Globalization and Business Opportunities
Globalization, advanced technology, free commerce, and political stability have created new opportunities and made doing business abroad more feasible. Organizations have been forced to become more competitive by emerging market opportunities and cutting-edge technology. Many businesses are currently developing expansion strategies as a means of reaching out to new markets and aiding in the diversification of their products and services as a means of increasing revenue or as a means of resolving issues with global economies while also making profits.
Expanding into Sub-Saharan Africa
Sub-Saharan Africa is the ideal region for corporate expansion for a number of reasons. To begin with, the bulk of these nations have made improvements to their laws governing foreign labor, establishing welcoming environments for foreign businesses and investors. Sub-Saharan Africa has recently experienced a surge of international organizations showing interest in setting base in these regions. Some of these multinational organizations include Procter and Gamble, Cisco Systems, Coca-Cola, the Barclays Bank and the Red Cross. Economic growth in sub-Saharan Africa has seen the need for better services and goods for its citizens.
The Importance of Market Research
Market research is advisable for organizations before making the decision on which country to move to. For instance, the agencies can send a representative down to the predetermined location with the intention of having them spend time there for a while as a way of confirming viability and availability of favorable working conditions. Consequently, this helps in the implementation of the organizational strategies.
Relocating Employees and HR Policies
Whereas part of the human resource can be locally acquired, those tasked with performing core corporate activities, mainly departmental managers most often move and reside within the new site of operations. Their relocation comes with some factors to consider for them to have a smooth transition. The human resource department needs to formulate policies for expatriate assignments. Among the policies is the creation of useful or viable task periods. Not looking into these can create massive losses both for the employees and the organization. For instance, most organizations find it easy to relocate individuals with assignments of more than two years unlike those expected to travel for shorter lengths of time (Collings, Wood & Caligiuri, 2014, p. 269). Again, deliberating on assignment lengths aids in making decisions on whether to relocate expatriates with their families or not.
Proper Preparations for Relocation
Lack of proper preparations before relocation affects families in negative ways. As a matter of fact, expats together with their families need proper preparations for the new assignment before resettlement. Adequate preparations prevent issues such as culture shock, and the individuals adjust to their work duties as soon as possible. The location of the organization helps the human resource department on advising the team on whether to establish commissaries and other vital facilities that will take care of the social wellbeing of the expatriates. Some of the cities like Nairobi, in Kenya, Kigali in Rwanda, Kaduna in Nigeria, Cape Town, Johannesburg, and Pretoria all in South Africa, all have well and fast growing infrastructure of international standards. Consequently, amenities, both social and business related such as entertainment joints, hotels, hospitals, international schools, banks among others are readily available. Otherwise, there is a need for organizations to cater for or make arrangements within their facilities for these.
Educational Facilities for Expats' Children
An important aspect for expats with children is the question of the availability of schools offering quality education that meets or are way above standards of their countries of origin. Furthermore, these families need assurances that their children will comfortable cope to the social and cultural changes and fit well in their new environments. If inadequately addressed, chances of these kids falling into anti-social behaviors or depression. Most of the international schools within sub-Saharan Africa offer International curricula of the United States of America, the United Kingdom, France, and Netherlands among others. Availability of international schools makes it easier for the students to transition once they have relocated. At the same time, they frequently meet children from other expatriate families, making it easier for them to adjust. Lack of decent education facilities at times forces the organizations to arrange for private tutors or search for suitable alternatives that are almost similar to those in their country.
Housing Options
Housing options present another important area that needs attention. Again, depending on the business location, assignees relocating to well-developed countries or modern cities may be lucky to be housed in spacious and luxurious apartments, almost similar to what they have back home. On the contrary, organizations expanding to underdeveloped areas, or areas with less security may opt to buy or rent compounds with enhanced security features like twenty-four-hour surveillance, well-trained guards with dogs manning the gates.
Compensation and Benefits
Finally, the human resource departments need policies that will cater to expatriate compensation, salary, and wages. Given the fact that life abroad might either be better than or hostile than their current countries, expats always look at the benefits of their sacrifices to work abroad before taking the step (Stahl, 2012, p. 163). Taking off some of the expenses from expatriates, such as school fees, medical, travel, entertainment and hefty house allowances for both the employees and their families. Furthermore, the safety and security of the assignees together with their families is paramount.
References
Collings, D., Wood, T. G. & Caligiuri, M. P. (2014). The routledge companion to international
human resource management. Oxfordshire, England: Routledge.
Stahl, G. K. (2012). Handbook of research in international human resource management. Northampton: Edward Elgar.
