Global oil’s expansion of the international workforce to include non-Ghanaian employees has brought increased capabilities and talents, along with a complex set of compensation problems for the Director of International Human Resource Management (IHRM). Global oil, a Ghanaian oil drilling company has adopted a Regiocentric and Geocentric staffing policy, they therefore recruit foreign engineers to work alongside their Ghanaian counterparts. Global oil has employees from Saudi Arabia and South Africa. These expatriates are normally given a 5-year contract after which they return to their home countries. Home country nationals are dissatisfied, an example of the type of complaint involves the differences in compensation of field engineers. Global oil has Ghanaian field engineers who are earning of 20,000Ghc. It has other field engineers from Saudi Arabia who earn 30,000ghc and South African employees who earn 25,000ghc for the same job. Not only do they work side by side, but they live near each other and shop at the same stores. Ghanaian employees are angry. they are requesting the Human Resource Manager to equalize the salaries of all field engineers regardless of nationality. The Human Resource Manager has tried to explain to the home country staff that as the human resource manager, one is required to put in place a pay system that will compensate expatriates either by pay or by provided benefits in a consistent, fair and equitable manner and will allow their repatriation with minimal setbacks. Required: a) Identify and explain the salary approach Global oil Ghana is applying in this case b) Explain any three (3) key components of an expatriate’s compensation allowance to further justify the differences in the expatriate’s salaries? c) Discuss three (3) advantages Global oil will derive from equalizing the salaries of all field engineers regardless of nationality.
Critical Path Method
The critical path is the longest succession of tasks that has to be successfully completed to conclude a project entirely. The tasks involved in the sequence are called critical activities, as any task getting delayed will result in the whole project getting delayed. To determine the time duration of a project, the critical path has to be identified. The critical path method or CPM is used by project managers to evaluate the least amount of time required to finish each task with the least amount of delay.
Cost Analysis
The entire idea of cost of production or definition of production cost is applied corresponding or we can say that it is related to investment or money cost. Money cost or investment refers to any money expenditure which the firm or supplier or producer undertakes in purchasing or hiring factor of production or factor services.
Inventory Management
Inventory management is the process or system of handling all the goods that an organization owns. In simpler terms, inventory management deals with how a company orders, stores, and uses its goods.
Project Management
Project Management is all about management and optimum utilization of the resources in the best possible manner to develop the software as per the requirement of the client. Here the Project refers to the development of software to meet the end objective of the client by providing the required product or service within a specified Period of time and ensuring high quality. This can be done by managing all the available resources. In short, it can be defined as an application of knowledge, skills, tools, and techniques to meet the objective of the Project. It is the duty of a Project Manager to achieve the objective of the Project as per the specifications given by the client.
Global oil’s expansion of the international workforce to include non-Ghanaian employees has brought increased capabilities and talents, along with a complex set of compensation problems for the Director of International Human Resource Management (IHRM). Global oil, a Ghanaian oil drilling company has adopted a Regiocentric and Geocentric staffing policy, they therefore recruit foreign engineers to work alongside their Ghanaian counterparts. Global oil has employees from Saudi Arabia and South Africa. These expatriates are normally given a 5-year contract after which they return to their home countries. Home country nationals are dissatisfied, an example of the type of complaint involves the differences in
compensation of field engineers. Global oil has Ghanaian field engineers who are earning of 20,000Ghc. It has other field engineers from Saudi Arabia who earn 30,000ghc and South African employees who earn
25,000ghc for the same job. Not only do they work side by side, but they live near each other and shop at the same stores. Ghanaian employees are angry. they are requesting the Human Resource Manager to equalize the
salaries of all field engineers regardless of nationality. The Human Resource Manager has tried to explain to the home country staff that as the human resource manager, one is required to put in place a pay system that
will compensate expatriates either by pay or by provided benefits in a consistent, fair and equitable manner and will allow their repatriation with minimal setbacks.
Required:
a) Identify and explain the salary approach Global oil Ghana is applying in this case
b) Explain any three (3) key components of an expatriate’s compensation allowance to further justify the differences in the expatriate’s salaries?
c) Discuss three (3) advantages Global oil will derive from equalizing the salaries of all field engineers regardless of nationality.
Step by step
Solved in 2 steps