When you find that hiring people from a specific country can reduce costs and want to promote this strategy within the company, you can consider the following steps: ### Data Support and Analysis 1. **Detailed Cost Accounting** - Collect and organize various cost data related to hiring people from different countries, including wages, benefits, training costs, office facility costs, etc. Clearly compare the cost difference between the current employment model and the cost difference after hiring people from a specific country in a table, highlighting the specific amount and proportion of cost reduction. - For example, make the following table: |Cost item|Cost of current employment model (RMB)|Cost after hiring personnel from a specific country (RMB)|Cost reduction amount (RMB)|Cost reduction ratio| |---|---|---|---|---| |Monthly salary|X|Y|X - Y|(X - Y) / X * 100%| |Annual welfare expenses|A|B|A - B|(A - B) / A * 100%| |Training expenses|C|D|C - D|(C - D) / C * 100%| |Office facility shared cost|E|F|E - F|(E - F) / E * 100%| |Total cost|G|H|G - H|(G - H) / G * 100%| 2. **Risk assessment** - Analyze other risks that may be brought about by hiring personnel from a specific country, such as communication barriers and low work efficiency caused by cultural differences, and compliance issues that may be caused by differences in laws and regulations. Present the likelihood and potential impact of various risks in the form of a risk matrix. - For example: |Risk type|Likelihood|Potential impact|Risk level|Countermeasures| |---|---|---|---|---| |Communication barriers due to cultural differences|Medium|High|High|Develop a cross-cultural communication training plan| |Compliance issues due to differences in laws and regulations|Low|Medium|Medium|Consult legal experts and establish a compliance review mechanism| |Skill mismatch|Low|Low|Low|Strengthen recruitment screening and clarify skill requirements| ### Develop a promotion plan 1. **Goal setting** - Define the short-term and long-term goals for promoting this strategy within the company. The short-term goal can be to gain initial recognition of the strategy from internal stakeholders, and the long-term goal is to gradually achieve a certain proportion of positions to be held by personnel from a specific country and continue to maintain cost advantages. - For example: - Short-term goal (1 - 3 months): Introduce the strategy to management and key department heads and obtain at least 70% support. - Long-term goal (1 - 2 years): Make personnel from a specific country account for 30% of the total number of employees in the company and reduce costs by more than 20%. 2. **Promotion steps** - **Internal communication kick-off meeting**: Organize a company-wide communication kick-off meeting to introduce to employees the background, goals, expected results and potential impact on the company and employees of the strategy of hiring personnel from specific countries to reduce costs. Invite senior company leaders to attend the meeting to emphasize the importance and positive significance of the strategy. - **Training and communication by department**: Carry out special training and communication activities based on the characteristics and needs of different departments. Explain how the strategy is combined with the business goals of each department. For example, for the sales department, you can explain how cost reduction can help improve product competitiveness and market share; for the human resources department, explain how to adjust the recruitment, training and performance management processes to adapt to the new personnel structure. - **Case sharing and discussion**: Collect and organize some corporate cases that have successfully hired personnel from specific countries and achieved cost reduction, and share them within the company. Organize cross-departmental seminars to let employees discuss the lessons learned from these cases, encourage employees to raise questions and suggestions, and promote in-depth understanding and recognition of the strategy. - **Establish pilot projects**: Select some business departments or positions as pilots to implement the strategy of hiring personnel from specific countries first. Closely track the progress of the pilot project and solve problems in a timely manner. Regularly report the results of the pilot project to the company internally, such as cost reduction data, work efficiency improvement, etc., to demonstrate the feasibility of the strategy with actual results. - **Feedback and Adjustment**: Establish smooth feedback channels and encourage employees to provide feedback on any issues, opinions or suggestions during the implementation of the strategy. Based on the feedback information, timely adjust the promotion plan and implementation details to ensure that the strategy can be smoothly implemented and achieve the expected goals. ### Communication and Collaboration 1. **Communication with Management** - Regularly report to management on the implementation progress of the strategy of hiring personnel from specific countries, cost savings, problems encountered and solutions. Strive for management's continued attention and support in terms of resource allocation, policy support, etc. - For example, submit a brief progress report every week and conduct a detailed face-to-face report every month, including: - The number and job distribution of newly hired personnel from specific countries this week/this month. - Cumulative