Case study: Quality compliance at the Hawthorn Arms

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Case study: Quality compliance at the Hawthorn Arms

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Globalization and the process of internationalization of the companies involve more and more the field of HRM. Many companies underestimate the difficulties linked to the management of its employees when they growth. Through this case study, we will see the main challenges in international staffing and show why staffing choices are primordial to ensure effective strategic outcomes for MNE's.

1. Consider the three candidates in Exhibit A below. If forced to make a decision tomorrow, which candidature should Alistair choose for the job? What major factors should determine his choice? In the "Quality compliance at the Hawthorn Arms" case study, Alistair Mackay has short listed three possible candidates for the role of Quality compliance Manager. It is a three-year assignment in Hungary to work for the new joint venture involving Trianon, an Anglo-French avionics firm and a Hungarian government-backed-firm.

Sommaire

Introduction
Consider the three candidates in Exhibit A below. If forced to make a decision tomorrow, which candidature should Alistair choose for the job? What major factors should determine his choice?
1. Position filling
2. Management development
3. Organization development
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
Should HR staff be involved in strategic decisions relating to international business operations such as finalizing a joint venture agreement?
Conclusion

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Extraits

[...] Managing across borders: The transnational solution Ancona, D.G., & Caldwell, D.F. (1988). Beyond task and maintenance: Defining external 4. Scullion, H. 1994,'Staffing Policies and Strategic Control in British Multinationals', International Studies of Management and Organization. Scullion, H. & Collings, D Laabs, The global talent Search 6. Evans, P., Pucik, J. & Bjorkman, I The Global Challenge: International Human Resource Management, 2nd edn N.J. [...]

[...] In that way the leader and his team would work in an efficient way; having a strong and effective management team is essential for the growth and success of any company Most of the companies have as goal to become international organisations and pursue to build up their international growth; the involvement of HR staff and the effects/answers given by the HR department are the key for MNE's to succeed. Moreover, the policy of HRM allows an efficient empowerment of the employee and so better outcomes. To conclude, HR staff should be involved to make sure that all the employees adjustments concerning the joint venture project are well planned. The recruitment and the candidates' selection is a long process, that's why it is a must for the company to integrate HR in the early company's strategy. [...]

[...] The second variable to take into consideration for the company is the candidate's Technical ability. It is a relevant point regarding the expatriate's adjustment and his ability to transfer information from the headquarter to the subsidiary.5 According to a survey done about the expatriates selection of firms make their candidate's selection on their technical and managerial skills or competencies for the job.6 The position filling is the most common reason for an international assignment. The need to get clear information from the subsidiaries to the headquarter is the reason why MNEs would select a PCN.7 We talk then about Cross-cultural suitability, that is to say expatriates have to adapt themselves in the host country. [...]

[...] This factor will be the major determinant of a successful performance. In Trianon case for instance, Marie who was born in Prague, pursued her education in France and Germany and has undertaken projects in two other different countries would be the best profile concerning the cross-cultural suitability thanks to her multicultural skills (Haas, 2006).9 Also, regarding the language skills, if the expatriate and his family speak the local language, they will feel more comfortable to adjust themselves in their new environment. [...]

[...] If forced to make a decision tomorrow, Alistair should choose Marie Erten-Loiseau for the Quality Compliance Manager job. The major factors that allowed me to select this candidate are: - Position filling: companies send PCNs to fill out the positions abroad to transfer their technical knowledge to the foreign subsidiary when local people are not available. It is important to take into consideration that the expatriates have to complete the missions imposed by the company thanks to their technical and managerial skills In this case Marie Erten-Loiseau would be the best choice because she was educated as an aeronautical engineer in France and Germany. [...]

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