International HRM Challenges For Dexiotis Security Solutions Essay.

Importance of HRM department

The HRM department of any organization is key to growth. This is because the HR is responsible to meet the needs of the firm to make essential recruitment or skilled, hardworking, diligent and efficient workers who give their best potential for the organization to increase the productivity. The HRM is responsible for not only recruiting but also with inducting, orientation, training, appraising, providing non – monetary benefits to them and also motivating them. The problem statement of the study is to find an appropriate HRM policy for Dexiotis Security Solutions. Considering the role of the HRM in recruitment of the workers, leaders, staffs and other key members of the organization lies the importance of the HR in international expansion. Dexiotis’ need for expansion would be met with success when the HRM department is able to recruit workers and staffs according to the needs of the Dexiotis. International expansion strategies are endowed with various kinds of risks which not only the operations department needs to look into those risks but the HRM department too. The major challenges that the HR faces are mainly finding and recruiting the needed skillset from the nation it is expanding and also the compliance issues. Cross border expansion means political and cultural differences arise which pose problem into understanding the workforce and taking up policies within the organization where the workers would feel comfortable (Gpminstitute.com 2020). Compliance of labour and human rights laws while expanding in another nations also becomes a critical challenge for the HRM and the organization as a whole (Johnson 2019).

Dexiotis Security Solutions is an organization having their offices in the European nations Hungary and Cyprus. It is a leading provider of security solutions to both public sector enterprises and private sector firms in the high income nations of the Euro zone. The firm provides security solutions to a large number of firms (both MNCs and medium sized firms). The firm has a very highly skilled workforce with academics, engineers, scientists, police, military personnel, security specialists. The firm is headed by directors, consultants and other management experts who are highly experienced and have great knowledge in their respective fields (Dexiotis Security Solutions 2021). The main motive of the report is to find out the problems that the Dexiotis is facing through a market analysis, along with an assessment of the firm’s current Human Resource management approaches. These analysis would reveal the cultural aspects of nation in which Dexiotis have the opportunity to expand along with a analysis into what HRM recruitment challenges the firm can face. These challenges are mainly recruiting the right pool of talent in the new market, getting the specific skills both for the services and also for remote contractors. The issue that would be looked upon is where Dexiotis would directly move to the new market or set up regional facilities and recruit contractors who would operate remotely. As mentioned in international expansion compliance and recruiting are the major challenges which needs to be overcome through a new HRM approach.

Dexiotis Security Solutions overview

Current Position of Dexiotis

The rationale of this objective is to know the current position of the Dexiotis in the market of operations like Hungary, United Kingdom, Kenya and Cyprus. The firm has very poor reach in these two markets. The market of security solutions in Hungary generates a revenue of about 15 million USD. The compound annual growth rate of the market in Hungary is about 21.16% from 2021-2026. The market volume of the security solutions is expected to grow to about 40 million USD in 2026. The market in Hungary is operated by mainly importers who import their goods from the advanced nations of USA, Japan, Germany, Chinese and Taiwanese firms (International Trade Administration 2021). This market is worth 15.15% of the GDP of Hungary. While in Cyprus the market is projected to grow at compound annual growth rate of 22.33% by 2026. The revenue in Cyprus for this security solutions was $2 million in 2021. The household smart security market under this is expected to rise to 5.1% by 2026 which is currently at 1.8% in 2021 (Marketsandmarkets.com 2021). The demand for security solutions in Hungary is expected to reach about 0.3 million households by 2026, while the demand in Cyprus is very low. The market penetration is also low for Cyprus and higher in case of Hungary. The current market conditions show that the demand in the base nations are not much and the share in the GDP is also very low. In Kenya the revenue growth is projected at 5 million USD with a 17.75% of growth CAGR. 2.6% users have a share of income in the security solutions in Kenya and they are mostly the high income group. Kenya is a low income nation with high inequality and security solutions are only in demand by organizations. The market share security solutions in UK on the other hand is very high when compared to the other nations and the revenue generated is expected to grow to 815 million USD (Statista 2021). The demand for smart household protection is expected to growth to 45.5% in 2026 from 12.1% in 2021. About 43.3% f high income users have demanded in 2021.  Looking at the global demand revenue is most generated in USA at about 5007 million USD in 2021 alone. The below figure shows the growth globally, with main regions being covered are Americas, Europe, APAC, and RoW. 

