Immigration and Integration Policy Generation

Question: Discuss about the Immigration and Integration Policy Generation. Answer: Introduction: The traditional package is set with the policy to hire all the talented employees who will be able to handle the projects overseas. This is also for the enhancement of the transfer of the knowledge along with focusing on the temporary basis of 3 years. The package includes the benefits like the care of the health, facilities of the medical, cost to travel as well as the housing allowance. The reason for the better benefits to the employees is mainly to: Ensure that there is a proper and a smooth transition of the system which will be helpful for the employees. (Angrave et al., 2016). This also focuses on the support that could be provided to the people with a better standard of the living in the overseas area or country. The employees will also be able to provide a better package with the talented customers. This includes the motivation of the employees as well as the secure promotional benefits that could be given. There are certain limitations which include: The points to focus on the organizational point of view with the increased costs of the package where there have been no major recruitments. Mrs. Akiko wants to stay in Singapore and spend her life with her husband. The analysis is that Akiko point of view is set with remuneration that has been decreased at the receiving time. (Choudhary, 2016). Strength: a. The case focuses on the international policy as well as the employees who can provide with some advantages. It includes the medical check-ups along with the traveling costs that include the home trip for the other allowances. (Brewster et al., 2017). Weakness: a. This mainly lies with the fact that all the local international policy has been set in the provisions where the salary is equal to the country host and is also based on the norms or the standards where Akiko tend to receive a lesser amount of the salary. With this, it also includes the lower structure of the salary in Singapore. Opportunities: a. This is the allowance mainly for the housing standards, schooling as well as setting the power of retention. For this, Mrs. Akiko is also able to work on staying with her husband so that she does not have to leave the job as well. (Maamari et al., 2016). Threats: a. This is for the employees who have a better chance to change and comprise of the salary with the structural costs of the host country. The needs of the employers is mainly due to: The enhancement of the talent which is primarily because of the experience which is set for a better assignment of the career. The focus is also on the job assignment with the transferrable knowledge set primarily in between the boundaries. (Mathur, 2016). The contractual forms with the increased benefits holds the incentives with a better support and the financial development The ingredients are based on the human needs as well as the forms which include the self-achievement as well as the other form of the influence for the employees to mainly accept the offer. (Ugarte, 2017). It has been found to be common for accepting all the packages with the higher expectations as well as the performances. This includes the offers that could be mainly for the promotion as well as to handle the salary amount as soon as there is a depression. Apart from this, there are benefits for the packages which include that there is the increase in the basic salary percentage that will help in motivating the employees to accept the offers. The Expatriate contract: It is for the transfer of the talented employees to the abroad where the overseas project could easily be handled. It includes the transferring of the knowledge with the improvement in the equity theory standards. This includes the efforts that have been made mainly for the receiving of the packages as the recognition form. Local International Contract: This works for the foreigners who are working on staying for a long time in a particular region. This is set where the incentives are provided as well as the salary is depending upon the different standards of the country. (Rahman, 2017). Local Contract: This is for the structural development where the industry is based on the procedural standards. It implies to work on fairness factor as well as the processes that include the minimization of the disputes and the optimization of the resource allocation. The standards are also for the implementation of behavior intentions where the company can set the percentage of the basic salary with the local international contract. It will also help in motivating the employees for the acceptance of the offer. (Mathur, 2016). This includes the facts where the human needs are important for the employees. With this, the Maslow's needs theory is implemented to mainly focus on handling the different standards as well as working on accepting the local international policy with the recognition in the company. The performance and the talent management are critical where the change of getting the salary is lower which is also based on the host country standards. The case study includes how Mrs. Akiko is depressed. (Ugarte, 2017). Hence, the suggestion for her would be to focus on increasing the salary with a certain amount and reduction of the incentives. The satisfaction is important for the salary hike where the employer will also be able to manage with the different and the additional forms of the incentives to retain the talent of the employees. With this, the situation of the win-win could easily be implemented. The work also focuses on how to handle the SWOT analysis, where the local international policy is applied to the different elements as and when needed. Reference Angrave, D., Charlwood, A., Kirkpatrick, I., Lawrence, M., Stuart, M. (2016). HR and analytics: why HR is set to fail the big data challenge.Human Resource Management Journal,26(1), 1-11. Brewster, C., Cerdin, J. L., Sharma, K. (2017). Global Talent Management in the Not-for-Profit Sector. InCompetencies and (Global) Talent Management(pp. 1-24). Springer International Publishing. Choudhary, S. (2016). A Study on Retention Management: How to Keep Your Top Talent.International Journal of Advanced Research in Management and Social Sciences,5(3), 17-31. Devi, R. M. 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