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 expatriates 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.