QUESTION 1
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Fiji Marriot uses its website and other online job boards to find competent people in different parts of the world. Social media also advertise open positions and recruit new staff members. In this process, potential employees are chosen only on the basis of their skills and experience, rather than according to any subjective standards. Fiji Marriot uses its website and other online job boards for advertising available vacancies to reach a global audience of qualified applicants. It also uses social media to its advantage while searching for new personnel.
Marriott International does not use a rigid set of guidelines to select its staff members; rather, it evaluates each applicant on his or her own merits. Given the potential impact on Fiji Marriot's success, the company must give the recruitment and selection process its full focus. If employees are a good fit for the organization, the open roles, and Fiji Marriot, their performance and productivity will increase. However, one may argue that its principal value is avoiding unfavorable costs like those connected with low-performing staff and excessive turnover, which could contribute to dissatisfied customers and weak sales. In addition, selection errors that are unjust to the individual recruit and invalidate reward and development programs can cause stress and a reduction in organizational effectiveness for managers who must cope with unsuitable individuals.
To evaluate and, ideally, rectify this ambiguity, businesses have
instituted post-selection evaluation and trial periods. These in-person
evaluations provide a more precise prediction of the employee's future
performance and potential in their current position. The employee's development
and integration into the Marriott International culture depend heavily on their
early experiences with the organization (Aljadir et al., 2022). Lessons learned
will be reviewed and assessed once the selection phase of the resourcing cycle
concludes in the hopes that they will be applied to future selections.
Stricter criteria would be used if I were in charge of international recruiting and selection. If I were in charge of hiring, I would use a variety of methods to reach out to potential candidates. I would put up ads in the press, on job boards, and social media. I would rely on both professional and personal connections for this purpose. Although online recruitment platforms have superseded newspapers as the preferred venue for many firms, newspapers continue to be a trustworthy resource for discovering and recruiting the most qualified applicants. You should use print and digital media to publicize job openings if you want to find and hire the best local candidates. Placements in local publications can help you focus your hunt for skilled workers.
As a result, you can reach a larger, more qualified group of
people in your immediate area. This is helpful when seeking someone with
specialized knowledge, a specific background, or the ability to save time by
avoiding extensive travel. Although the vast majority of people currently
seeking employment do so online, not everyone has continual access to the
internet (Aljadir et al., 2022). One of the best things about newspaper ads is
that job-seekers may read them whenever and whenever they like. You are more
likely to get responses from competent candidates if you advertise in a
newspaper because prospective workers can look for it whenever it is most convenient.
Newspapers are far more permissive than online job
boards regarding the language used in advertisements. You may tailor your
newspaper advertisement to your specific demands and budget by selecting
various ad sizes and placement options. A brand-new graphic may accompany all
the necessary information. Newspaper ads are highly customizable; for example,
you may select between buying a full-page or half-page ad to reach more
potential applicants. If you are seeking to fill numerous positions at once, you
may want to consider advertising in locations other than the ads section to
increase the visibility of your postings.
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QUESTION 2
Fiji Marriot considers the following while
recruiting: You must have the necessary experience and certifications. The
employment process values both professional experience and academic
credentials. Qualifications show that you have the education and training
necessary for the position, while experience shows that you have worked in your
chosen area. Someone with more credentials but less experience may benefit from
additional training, while someone with more specialized credentials may have a
more modern understanding of a certain field. Potential employers can verify
your work experience by getting in touch with your former employers, and they
can verify your education and license by contacting your previous institutions.
If I were in control, I would implement more
stringent hiring standards. If I were in charge of hiring, I would use various
methods to reach out to potential candidates. I would put up ads in the press,
on job boards, and social media. I would rely on both professional and personal
connections for this purpose. An applicant with prior experience in the field
is likelier to pick up their new responsibilities quickly and competently. They
can start working sooner as they will not need as much training. In addition, a
candidate with industry experience will have preexisting links to other
relevant actors, including customers and suppliers. This kind of marketing and
sales expertise would be invaluable to Fiji Marriot. Soft skills may be
developed via work experience and used by any employer. These include the
ability to communicate effectively, lead others, train others, and manage one's
time effectively. If you have been in a field for some time, you have probably
built up a network of contacts who can attest to your merit as an employee
(Huu, 2022). Some professionals, especially those who have been around for a
while, gain a well-earned reputation for quality among their contemporaries.
