Jenkins Consulting Company Goes Abroad Case Scenario Analysis Paper Please follow the instructions on the assignment. It must be APA format. Please post al

Jenkins Consulting Company Goes Abroad Case Scenario Analysis Paper Please follow the instructions on the assignment. It must be APA format. Please post all references in APA format. Please do not use student research papers as a reference. This assignment does not have to be long. 2-3 pages (excluding reference page and title page maximum.. Additional instructions are at the bottom of the assignment. Include citations where needed. Thanks Jenkins Goes Abroad (Modified)
Jenkins Consulting is a national firm based in Cleveland, Ohio, that helps companies improve
their performance and effectiveness by advising on all aspects of business management and
operations. Companies hire consultants from Jenkins Consulting for a variety of projects such as
assisting with company-wide cost reduction initiatives, revenue growth initiatives, improving
supply-chain management, and/or improving individual departments such as information
technology. Jenkins employs consultants in 40 offices across the United States.
A company located in Hong Kong has asked Jenkins to take on a major project that will be based
in Hong Kong but may occasionally require short trips to Shanghai and Beijing. Jenkins will
assist the company with an organization-wide effort to restructure and reposition the company to
succeed in a market that is becoming highly competitive. To undertake this project, Jenkins will
assign five full-time management consultants for a period of two years. Because of the
significant time commitment, Jenkins has decided to relocate the selected consultants to Hong
Kong for the duration of the project. Jenkins sees this assignment as an opportunity to expand its
operations internationally.
Dale Kugar, the human resource director at Jenkins, must identify the consultants for this project
and prepare them to transition to this new assignment within the next 60 days. This is the
company’s first exposure to expatriate management so Kugar intends to select the consultants
from the Cleveland office, if possible, so that he can have better control over Jenkins’ first
overseas venture. However, he has some concerns about the consultants’ interest in taking on the
international assignment. Some of the consultants with whom he has had initial conversations are
concerned about the impact the assignment might have on their families and their careers. As one
consultant put it, “Out of sight; out of mind!”
In addition to selecting the right persons for the expatriate positions, Kugar wants to ensure that
the consultants who move to Hong Kong are compensated appropriately. The compensation
package needs to ensure that the expatriates are not concerned about financial matters during
their assignment but also that costs to Jenkins are minimized. His initial thought is to maintain
their current benefits, including health care insurance, 401(k) retirement plan, vacation, and
related benefits but to alter the compensation. The two issues he is less sure of is how to develop
a compensation package that takes into account other aspects of pay and how to ensure that the
consultants are not disadvantaged professionally by taking the assignment in Hong Kong. All of
the potential expatriates he has talked to thus-far are not married, which he thought would likely
make the assignment less costly to the company and less stressful for the consultants selected.
However, it is possible that, in the end, he will have to consider married consultants, as well, to
achieve the number needed for the assignment.
Modified 07/01/2018
Questions:
1. As the HR director for Jenkins, what external influences and data should Kugar take into
consideration when planning for the transition of these consultants to the Hong Kong
assignment?
2. What are the various compensation approaches that Kugar can consider for this first wave
of Jenkins expatriates?
3. Of the various compensation approaches available to Kugar, which approach should he
recommend in terms of how to compensate these expatriates? Why should he recommend
the approach you selected?
4. Should Kugar provide any incentive compensation or additional benefits to the
expatriates as part of their compensation package? Why or why not?
5. Is there anything else that Kugar should do to ensure that these expatriates are not hurt
financially or career-wise by their assignment in Hong Kong?
While these questions should be addressed in your analysis, DO NOT merely respond to the five
questions presented above. Your submitted assignment should address these questions in an
integrated essay or report format. The title page, headings, citations, and references should be
consistent with the APA style guide (6th edition.).
NOTE: This case is a modified version of the “Jenkins Goes Abroad” case in Martocchio, J. J.
(2017). Strategic Compensation. Hoboken, N.J.: Pearson Education, Inc.
Modified 07/01/2018

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