Reference no: EM133162737

The Apex Gold Mining Corporation

The Apex Gold Mining Corporation of Canada was expanding - again!  Sarah Gallon, the Human Resources Director, had just been told to prepare to staff a new mining location that had just been acquired in Peru.  Sarah had never worked for a company that had operations in Peru.  The Apex Mining Corporation had never done business in Peru either.  This was all new to her and the company itself. 

Sarah had to support the MNE in their business strategy in the international market and ensure they had the right people in the right jobs at the right time.  But how does business work in Peru?  

This was all quite a surprise as Apex Gold Mining Corporation had also merged with a company in China just two months ago.  All of the details for that merger were in progress right now.  Sarah had some things to investigate before she started staffing for the new mining locations while respecting the existing employees and culture in both locations.   No layoffs were expected as the gold mining industry was doing very well.

Luckily Sarah had completed her International Human Resources Management class three years ago as part of her MBA.  She had seven years of domestic Human Resources experience already but it was all so complex moving into the global market.    

She knew global companies were sometimes strained with this type of expansion as can be the employees involved in such an endeavor.  Sarah wanted to do this right so she could do well for her Vice President.  She was hoping for a bonus at year end so was going to everything possible to make both the acquisition and merger a success!

The Project is to select one of the new locations, Peru or China, and do the following:

1) a recruitment strategy for the merger or acquisition to staff the chosen location with a new Director of Operations and an Operations Manager. (1-2 pages)

 

2)  a letter of offer (contract) for the new Director of Operations that will be provided to the successful new person.  (1 page)

 

3)  the Pre-Departure Training plan and materials to ensure the people that will go to the new location (either Peru or China) are well prepared and supported.  (4-5 pages)

 

4)  Map out the timeline of Human Resources tasks from this day forward for six months. (1-2 page)

 

5)  Performance Review Form that can be used to evaluate the new Operations Manager. (1-2 pages)

 

6) a repatriation plan for the Operations Manager. (1 page)