This paper aims to develop a supporting human resource (HR) plan for WIOCC group company Open Access Data Centres (OADC) that plans its further expansion into Sub-Sahara Africa. OADC is a data center company that offers core-to-edge DC architecture for edge computing and “edge data centres and hyper-scale connectivity, all within a single ecosystem” (OADC continues expansion in South Africa, para. 3). To provide the effective work of the planned data centers that will soon be opened in South Africa, OADC needs to relocate 12 of its employees who will see to it that the centers work efficiently. Since there are no qualified and experienced specialists familiar with the company’s standards for the company’s proposed divisions, the relocation will embrace top managers and their families. The aim of the relocation is to move to new data centers specialists who will be able to educate the staff and organize effective work of these departments.
The main responsibility of an HR manager when organizing a relocation is to make sure that the employee likes to live and work in a new place. Moving to another city or country can be rather stressful, which can negatively affect work. If an employee devotes all his time to solving day-to-day problems, he or she will not be able to work effectively, and the company bear losses. To avoid such problems, the OADC HR manager prepares the employee in advance for the relocation and helps him or her to adapt in an unfamiliar environment.
The process of relocation will be financed by the company that will provide money for transportation costs, housing, and daily needs of its employees. The company will combine lump sum and core benefits policies to ensure better experience of its employees. Thus, the company will pay housing rent directly, while other relocation expenses will be covered by a lump sum disbursement. The proposed structure will allow relocated employees to have some flexibility in their money issues at the same time ensuring that the key needs are met.
Since the OADC company is of African origin, no commissary for grocery purchases will have to be established. In fact, the employees are used to African dishes and there are many shops in the vicinity of the proposed locations where they will be able to eat. As the data centers will be opened in South Africa, banking and currency exchange will have to be establish for employees so that they can change their money for South African Rand. The work in itself is not dangerous, hence there is no need for limited urgent-care stations. However, International Health Insurance will be paid for by the company for relocated workers to cover any healthcare expenses that may be needed.
The optimal time period for relocation of families with children is two years as the family and especially children need to adjust to new conditions to work and study productively abroad. Moreover, children’s schooling arrangements will have to be made; private schools will have to be found and paid for by the company if it relocates employees with children (Budiman, 2018). The employees’ housing arrangements presuppose renting a flat the payment for which will be included into employees’ core benefits policies and thus covered by the company. Since OADC relocates its employees into a well-developed country, the organization does not need to procure its own compound of apartment housing as accommodation for rent can easily be found.
If an employee is dissatisfied with a new place after moving, the organization will suffer significant losses. The negative consequences for the OADC company will include the loss of a specialist responsible for business processes and important functions, the need to find a new employee for this place, and financial losses associated with relocation packages. Hence, the adaptation to a new place of residence is no less important part of relocation than organizational issues related to documents and material expenses. This part of the move should also be handled by the HR department. If possible, the coordination work of HR specialists from two cities is needed so that the process goes as smoothly as possible for the employee. The main task of HR department is to make sure that the employee is not disappointed in his move and starts working at a new place with enthusiasm (Budiman, 2018). For this, special agent may be hired who would introduce relocated employees to their new colleagues, future bosses or people who will be directly subordinate to them. Explain who is responsible for what and who to contact on what issues.
An additional duty of HR officers is to make sure an employee is introduced to the city and key locations and places of the residence are shown to him or her. Moreover, relocated employees should be provided with phone numbers for any emergency and have an application to keep in touch with the management of the company. If the move takes place during a pandemic, OADC HR department should also familiarize the employees with the epidemiological rules that apply in the region.
References
Budiman, A. (2018). Employee Transfer: a Review of Recent Literature. JPAS (Journal of Public Administration Studies), 3(1), 33-36.
OADC continues expansion in South Africa. (2022). Global Data Point, NA. Web.