Do you need this or any other assignment done for you from scratch?
We assure you a quality paper that is 100% free from plagiarism and AI.
You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)
NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.
NB: All your data is kept safe from the public.
Greenway Hotel Groups International Human Resource Management
Introduction
International Human Resource Management (IHRM) can be described as a combination of actions aimed at worldwide personnel administration. It aspires to accomplish company goals and get a competitive edge over rivals on a domestic and global level (Carbery and Cross, 2018). On the other hand, strategic human resource management (SHRM) is a forward-thinking technique that entails planning and executing personnel initiatives that address and resolve business challenges and directly facilitate significant long-term corporate goals. Strategic IHRM is a relatively recent word that distinguishes itself from conventional human resource management, just a management unit (Brewster, 1997). SHRM establishes a direct link between the companys objectives and the operations of its employees (Brewster and Scullion, 1997). This paper applies the ethnocentric employee resourcing approach to help Greenway manage its newly opened branch in France, Hotel de Charme. In doing so, the paper enumerates the various distinct advantages and disadvantages of the framework. Additionally, the report highlights the differences in human resource policies in expanding the organizational activities in France. Finally, the research considers the broader socio-political and cultural circumstances that Greenways management board should consider.
The Long-Term Strategic Approach: Pros and Cons
Greenway Hotel should use a polycentric strategy to resourcing executives to expand into France and acquire a top administrative team. This system heavily relies on recruiting directors from within France and will be the most advantageous because the Hotel will hire qualified personnel familiar with French activities and French citizens tastes. The Greenway management board will have to employ the headhunting method to assemble the greatest staff possible. This method enables administrators to acquire prospective employees. As a result, headhunting is the favored method of hiring executives; few consultants accept and use it.
This approach comprises selecting professionals who possess the skills and experience necessary to meet the Greenway Hotels expectations. Thus, this is the finest strategic strategy since it considers the following critical priorities while resourcing the workforce. Therefore, this enables the executive to recruit the possible target since the headhunter assures that the manager obtains the most qualified persons for the job without offending the recruiter. Hence, this will guarantee that the Greenway Hotel is not only managed by the best but also by remarkable individuals. The Head Hunter can check the owners biography on the social media platform and confirm they have stellar reviews before submitting the individuals information to recruitment agencies.
The polycentric method will boost the awareness of the Greenway hotels since the members appointed as supervisors will be prepared to transfer positions and oversee the newly allocated duties. As a result, the hiring manager will approach the qualified person using the Greenway Hotels details. They will be much more prepared to work according to the organizational rules. The polycentric technique necessitates that the Hotel prepare an initial report on its manner of functioning. This methodology will require the Greenway Hotel to design a follow-up strategy to ensure that eligible applicants who are reluctant to accept the position will reconsider.
If the client declines an organization, they will take the work at the next available chance. Annushkina and Regazzo (2020) add that the above-mentioned scenario would generate a demand for skilled labor. As a result, this maintains a balance of eagerness and reverence for managers, who possess the finest, just as employers respect the workers perspectives. Those who decline the offer are excluded, and this instills in the person a sense of reverence for the newly opened Greenway Hotel. The strategy will require the individual to understand a great deal about the specific function for which they have been hired. Thus, this guarantees that the recruiter learns further information about the successful prospect. The applicant is selected using this strategy, which saves Greenways HR time and difficulties (Collings et al., 2019). Rather than examining most of the persons credentials, the CV can be retrieved.
Advantages of Polycentric Strategy
The polycentric approach suggested for Greenway Hotel Group will ensure that suitable applicants are hired for the top managerial positions. The usage of hiring managers adds value since they pursue the best prospects regardless of the assignment. The applicant chosen by the management will be the most ideal, as the finest characteristics of clients are selected irrespective of the mission at hand (Desai 2019). Professionals from the same field with the requisite qualifications are sought for executive roles.
