Opening a business in Mexico involves various processes, some of which are well-structured, simple, and efficient, while others require effort, tenacity, and perseverance. These processes depend not only on the economic activity you will engage in but also on the legal structure through which you will carry out your investment, as well as any necessary procedures related to immigration, property acquisition, trademarks and inventions, Social Security, construction, and consultations regarding Foreign Investment.
Regardless of the size of your organization or the sector or industry to which you belong, our local specialists have the knowledge to help you navigate the obligations, procedures, timelines, and language barriers that may delay operational readiness. We offer support in selecting the appropriate type of entity for your needs, aligning your entity's structure with local legislation, ensuring compliance with all regulations and timelines related to business formation, preparing and submitting all required documentation, registering your business with the relevant authorities, and providing ongoing assistance from start to finish to ensure operations are conducted in accordance with the required guidelines or regulations.
Basic orientation should provide new employees with the necessary information about the organization, their job roles, the target population, and the community, so they can understand how to achieve the company's objectives with their professional skills. Therefore, it’s best if all or most of the orientation occurs before they start working. This point may seem obvious; however, in practice, many organizations do not schedule orientations immediately, and new employees may remain confused for several days or weeks until they receive an official introduction to the organization.
When is it appropriate to provide orientation? Ideally, it should happen before and during the time when the new employee begins their work. Providing orientation at the right moment makes sense not only for the staff but also for the organization, saving much more time if the individual knows what to do and how to navigate the organization from the outset.
Orientation programs for staff can be formal or informal, and their duration may vary, but they should always be a planned and thoughtful effort. Some basic questions that can help new recruits include:
In addition to these questions, a coherent and planned introduction should be presented, combining information, experiences, and the transmission of the organization's values and culture, all aimed at providing new staff with the foundation they need to perform their job and integrate into the organization and community as smoothly as possible. Proper planning and implementation of a welcoming process will always be beneficial for both parties: the employer and the employee.
Although most organizations lack the time and/or resources for formal orientation, options such as an employee manual, presentations, or similar resources can be made available depending on the needs of each specific situation. The main goal is to provide as much information as possible and help new staff feel comfortable from the start.
Orientation for almost all job positions should include an introduction to the organization, the target population, the community, and the position itself. Information can be conveyed in various ways: through a talk or discussion, a workshop, an activity, printed materials, or a website, etc. Since the effectiveness of presentation methods varies from person to person, it is ideal to communicate information through diverse means: for example, in-person interactions, independent reading, and observations.
Basic Elements for an Introduction to the Company:
Even if the organization is relatively new, it has a history: the circumstances that made it necessary, how it started, who founded it, how it gained support, and how it reached the point of hiring staff. If the organization has been around for a while, include details about those who have worked there, their achievements, past challenges and how they were faced, shifts in direction, etc.
Difficult moments are also part of its history, and employees should be aware of them, as this is important for understanding the organization as it is today. It provides new staff with references to people and events that are part of the organization's common language.
The organization should have a mission statement and provide a copy to new staff, along with the opportunity to discuss it and grasp its significance. The mission statement may explain what the organization does but not necessarily what that means. For example, the organization may promote health in the community or adult literacy, but its actual goals may be social change or economic development. If your mission includes an implicit agenda, it is crucial that new staff understand this from the outset.
The philosophy of an organization guides its structure, the roles of various individuals within it, the way it treats its employees, volunteers, users, and colleagues, the methods it employs in the programs or services it provides, and its ethics. The philosophy of an organization is a conscious choice reached after careful reflection by its founders or through the debate and commitment of its partners.
The philosophy should align with and be consistent with the organization's objectives. Philosophical consistency is a necessary foundation for the organization to feel comfortable with itself and to be equipped to perform its work effectively. For example, treating its own staff differently from how it treats its target population or placing a high value on job hierarchies.
