International HRM case studies
- 1. International HRM case studies Presented by Khizer Ali Presented to Ma’am Asma Babar
- 2. Purpose of Case Study : The purpose of case study id to target undergraduate audience. This case study is based on fictional UK’s hotel industry. Study cases are represented in such a way that you can apply them in practical life also. By reading this you can transfer your domestic experience into international experience.
- 3. Background Information on the Organization ● Brunt Hotels, PLC, owns more than 60 hotels throughout the United Kingdom. ● They decided that half of the new hotels in France would be rebranded as Brunt Hotels Group. ● They follow strategic objectives to grow the organization slowly and on budget. ● Brunt’s hotels are functional, clean, professional and reasonably priced. ● These Hotels are situated at special and tourist places. ● They send their experience manger to France to manage new Hotels. ● If they become successful in overseas contries than their target is to built new hotels across the Europe. ● Their plan is to own almost 150 Hotels in every five years.
- 4. Case Study – Part One ●In first case study, we read about an organization which open new hotels in UK and built them slowly and properly with the help of their trained managers and workers. But now the problem is that organization wants to target France to built Hotels their. They advised their independent management consultants that how they can proceed outside the UK.
- 5. Problems : There are many problems will be faced by the organization in building hotels outside the UK. The problems are following. ●None of their existing managers speak French fluently. ●They expect to recruit a large number of staff for the new French hotels, because more than 70 percent of the employees from the acquired organization left.
- 6. Assumptions : ●Organization must need some experience people who knows about the tradition and culture of France. ●Organization need at least one or two persons who know English and French both it will help them to communicate properly. ●Organization must choose a tourists places or a main market to target big number of customers. ●Their employees and managers must learn France’s people communication and greeting system.
- 7. Activity A: To built hotels in France, organization must hire some employees of France nationality and they can also send some of their experience managers. Priorities : ● Create a training program for their employees and managers to train them and teach them French language and also their greeting systems. ● Also we need to hire some employees who know French language and this is our important priority. ● Create a cross culture program for French and English employees. ● Make a plan that how to built almost 300 hotels in next 10 years with remaining 30% employees. ● Also study the success of different famous Hotels of France. It will help them a lot for proceed.
- 8. Activity B: I choose Group 3 because this combination is best for the organization here are the reason. Reason : ● I think combination of PCNs and HCNs is the best option because it will help the organization to work with experience and it will benefit to communicate with France’s people easily. Advantages : ● It will help the hotels to grow properly. ● It will help both the customers and employees to communicate easily. HCNs helps the organization to well fully know about the tradition and culture of the France.
- 9. Summary of case study - One: The summary of the case is that the company become successful in UK and now their target is to expand their business outside the UK. But they never opened a Hotel outside the UK. So, their first target is France, they wanted to built Hotels in France and their target is to built 150 hotels in next 5 years and almost 300 in next 10 years.
- 10. Case Study – Part Two ●According to case study two Brunt management decided to hire PCNs because it will be their first venture outside the UK. They think that it will be beneficial for their organization and through this they can incorporate the organization values. They think that once the organization will running properly, HCNs could be hired.
- 11. Problems : Because they wanted to hire PCNs instead of HCNs, a lot of problems will come, which are followings. ●Employees did not know French, it will be a strong challenge for them to learn French. ●Employees and management did not know about the tradition and culture of France. ●They do not know the market values of France as they know about UK. ●Their will be a lot of problems come in advertising because they do not knoe about the famous places.
- 12. Assumptions : ●If organization wants to hire PCNs, then their will be a strong reason behind it because their od employees have experience and they are well trained. ●PCNs old employees and managers can guide their new employees easily. ●I think they will hire at least one guider who know French and English both, who guide the old and new PCNs in aspect of tradition and culture of France.
- 13. HR HIRING : HR Requirement : • Provide excellent levels of customer service to all guests. • Provide a clean and comfortable environment for guests and staff. • Recruit and retain excellent staff. • Support and develop staff so they can reach their full potential. • Continuously strive to improve all aspects of the business. • Ensure that all hotel buildings, fixtures and fittings are well-maintained in a proactive manner.
