Subject: Submission of Case Analysis ANDREAS WEBERS REWARD FOR

SUCCESS IN AN INTERNATIONAL ASSIGNMENT (A)

Dear Sir,

TABLE OF CONTENTS
Letter of Transmittal......................................................................2
Executive Summary......................................................................3
Situational Analysis.......................................................................4
Problem Statement.......................................................................6
Options......................................................................................... 6
Evaluation Criteria......................................................................... 6
Evaluation of Options....................................................................6
Solution......................................................................................... 7
Action Plan.................................................................................... 8
Contingency plan..........................................................................8

EXECUTIVE SUMMARY

SITUATIONAL ANALYSIS
In this case about Andreas Weber reward for success, the authors looks at
the way human resource professionals communicate with expatriates when it
comes down to international assignments. Andreas was a hardworking,
ambitious whose sole purpose was to enter into the workforce and grow in
ranking. He entered the leadership program with the understanding that this
would be a position where his skills would be put to use. The Chief Executive
Officer (CEO) emphasized that international experience is the key to moving
upward in this organization.
The time before Andreas arrival, a bigger and better position opened up
which allowed him to have more control over the bank. Knowing this would
be his assignment, he prepared to head to New York. No arrangements were
made for his arrival, and he should have taken the initiative to speak with
the head of HR before his departure to the U.S. Another issue that he had
was being the victim of miscommunication between HR in Frankfurt and HR
in the US. The original position that was presented to him was not the one he
signed up for. Suddenly, he found himself in a foreign country with no other
choice but to stick with the position, since his family was coming from
overseas. After several months of adjusting, Andreas was finally promoted to

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a supervisory position and a year later, to a managerial one. A new contract
with new terms was presented and signed by Andreas; extending his
assignment for another three years. The dilemma that Andreas faced after
making this decision was that his family needed to go back to Germany
because they were homesick. The move back would not be an easy one,
since the HR department did not have a position for him at his level. After
the many years he spent working for the company, in the end he was offered
a position that was the same as when he first started.
The German bank has clearly defined a strategic policy of expansion.
Although it is not clear whether this is a written policy or a mandate of the
Board of Directors, the CEO spoke out this course of action. It is clear that
the bank is facing a growing plan on a global scale. In this order of ideas, the
globalization plan that the top executive level is trying to tackle demands
actions in the field of IHRM. It seems that there is an ethnocentric approach
to staffing beneath these few actions because key positions in domestic and
foreign operations are being filled by parent country nationals (PCN). The use
of this approach is appropriate for a business entity that is in its initial stages
of globalization, because it reduces the perceived risk and facilitates that the
new subsidiaries comply with corporate objectives and policies. The creation
of the so-called company-wide international leadership development
program is a positive measure because it shows sensitivity towards human
resources and their well-being. This program also transitions into new
environments without losing productivity and establishes a common working
platform. The addition of a one-week seminar at a leading business school
in the United States is a signal of commitment with modern practices and
the standardization of the body of knowledge required by the new generation
of executives within the bank. In general, the German bank took appropriate
initial measures to support IHRM, which is facing the global expansion
challenge.

PROBLEM STATEMENT
Should Andreas accept the company offer for the low profile job or stay back
in USA and try to find solutions for issues in his personal life?

OPTIONS

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EVALUATION CRITERIA

EVALUATION OF OPTIONS

SOLUTION

ACTION PLAN

CONTINGENCY PLAN