BRUNT HOTELS CASE STUDY

Lalit
Mukesh
Partap
Prateek
Key Priorities
 Recruitment and Selection factor

 Training and development requirements

 Compensation Plans

 Addressing the culture difference

PROS For PCN
• More familiar with companies policies, techniques for handling things

• Already familiar with company culture

• Top management can predict about PCN behavior and their way of
handling things.

CONS For PCN

• They will be unfamiliar with foreign culture and their way of handling
things.(also the language problem)

•Will need to provide for training to PCNs, so that they could adapt to
foreign culture (this would be more costlier).
PROS For HCN
• More familiar with host country culture , environment etc.

• Eliminates language problem.

• Will need only the basic training (less training required than for PCN)

CONS For HCN

• Will have little knowledge about company's culture and policies

• they may face relationship problems between headquarters and

regional offices.
 Recruitment Advertisement

Job Title : Hotel Manager

Location : Downtown locations in France
Main Job Responsibilities : Handling of overall administration
of Hotels in France.

Skills Required : Excellent communication skills( French and

English), Prior work experience in international hotel management
would be preferred.
Compensation package
 The compensation package of the employees will be decided
from the following four models-
 Per diem Model
 Allowance Model
 Secondment Model
 Split pay Model
Compensation package
 The secondment model fits here as employees will be paid in
France and taxes will be deducted according to French laws.
 Leave policies of France will be applicable, however the
health benefits of UK can be availed on payment of premium.
 The components included in the compensation will be Fixed
pay, Variable pay, ESOPs, Medical benefits, Social charges and
tax deductions. A fixed salary of 55,000 euros with an added
bonus of 5000 euros will be an ideal package.
SELECTION PROCESS

1. Fix up a date for interview of the candidate

2. Preparing the interview board
3. Preparing interview question & call the candidate for interview
4. Justify the educational quality of the candidate for the job
5. Justify their speaking quality in English also in French
6. Evaluating their attitude & interaction quality