- 14. Activity C: Dear managers, I hope you are well. The purpose of this mail is to inform that HR resources vacancies in are requirement. We are looking for the oversea HR recruiter who is skillful in doing business in France. The candidate should able to manage a business, including job designing, requirement, management shills and also have some experience. Experience should be minimum of 2 to 3 years in HR and also have some experience in HR management system database and design. The candidate should also have strong grip on French language. Both female and male can be applied for this seat who have done BS/MS in HRM. But the main requirement is experience. I hope you will understand the requirement, Thank you. Regards, Brunt Hotel management Organization.
- 15. Summary of case study – Part Two: Burnt hotel decide to expand their business in France with hiring PCNs employees. They know that their old PCNs employees and managers are experience, so this is a strong decision for them. They believe that when their organization will struggle hard then they also hire some HCNs.
- 16. Case Study – Part Three : The management liked your requirement advertisement, but realize that they did not consider the salary for the new positions. As they never hired a manager outside the UK. They do not know how to start determining the compensation. The directors want experts managers because they expect their overseas business to expand in the future. They also want their old existing employee to work abroad for them.
- 17. Problems : ●There is a lot of time needed to hire a well professional and honest manager from oversea countries . ●A main problem is there is how to manage the salary of the France and existing UK managers. ●A big problem is believe that how Brunt Organization believe that the oversea manager is helpful for them. Questions arises, is he honest? Is he professional in this field? ●As organization never worked before outside the UK. They do not know about how much salary will be demand by the France manager.
- 18. Assumptions : ●Oversea manger may be helpful for the organization as they well know about their culture and traditions. ●Oversea manager may be want low or high salary according to his experience. ●May be it will be harmful for the communication between managers and employees by hiring a new oversea manager. ●It will must be observed that according to survey the average salary of the manager is about 60,000 euros.
- 19. Activity D: In HR compensate design plan we can offered our managers a yearly to one country every year, medical allowance of 40%, travelling allowance of 20%, As you hit the ten years mark, the salary increases by 21% and an additional 14% for those who have crossed the 15 years mark. Annual Salary Increase = Increase Rate x 12 ÷ Increase Frequency
- 20. Summary of case study - Three In this case study the main target is salary. Because the organization did not consider any salary for the new hire managers and employees. So in this case study the organization tell about the existing manager salary. They arranged a survey in France and the survey reveals that almost 60,000 Euros with no opportunity to earn bonus is the average salary of the France manager.
- 21. Case study – Part Four : In this case study the organization wants to hire some new candidates and they want them to write an email to them to the CEO, in which they write about them and also write a reason that why they are beneficial for the organization and they also want to hire 30 managers to apply for the new position and almost 10 managers will be selected. So for the selection of the new mangers they want to choose a right decision plan in which they select new candidates on merit. They also know that their senior managers well fully know about their juniors employees. They just want justice in selecting new employees because they do not want to de motivate any of their existing employee.
- 22. Problems : ●They just want to hire 10 candidates, but there are 30 candidates who wants to apply for new position. ●For the fair selection, they want to hire candidates on merit. ●The management know that the job application or email is not enough for the hiring of new position.
- 23. Assumptions : ●The management want to apply a justice rule for the selection of all the candidates. ●The management do not want to de motivate any of their applier's candidates. ●It will be tough for the organization to select candidates on merit. ●They observed that job application is not enough to select right candidate, because we cannot judge some ability by just an application.
- 24. Activity E : part A : The selection process The selection process for the candidates, the candidates must follow this schedule. Performance appraisal sample : Employee name : Department Name : Job Title : Immediate supervisor : Date of Review : Skills : Experience : If the candidate does not follow the instructions he will be able to apply for job.
- 25. Activity E : part B We can select the right employees by judging them in interview such as by judging their qualities ( speaking skills, management skills, experience).