Figure 1 Security Solutions Market

Source: (Marketsandmarkets.com 2022)

Auditing of Skills and Employment Requirements

Dexiotis in general provides security to services, manufacturing and distribution of client organizations to ensure the flow of operations remain intact. Since Dexiotis is a multidisciplinary firm providing services in not only security but also training to security and non-security personnel. The firm provides security training in specific posts like in explosives, categories, methods of detection of those explosives, identification explosive detection devices, practical training in technology and tactics to handle difficult situations. The training is also facilitated in simulation exercises and health and safety rules. Since Dexiotis has specialists training and experts in critical security solutions, military equipment, the training provided to the security personnel should also be critical in nature. The main type of trainings given to the security personnel in USA are given various folds of the training in various aspect the job role (Connecteam 2021). The basic trainings given include guarding and monitoring of premises, operation of the surveillance equipment, escorting services to be provided by individuals within the premise and outside premises, communication to emergency services without haste, training to learn how to assist in transportation of precious items and money. Security personnel should specifically have knowledge of handling and maintaining the security of the area through which the transportation of the monetary and priced items are made. They ought to give importance to their observation power and visibility of presence to prevent illegal activities. They should have awareness regarding drugs and its hazards, they should have the knowledge to search for individuals, have knowledge regarding the emergency medical services needed, knowhow of civil and criminal laws in the nation and also know disengagement techniques. Crowd control and armed security training become a part of this training in several firms of USA (Marketsandmarkets.com 2021). Whole in United Kingdom the specialized training given includes, communication and customer services and SIA courses. The SIA course is a specialized course for the education sector and care industries under the government. The security personnel receives training to handle first aids at schools, paediatric first aid training, basic life support training an also training for automated external defibrillators. They also receive trainings to handle vulnerable adults and children.

Market analysis

We see that the security training in USA and UK are diverse in nature and they offer security solutions which give the social atmosphere more important and provide safety of school and education and care industries also. The Dexiotis’ security solutions are mainly oriented towards the industries which are critical and big and require security of equipment and are technically sound and critical in terms of complexity. While handling human relations and human related issues are nearly very less in the branches of Dexiotis. The industry needs catered are those industries which are under production of material items and involve the use of technical knowhow. 

The weakness of Dexiotis in the expansion to another market is seen in its financial capability and revenues. The demand of security solutions is very low in Hungary and Cyprus which is a problem for the firm to generate enough revenue for the expansion in another market. The revenue and profits generally are basic of investments and market entry as without the proper financial capability the firms might not be able to take part in the supply chain of the new market. As an employer, providing adequate wages to the workers who would be recruited becomes a challenge to the firm when the financial conditions of the firm are not good enough. Coping up with the general demands of the workers in terms of employment benefits and health care benefits too needs to the assessed while moving to another market. Having a good financial and revenue structure gives Dexiotis an advantage to attract the highly skilled workforce of the nation it might want to recruit. The HRM problems that Dexiotis can face while expansion into another market is the availability of workforce which is equipped with knowledge of military training that Dexiotis specializes. We find that in UK and USA the training includes knowledge of technical knowhow, operations and monitoring or operating the security rooms with CCTVs however they might not be willingness to provide labour supply into the hazardous job roles like military trainings (Specialisedtraininguk.com 2021). The main types of training provided by Dexiotis is in knowledge of explosives, detection of explosives, diffusion of those and other practical training which are critical in nature. In such situations availability of labours willing to engage them in forces equivalent to military might be absent. This would restrict the operations of the Dexiotis in the new nation and market.

The firm’s main strength is the usage of technology which are offered by scientists recruited by them. The firm has specialists already been recruited in their domain of operations. They provide tailor made solutions which are demanded by the industries and firms for their specific needs. This expertise might be absent for other firms in the new market (Specialized Security 2021). While the availability of greater level of technology and skilled workforce like scientist, engineers, police and military personnel makes the firm have the advantage of having expertise in diverse critical aspects of security solutions. The firm would have a competitive advantage if it is able to attract and provide good job roles to the highly skilled workers who have specific skills which are generally not wanted by other firms. As an employer Dexiotis would have opportunity to tap into those skills which remain unutilized in the nation where it is moving into. Dexiotis is equipped with technology which makes it highly attractive for the young generation and also young age interns. Dexiotis through its specific skilled training can attract these young enthusiastic workforce who are highly productive and would be satisfied with developing new skills under Dexiotis.                                              

