Solvay Group Analysis
Question 1 - Would you grant any of the special requests of the four expat candidates? Provide your rationale.
Solvay’s HR group wants to develop consistent policies for the International Mobility (IM) program and be more transparent about the expatriation process. Therefore, it is important to minimize the exceptions because exceptions require a deviation from standard protocol. However, HR must also remain flexible in order to meet the strategic needs of the company. As noted in the case (pg. 1), special requests are “not unusual for the expat process.” Standard protocols are essential when handling employees who work in similar environments, and who have similar roles. However, it is important to make exceptions when asking employees to move to a new country to gain experience of significant value to Solvay, and particularly when these individuals are future leaders whose expertise can assist the company with growth in specific markets. As such, we recommend a full exception for Fabrizio Ponte only. Fabrizio has been asked to transfer from Italy to China because he can greatly assist the company with growth efforts in China. China is a large emerging market with sizable and increasing domestic consumption. Moving into such markets is a top strategic goal for Solvay (pg. 3, case). As Fabrizio has an elderly mother who lives with him, he should be permitted to have her relocated to China with him. This exception will make it easier for Fabrizio to settle into his experience in China and his children will likely feel more comfortable in their new home if they have another family member to tend to their needs. The longer Fabrizio stays in China, the more likely it is that Solvay will obtain a return on their investment. This exception would serve the interests of the company and therefore makes sense for business reasons. In the case of Joel Marion, we would ask him to take the temporary “Special Projects” role until a more suitable role can
Solvay’s HR group wants to develop consistent policies for the International Mobility (IM) program and be more transparent about the expatriation process. Therefore, it is important to minimize the exceptions because exceptions require a deviation from standard protocol. However, HR must also remain flexible in order to meet the strategic needs of the company. As noted in the case (pg. 1), special requests are “not unusual for the expat process.” Standard protocols are essential when handling employees who work in similar environments, and who have similar roles. However, it is important to make exceptions when asking employees to move to a new country to gain experience of significant value to Solvay, and particularly when these individuals are future leaders whose expertise can assist the company with growth in specific markets. As such, we recommend a full exception for Fabrizio Ponte only. Fabrizio has been asked to transfer from Italy to China because he can greatly assist the company with growth efforts in China. China is a large emerging market with sizable and increasing domestic consumption. Moving into such markets is a top strategic goal for Solvay (pg. 3, case). As Fabrizio has an elderly mother who lives with him, he should be permitted to have her relocated to China with him. This exception will make it easier for Fabrizio to settle into his experience in China and his children will likely feel more comfortable in their new home if they have another family member to tend to their needs. The longer Fabrizio stays in China, the more likely it is that Solvay will obtain a return on their investment. This exception would serve the interests of the company and therefore makes sense for business reasons. In the case of Joel Marion, we would ask him to take the temporary “Special Projects” role until a more suitable role can