RECORD OF MEETING: DECKER GROUP, SYDNEY AUSTRALIA

Fecha 20 de april de 2015 No. Acta 001-2015

ASISTENTES
Name Organization
NICOLAS POVEDA SOLANO Decker Group
President

MARIA ESPERANZA BERNAL MUNEVAR Decker Group

General Manager

DALILA FAJARDO TIRIATH Decker Group

Director Human Resources

YEIMY PAOLA ROCHA PULIDO

Asia Entertainment
Director Human Resources

EDWIN ORLANDO ACHURY

Asia Entertainment
General Manager

AGENDA

1. To establish the reasons for which the personnel presents dissent to the alliance between Decker Group and
Asia Entertainment.

2. To analyze the percentage of employees who are nonconformist and who charges apply

3. To identify if the process and the activities of transition are established well to avoid major traumatism

4. That learning can leave this new challenge us?

5. To analyze if the difference between cultures affects the development of the functions of the

employees
 DEVELOPMENT OF TOPICS

1. The persons think that with the alliance charges are going to be eliminated and to there be going to
be many dismissals, which we must clarify is that they are going to present new needs and other
different charges, there is no need to dismiss the people.

2. This dissent appears in the operative charges, it is necessary to clarify that the alliance does not mean
a closing but the growth of our company and the expansion for this globalization.

3. It is necessary to improve the process of information and training for the persons since at this
moment we identify certain mistakes and the lack of personnel specialized in the explanation of the
doubts on the part of the Departments of Human Development of both companies

SOLUTIONS

1. To demonstrate to the employees by means of the department organizational that the structure
does not diminish, everything opposite wide in such a way that it generates new charges to
demonstrate to the employees by means of the department organizational that the structure
does not diminish, everything opposite wide in such a way that it generates new charges.

2. to realize meetings for departments in which they there am demonstrated to the employees that the
growth of the company is very important and vital to be kept afloat with the competition

3. To create new strategies with the psychologists in management of the change to realize
informative processes and focal meetings

4. To create courses of training for the employees in different topics of interest

5. To generate new wage expectations towards the employees in order that they decide to improve
his profiles

6. The company thinks to create intercultural spaces in order that present exchanges of knowledge and this
way to generate major interest for the differences