Auditing of skills and employment requirements

The expansion destination of Dexiotis apart from UK, Hungary and Cyprus within the European Union can be in Germany, which is a high income nation. Another destination of entry can be United Arab Emirates of the Middle East high income nations. These two nations are highly different from each other from the cultural point of view (Gaši? 2021). The workforce characteristics of the nations are of important aspect of the Human Resource department when they are to recruit for their firm after entering into these nations. It is important to look how these two nations are similar to each other while they are different from each other. We therefore take the labour market characteristics as the main aspect to look for similarities and differences.

Volume of Workforce: The volume of labour force of any nation indicates the percentage of population that is available as the labour supply to any firm. Germany has a population of about 83 million in 2020 while its labour force is 43 million making its one of the largest pool of labour in the whole European Union. The unemployment rate of Germany as of 2020 was 3.81% of the total labour force showing that the nation is currently having one of the lowest unemployment rates. The availability of skilled labours in Germany is high. Looking at the same statistics of United Arab Emirates we find that population of UAE is 9.8 million while its labour force is 6.8 million. The nation is comparatively smaller than Germany. The unemployment rate of UAE is 5% higher than Germany (u.ae/en 2021).

Wage rate: The wage rate is the most important parameter that the firms which are planning to expand into foreign nations look while making an investment. The real minimum wage rate of Germany is about 11.8 USD per hour which is higher than the real minimum wages being given in both USA and UK. In UAE there is no minimum wage being set, salaries in the private sector are completely decided upon the organizations and the employees. However with UAE being a global participator have now acknowledged the need for minimum wage laws. The law would be in effect from 2022 (Dube 2019). Otherwise the manufacturing, wholesale trade and construction sector have the largest share of wages of the total wages as shown in the diagram. 

Figure 2 Wages In UAE

Source: (u.ae/en 2021)

Human Capital Index: This index helps to understand how much of the capital is utilized to improve the education and health system of the nation’s such that the productivity is enhanced. The highest index here is 1 meaning the nation have attained the full capacity to boost its productivity by utilization of capital. Singapore currently is the nation which have attained the first rank with index value of 0.88. While for Germany the index is 0.75 and UAE is 0.67. This means that utilization of capital to improve the health ad education of the workers is higher in Germany while lower in UAE.

Figure 3 Skilled Workforce Share of Germany

Source: (Gtai.de 2022)

The above figure shows that there is only 17.1% of the labour force without a vocational training and there are 50% of the labour force with both education and training as apprentice. 10.2% are trained in technical and trade schools. There are although scarcity of highly skilled labours in Germany. So Germany has new laws for inviting immigrants per year. Germany government is planning to allow at least 4 million immigrants who are highly skilled in their labour force. In UAE although there are also demand for immigrants but it is also another important fact that in UAE there is skill and educational mismatch. The sectorial division of labour force shows that the human capital index portrays how much of the capital is lost due to less investment in education and health. Germany has a higher human capital index of 0.75 making its labour force skilled as compared to UAE (World Bank 2021).

Source: (u.ae/en 2021)

The Hofstede’s model of cultural and societal difference gives us a brief overview of how the characteristics of the labour force might be. The indices that the Hofstede’s model deal with are, uncertainty avoidance, power distance, long term orientation, individualism and masculinity. These cultural dimension tell briefly about how the worker’ mind – set be while they are being offered a job and how they might react to situations and new environments they face (Hofstede Insights 2021).

Figure 4 Hofstede Cultural Dimensions

Source: (Hofstede Insights 2021)

Power Distance: The dimension is about the equality in the society, where less powerful members of the society accept the inequality in the society. Smaller the index for power distance in Germany shows that it does not accept the inequality but a decentralized atmosphere makes the society always prefer what is best. While the opposite is for UAE, where the society accepts the inequality that is inherent to the hierarchical form of the society. Centralization of power is inherent in UAE and hence this might impact the relationship between subordinates and leaders (Minkov and Kaasa 2020). So for Dexiotis to recruit and provide wages in Germany, skills and performance should be given importance while in UAE the needs of the employers can be negotiated with.

