Part 1: Advertisement: Calidad invites applications for the post of site managers at various locations throughout the country

of Belize. The main duties of the site managers include overseeing the entire operations of the site including, but not limited to: 1) Managing entire process of pick-up and return of vehicles 2) Handling customer queries and complaints 3) Generating new business in the area 4) Managing human resources for the location As this is a newly acquired division in a new foreign market, the selected candidates are expected to display strong leadership and communication skills, ability to adapt to the Belize's culture, customs, business practices, ability to communicate in local language, display empathy towards local culture and handle local employees in an effective manner. The selected candidate should display strong cross cultural working skills to become successful in this position. The selected candidates will undergo an extensive training program prior to their assignment in Belize. All relocation assistance will be provided to the selected candidates. Remuneration and incentives will be on par with the best in the industry. Selection process: The selection process for selecting the 7 candidates out of the 10 candidates including 2 Belize managers will comprise of an extensive interview with each of the candidates. The preliminary selection steps are not required as the organization already knows these employees and thus, the best and time saving approach will be to have personal interview session with each of the potential candidates.

The 8 candidates from Mexico will go through an extensive interview, which will judge various aspects of the candidate: 1) Ability to work effectively in cross culture or international business environment- This can be done by exploring historical experiences in managing such assignments or knowledge and skills about cross cultural business issues and working practices. 2) Ability to adapt to local culture- This can be done by asking questions specific to Belize culture and whether or not the candidate has knowledge or information about the local culture, customs, and business practices. The interviewers will need to assess the readiness of the candidate to embrace the new culture. 3) Judge professional expertise of the candidate in terms of his ability to manage the new site in a foreign country by evaluating his historical track record, professional experience and educational background and cross cultural skills. 4) The interviewers will also need to evaluate how flexible the employee is in terms of adapting to the new environment. 5) Skills such as empathy towards other cultures, tolerance and open-mindedness, etc. need to be evaluated as well to ascertain his ability to adjust and perform effectively in the international business environment. 6) Family situation needs to be evaluated as well to ascertain candidate's openness in moving to the new country. 7) Language ability and communication skills should be evaluated as well. The interviews can be combined with simulation based exercises, wherein candidates will be given scenarios to handle via simulation tools. The response or ability of the candidate to adapt to real life like situations can be evaluated as well.

For the 2 candidates from Belize, the interview process will revolve around judging the professional capability of the candidates, as well as motivation levels and adaptability to the new corporate culture of the new parent organization. The company will evaluate how motivated, loyal and committed these 2 employees are to contribute to the success of the new parent organization. Based on these criteria, the 2 candidates from Belize will be judged for the position. Part 2: -What HR staff will you need in London? Will your HR employees be expatriate employees, host country nationals, and/or third country nationals? We will need an HR manager to oversee the entire recruitment, training and routine HR processes in the new branch in the UK. Further, we will also need a specialized training manager to train the employees to train the expatriate employees as well as third country nations to adjust to the working environment of the country. Further, we will need an HR professional to handle the routine day to day work for various HR processes such as payroll, etc. HR employees will be from the host country itself as they have the best idea about the local culture, customs, business practices and laws. Hence, it is highly advisable that HR professionals should be from the local country or host country only and no third country nationals or expats are recruited for the HR position. The selected HR professionals from the host country can travel to the company's headquarters to get accustomed with the corporate culture and working practices of the organization. -For the IT employees needed, will you employ expatriate employees, host country nationals, and/or third country nationals?

For the IT employees needed, I will deploy a combination of expatriate employees, host country nationals and third country nationals. The expatriate professional is necessary to oversee the management and implement the corporate culture, working practices and management controls in this offshore branch. The expatriate employees will hold key positions and work closely with colleagues from the host country. The host country professionals will hold most of the key positions, such as management positions and project manager positions as they clearly understand the local working environment and work effectively with local clients. It will be challenging for expatriate managers or third country nations to handle local clients in the UK. Hence, it is best advisable to fill most of the top positions with the host country nations. The programming level jobs can be filled with both local candidates as well as third party nations, such as those from India as IT professionals from these countries are extremely talented and available at lower costs as compared to local nations. However, one of the challenges will be to secure work permits for these nationals. If this issue can be resolved, IT professionals from these countries can fill most of the programming level positions in the organization.