In MT220 Unit 8, a completed international staffing plan picks a Colombian engineer over an expatriate and a third-country hire, on Colombian terms, for one roaster maker. Searches like "mt 220 unit 8 assignment example", "mt220 unit 8 sample" and "mt220 unit 8 example" land here.
What a finished MT220 Unit 8 international staffing plan looks like
About five pages with a candidate table, a cost comparison and an onboarding calendar. The introduction defines the role: a technical manager who trains the distributor's technicians, audits installations and reports field failures back to Tacoma. Three staffing approaches are set out with Perlmutter's ethnocentric, polycentric and geocentric orientations as the frame, each tied to one candidate. Candidates are set against one another in the table on technical depth, Spanish, relationships with growers, cost and willingness to stay. A cost section prices the first year of each in composite dollars, including relocation for the Tacoma lead and Colombian mandatory benefits for the local hire. The plan chooses the Manizales engineer, sets two months of training at the factory, and ends on the terms of employment and the reporting line to the firm's service director.
How a MT220 Unit 8 example is structured
The plan answers who before it answers how. Defining the role first matters because a technical manager training others needs roaster knowledge the local market cannot easily supply, which is why the Tacoma candidate stays in contention longer than a reader might expect. The orientations frame is applied briefly, then set aside for the comparison. The Colombian engineer wins on relationships, language and staying power, and loses on product knowledge, a gap the training months are designed to close. Terms receive a full section because they are where home habits collide with host law: at-will employment has no equivalent in Colombia, dismissal without just cause triggers an indemnity, and benefits such as the twice-yearly service bonus and the severance fund deposit are mandatory. The close places the role under Tacoma's service director rather than sales, so field failures reach engineers quickly.
The role, defined first
Train distributor technicians, audit every installation within its first month, and send structured failure reports to Tacoma. Defining the job before the candidates keeps the comparison on capability rather than on who seems most familiar.
Three orientations, three people
Perlmutter's ethnocentric choice is the Tacoma service lead, the polycentric choice the Manizales engineer, and the geocentric choice the Guatemalan technician. The frame takes a paragraph and then gives way to evidence.
What each first year costs
Relocation, housing and an allowance make the expatriate the most expensive by a wide margin. The local hire's figure includes mandatory benefits and employer social security contributions, so the comparison stays honest about cost.
Colombian terms, not Tacoma habits
An indefinite-term contract in Spanish, the service bonus paid in two installments, a severance fund deposit, fifteen working days of vacation, and an indemnity for dismissal without just cause. Each provision is dated to its source.
Reporting to service, not sales
The manager answers to the service director, who owns failure data. Sales reporting, the plan argues, would pull the role toward closing orders and leave installation quality unwatched in a market where word travels fast.
Where marks go in MT220 Unit 8
Staffing plans in MT220 lose credit first by choosing a candidate type without defining the job, since the right answer depends on what the manager must actually do. The expatriate chosen by default, because the home office trusts its own people, draws questions in many sections unless the plan weighs local alternatives. Plans that ignore host-country employment law are marked down sharply; assuming a foreign hire can be let go the way an American one can is a common and costly error. Costs stated for one option only leave the comparison unfinished. Training left unnamed, with no plan for closing the chosen candidate's gap, weakens the application criterion. Reporting lines matter as well, and plans leaving the new manager's boss unnamed tend to lose points on implementation.
Get a MT220 Unit 8 example written to your instructions
Tell us which foreign operation your Unit 8 scenario creates, the role it needs and any candidates the case names, then attach the rubric. A custom plan defines the job, compares staffing options on cost and fit, and sets the terms under the host country's labor law, arriving in 24-48h. No charge applies to the first, and legal provisions are dated to their sources.
MT220 Unit 8 questions, answered
What are parent-country, host-country and third-country nationals?
Parent-country nationals come from the firm's home country, host-country nationals from the country where the operation sits, and third-country nationals from somewhere else. Each brings different strengths: product knowledge and trust from headquarters, local relationships and language, or regional experience at moderate cost. Staffing plans usually compare at least two of the three against the role's real demands.
How much employment law should the plan include?
Enough to show the terms are lawful and costed. Name the contract type, the mandatory benefits, termination rules and working-time limits, citing the host country's labor ministry or a reputable law firm guide with its date. A plan need not read like legal advice, but assuming home-country rules apply abroad is the error graders notice fastest.
Is an employer of record worth mentioning?
Often, yes. An employer of record is a local company that legally employs the worker on the firm's behalf, handling payroll and benefits, which lets a small exporter hire before forming its own entity. The plan should state the fee, the control the firm gives up, and the point at which forming a subsidiary would make more sense.