Individualism: This dimension is about interdependence among the members of the society. It mainly deal with how people address themselves (as I or We). In Germany this index is also high at 67 showing that people are individualists; they prefer small families and has strong beliefs in individual capability and actualization. The score for UAE is 25 indicating that the society prefers collectivism, where long term commitment to the group of members is normal. Dexiotis might face issues with labour unions in UAE while gaining an advantageous position in Germany.

Masculinity: This dimension is about what aspect in one’s life motivates them; more they prefer competition and achievement and success more masculine they are and have higher score For Germany the score is higher than UAE showing that Germany society prefers more competition and achievement and success than UAE’s society. However since the score of UAE is 50, it cannot be considered as masculine or feminine.

Uncertainty avoidance: The dimension deals with the capability of the individuals to deal with uncertainty and ambiguous situations. In case of Germany, this score is less indicating that individuals are pragmatic in dealing with uncertainty; there is no rigid codes to belief and behaviour while in UAE this is evident to larger extent. In UAE, individuals would not prefer innovative solutions to problems but would be emotionally attached to working hard and precision (von Eckardstein and Konlechner  2017).

Long term Orientation:  The aspect of dealing with the links between past and facing the challenges in present and future is measure in this dimension. For Germany this score is very high at 83 meaning that the society is pragmatic in nature and does not hold back to its age old traditional ways of dealing with new present and future. They show adaptability to changed situations and conditions; thriftiness and propensity to save and invest ore to obtain the results. While for UAE there is no score available.

Indulgence: This dimension deals with the extent to which individuals within a society try and control their wishes and desires. For Germany, we find that the score is very low at 40 meaning that the individuals in the German society, is highly restrained in the display and expression of desires and impulses. They are pessimistic and cynical in nature where leisure time is not much appreciated. On the other hand it would be difficult to say for UAE as there is score available for this dimension.

Dexiotis would have more problem with the workforce of UAE since they are rigid with regulation, might not prefer innovations, they are not much competitive in nature. This would create a complex cultural difference between the workforce and the management of Dexiotis that might take up both financial and tie resources of the firm if it decides to move to UAE. However Germany’ workers are highly pragmatic and innovative in nature, they prefer competition and fair play, which should actually be beneficial for Dexiotis since pragmatic mind-set and competitive workers are essential for future growth of the firm. So it would be advantageous for Dexiotis to move to Germany.

The objective 2 has revealed that Germany is a suitable nation where Dexiotis can enter, given it has advantage of skilled workforce, who are pragmatic, hardworking and practical in nature. Dexiotis although might have to provide a higher wage rate in this nation but with its expertise in specialized field Dexiotis can also have a comparative advantage of catering more to the German society and provision of enhanced security solutions to both the households and the firms of the new nation.

There are three types of security solutions which any firm might ask for, they are operational, management and cyber security. Dexiotis supply chain should be such that they cater to all the types of security solutions. The Dexiotis might have to deal with challenges of operations in Germany. Remote operations of small groups of expertise in the security industry would mean that the experts might not always be present in the place of event where the security solution might be needed. This would can be problematic if the Dexiotis is not equipped with online services. Dexiotis might be able to cater to problems through online consultancies. For both infrastructural and management securities, Dexiotis might need to have facilities where small expert groups provide consultancy, inspection, field work and ultimate delivery of the security solutions (A.D Sicherheit 2021). However providing the right kind of solution to problems related to security solutions can only be catered online if they are not critical but are minute and not complex and they are related to cyber security (Tri-c.edu 2021). The strategies to deal with issues which cannot be handles with online consultancy and are mainly physical in nature would require Dexiotis to open offices and facilities in Germany (Ahammad 2017).  Challenge of setting up smaller outstations in Germany is significant as entry of a firm into the security solutions market would require Dexiotis have knowledge about the competition and set up supply chains. Dexiotis would also have to look for the cost of production in those cities and keep in its notice the type of labour supply available in critical locations (Kuo, Wu  and Lee  2021). Dexiotis would need to have at least have facilities with experts in the most important metropolitans cities of Germany. Dexiotis would have to setup in cities with higher rate of growth in business so that their demand too rises along with higher number of corporate and government offices.