- 26. Summary of the Case Study Four : The organization wants to hire 30 managers to apply for the new position and almost 10 managers will be selected. So for the selection of the new mangers they want to choose a right decision plan in which they select new candidates on merit. They also know that their senior managers well fully know about their juniors employees. They just want justice in selecting new employees because they do not want to de motivate any of their existing employee. The management team advises you that they do not want to take into account the marital or family situation of the expatriate candidate.
- 27. Case Study – Part Five : Management decided to select just 10 candidates from 30 candidates but they finalize their management staff of six members only. They think that the six member staff have much ability to open hotels in France. They sure that this six management staff have much confident to open new hotels. After selecting candidates they just want to check the performance and skills of the selected candidates and they want to arrange training programs for them. But they never work abroad, so the organization wants to know that how we will analyze their performance. They are not sure that what should be included in the training sessions. The only mandatory think is that the managers must have basic knowledge of the French language.
- 28. Problems : ●Organization first face a problem of take of 10 managers from 6 managers. ●To learn French language for the managers is another biggest task for the managers. ●A highly budget is required for both training of the managers.
- 29. Assumptions : ●The selected candidates did not visited the France before, so there are many problems occur while communicating with people. ●The management arrange a training program for the managers which main task is to give basic knowledge of the French to their managers. ●The manager select six candidates because they know that they have experience and have musch skills to open new hotels in France.
- 30. Activity F : Group 1 will design the training programs for Managers A and B. We should train our manager before departure and after departure, they will train them mentally and arrange a tour for their relaxation, because they leave their family behind, so this tour will help them for relaxation. They will also arrange an internet and physical survey to judge the working of France’s Hotels. Then they will train them according to the survey.
- 31. Activity F : Group 2 will design the training programs for Managers C and D. The group two wants to arrange a motivational and training camp in the France for the training of the employees. In this training session they judge their employees according to the training camp. Through this they will design.
- 32. Activity F : Group 3 will design the training programs for Managers E and F. The third group arrange a practical test for the training of the employees and they arrange some special managers from the famous France hotels and under this experience managers, the employee will understand how to open new hotels in France.
- 33. Summary of the Case - Five The management think that the six member staff have much ability to open hotels in France. They sure that this six management staff have much confident to open new hotels. After selecting candidates they just want to check the performance and skills of the selected candidates and they want to arrange training programs for them. But they never work abroad, so the organization wants to know that how we will analyze their performance. They are not sure that what should be included in the training sessions. The only mandatory think is that the managers must have basic knowledge of the French language.
- 34. Case Study – Part Six The management team decides to select only one proposed training program from the given three. They know that it will be useful for the new expatriates. They want to provide external support to their managers. And they provide them a lot of benefits through this they can support their family easily. They can also live in France easily due to many facilities provided by the organization. But they do not have comprehensive overview. That this will help their candidates or not.
- 35. Problems : ● Managers have some strong focus on their family who are living their live in UK, so they do not easily focus on the work. ● It will demand a very high budget to give facilities to their candidates. ● It will not be easy to manage a staff of UK in France.
- 36. Assumptions : ●It will cost a lot because manage a staff from UK is much difficult in France. ●The organization decided to support their managers personally and professionally so it will be easy for them to work for their organization. And it will be beneficial for the organization because more the workers will work then more the organization will success.
- 37. Activity G : Services for expatriates ● FIDI France members are able to assist and provide services for expatriates upon their arrival to the foreign country. For example, assistance is provided for managing expenses, rental contract, furniture hire, cultural assistance for spouses or even provide cleaning services and home help for individuals during their work assignment. ● An international move completed with associated storage and relocation services make up an adapted solution in face of the radical cultural changes generated by expatriation. ● When you put your trust in a FIDI France member, you have a unique and permanent contact person who can help you settle into your new life abroad with success, so that your experience can be the most enriching and memorable one in your professional and personal life.
- 38. Summary of the Case Study – Six The management team decides to select only one proposed training program from the given three. They know that it will be useful for the new expatriates. They want to provide external support to their managers. And they provide them a lot of benefits through this they can support their family easily. They can also live in France easily due to many facilities provided by the organization. But they do not have comprehensive overview. That this will help their candidates or not.