Furthermore, the polycentric method enables precision segmentation; as a result, prospective applicants searching for employment can be quickly identified and aggressively approached. As a result, this ensures that administrators hired are competent, as they are recruited from qualified positions. Finally, the strategy benefits from discretion and anonymity, maintaining the participants secrecy. Recruitment agencies never divulge user information, and the incoming managers current positions are not publicized and are not jeopardized (Dorsch and Flachsland, 2017). The new roles provide them with the time necessary to consider the new possibilities.
Disadvantages of Polycentric Strategy
Nonetheless, the polycentric method of hiring new staff has several obstacles. The expenditure of hiring managers for Greenways top managements operation necessitates several costs for services, as the recruiting panel would demand compensation. When an institution hires temporary assistance, they use a significant amount in administrative fees, taxation, and revenue for the organization (Mukhtarova et al., 2019). If the Greenway Hotel decides to hire straight from the field of applicants, these solutions will require a significant portion of staff compensation.
Differences in HR Policy Between the United Kingdom and France
The United Kingdom and France are geographically and culturally distinct countries. Therefore, this comes into consideration when discussing human resource administration, and therefore when Greenway hotel acquires a partnership in France, the disparities in HR practices must be keenly analyzed. Considering the United Kingdoms HR organizational procedures, they are quite dissimilar compared to Frances, as enumerated below. British law compels firms to adhere to various rules, including equal opportunity, workplace safety, inclusion and fairness, tolerance and compliance, and compensation (Suleman et al., 2019). While in France, HR policies are comprised of the following: adoption and leave regulations, opening hour guidelines, vacation laws, sick leave practices, occupational wellbeing, and labor relations policy proposals.
The aforementioned main points are critical in establishing a human resource strategy in a firm because they act as the corporations foundation. When analyzing the HR guidelines of the United Kingdom and France, the report reveals how the primary policies in the play change between the two countries and, therefore, how those disparities in human resource strategy must be acknowledged during the Greenways Hotels purchase of the Hotel de Charme. This subsection outlines the critical policies affecting the United Kingdom and Frances recruitment practices. The primary policy that emerges in both countries personnel policies is the absence policy, which requires that the organization have a specific strategy for dealing with tardiness, sickness absenteeism, and the usage of corporate assets (François et al., 2019). Therefore, this can effectively moderate workforce conduct while also establishing a rationale for taking enforcement measures against them.
Thus, the challenge is that the United Kingdoms human resource policies consider all of the regulations above. At the same time, Frances legislation does not cover all aspects; for example, in the United Kingdom, sick leave, holidays, and operational time practices are combined into a single policy with a mutual purpose (François et al., 2019). In France, they are divided into different laws with distinct rules. Cultural diversity also significantly influences people management policy, which performs a significant role in this merger, with Greenways located in the United Kingdom and Hotel de Charme headquartered in France.
Differences in culture will significantly impact the firms performance, as the way staff is handled will affect their performance, which is where the personnel administration institution emerges. Hence, this is because two organizations with disparate cultural demographics are united into single demography, necessitating an efficient staff relations strategy to guarantee a stable employee relationship (Gribling and Duberley 2020). Regarding HR methodologies in France, they reflect current developments in employment conditions and risk mitigation framework. Thus, while most businesses in France are renowned for having well-written personnel management legislation, the accomplishment of that stance is typically contingent on its execution, as even the finest labor relations policies may fail to work without successful enforcement. Implementing the Greenways Hotels revised HR policies in France will prove challenging because France has an extremely organized collection of standards and procedures that define employee relationships.
Thus, this complicates the employers task of regulating employment protection and the workplace environment in France. Therefore, this is not to imply that corporate policies have no context in the workplace in France (Batyra et al., 2019). However, its breadth is constrained by French laws demand that all businesses with more than twenty employees have internal regulations. Neglect to do so becomes a misdemeanor offense penalized by a 750-pound fine against the defense lawyer of the business (Batyra et al., 2019). Another factor that causes employers in France to struggle with human resource compliance is applying a firms HR policy. Their view is not binding on the corporation, and the company must follow numerous protocols before enacting people management regulations (Garbinti et al., 2018). The Greenway Hotels management should familiarize themselves with French HR procedures before implementing their HR practices.
