Expanding in Africa: HR Plan An organization expanding its offices into sub-Sahara Africa will want to utilize a solid human resources plan in order to strategically facilitate its expansion and sustainability efforts. In this scenario, the business will be ECIG, an e-cigarette company that manufactures and sells vaporizers, e-cigs, and e-liquids. Expansion is occurring rapidly throughout sub-Saharan Africa and the countries that are prime targets are Nigeria and South Africa.

The expansion is taking place by leasing headquarter bases that will be used for receiving shipping and for stocking of retail kiosks that will be established in the countries' major cities. The kiosks will be managed by the ECIG employee transfers and they will be tasked with hiring locals for the staffing of the kiosks. The headquarters in each of the two countries will also be managed by the transfers, who will also be responsible for hiring local talent for employment in the bases for daily operations and marketing.

Investment in Nigeria and South Africa by ECIG will require transferring a number of employees from the company's base in the U.S. to Africa. The total number of employees needed for the expansion effort will be 24, with 12 employees stationed in each country. The company will be able to support this number of employees abroad without taxing too much of its internal strength. Because of the relatively small number of relocating employees, there will not be a need for a commissary. Instead,...

Employees will be provided with all the necessary compensation for acquiring these services in order to help maintain a positive workplace culture, which will support the kind of transformational leadership initiatives promoted by the company (Singh, Krishnan, 2008; Kissack, Callahan, 2010).
A small organization of this size will not set assignment lengths of one year or two with families, as the company will pay for individuals with families to relocate with them. However, it will also look to not move individuals with large families or with families who want to stay. In the cases where the position cannot be filled because the move would be too costly or too burdensome for the families, a temporary transfer will be conducted and a new native African hired and trained by the temporary transfer who can then fill the role locally. The company will follow traditional labor market regulations in staffing, as this helps to maintain cultural imperatives and support sustainability (Alesina, Algan, Cahuc, Giulaiano, 2015).

For the few families who will move, the children's school arrangements will be to utilize private tutors until more accommodating arrangements can be made. Private tutors will be employed at company expense and will cover the basic classes for the respective ages of the children. It is not expected that more than one or two families…