Case Study— Assignment 2 (Compensation and Selection Process) due week 5
The management team liked your recruitment advertisement, but realized that they did not consider the salary for these new positions!
Since the organization has never hired managers to work outside the UK before, they do not know how to start determining the compensation. They provide you with the following information that they found on the Internet:
? Existing salary for managers is £30,000 (45,000 Euros) plus bonuses.
? Surveys show that the average salary for hotel managers in France is 60,000 Euros with no opportunity to earn bonuses.
The directors want to have a consistent approach as to how they compensate expatriates because they expect their overseas business to expand in the future. They also want existing employees to be enticed into working abroad and want to have a good range of incentives.
The management team has a strong sense of fairness in the selection process because they do not want to de-motivate any of these existing employees. They want to select the right candidates because it is essential that the new hotels are successful and up and running quickly and efficiently. The senior managers know all of the candidates quite well (personally and professionally). They would like you, as independent consultants, to design an appropriate selection methodology.
The management team advises you that they do not want to take into account the marital or family situation of the expatriate candidates; they are concerned that this may fall afoul of UK equal opportunities legislation.
You must design a selection process for the candidates.
There is no budget limit for the development of the process; the senior management team knows that it is important to get the right person for the job. However, because the new hotels must be up and running quickly, they ask you to design a selection process which will take a maximum of two days.
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