The skill set one might require in Germany start with the basics of age eligibility of above 18 years, having certain competence fulfilled. For example, anyone wanting to be a life guard duties they must, have attained the hour – in – struction course. For some guard duties applicants are ought to pass proficiency examination. These are all laid down under the Art of the Trade Regulation Act(= § 34a Gewerbeordnung) (Hartmann 2021). According to the German law, the proficiency required to obtain German Licence applicants should have

They should have basic knowledge about the security related to technology like alarm system operations, mechanical security controls, hazard alert, fire protection (EC-Council 2021).

As laid by the CoESS, in Germany, one needs to have certain requirement in their skill set to be a private security officer or personnel. These requirements are for the company level eligibility criteria followed all over the European Union (EC-Council 2021). They are as follows:

1. Entrance requirements include the vetting procedure in the private security industry.
2. They also need to go through reliability tests as part of background screening.
3. As laid by the Chamber of Commerce they would need to have 80 hours of training and prove for their solvency.

At the personal level before getting recruited the individuals wanting to engage in the security industry would require to have the following:

1. 40 hours of training as laid by the Chamber of Commerce
2. Screening of background for reliability tests.
3. A special examination needs to be passed by the individuals for guarding the public places known as “Sachkundeprüfung” which is an online test.
4. The personnel should also have knowledge about weapons and gun training for armed security.
5. They should also have knowledge about the licensing of those weapons (europa.eu 2021).
6. The potential issues that may arise in recruiting agents for Dexiotis in Germany are as follows:
7. Wage rate: The minimum wage of Germany is very high at about 1585 euro or £1336 approximately while currently the minimum monthly wage rate of Hungary is about £ There is a huge gap in between the rate of minimum wage. If the financial capability of Dexiotis is not good then this wage rate might be an issue for Dexiotis to recruit the experts who would again have higher wage according to their expertise (Ec.europa.eu 2021).

Technical knowledge: From our macro environment of Germany we analysed that that government of Germany invited a huge number of immigrant professionals into workforce which would be problem as Dexiotis is in need of highly skilled experts in their organization. The firm’s employees need to have prior knowledge and high qualifications in cyber security and use of technologies. From this point of view Dexiotis can employ from Hungary or Cyprus as their key manager or project manager in Germany; or simply have a remote mode of working with German agents managing the consumer needs.

Human capital gap: The social dimensions of Germany show that they are individualistic in nature and are masculine in nature with low power distance between leaderships and workers. This would mean that recruiting of employees would be completely depend upon their skill set and knowledge. If Dexiotis faces lack of labour supply for its specific needs then Dexiotis might face issues into managing its demand of specialized services of cyber and military level security for important private organizations (Anwar and Abdullah 2021).

Language barriers: German’s official language is Germany while for Hungary and Cyprus they are Hungarian and Turkish or Greek. There can be language barriers between the headquarters’ management and the employees in Germany. To solve for this issue or Dexiotis to set up facilities in Germany, it completely has to be by recruiting local Germans even in the management. This issue is again linked to the higher German wage rate and gap in technical knowhow.

1. The analysis into the requirements are as follows:

The training that Dexiotis might need to provide its employees before they are integral part of Dexiotis are in the specialized section of the services provided by the organization. Dexiotis’ military and security departments would have to provide proper training in knowledge of hazardous substances, various chemical, identification of chemicals and handling critical situations of safe guarding the properties of the organization (Dexiotis Security Solutions 2021).

For the cyber department also Dexiotis would need employees who are equipped with all preliminary knowledge of computer software and hardware. While Dexiotis would need to give them training as how they might solve critical problems with internet security, IT solutions which are tailored and specific to the consumer organizations.

The implementation of the expansion of Dexiotis into the market of Germany would require an analysis into the cost of implementation.

The recruitment plan that Dexiotis can move with into Germany can be geocentric. Geocentric recruitment approach would allow Dexiotis to employ anyone from both Hungary and Cyprus or UK and also from Germany and other parts of the European Union. As such geocentric recruitment approach would allow Dexiotis to have remote employees in form of contractual agents in Germany while also giving the opportunity for the organization to relocate its expert staffs into executive positions in Germany (Reiman et al. 2020).

Step 1: Vacancy Creation: Dexiotis first would need to find out the number of agents they would have to employ for each department. This would give them the number of vacant positions. Dexiotis would need to first find the priority departments which needs recruitment first and then prepare a detailed brochure of job description, wage structure and also prospects within that field. These description of job roles ought to match the industry needs as well as the needs of Dexiotis (Ciobanu and Androniceanu 2018).

