One of the critical divisions in an organization is the human resource department. This department is responsible for effective and efficient operations in a company. The human resource department’s first role is to design and implement policies, programs, and rules to manage the workforce properly. The second role of this department is to identify vacancies within the organization and then recruit the right candidate for the position. In addition, the department is responsible for the training and development of the hired employees. Moreover, the department also oversees the compensation, salary payment, and benefits to which the employees are entitled (Anderson & Bolt, 2016). This division of a company also ensures that labor laws are adhered to.
A mentor is assigned to a new employee to train and help them adapt to the organization’s processes. The mentor also ensures that the new worker becomes knowledgeable about the organization. Besides, mentors are good listeners and empathetic, and therefore, the new employees are free to ask any questions about their job (Anderson & Bolt, 2016). However, mentors in organizations do not offer life skills but rather impart the company’s culture, mission, and vision to their assignee.
Not everyone can make an excellent mentor since some factors contribute to a mentor’s willingness to train. First, a mentor needs to have ample experience in the role so that they can teach effectively (Anderson & Bolt, 2016). Secondly, good mentors have a strong sense of belonging in the organization. This makes them zealous as they pass the organizational knowledge and culture to the newcomers. Thirdly, the mentor needs to know that their employer values their contribution to the company. Mentors who are close to retirement also make excellent trainers because they feel that they have an obligation to pass their vast wealth of knowledge to others (Anderson & Bolt, 2016). However, if there is a sign of downsizing in the company and the person assigned to be a mentor knows that they are about to lose their job, then they would train their replacement half-heartedly.
Mentors help newcomers face work challenges by advising and teaching them how to meet current and future obstacles. A challenge that mentors can help new employees navigate includes offering guidance on handling demanding customers. This is because mentors usually have a similar role to that of the mentee. Another way in which mentors can work with mentees is by showing them how to use the company’s computer system since every company has a unique system that is tailor-made for them.
When I joined one of the local banks as a customer care officer, I was assigned a mentor who trained me to use the bank’s computer system to record and enter customer details. The mentor taught me how to identify a customer using their identification card positively. She also instructed me how to use a fingerprint scanner to identify a customer further. The mentor also showed me how to print customer’s credit and debit cards. I also learned from my mentor how to be customer-centric and serve clients to their satisfaction. As the customer care team, we should solve consumer issues using the least turn-around time (TAT) and ensure that the client is happy. In conclusion, the human resource department assigns mentors who help the new employee feel comfortable and welcomed, and that is how I felt when I got employed at the local bank.
Anderson, L. E., & Bolt, S. B. (2016). Professionalism: Skills for workplace success (4th ed.). Boston, MA; Pearson.
Minerals-Concept Fluoride And Dental Fluorosis
Fluorine is a common element abundant in the earth’s crust. Naturally, the mineral occurs in the soil, rocks, and water with higher concentrations in places that have experienced geologic uplift1. Many industrial processes are dependent on fluorides due to their use. The primary source of systemic fluoride is exposure to food diets and fluoride-containing toothpaste or other dental products. One of the most important achievements of the 20th century is community drinking water fluoridation to curb dental fluorosis2. However, the decline in dental caries has been alongside increased dental fluorosis prevalence and side effects of excessive fluoride exposure.
Fluorine plays a critical role in the development and maintenance of teeth and skeleton3. For teeth, excessive fluoride intake may lead to dental fluorosis, but adequate intake reduces dental caries. However, one needs to take fluoride within the limits as the effects can be detrimental to dental health. Fluorosis is a cosmetic condition that affects the teeth. It results from overexposure to fluoride during the first eight years of life4. This period is when most permanent teeth are developing. After the teeth come out, those affected by fluorosis may appear to be mildly colored. For example, lacy white markings might be evident which can be detected. Under severe cases, the teeth can have surface irregularities, pits that are noticeable and yellow strains. Dental fluorosis has been prevalent globally, with the United States recording a portion of 23% of people having the diseases5. The effect of fluorosis can be embarrassing and difficult to treat.
- Helmenstine T. Abundance of Elements in Earth’s Crust – Periodic Table and List. 2020. Web.
- Esemag. Environmental Science & Engineering Magazine: 2018. Web.