The Wider Sociopolitical and Cultural Circumstances
Since Greenway Hotel is a UK-based firm, it will be important for the organization to properly comprehend Frances underpinning socio-political and cultural conditions to acquire Hotel de Charme successfully. From a legal standpoint, the Greenway Hotel executive group should consider Frances wider political benevolence. France has enjoyed a lengthy era of good governance, which has fostered a business-friendly atmosphere (Abdelgadir and Fouka, 2020). Therefore, Greenways administration should advance with the purchase in the knowledge that it will be operating in a favorable environment. Additionally, the French government has launched goodwill in expanding the private sector, assuring the Greenway Hotels steering committee of a stable take-over.
Moreover, Frances ruling elite maintains a significant boundary between legislation and the commercial environment, allowing entrepreneurs to conduct business without interference from politics. In the United Kingdom, the Greenway Hotel will see few business interruptions, resulting in consistent sales and increased earnings. France has also experienced various state transitions, all of which were tranquil and had no discernible negative impact on business. Also, the French federal government has liberalized its industry, permitting more international corporations to seize opportunities, which allows Greenway Hotel to acquire Hotel de Charme with fewer complications (Mavromatidi et al., 2018). The French jurisdiction has also offered certain advantages, such as reduced taxes and duty exemptions, to stimulate businesses, which the leadership of Greenway Hotel should evaluate and capitalize on in the acquisition.
France has a global population, providing a vibrant sociocultural legacy that distinguishes it from many other states. France is a country that values fairness, and women have the same economic potential as men, implying that Greenway Hotel will segment the market based on age rather than gender. France is a nation where systemic racism is at an all-time low, making it an ideal location for Greenway Hotel to expand. France has a diverse religious population, with Christianity being the most prevalent religion (Hooper 2018). With different faiths, Greenway Hotel will benefit from being able to serve a range of meals that cater to everyone regardless of their religion. Given that different denominations have varying convictions, Greenway Hotel supervisors must exercise caution while entering the new market to prevent selling meals in areas restricted by the adherents creed.
Brexit implications are likely to decrease trade between the UK and France or raise the cost of commerce, making it critical for Greenway Hotel executives to evaluate this issue before acquiring Hotel de Charme. Brexit eliminates the free movement of individuals between the two nations, making it harder for UK personnel to relocate and function in France. Greenway Hotel should hire the majority of its workers from France to tackle the concerns, as this will be more cost-effective in the long run. Additionally, Brexit introduces numerous uncertainty regarding taxes and other levies, discouraging businesses from investing in other European nations (Stoupos and Kiohos, 2021). On the other hand, Greenway Hotel is a large corporation and should not be discouraged by the prospect of owning Hotel de Charme. The company will leverage its cost advantages to avoid paying the extra taxes and therefore continue operating.
Each government enacts regulations that govern and oversee how companies work in their respective countries on a legal level. Frances cabinet has approved legislation liberalizing the economy, allowing foreign corporations to invest, providing Greenway Hotel an opportunity in its acquisition of Hotel de Charme. Most businesses operating lawfully in France have encountered few obstacles, as most French trade rules benefit domestic and foreign businesses (Mayer 2019). Nonetheless, some enterprises have faced prosecution for disobeying certain industry guidelines and standards, providing insight into the need for Greenway Hotel to adhere to all relevant regulatory requirements in France to avoid running afoul of them.
The Greenway Hotel has a problem as a result of the COVID-19 outbreak. It has decreased travel and various constraints, significantly limiting the number of consumers the Hotel attracts and consequently diminishing its profitability. In light of those mentioned above sociopolitical and cultural environments, the leadership of Greenway Hotel should endeavor to always operate within the bounds of French regulations to avoid slipping foul of the law. However, given the institutions size, the implications of Brexit on the acquisitions activities may be minimal.
