Activity A

The key priorities are:

The management has to make sure that all the hotels in France are ready to be open on
time.
They have to keep in mind that majority of the employees working in the hotels will be
French.
The management should provide cross cultural training to expatriates before sending them
to France.
They must recruit managers who can fulfill all the requirements the parent company asks
for.

Synchronize and capitalize on the hotels physical and HR, achieving optimum standards of
service
Provide value to hotel guests within profit objectives and in a manner consistent with the
company’s standards and strategies
Efficient operation and cost control of all hotel department and facilities
Consistently maintain standards of quality, innovativeness, service and presentation of
rooms and public areas
Monitor and minimize energy consumption
Capable of working with diverse workforce in foreign atmosphere
Proven skills & business management
Excellent communication in French and English with interpersonal skills
Ability to work in stress, conflict & crisis situation

Case Study Part 3

Background Information on
the Organization
Brunt Hotels
60 hotels throughout the United Kingdom
Acquired a small hotel chain headquartered in France
Use an ethnocentric approach and send some of their existing UK-based managers to France
Required Skills
Group 2’s Perspective- Recruiting only HCNs
International HRM Case Study
Prepared By:
Nayma Nashid Lopa 081 836 030
Ziad Rahman 083 187 030
Sadaf Fatima Roohi 091 112 030
Syeda Routisa Akbar 091 0441 530
Zahin Iftekhar Rasul 091 0017 030
The advantages of recruiting only PCNs are:

The parent company will have 100% control over all the hotels in France.
The parent company can supervise the hotels properly and however way they want to.
The employees will be more dedicated and loyal to the hotel.
The employees can deal with foreign guest of the hotels more comfortably as most of them
can speak English.
List of Services
Relocation and housing allowances
Group 1’s Perspective- Recruiting only PCNs
Incentives
Relocation
Family Services
Supplies of food, domestic fuel etc
Reservations
Other household services
Hotel Management Degree with 5 years of experience in personal management including
hiring, supervision, evaluation & benefits administration
Riviera Expat Consultants

A team of professionals
Provides personal service
Enhancing well-being of people
Provides support and advice

Case Study Part 1

Health,life, accident and disability insurance

Case Study Part 5

Group 3’s Perspective- Recruiting both PCNS and HCNs

Challenge
Selection
Contests
Technical tests
Job simulation
Checking
Work habits
Non technical skills
Absence of dysfunctional behaviors
The advantages of recruiting both PCNs and HCNs are

The parent company will have both control and proper supervision over the hotels.
The employees will be more dedicated and can run the hotel successfully.
The PCNs and HCNs can help, work with and assist each other to solve both local and
international problems.
The employees can deal with both foreign and local guest of the hotels very comfortably.
Case Study - Part 4
Base Salary 60000 Euros
Thank you
The advantages of recruiting only HCNs are:
The employees will not require cross cultural training and hence the parent company can
save a lot of money.
If the employees are HCNs they will understand how to run a hotel in their country better
than an expatriate.
Employees will not face problems which expatriate faces when they move to a particular
country.
The employees can deal with local guest of the hotels more comfortably.
Annual car allowances
Case Study Part 6

Allowance for children's education

Duties and Responsibilities
Expatriate Support Services in France
Language course
Relocation
Children’s education
Expat health Insurance
Shopping and home delivery
Solicitor’s advice
Annual flight tickets
Qualifications
Case Study Part 2
Activity B
An Organization....