- Brickley MB, Mays S. Fluorosis. Fluorosis – an Overview. Science Direct Topics. 2019. Web.
- CDC. Fluorosis | Community Water Fluoridation FAQs | Community Water Fluoridation | Division of Oral Health | CDC. Cdc.gov. 2021. Web.
- Neurath C, Limeback H, Osmunson B, Connett M, Kanter V, Wells C. Dental Fluorosis Trends in US Oral Health Surveys: 1986 to 2012.
Green Rangers: The Company Goes Global
A Guide for the Expatriates
The top management of the Green Rangers is in the process of approving the proposal to go global. The management has identified two countries where this firm will target. As the employees who will be expected to represent our firm in the two countries, it is necessary to have some knowledge that will guide you when leave the country. According to Selmer (2005), being an expatriate comes with a number of benefits. One of the benefits of working in a foreign land is that it widens the scope of one’s decision making capacity. New environmental factors in the foreign countries will require a new approach to managing them. Hallam (2015) says that being an expatriate offers employees a chance to get a promotion. Many firms consider promoting their employees when they become expatriates. Another benefit of being an expatriate is that it allows an individual to explore and enjoy the benefits of flora and fauna of the foreign country (Lindenberg & Bryant, 2001). However, it is important to understand that sometimes this may come with a number of challenges. One of the biggest challenges is the detachment from friends and family members (Rickard, Baker & Crew, 2009). It may take time before one finds new friends. Language barrier may be another challenge when one goes to a foreign country. Issues such as xenophobic attacks are also becoming common in some countries (Lundby & Jolton, 2010). However, this firm will find a way of managing these challenges.
Major Benefits of the Report for the Organization
This report is very important for this organization because it offers a guide to employees and management on the best approach that should be taken when going global. Going global is the best way through which a firm can expand its operations. In order to justify the relevance of this report to the organization, it will be necessary to identify specific stakeholders who will benefit from it. The management will need this report to help in convincing the board of directors to approve this proposal to go abroad. It will also have knowledge about the most appropriate countries that this firm should consider when planning to go global. The employees will also benefit immensely from information contained in this document.
Factors to Consider When Choosing the Countries
According to Lundby and Jolton (2010), it is important to consider a number of factors when choosing countries to enter when planning to go global. Distance is one of the most important factors to consider, especially when products cannot be manufactured in the host country. The cost can be very high if the chosen country is very far from the parent country (Rickard, Baker & Crew, 2009). Cultural background may sometimes be an issue. Some cultures prohibit consumption of specific products. Culture also defines how the employees behave once they are hired by this firm. Language factor should not be ignored because business cannot be conducted without proper communication. Other factors such as knowledge of the country and infrastructural development of the country are also important. India and Brazil are the two countries that this firm will target in its expansion program. The two countries were chosen because of their large population, cheap labor, and low market competition in our targeted market. The countries also have a relatively stable political environment.
Criteria of Selecting Employees to Send Abroad
Selecting employees to work abroad is a very challenging task. It requires appropriate criteria to ensure that only the best candidates are selected. The first criteria will be age. This firm will select employees who are below 36 years. According to Hallam (2015), young people find it easy to adapt to new environmental settings. They are more flexible than older employees, making them the most suitable candidates for overseas jobs. Another factor will be level of education. The employees who will be sent abroad must have a minimum of an undergraduate degree in relevant business fields. They must also have an understanding of environmental factors in the countries they are expected to visit. This will make it easy to work in the foreign country. Finally, the management will select the employees based on their willingness to take the jobs. Selmer (2005) says that when employees are forced to go abroad, their productivity may fall. This firm will try to avoid forcing the employees to work in the foreign countries.
Major Methods and Incentives Needed to Encourage Employees to Become Expatriates
In order to encourage employees to accept going to foreign countries, this firm will conduct regular seminars among the target group to explain to them about the benefits of being an expatriate. This will make them prepare for the assignments in the foreign land. The management will also offer a number of incentives. The employees will be offered promotion and salary increase as soon as they accept to go abroad. Their allowances will also be increased. These attractive incentives will help in convincing employees to go to India or Brazil as top employees of this firm.
Strategy to Ensure that Both the Executive Committee and the Board of Directors are Committed to the Expansions.
