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BruntHotel.docx

INTERNATIONAL HUMAN RESOURCE MANAGEMAENT

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International Human Resource Management –A case study of Brunt Hotels

Strategic management is a set of decisions and actions made by managers. The decisions have a long-term effect on the performance of an organization. Other definitions of strategic management imply that it is a continuous process that is responsible for evaluating and controlling the activities in which a business involves itself in. It also provides the opportunity to evaluate a firm’s competitors and limitations. The process of strategic management planning involves analysis both the internal and external factors affecting a firm through performing a thorough environmental scan. This involves analysis both the internal and external factors affecting a firm through performing a thorough environmental scan. During this process emphasis is laid on performing a SWOT (Strengths, Weaknesses, Opportunities and Threats) analysis. When a firm is certain of the factors that are likely to affect them then the process of strategy formulation and implementation will be smooth. The process of strategy formulation in strategic management can be carried out from time to time depending on whether a company is achieving its goals or not. Also firm conduct strategy analysis programs from time to time to check whether they are meeting their set goals or not. If the firm is failing to achieve its set objectives then managers are forced to come up with new strategiesManagers work with different departments such as the HR to ensure all departmental goals are met and all the legal processes are followed.

Background of the Case

Brunt is a multinational hotel and wants to expand its business. The group has acquired a small hotel in France and would want this to be the first step in its 10 year expansion plan. The top management is faced with the dilemma of how to recruit staff for its new branch and is considering bringing in staff from the UK to France through the ethnocentric staffing model. The top managers are in dilemma whether to continue with this option since the organization lacks properly laid out international human resources strategy. What should they do? Should they use a polycentric or ethnocentric model or a mix of both?

Analysis of the Case

From the information above the management of Brunt hotel is to decide whether to use the ethnocentric model and hire parent company nationals (PCNs) or utilize the polycentric model and hire host national country (HCNs) in the managerial position. The management should also note that the individuals holding the managerial position should be fluent in French as France is a French-speaking country. This will be useful in ensuring that there will be no problems handling guests of different cultures.

To ensure that the recruitment process is up to standard the company should consider hiring both PCNs and HCN’s. As implied by the management team hiring of PCNs will be advantageous as they are not only well equipped with the company strategies but will also create the proper foundation of what to do and what is expected from employees. PCNs will also have an advantage of HCNs as they are knowledgeable in matters that concern the managerial processes of the hotel. It is also crucial for the company to consider hiring HCNs. The rationale behind this is that HCNs have vital information on the culture and ways of the French people. By hiring them, the group will not only receive the necessary cross-cultural training but also get an insight of what to do to succeed in the French market by learning their customary ways. The HCNs will also help in wiping out language barrier and help the group in gaining government support by creating employment opportunities for its citizens.

A combination of both strategies will allow the Hotel to expand successfully increasing its services to both local and international guests. This will be possible as hiring both PCNs and HCNs will allow the hotel to have greater control of its affiliate group in France and create value in itself. The HCNs also would be of great importance as it would make it easier in bringing the new ideas, skills, knowledge among other into the organization. The company should make an informed decision before deciding on whether to assign the PCNs or HCNs the management opportunities available.

Part Two-Recruitment Message

Dear all,

The Brunt Management team wishes to announce vacancies in managerial positions. The positions are open and the company wishes to recruit qualified personell to fill the above mentioned positions. Interested candidates will be working with the Brunt Hotel, France branch. Interested candidates should have knowledge of the French language or are willing to learn the language. The decision to expand our business out of the United Kingdom is a big step for our organization and we desire to recruit candidates who are ready to move immediately to avoid any timewasting. We appreciate our employees and that’s why we are willing to recruit more internal candidates who are well equipped with our ways.

The recruited candidate will be expected to conduct the following roles:

· Act as the company’s representatives at all times.

· Provide state of the art services to all customers.

· Ensure that there is clean and comfortable work environment.

· Assist in the recruitment process

· Support subordinate staff dully.

· Continuously work to improve the business.

· Ensure that all hotel property is well maintained.

Required Skills

· Be a native English speaker and have little knowledge if the French language. (Fluent French speaking is an added advantage)

· Flexible.

· Available immediately

· Excellent communication, social and interpersonal skills.

· High adaptability and tolerance skills.

Compensation Packaged

PCNs

Basic salary- 50,000 Euros

Bonuses-3,000 Euros

Other incentive to include housing, healthcare and children’s education, discounted family rates at the hotel

The above package will attract many employees as the conditions will be favorable for individuals who have families to take care of.

Part 4- Selection Process

The main purpose of the selection process is to ensure that qualified employees are put in the right positions. It involves the process of matching an employee’s aptitude and capabilities with the job requirements. The selection process should be done by recruiting the employee who best portrays the skills needed for the job. This can be done by placing the candidate in groups to determine whom among them will be the leader. The candidates should also be asked to make presentations on what they intend to do to make the French Hotel prosper. By doing so, visionary leaders can be easily selected.

Training Process

.Training is a crucial part of the employee integration process. Training is important as it will ensure that all the managers perform consequently the image of the hotel will not be tarnished as a result of lack of competence their tasks efficiently.

I would recommend both on the job training and pre-departure training.

HCNs training to include:

· Role plays.

· English courses which include learning of important vocabulary.

· Courses of the company background and data.

· Learning of team job skills.

PCNs training to include:

1 week in France on how to work in a French environment.

2 weeks in England on how to manage the hotel.

Role plays on how to solve conflicts in the work place.

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