While some organizations allow their employees to decide how they will do their work, others have established methods for achieving their objectives. The choice of methods may be based on research, past experiences, experimentation, intuition, folk wisdom, philosophy, etc. Regardless of the method or technique chosen, it is important that new employees understand the methodologies as they are expected to apply them. Learning to use a method should be part of staff training, but orientation should include at least a brief explanation of the method and the reasons for its use.
An organization is essentially the collective of people who perform its work and bring it to life. Perhaps the most important task for new staff is to familiarize themselves with these individuals and understand what each person does. Depending on their respective areas, new staff should, as much as possible, personally meet the following individuals:
Additionally, it is necessary for new staff to know whom to turn to regarding specific issues, such as:
The organizational structure of a company consists of the model that defines how the company and its employees are organized. It establishes the framework of hierarchical levels and is, ultimately, the solid foundation that supports the organization.
This area encompasses the "rules" of the workplace and some minor knowledge that enables everyone to function throughout the day.
Equipment
The availability and location of copiers, computers, phone systems, CD and DVD players, VCRs, etc., as well as instructions and usage restrictions.
Materials and Supplies
Where items are stored, the ordering routine, how to access what is needed, petty cash, etc.
Schedules
Expected work hours, payday, arrival times, lunch breaks, departure times, overtime, holidays, etc.
Benefits
How to request vacations, personal leaves, or sick days, how to use health insurance, compensated hours, travel reimbursements, etc.
Administrative Routine
Who opens and closes the workplace, where the bathroom keys are, who answers which phones, security procedures, etc.
Quality of Work Life
Where the good lunch spots are, the locations of dining areas and cafeterias, where to park, the location of vending machines for drinks, water, coffee, the food rotation system for staff meetings, snacks, cookies, recreation areas, etc.
It is important to have a clear set of policies and procedures that explain and regulate the tasks and relationships necessary to keep the organization running. Manuals can be established to illustrate how the organization operates, how to file a complaint, resolve personal conflicts, address user complaints, hiring and termination issues, etc. Even if a manual already exists, it’s a good idea to draw new staff's attention to important issues as part of the orientation, so that if a complicated situation arises, they will know that policies exist to cover such scenarios.
Companies develop their own institutional culture over time. Culture is the result of the organization’s history, its founders' thoughts, and the behavior of its current and former staff. In a new organization, all collaborators are part of the company's culture, although discussions and decisions can be made about organizational culture and which elements will reflect the desired personality. Some of the areas that the organizational culture regulates, which new staff should know, include:
Dress Code
Every organization has a dress code, whether it’s written or not. The dress code may consist of having no dress code at all—everyone dresses as they please. Regardless of the written or unwritten dress code in the organization, new staff should be aware of it.
Work Expectations
Anyone can receive pay for 40 hours of work per week, but in reality, some organizations require their staff to work much more than that. Others are much more relaxed—employees can go home when they finish their work for the day, regardless of the time. Still others require 40 hours a week or more but allow great flexibility regarding when those hours are fulfilled.
Smoking
Is smoking allowed in the building or in open areas? Many organizations are very sensitive about this issue.
Food
Are food and drinks allowed in the office? Is it expected that employees bring food to share regularly? Is eating at desks or during a program permitted? Can users eat during the course of a program? Are there specific rules regarding food and beverages?
Children
Are staff or users allowed to bring children to the workplace if necessary or only in an emergency?
Work Relationships
What is the interaction like among people? Is there an effort to achieve equitable treatment? Is the environment family-like or formal? Are staff members in contact outside of work?
Understanding the organizational culture will help the new employee become part of the team more easily and will reduce the uncertainty and stress of a new situation. It will make their transition within the organization and their work simpler. Continuity in hiring and paying special attention to organizational culture are essential for the growth and prosperity of the organization. Remember, you can reach out to SARAM HR, and together you will get the necessary support regarding organizational culture in Mexico, so you can retain your employees longer and, consequently, your company can operate smoothly. Contact the experts at SARAM HR!
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