CASE SUMMARY

Office Equipment Company (OEC) deals with

manufacturing of office equipments.
Even though there was no manufacturing facility set up in
middle east. OEC used to sell and service products to
Israel through independent importers.
OEC has decided to open manufacturing unit in Gaza
strips within six months. They will import the products
and assemble them in the factory.
Assembly plant would be supervised by U.S technical
team,and expatriate to direct the production.





Case Summary
Issue of identifying the manager uses a combination of
host- country, home -country, third -country nationals in
top positions in foreign country.
International experience is considered as an important
factor in deciding the personnel.
Israel's service operation being controlled by OECS
European regional office
Committee set up by European zonal office, shortlisted its
choice to five candidates, who have various skills and
competencies .
Thus faces a dilemma of Manpower planning



Whom should the committee
choose and why??

The Committee should choose Leon Smith because:
He has a good experience.
International exposure- completed his studies in US and
he was the assistant managing director at the Athens
manufacturing facility.
He is competent in the production operations.
Leon has extensively travelled in Middle eastern countries.
And hence he is familiar with the middle east culture and
language.
He is well connected with the influential families in the
middle east.
He is not married, hence, OEC need not worry of his family
expenses (relating to childrens education and
accommodation),


What problems might each
individual encounter with this
position??
(1)TOM ZIMMERMAN
Inadequate international exposure.
Will have issues with adapting to new culture, place ,
language etc.
Handled assignments only in developed countries.
hence it will be difficult for him to handle the
operations in Palestine.
Has more focus on retiring in about four and a half
years.

Problems continued
(2)BRETT HARRISON
Never been assigned with an abroad job, (lacks foreign
exposure in handling with the issues).
Since his wife is being placed with a good profession. He
might not consider relocating his family and profession.
The family will have a problem in adjusting to the new
culture.
(3)CAROLYN MAYER
Lacks international exposure
Being a woman, she might find it difficult to handle the
operations in middle eastern countries.
She will find it difficult to adjust with the middle eastern
culture.

CONTD..

(4)FRANCIS ABHRAMS
Inadequate manufacturing industry experience
Already has plans of heading another operation, so
efficient handling of a new operation wont be possible
(5) LEON SMITH
Lacks managerial experience
Not much exposure and experience in setting up a new
manufacturing unit in Gaza


How might OEC minimize the
problem, with regard to chosen
person?

With regard to LEON SMITH
Adequate training should be given with regard to
managing the operations.
STRUCTURE OF OEC
OEC HOME
COUNTRY
OEC
PALESTINE
TECHNICAL
TEAM
PRODUCTION
TEAM
ACCOUNTS FINANCE
LABOUR
RELATION
OEC EUROPE OEC ISRAEL OEC US OEC UK
Why there is a need for
Manpower planning in an
industry?
To ensure optimum use of human resources currently employed.
To assess or forecast future skill requirements if the organisation's
overall objectives are to be achieved.
To provide control measures to ensure that necessary resources are
available as and when required.
To determine recruitment level.
To anticipate redundancies and avoid unnecessary dismissals.
To determine optimum training levels
To provide a basis for management development programmes.
To assess future accommodation requirements.

What are the factors to be
considered for Manpower
planning
(1) The manpower planning must be integrated with business policies as
regards to profitability, production, sales and development of resources

(2) Support of Top-level managementPersonnel manager as a staff authority
can only advise or guide the top management; he cannot implement decisions.

(3) Well-organised personnel departmentManpower planning requires
forecasting the requirements and developments of the personnel for this
purpose, there is a need of a well organised personnel department.

(4) Determination of related policiesDetermination of personnel policies
regarding promotion, transfer, wages, fringe benefits, training, leaves etc. is a
prerequisite for manpower planning Without these policies manpower
planning will be of little use.



(5) ResponsibilityThe responsibility of manpower planning should
be assigned to some responsible senior personnel He should be
provided all figures to the planning.
(6) Fixing Planning PeriodPlanning is concerned with problem of
future.
(7) Manpower standardsThe optimum manpower standards should
be determined on the basis of prevailing standards in similar
organisations, past experiences and work measurement.