This proposal must be approved by the executive committee and the board of directors. To make them committed to the idea of going global, management will present statistical facts about the financial benefits of going global. The two bodies will be convinced to approve the proposal when they realize that there are financial benefits when the firm goes global. The management will also explain to them how risks and uncertainties will be managed.
Books That the Selected Expatriates Should Take with Them When They Go Overseas
The selected candidates should select the book Global expatriate’s guide to investing: From millionaire teacher to millionaire expat by Hallam (2015) and Expatriate management: New ideas for international business by Selmer (2005) when they go overseas. These two books explain how one can lead a comfortable life away from home country, especially when on business assignments. These books also talks about the way of life in crowded cities of the world. This means that those who will go to India will find the book very important. Cities such as Mumbai and New Delhi are very crowded (Hallam, 2015). These books will offer them a guide on how to live in these cities without facing challenges in their social life.
A Guide for Expatriates Who Will Reside Within another Country for More Than One Year
The expatriates who will be selected to go overseas are expected to take more than one year in the foreign countries. The following information is a further guide on what is expected of them and how they can manage their private lives once they settle abroad.
Selecting items to pack
It is important to limit the number of items to be packed during the trip. Cost of life in Mumbai and Rio de Janeiro is cheaper than it is here in New York. For this reason, it makes sense to purchase these items in the host country.
Accommodating a vehicle
The company will purchase vehicles that will be readily available for expatriates both for their private and personal use. This eliminates the need to purchase a car. However, this does not stop any of the expatriates to purchase a personal vehicle if he considers it appropriate.
Shipping or selling furniture
In case an expatriate has a home in the United States and an extended family that can take care of it, then it is appropriate to avoid shipping or selling furniture. If this is not the case and one plans to stay long overseas, then selling the furniture would be the best option.
One is free to move with his pets to the foreign country. However, it may be necessary to know what locals in the foreign country think about a given pet. For instance, a snake as a pet in Rio de Janeiro may not be advisable because of the local culture and the fear people have towards snakes.
Arranging accommodations for family
The expatriates are at liberty to move with their entire family to the foreign country. It is advisable for the expatriate to go abroad ahead of family members, assess the environmental conditions, and make necessary arrangements before the rest of the family can follow. For instance, one may not want his children to grow up in a given town for a number of reasons. If this is the case, then it is appropriate to find accommodation arrangements for the family in home country.
A Framework for the Presentation
The following items will be important for presentation in order to convince the selected employees, executive committee and the board of directors to support this project.
For the employees who will decide to be expatriates, there are many benefits they will get besides increased salaries. The two countries have beautiful tourists’ attraction centers such as those shown in the figures below.
Statistics that support the decision to expand into the identified countries
Our firm will target the Smartphone segment of the market. It is necessary to review the statistics of the targeted market. The figure below shows the internet audience in China, most of who use their Smartphone.
In India, the number of Smartphone users has been on the rise consistently over the years. This confirms that it is a market worth targeting with this product.
The figure below shows that the young adults are the most attractive market segment that our firm should target.
A feasibility study of your company’s proposed expansion to the countries in question
This project is feasible given the current financial position of this firm. We are only expanding the market. The only extra cost that our firm will incur is to rent out a facility in the foreign market.
Information related to renting or buying land or a building
Our firm will rent outlets instead of buying buildings when we make an entry. The decision to buy land or building will be made at a future date.
Other information relevant to the case for expansion
The firm will employ host country nationals and third country nationals based on their level of education and skills in marketing.
Hallam, A. (2015). The global expatriate’s guide to investing: From millionaire teacher to millionaire expat. Hoboken: John Wiley & Sons.
Lindenberg, M., & Bryant, C. (2001). Going global: Transforming relief and development. Bloomfield: Kumarian Press.
Lundby, K. M., & Jolton, J. (2010). Going global: Practical applications and recommendations for HR and OD professionals in the global workplace. San Francisco: Jossey-Bass.
Rickard, C., Baker, J., & Crew, Y. (2009). Going global: Managing the HR function across countries and cultures. Farnham: Gower.
Selmer, J. (2005). Expatriate management: New ideas for international business. Westport: Quorum Books.