QUESTION 3
Provide a competitive compensation package within
Marriott Overseas and when recruiting from outside the firm to guarantee that
your international assignees feel supported financially during their
assignment. The employment contract Marriott International gives details of the
expatriate's term in office, duties, responsibilities, and compensation and
benefits package. In many cases, the prosperity or failure of an overseas
assignment depends on the quality of the ex-pat package supplied to assignees
when they are requested to work abroad. An ex-pat package includes not only the
salary that an assignee would be guaranteed but also any bonuses, housing
allowances, or other benefits that the assignee would receive while working
abroad. Assistance with housing and transportation costs, health care coverage,
and the cost of sending children to an international school are all benefits
under this umbrella. In order to cut costs, many companies hire single ex-pats
rather than entire families when they cannot locate suitable people locally
(Wetere, 2019). To attract a top candidate domestically, you must provide
competitive compensation, especially for a lengthy project.
One thing I would change about the employment
contract for expatriates is to include wording allowing for early termination
in the case of non-performance. My second advice is to stipulate that the
expatriate be permitted to be transferred to another position within Fiji
Marriot in the case of non-performance. The federal government has adopted
legislation to protect workers from illegal employer actions that could reduce
their pay. Employers must adhere to the barest requirements of federal labor
law; in some cases, state restrictions offer even greater security. Several
states have minimum wage standards, which can be higher than the federal
minimum wage. It is normal practice for companies to offer competitive benefits
packages to recruit and keep the most qualified employees (Maciel et., 2019).
In addition to a fair income, many companies provide their staff with benefits.
Most large corporations and the vast majority of public sector government
employers provide a competitive and comprehensive employee benefits package.
QUESTION 4
Fijians take great satisfaction in their friendly
approach toward visitors. Lightweight tropical suits are appropriate for men,
whereas modest clothing and no caps are advised for ladies when venturing into
rural areas. The danger of physical assault for foreigners in Fiji is modest.
There is heightened anxiety about crime in highly populated urban centers. The
following are major restrictions that Fiji Marriot has encountered while hiring
or engaging the services of expatriates: The expense of living, the stability
of the government, and the accessibility of public transit and lodgings in
Fiji.
Additionally, there is always the risk of heavy
rains and subsequent flooding. A $200 basket drops to $170 in the Big Apple.
Mobile phone service costs $0.18 per minute on average, while internet costs
$31 per month. Medical care, from doctor visits and hospital, stays to OTC
drugs and health insurance, is quite reasonably priced. Across the country, a
bouquet would cost $1,000, but in New York, it only costs $520. Typical Costs
for a Doctor's Office Without medical coverage, the cost of a trip to the
doctor is $US42, while the cost of a private hospital stay for a day is
$US1,282 (Chand, 2019).
Housing, home purchases, mortgage interest, and
energy costs are about par for the course. A $5,000 basket can be purchased for
$1,900 in NYC. A three-bedroom, unfurnished, luxury apartment in a city center
costs around $2,403 per month, whereas a similar apartment in the suburbs costs
around $1,426 per month, on average (not including utilities). Prices for gasoline
and other fuels, car rentals, public transportation, car purchases, and
maintenance are all about average for the United States. A basket worth $1,000
may be purchased in New York for $630. In comparison to the average price of
$0.94 per liter for the highest octane gasoline over the past year, the average
price of a tiny, small, or economy sedan (1.4 L) with all applicable taxes and
charges was $20,049.
If I were in charge of hiring or contracting the
services of ex-pats, I would first conduct a more thorough examination of the
costs associated with living in Fiji. Fiji's political climate and
infrastructure would be major factors in my decision to hire or contract with
foreigners.
