turning Issue of Dual-Career Families? C-P has two classs of action ( COA ) . Do non engage or turn to dual-career households or succumb and do the abroad assignments attractive to dual-career households. COA one would restrict their campaigner pool.
One C-P human resource director ( HRM ) stated: “the frequence of dual-career households among C-P’s immature directors was a contemplation of their high quality: ‘We tend to pull people who have been to graduate school and who frequently met their partners at graduate school. Both partners are educated professionals and both tend to desire to prosecute their careers’” ( Rosenzweig. 1994. p. 9 ) . Therefore COA two would back up a larger qualified campaigner pool. However. there is a cost ( s ) associated. C-P discussed income replacing to countervail the partners lost income ( Rosenzweig. 1994. p. 0 ) . but was viewed to expensive.
Others recommended C-P alteration the abroad perceptual experience. in stead of a loss or forfeit. a positive spin was placed on foreign employment. Personally. I would choose for COA one but with two add-ons. Transfer immature individual executives on shorter term assignments in support of salvaging costs and capitalise on modern engineerings that did non be at the clip this article was published. Secure practical preparation conference lines can be purchased for under $ 25. 000 allowing day-to-day interaction. meetings and mentoring between C-P central offices and the exile director.
Last. C-P foreign employees may capitalise on the legion web based societal engineerings such as Skype and Face Time that are now a basic communicating platform. What Should an MNC Consider When Planing a Policy Sing International Career Development? It is overriding that MNC focal point on recruiting procedures. A larger diverse. multi linguistic applicant pool who have lived and been educated abroad would extenuate many of the civilization daze experiences associated with abroad assignments. The policy development should integrate local subjects employed by companies like C-P.
In the US. we are familiar with the large Nipponese motor companies like Toyota and Nissan. but we frequently overlook the other foreign owned companies like Pillsbury and CBS Records who employ 1000s of US professionals. Ultimately. MNC must turn to the pecuniary compensation and quality of life for 2 possible campaigners: host-country employees and place state employees ( where the central office is located ) . Surely. I am non naif to the fact that compensation is non easy addressed as it should conform to local Torahs and revenue enhancement ( both host and place states ) .
What Should an Employee Consider When Deciding to Accept or Decline an International Assignment? How Does the Employee’s Current Career Stage Affect Such a Decision? As an active responsibility Soldier with household and anterior abroad responsibility assignments. I have had given this inquiry a great trade of idea. Surely C-P’s policy covering countries such as revenue enhancement equalisation. goods and services. lodging. the existent move and subsiding in. sale or lease of the rule abode. resettlement allowances. life disbursals. instruction. holiday. go forth. station allowance and smooth passages are of import.
Ultimately. it boils down to instruction. medical attention. quality of life and face clip with household. Dependent on one’s age and the age of your kids. a support system for the partner is overriding. Extended household is ideal if the exile will go often. therefore transcontinental travel. handiness to international airdromes is of import. Quality of instruction and backwards be aftering are of import. The closer kids get to high school and college age. the more of import it is to be in the US with a stabilised continuance of assignment.
