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There are two key priorities that are paramount here. There first priority is to recruit from among the managers who have indicated their willingness to work oversea. When the recruitment process is completed and the company knows who is going and who is staying, then priority number one is achieved. Then, the next key priorities should be to encourage the parent country nationals (PCNs) that have been selected for management responsibilities in the new hotels in France to learn the language as fast as they can. Learning the language is vital and imperative for the success of the business in France. This priority is effectively articulated by Lewis (2008) that managers intending to engage in cross-cultural business should resolve to learn …show more content…
At the same token, the inability of the managers to communicate in French language, effectively incapacitate their recruitment of French nationals. Human Resource Department can only be effective in employees’ recruitment when there is no language barrier. So staff recruitment should be least of the company’s priority. In a nutshell, language fluency should be Brunt Hotels, PLC’s priority as everything else revolves around it as the management of the organization noted (Robson & Society for Human Resource Management (U.S.), 2008). So the key priorities are recruiting from among the interested managers (first bullet), and the inability for the managers to speak French (second …show more content…
The fact that the management is not satisfied with the application selection, as a consultant, I have decided to use the managers’ past records of work to achieve the selection process. Ideally, their professional and personal skills in respect to their contribution to the organization would be a determining factor. The reason the selection process eventually introduces professional skills is that a candidate with a balance managerial experience will be able to maneuver during difficult situation, especially in a foreign country. Additionally, candidate’s personal skills could be an asset to enhance the new business. For instance, it will require experience and personal negotiation skill to successfully manage a hotel business in France so I will be applying these tactics to accomplish the selection process. The applicant’s ability to work in a team will be paramount so I will collect records of all applicants based on their working relationship with their colleagues. One important ingredient I will introduce in the selection process is intercultural skill. Candidate that has minimum intercultural awareness will have an extra competitive advantage (McWilliams, Van Fleet, & Wright, 2001). As a result of these developments, the candidate with a substantial advantage would be recommended to the organization’s
There are two key priorities that are paramount here. There first priority is to recruit from among the managers who have indicated their willingness to work oversea. When the recruitment process is completed and the company knows who is going and who is staying, then priority number one is achieved. Then, the next key priorities should be to encourage the parent country nationals (PCNs) that have been selected for management responsibilities in the new hotels in France to learn the language as fast as they can. Learning the language is vital and imperative for the success of the business in France. This priority is effectively articulated by Lewis (2008) that managers intending to engage in cross-cultural business should resolve to learn …show more content…
At the same token, the inability of the managers to communicate in French language, effectively incapacitate their recruitment of French nationals. Human Resource Department can only be effective in employees’ recruitment when there is no language barrier. So staff recruitment should be least of the company’s priority. In a nutshell, language fluency should be Brunt Hotels, PLC’s priority as everything else revolves around it as the management of the organization noted (Robson & Society for Human Resource Management (U.S.), 2008). So the key priorities are recruiting from among the interested managers (first bullet), and the inability for the managers to speak French (second …show more content…
The fact that the management is not satisfied with the application selection, as a consultant, I have decided to use the managers’ past records of work to achieve the selection process. Ideally, their professional and personal skills in respect to their contribution to the organization would be a determining factor. The reason the selection process eventually introduces professional skills is that a candidate with a balance managerial experience will be able to maneuver during difficult situation, especially in a foreign country. Additionally, candidate’s personal skills could be an asset to enhance the new business. For instance, it will require experience and personal negotiation skill to successfully manage a hotel business in France so I will be applying these tactics to accomplish the selection process. The applicant’s ability to work in a team will be paramount so I will collect records of all applicants based on their working relationship with their colleagues. One important ingredient I will introduce in the selection process is intercultural skill. Candidate that has minimum intercultural awareness will have an extra competitive advantage (McWilliams, Van Fleet, & Wright, 2001). As a result of these developments, the candidate with a substantial advantage would be recommended to the organization’s