Bollwood Hotels
Working with Atwood and Allen Consulting is a welcomed challenge as I enhance my skills at consulting businesses in analyzing the implementation of new strategies. This week I worked with Jason Galvan, an HR representative with the Bollman Hotels chain. The company was looking into expanding operations into India and growing the workforce in that segment by 20%. This is a huge undertaking as American companies encounter variances in compliance laws, employee obligations and strategies when globalizing. It was my job to make them aware of applicable employment laws for that country.
Having the information that Traci placed on file, such as where they were currently located, and how many employees they have, was crucial to gathering the proper information. With this information in hand, I was able to point out several major differences in employment laws for India. In expanding, an organization such as Bollman Hotels must maintain integrity as well as abide to localized laws and standards.
For a company the size of Bollwood Hotels, I was able to gather benefit, hour restriction, salary requirement and contractual information that would directly affect the company. I was also able to find variances in information regarding laws in place at the state vs. the federal level. Being aware of these major differences, devising a comprehensive employment plan for the company is pertinent to their success and will also have to be further discussed as the cost of globalizing and complying with international laws can cost approximately and additional 20% per employee.
Much as Susan did while consulting with Landslide Limosines, I had to confer with them on international laws and international customs. The only difference being that my client would be in a foreign environment full time as opposed to her client only having to deal with clients that have a need to cross borderlines.
The first adjustment that I addressed is the variance in India’s