Step 2: Timeline: Creation of a recruitment timeline to employ employees into the organization as per the needs of priority of the departments. The timeline sought to show how the management wants to proceed with the recruitment drive and it also attracts workers who might urgently need a job.

Step 3: Advertisements and Modes of advertisements: after Dexiotis have completed defining the job roles and description of the eligibility criteria it needs to advertise this recruitment drive publicly. Since the approach chosen was geocentric in nature, Dexiotis needs to advertise through various channels like social media, newspaper and also in their websites. Advertising for the job role by giving detailed description of the job, description the talent pool Dexiotis wants to attract and giving a time period through which the recruitment process would go on (Boatemaa, Oppong Asante and Agyemang 2019). Dexiotis’ HRM department of Hungary or Cyprus or UK would require to let out through offline and online modes the recruitment advertisement to the workforce of Germany (Armstrong and Taylor  2020).

Step 4: Accepting application: The HRM of Dexiotis would then accept the applications of prospective workers from Germany or other nations and also home nations through online and offline channels, keep essential software for HRM recruitment analysis, match profiles and store the data for later use. Then they might need to schedule for screenings of job profiles.

Step 5: Use of screening: Dexiotis would require to screen the received applicants through various kinds of tests. The firm should use enhanced software to screen the best talent pool from the first phase of screening. In the next phase of screening the firm can use both psychometric and psychological tests to look for the most resilient, observant, intelligent and mentally strong candidates. In the final round of selection recruitment panels need to be set up for interviewing the candidates (Malik and Garg  2018).

Step 6: Induction: Dexiotis should develop induction and requirement of training facilities for the selected candidates.

For potential need of training for remote contractors Dexiotis should develop a schedule through which training of the contractual agents is carried out. First the training should be given on cognitive skills, communication skills, verbal skills, and use of legalities to solve minor issues. Then training is specialized fields need to be given based on their experiences in the job, special skills and expertise which they already have. Then security personnel can be grouped to check for team work and management of information that they might receive from any briefing (Vahdat 2021). Important training would include identification of hazardous materials procedure to handle them, cyber security loopholes, training in physical combat and weapon use. Team management, management of critical situation and model situation creation to solve problems can be very basic to the security industry. Since the firm is more interested to train and recruit remote contractors for the job of security personnel, proper training should be required for handling information via the internet and use of technology to respond to clients, update on tasks provided, intimation for the client regarding critical issues and also training in remote engaging in online consultancy regarding security issues (Chytiri 2019). Dexiotis cyber security department too needs to develop software and equipment that lest the client share their problems and let the remote contractors know if physical problems are there. Usage of information is the key to learning how remote contractors can handle tasks given to them and how they might handle their clients on their own (Boddy 2019).

Dexiotis’ should have platforms for online consultancy which would be the first and foremost communication strategy for the employees. The software development is the main thing that engineers in Dexiotis have to develop. The software that might be created for the communication purpose, should have options for the clients to share their issues and book consultancy according to the departments within the firm allowing proper division of labour. Then the employees of Dexiotis or remote contractors be able to review those requirement and contact the clients on more specification. After the employees are able to detect if the problem needs online consultancy or offline management might intimate the client of the same (Wilkinson and Dundon 2021). After the contractors or experts have check the issue and scheduled the consultancy, the experts can prescribe the optimum solution for the security issue and suggest the management of the client to take up the solutions. Dexiotis would also need to look for profitability and yet offer the client with a solution which is cost effective for them. This would ensure that Dexiotis is able to gather loyal customers and also have a command over the market as a new entrant providing expert solutions. After the experts have provided solutions to the clients, feedback of the solution is should be highly recommended as this would ensure that consumer satisfaction is noted and Dexiotis utilize this factor as a benchmark to improve its presence in the market (Islami, Mulolli  and Mustafa  2018).

For tailor made and solutions requiring offline consultancy, Dexiotis can have special department to handle such operations with a small team of employees having all types of expertise. Since tailor made solutions would need field job, offline consultancy should be scheduled with proper communication with the client. This department of specialised tailor made solutions the same procedure ought to be followed and here also feedback should be kept mandatory from the clients’ end. This would ensure that the clients are provided a consistent process of problems solving which is user friendly. Dexiotis should maintain logs and history of works they have maintained and have access to all sort of consumer data and be ready to deal with critical issues on priority basis and have a consumer centric procedure of maintaining its sale strategy.