Conclusion
In conclusion, IHRM can be viewed as a group of actions aimed at worldwide human resource management. It aspires to accomplish organizational goals and get a better position in the market on a global platform. Greenways long-term strategic plan should embrace a polycentric technique for resourcing its management staff. The method enables the corporation to outsource the best executive group capable of managing the bought hotel in France. Additionally, the polycentric methodology will assist Greenway in marketing to new clients across the globe. Considering the differences in recruitment and selection activities between the UK and France, Greenway Hotel must gain a deeper insight into HR policies in France to compete in the overseas market. Finally, France is well-known for having the most stable political, judicial, and cultural conditions for international enterprises. The favorable business atmosphere will enable the purchase to be effective, emphasizing the importance of Greenway seizing the opportunity.
References List
Abdelgadir, A. and Fouka, V. (2020). Political secularism and Muslim integration in the West: Assessing the effects of the French headscarf ban. American Political Science Review, 114(3), pp.707-723.
Annushkina, O.E. and Regazzo, A. (2020). Implementing internationalization strategy: The people question. In The Art of Going Global (pp. 155-180). Palgrave Macmillan, Cham.
Batyra, A., Pierrard, O., de la Croix, D. and Sneessens, H.R. (2019). Structural changes in the labor market and the rise of early retirement in France and Germany. German Economic Review, 20(4), pp.38-69.
Brewster, C. (1997). International HRM: Beyond expatriation. Human Resource Management Journal, 7(3), p.31-31.
Brewster, C. and Scullion, H. (1997). A review and agenda for expatriate HRM. Human Resource Management Journal, 7(3), pp.32-41.
Carbery, R. and Cross, C. eds. (2018). Human resource management. Macmillan International Higher Education.
Collings, D.G., Mellahi, K. and Cascio, W.F. (2019). Global talent management and performance in multinational enterprises: A multilevel perspective. Journal of Management, 45(2), pp.540-566.
Desai, M.D. (2019). Study on International Staffing approaches and Pre-departure training. Journal of the Gujarat Research Society, 21(11), pp.512-517.
Dorsch, M.J. and Flachsland, C. (2017). A polycentric approach to global climate governance. Global Environmental Politics, 17(2), pp.45-64.
François, A., Bayle, E. and Gond, J.P. (2019). A multilevel analysis of implicit and explicit CSR in French and UK professional sport. European Sport Management Quarterly, 19(1), pp.15-37.
Garbinti, B., Goupille-Lebret, J. and Piketty, T. (2018). Income inequality in France, 19002014: evidence from distributional national accounts (DINA). Journal of Public Economics, 162, pp.63-77.
Gribling, M. and Duberley, J. (2020). Global competitive pressures and career ecosystems: contrasting the performance management systems in UK and French business schools. Personnel Review, 50(5), pp.1409-1425.
Mavromatidi, A., Briche, E. and Claeys, C. (2018). Mapping and analyzing socio-environmental vulnerability to coastal hazards induced by climate change: An application to coastal Mediterranean cities in France. Cities, 72, pp.189-200.
Mayer, N. (2019). The political impact of social insecurity in France. Participation and Conflict, 11(3), pp.646-691.
Mukhtarova, K.S., Chernov, A.V. and Manapova, U.M. (2019). Human resource management in multinational corporations. Central Asian Journal of Social Sciences and Humanities, 2(2), pp.34-37.
Stoupos, N. and Kiohos, A. (2021). BREXIT referendums impact on the financial markets in the UK. Review of World Economics, 157(1), pp.1-19.
Suleman, F., Lagoa, S., and Suleman, A. (2019). Patterns of employment relationships: The association between compensation policy and contractual arrangements. The International Journal of Human Resource Management, 30(7), pp.1136-1156.
Do you need this or any other assignment done for you from scratch?
We assure you a quality paper that is 100% free from plagiarism and AI.
You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)
NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.
NB: All your data is kept safe from the public.