QUESTION 5
For international assignees, Marriott International
has found the following to be the most important criteria in determining their
success or failure: the ability to conform to Fijian culture. Being fully
conversant in the language of the destination. Ability to work well with others
to achieve a common goal. A relatively recent concept, "cultural
adaptation," outlines how people and groups can respond to new
circumstances by making small adjustments to their established norms and
practices. The degree of change is proportional to the rate of change in the
external environment (Howe-Walsh & Kirk, 2020). Some examples of cultural
adaptations include shifts in religious practices and celebrations and more
fundamental facets of society, such as food habits. A person's capacity to
adjust to a new culture positively impacts their chances of settling into their
new community. It also helps people feel more comfortable in their new
surroundings.
Working with the local language has benefits,
including making information more easily accessible to those on the front lines
during an outbreak. On the other hand, this approach is collaborative and
allows communities a say in what happens. To empower local communities, it is
essential to communicate with them in 'their language,' not 'our language,' and
failing can have far-reaching, unintended, and detrimental consequences. To
this end, we explored the literature in the field of medical linguistics
(Hutchings, 2021). As a "minor implementation barrier, a mere
communication challenge readily addressed with multilingual interpreters,"
the relevance of local languages is often overlooked.
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Collaboration and harmony amongst all members are
key to the success of any group. Collaboration skills are essential in today's
business world. Hard work and practice in areas like problem-solving, decision-making,
communication, and interpersonal skills lead to effective teamwork that gets
things done. Putting together a strong team requires different soft skills that
aren't always available (Rao, 2021). Participants are required to share their
opinions, put up with rude people, and work out their differences. Each team
member is ultimately responsible for how well the team does.
To help the expatriate cope with the inevitable
cultural shock, I would alter the current process for international postings. I
would also offer language lessons to help the ex-pat integrate into life in the
host country. I would also give the ex-pat team-building training to assist
them in feeling more comfortable joining in and contributing to the group.
QUESTION 6
Prior to and after moving to Fiji, ex-pats may face
culture shock, linguistic barriers, and a lack of social support. Anyone who
has ever relocated abroad understands the challenges that may arise. Adapting
to a new place, a limited social network, and a plethora of new languages can
weigh heavily on people's minds. There will be several challenges throughout
the relocation process. After the move, give yourself time to adjust to the new
environment. To deal with stress, there is no one-size-fits-all approach.
Challenges will vary depending on context (where you are), culture (how you
communicate), language (how you communicate), and the individual(s) involved.
There are, however, a few issues that tend to crop up for non-native speakers.
When someone moves abroad, they sometimes lose touch with their friends and
colleagues (Phillips et al., 2021). This is especially true if you are someone
who values relationships highly.
Making friends and settling into a new country when
you do not speak the language might be challenging. It is unavoidable if you do
not take the time to learn the language before you travel. By reading our
advice, you may learn a new language quickly and make the most of your stay
abroad. Before you depart, you should try to learn the language, at least to
the novice level. Moving to a new country will be simpler in every way.
To help the expatriate cope with the inevitable
cultural shock, I would alter the current process for international postings. I
would also offer language lessons to help the ex-pat integrate into life in the
host country. I would also try to help the ex-pat emotionally so they can
integrate into local society and feel at home in their new country.
QUESTION 7
Marriott International considers several internal
and external factors to ensure that an expatriate can carry out his or her
duties effectively: the level of support from the home office, the level of
support from the host office, the expat's motivation, and the expat's
familiarity with the host country. Assumes the ex-pat has a varied educational
and work history. While living as an ex-pat can be thrilling and
adrenaline-pumping, many people fail to realize how important it is to be
well-prepared. Expatriating is a process that requires much work, plenty of
research, and lots of careful planning, even if there will be some ups and
downs along the route. You should be prepared to face some difficulties
specific to ex-pat living. If you go into the situation prepared, you should
have no issue succeeding (Holtbrügge, 2021).