Cost Type	Anount
Vacancy Creation	40
Advertisements and Modes of advertisements	500
Application  accepting and reviewing	50
screening	100
Induction	60
Total costs	750

Conclusion

The report on the HRM consultancy of Dexiotis have given insights into the operations of Dexiotis, which include security solutions to be provided to all types of clients in private and public sector offices and organizations. Objective 1 revealed that the current base of operations of Dexiotis is in Hungary, Cyprus, UK and Kenya. The market analysis have shown that, in the security industry, there are special requirement of skills and expertise and Dexiotis deals in specialized and tailor made solutions involving military level, scientific cyber related security issues. The report has conveyed that Dexiotis’ major issue may lie in its financial capability and demand structure and also in its skill set requirement (Henderson  2017). The market for security solutions has very low demand in Hungary and Cyprus. The revenue earned in this market is very low compared to that of UK.  The audit of skills have shown that Dexiotis generally stresses on specialized security solutions apart from normal security solutions. Although the training given in USA and USK are more oriented towards catering to the social security which is absent for Dexiotis’ product. Dexiotis is a better choice for corporate houses and their critical security solutions. Objective 2 has provided insights into how between Germany and UAE, Germany would be a better choice of entry because the skill pool of Germany and workforce of Germany is larger. The cultural aspect have shown that demand in Germany for security solutions is higher than UAE along with the fact that Germany has better technological background. In UAE although security solutions demand is very less. The wage rate in UAE is very less and it is very high in Germany. The minimum wage of Germany is even higher than USA and UK and most advanced nations which are equally technologically enhanced. The Human capital index of Germany is higher than UAE meaning that the Germany have been able to attain the human capital needed for full potential.  Germany however in their workforce the need for skilled immigrants gives Dexiotis a chance to explore that new workforce. From the cultural point the report have shown that with an individualist, masculine, low power distance society Germany is a better nation to start operation in. Germany would prefer achievement as the motivation of progress. The society of Germany is highly pragmatic and progressive in nature who are well equipped to work in a corporate culture more easily than the workforce of UAE (Barkley and Eggertsson 2017). While the objective 3 reveals that for Dexiotis to expand into Germany’s market Dexiotis would have to look for the special talent pool develop and recruitment plan based on priority. They would have to decide if their operations and supply chain can be managed with both remote workers and permanent staffs. Dexiotis should be able to utilize the workforce and their technological knowhow by providing them trainings in their specific departments. Dexiotis should also cater to the laws of Germany which are already provide a structure and nature of trainings that the security personnel ought to have to get a job in the security industry. Germany should be able to set up facilities for offline consultancy as it provides special tailor made solutions which might not be possible to handle online (Buchanan and Huczynski  2019).  The report have also identified the potential problems of entry into Germany which are mainly the wage rate, technology gap and human capital gap which are highly specific for the recruitment and services of Dexiotis.  Objective 4 have shown that Dexiotis need to set up a proper recruitment plan to attract the prospective employees, along with identifying the training facilities that it might need to provide those candidates who are finally screened and recruited. Dexiotis would then require to set up communication strategy between the clients and remote contractors and staffs. There ought to a process of communication which are step wise and ought to end by consumers’ feedback (Badubi 2017) Consumer feedbacks provide motivation to the experts and staffs which allow a successful business plan for Dexiotis.

Dexiotis’ should focus on a geocentric recruitment approach because through this it would be able to recruitment employees from the Cyprus and Hungary along with UK and other nations and allow them to be paid according to the cost of living in the cities they would be  based. Dexiotis ought to set up facilities and allow staffs to migrate to Germany on work visa card which gives the immigrant far better option to get a job in the advanced nation. Dexiotis ought to a have strong partner to support its expansion plans as having investments at its positive side helps Dexiotis give string competition to its competitors in the market of Germany. Otherwise the firm would not be able to cater to the public needs of Germany. Dexiotis can also take government help as a subsidiary of government to enter the market of Germany and have a stable operation first. With the backing of the security solutions to the government the command and share of Dexiotis in the market of Dexiotis would be higher.

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