Harvard Case - Ameya Bhangle: A Non-US Citizen Working in the United States
"Ameya Bhangle: A Non-US Citizen Working in the United States" Harvard business case study is written by V.G. Narayanan, Shawn O'Brien. It deals with the challenges in the field of Accounting. The case study is 2 page(s) long and it was first published on : Jan 12, 2018
At Fern Fort University, we recommend a comprehensive approach to address Ameya Bhangle's situation, focusing on both compliance with US immigration laws and the university's strategic goals. This includes:
- Developing a clear and concise policy for employing non-US citizens. This policy should outline the university's commitment to diversity and inclusion while ensuring compliance with all relevant immigration regulations.
- Establishing a dedicated team to manage the process of hiring and sponsoring non-US citizen employees. This team should be responsible for navigating the complex legal and administrative requirements, providing support to both the university and the employee.
- Investing in employee training and development programs specifically tailored to the needs of non-US citizen employees. This will help ensure their successful integration into the university's culture and contribute to their overall satisfaction and productivity.
2. Background
This case study focuses on Ameya Bhangle, a highly skilled and qualified individual from India, who has been offered a position as an Assistant Professor at Fern Fort University in the United States. The university faces a dilemma: they recognize Ameya's potential and value his expertise, but they are also concerned about the complexities of employing a non-US citizen.
The case highlights the potential challenges associated with hiring non-US citizens, including:
- Immigration laws and regulations: Navigating the complex and often changing US immigration laws can be a significant burden for both the university and the employee.
- Visa sponsorship: The process of obtaining and maintaining a work visa for a non-US citizen can be time-consuming, expensive, and subject to bureaucratic delays.
- Cultural integration: Adjusting to a new culture and workplace environment can be challenging for non-US citizen employees, potentially impacting their performance and job satisfaction.
3. Analysis of the Case Study
This case study can be analyzed through the lens of strategic management, focusing on the university's human resource management, compliance, and diversity and inclusion strategies.
- Strategic Management: Fern Fort University needs to evaluate the potential benefits of hiring Ameya Bhangle against the potential risks and costs associated with employing a non-US citizen. This includes considering the impact on the university's reputation, research capabilities, and overall competitiveness.
- Human Resource Management: The university needs to develop a robust process for recruiting, hiring, and supporting non-US citizen employees. This includes creating clear policies, providing adequate training, and fostering a welcoming and inclusive work environment.
- Compliance: The university must ensure that all its actions comply with US immigration laws and regulations. This requires careful planning, documentation, and ongoing monitoring to avoid legal repercussions.
- Diversity and Inclusion: Hiring Ameya Bhangle would contribute to the university's commitment to diversity and inclusion, which is increasingly important in today's globalized world.
4. Recommendations
To effectively address the challenges and capitalize on the opportunities presented by hiring Ameya Bhangle, Fern Fort University should take the following steps:
- Develop a comprehensive policy for employing non-US citizens. This policy should clearly outline the university's commitment to diversity and inclusion, the process for hiring and sponsoring non-US citizen employees, and the university's expectations regarding compliance with immigration laws.
- Establish a dedicated team to manage the process of hiring and sponsoring non-US citizen employees. This team should be composed of individuals with expertise in immigration law, human resources, and international affairs. They should be responsible for:
- Navigating the complex legal and administrative requirements of employing non-US citizens.
- Providing support and guidance to both the university and the employee throughout the process.
- Maintaining accurate records and documentation to ensure compliance.
- Invest in employee training and development programs specifically tailored to the needs of non-US citizen employees. These programs should focus on:
- Cultural awareness and sensitivity training.
- Language skills development.
- Understanding of US workplace norms and expectations.
- Access to resources and support networks.
- Establish a mentorship program to facilitate the integration of non-US citizen employees into the university community. This program should pair new employees with experienced faculty or staff members who can provide guidance, support, and a sense of belonging.
- Actively promote the university's commitment to diversity and inclusion to attract and retain talented non-US citizen employees. This can be achieved through targeted recruitment efforts, participation in international conferences and events, and highlighting the university's commitment to creating an inclusive and welcoming environment for all.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core competencies and consistency with mission: Hiring Ameya Bhangle aligns with the university's mission to foster academic excellence and promote diversity and inclusion.
- External customers and internal clients: A diverse faculty enhances the university's reputation and attracts a wider range of students.
- Competitors: Many universities are actively seeking to attract and retain talented non-US citizen employees. Fern Fort University needs to be competitive in this global talent market.
- Attractiveness ' quantitative measures if applicable: The university needs to weigh the potential benefits of hiring Ameya Bhangle, such as increased research output and enhanced reputation, against the costs associated with the process.
- Assumptions: These recommendations assume that the university is committed to creating an inclusive and welcoming environment for all employees, regardless of their nationality. They also assume that the university has the resources and expertise to effectively manage the process of hiring and supporting non-US citizen employees.
6. Conclusion
By taking a proactive and strategic approach to hiring and supporting non-US citizen employees, Fern Fort University can create a more diverse and inclusive environment while ensuring compliance with all relevant laws and regulations. This will contribute to the university's long-term success and allow it to attract and retain top talent from around the world.
7. Discussion
Other alternatives not selected include:
- Rejecting Ameya Bhangle's application: This would be a missed opportunity to hire a highly qualified individual and could damage the university's reputation.
- Hiring Ameya Bhangle without providing adequate support: This could lead to challenges for both the university and the employee, potentially resulting in dissatisfaction, low productivity, and legal issues.
Risks and Key Assumptions:
- Changes in immigration laws: The US immigration laws are constantly evolving, which could impact the university's ability to hire and sponsor non-US citizen employees.
- Cost of visa sponsorship: The process of obtaining and maintaining a work visa can be expensive, requiring the university to allocate additional resources.
- Cultural integration challenges: Non-US citizen employees may face challenges integrating into the university's culture, which could impact their performance and job satisfaction.
8. Next Steps
To implement these recommendations, the university should:
- Form a task force to develop a comprehensive policy for employing non-US citizens. (Timeline: 3 months)
- Recruit and train a dedicated team to manage the process of hiring and sponsoring non-US citizen employees. (Timeline: 6 months)
- Develop and implement training programs tailored to the needs of non-US citizen employees. (Timeline: 6 months)
- Establish a mentorship program to facilitate the integration of non-US citizen employees into the university community. (Timeline: 3 months)
- Actively promote the university's commitment to diversity and inclusion to attract and retain talented non-US citizen employees. (Ongoing)
By taking these steps, Fern Fort University can create a more diverse and inclusive environment, attract and retain top talent, and ensure compliance with all relevant laws and regulations.
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