International Market Expansion Plan for Ramalingam foods

Assignment Taken

HR

Case Understanding

Ramalingam Foods is a successful fast-food restaurant famous for its authentic South Indian freshly cooked food and filter coffee. The company proved their innovative capabilities during the 1975 political turmoil and stayed in business. The company was able to tackle the critical problem of the shelf life of their products by turning them into powder form. Over the years Ramalingam foods have seen positive growth in their business and they are aiming to expand their business internationally. Presently, Ramalingam food's operating revenue is INR 152 crore for the financial year. Its EBITA has increased by 3.16% over the previous year. Ramalingam food has set 50 crores for International Business Expansion for FY 2019-2020. Also, currently, Ramalingam foods don’t have the necessary permissions & Licenses for International business. Ramalingam Foods cannot enter more than one foreign region as they don’t have sufficient capital and business knowledge currently.

BCS Solution Summary

1. Recruitment Planning 2. Strategy Development 3. Searching 4. Screening 5. Evaluation and Control

Solution

1. Recruitment Planning: We will define a clear operation strategy and estimate the number of the person required for each department. Draft a comprehensive job specification for the new position along with major and minor responsibilities along with the skills, experience and qualifications. Define grade and level of pay, starting date and specific condition present in the case. Currently, we are estimating 10 professionals required for the IT department which includes managers, assistant managers, 2 team leads and 6 executives. Along with this, we require 50 new skilled labours for the new plant along with the plant manager, 2 assistant managers and 3 team leads. We need a new marketing team along with vice-president for marketing who have insights in UAE, along with HR and people with expertise in Distribution

2. Strategy Development: We need to find the right strategy for hiring the right candidate. We will divide each position into two categories i.e. Internal hiring and external hiring. We also need to take the time consideration required to train new people for the organisation and the plant.

3. Searching: To hire we can use internal and external hiring with promoting junior people in operations to a senior position. For the new division, we could use internal reference and post an advertisement for the same. Following are the sources for hiring

 

4. Screening: Since we are promoting junior people for the new plant, we can look into the past ratings of the candidates and take work experience into the consideration for the same. For marketing, we need to screen candidates based on work experience related to UAE and also need to take care of the area of expertise.

5. Evaluation and control: Hiring these candidates for a probationary period and looking at the work done by the candidate, we can make the final decision whether the candidate is suitable or not. Since huge cost is incurred in hiring, we need to make sure that we choose the right candidates. It is also required to provide competitive salary benefits to retain this talent. Competitive salary includes 10% more salary compared to market rate along with health insurance, gratuity etc

Conclusion

On basis of the above solution, based on the success of the product, we could increase the capacity of personnel as required for each department.

Attached File Details

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Video

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