Question 1 Consider the three candidates in Exhibit A, if forced to make decision tomorrow, which candidates should Alistair choose for the job? What major factors should determine his choice? Among the three candidates in Exhibit A, Alistair should choose the first candidates, Marie Et-ten Loiseau. Alistair should choose her because she has sufficient experience and technical knowledge. The first candidates lived in both France and Germany Therefore she will be familiar with travel, and she also has an extensive knowledge of both countries, their cultural differences, organizational environment, business ethics and norms. Marie Et-ten Loiseau family commitment also is not as heavy as the third candidates Sinead. Besides, it is less risky for Alistair to choose the first candidates as with a semi-retired husband and a child whom is now independent I she is flexible with travel requirements and possibility of uprooting. The first candidates Marie Erten Loiseau has 13 years of employment history with Trianon and therefore will have Significant knowledge of the organization goals and procedures. Marie also have worked internationally in Poland and Czech Republic so she can successfully adapt to change and cross cultural differences and also as a leader of two successful project in various countries, Marie has a fantastic leadership Skills and management attributes.
Question 2 We are told nothing of the process that Trianon uses to recruit candidates for this level of final selection. Given what you know about the firm from the case, outline a general recruitment and selection process for Trianon. Describe how your proposed process fits with ‘best’ selection practices as well as the strategic needs of this company. The selection process consist of three Strategic needs of the company which is first, Technical Quality, Cross cultural stability and lastly family requirements. The General Director of TV, mergers and acquisitions, Display Division: Henry Genadry said that the job description will be precise on the technical “quality” side but vague on the administrative “compliance” side. The cross cultural stability is important in this selection process because the company need the candidates that has the adaptability of the new environment and culture. The company also need someone
that
has
the
language
flexibility.
Lastly
is
the
Family
Requirement. The company need to choose the candidates that can fits the ability to adjustment for the expatriate’s family for example, the marital status. Single candidates are more preferred by the company because they will have no problems to travel for work. Besides, the company need to avoid taking candidates with Children at young age because it can be hard for the candidates to travel with Children at a very young age.
Question 3 Should HR staff be involved in strategic decisions relating to international business operations such as finalising a joint venture agreement? Yes they Should because HR plays a vital role within all International Business Operations. In the context of international business operations, it is likely to be involved in the expatriate problems. The skills or expertise of expatriates may be crucial to the implementation or success of international business operations, such as finalizing a joint venture agreement. However, due to the diversity in the culture and language and loneliness as a result of departure from their family members, expatriates will inevitably encounter with cultural shock and psychological problems. Consequently, many people may be reluctant to be engaged in the job as expatriates. Under such circumstance, if HR staff can be involved and establish favorable policies and reward systems, enterprises may have many qualified candidates to select. Additionally, human resource staff is good at due diligence and choosing the right person for a right position. If he/she can give full of his/her skills in this aspect, it will minimize the loss and maximize the success rate of international business operations. if HR staff is not involved in the international
business
operation,
due
to
the
lack
of
professional
knowledge in selecting person for suitable position, other people may
make a wrong decision. If an inappropriate expatriate is chosen and he/she fails to deal with such problems, the problem of repatriate will emerge,
which
will
implicit
great
loss
on
corporations.
Besides,
inappropriate choice of expatriates will inflict great loss on the financial and psychological level. Consequently, effective and feasible recruitment and selection criteria of expatriates is a determinant of the success of a multinational enterprise. A right person in a right position at a right time will be crucial to a success of an enterprise. For instance, prior to joint venture agreement, HR staff gets involved in and selects the most appropriate persons to be engaged in this business operations. It will have positive impact on the implementation of such operations. Another important reason supporting the involvement of HR staff in the international business operation is that HR staff shall organize and implement the training of expatriates so that expatriates will give full play of their potentials and skills. Consequently, it is rational for HR staff to be involved in strategic decisions relating to international business operations to select the most appropriate person.