Know everything there is to know about your travel destination before you set
off.
More support for the expatriate from the home and
host offices would be provided if I were in charge of overseas assignments. In
addition, I would prioritize offering the expatriate better educational and
professional growth alternatives. It is crucial to consistently get in touch
with your immediate boss at work so that you may stay abreast of any crucial
advancements in your career. You should not let contact lapse after the initial
weeks or months of overseas job assignment. You should report if something is
causing problems in your personal or professional life. If you are having
issues at work, your productivity may likely drop. If you have issues at work,
do not be afraid to bring them up with your superiors. You may rest assured
that they will take the necessary precautions to ensure that your security as
an ex-pat professional is not jeopardized.
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QUESTION 8
In my capacity as the department head of human
resources, here are some steps I would take to ensure an employee was prepared
for a transfer to an international office: The foreigner could learn a lot from
the orientation and training I provide them on Fijian culture. I would ensure
the ex-pat gets proper language instruction in the local language to increase
the likelihood of their success there. I would set up team-building exercises
to assist the international employee in productively integrating into the
business. I would provide emotional and social support to ease the expat's
transition to life in a new country. Online knowledge portals can provide
content like information on a potential new location, places to live, a new
role, and travel logistics (including visa information) readily available and
customizable for employees. Human resources can also assign work that compels
employees to learn more about their new country and city, including research
into areas of interest they might not have considered. Cultural, linguistic,
safety, and security training should begin once a foreign assignment is
approved to help the expatriate adjust to their new home (at a minimum).
Depending on the individual's situation, training may also include information
about schools for children, medical services, and how to use health insurance
outside the home country. Once an ex-pat has settled into their new location
and begun positively impacting the organization, HR should regularly check in
with them (Despotovic et al., 2022).
Regular conversations or video conferences with your expatriate people are a
wonderful way to make them feel like they are still a part of the firm even
though they are working in a foreign country.
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References
Aljadir, D. O. Q., Petersson Berg, F., & Ullaghbaik, N.
(2022). Adaptation of IHRM practices during crises.
Chand, S. (2019). Current events in Fiji: an economy adrift
in the Pacific.
Despotovic, W. V., Hutchings, K., & McPhail, R. (2022).
Business, pleasure, or both?: motivations and changing motivation of
self-initiated expatriates. Journal of Management & Organization,
pp. 1–26.
Holtbrügge, D. (2021). Expatriates at the base of the
pyramid. Precarious employment or fortune in a foreign land? Journal of
Global Mobility: The Home of Expatriate Management Research.
Howe-Walsh, L., & Kirk, S. (2020). Self-initiated
expatriates and the role of international human resource management. In Self-Initiated
Expatriates in Context (pp. 195–213). Routledge.
Hutchings, K. (2021). Why we need to know more about
diversity among the globally mobile: a systematic literature review of
non-traditional expatriate research and future research agenda for minority
expatriates. Journal of Global Mobility: The Home of Expatriate
Management Research.
Huu, N. D. (2022). Information Systems In International Human
Resource Management (Ihrm)-An Overview. Webology (ISSN: 1735-188X), 19(2).
Maciel, A. C., de Vargas Mores, G., de Camargo Oliva, E.,
& de Miranda Kubo, E. K. (2019). International human resource management
for expatriation in early and late mover multinationals. Revista Gestão
Organizacional, 12(3).
Phillips, T., Taylor, J., Narain, E., & Chandler, P.
(2021). Selling authentic happiness: Indigenous wellbeing and romanticized
inequality in tourism advertising. Annals of Tourism Research, p. 87,
103115.
Rao, S. (2021). International Business Environment.
Himalaya Publishing House.
Wetere, A. (2019). An employer's perspective of the
living wage in Fiji, Tonga, and Marshall Islands: a thesis presented in partial
fulfillment of the requirements for the degree of Master of Business Studies in
Management at Massey University, Albany, New Zealand (Doctoral
dissertation, Massey University).
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