Kenworth Hotel - Corporate Social Responsibility, Codes of Conduct and International Labour Standards - Case Study Example

International HRM- Report Table of Contents Introduction 3 Part (i) 3 Requirement of CSR, s of conduct and ILO 3 Part (ii) 5 Consideration with regard to strategy, structure and HR Policy 5 Part (iii) 7 Overview of strategic process of appointment 7 Recruitment and selection 8 Training and Development 10 Pay and reward 11 Summary 11 Conclusion 12 References 13 Introduction In this age of economic downturn and extreme bargaining power of the customers, sustainability seems extremely tough. This is because; sustainability and competitive advantage of an organization might be attained only by maintaining proper relationship with the customers. Besides, relationships might enhance the reliability and consistency of the customers towards the brand or organization thereby amplifying its reputation and position in the market among others. Moreover, such type of position and loyalty might fascinate the management of any organization to penetrate into various international markets that may increase its profit margin and reputation as well (Adair, 2010, pp. 123-134). The purpose of this essay is to internalise the operations of Kenworth Hotel by opening a branch in Spain. In order to do so, the internal staffs need to be recruited in that international branch as manager or other executives so that the branch of Spain might be operated effectively as per the codes of conduct and ILO of the main branch of Kenworth. Part (i) Requirement of CSR, codes of conduct and ILO In this age of globalization and industrialization, the rate of inequity and inequality is increasing at a rapid pace in maximum extent of the multinational corporation. It is mainly due to the rise of neoliberalism and capitalism. As a result of which, the rules and regulations as well as the resources of the business or organization are utilised at the fullest extent. By doing so, the primary needs and rights of the employees get declined that leads to varied types of HR problems such as conflicts, clashes, strikes, lock outs etc. In addition to this, due to capitalism and globalization, the wages rates of the employees or labours are not maintained in an appropriate way (Beardwell & Claydon, 2010, pp. 134-156). As a result, the inner morale and confidence of the employees and labours is declining that might hinder their level of performance. Due to which, the profitability and productivity of the organization might get reduced that might also hamper its portfolio and brand image. Such type of discrepancies or HR problems might also arise in the newly opened branch of Kenworth Hotel in Spain. Therefore, in order to reduce the intensity of such type of problems, it’s extremely essential for the senior executives of the organization of Kenworth Hotel to analyse and understand the value and importance of corporate social responsibility (CSR) (Blake & et.al. 2011, pp. 223-234). This is because; this term helps to manage and control an organization in an effective way that may amplify its brand value and market share among other rival contenders. Other than this, CSR and codes of conduct of an organization helps to maintain the rules and regulations in an effective way in order to amplify its positioning and demand in the market. By doing so, the experienced and talented staffs might be retained within the organization for a longer period of time that may amplify its productivity. Not only this, if the employees get satisfied with the sort of remuneration offered then it might amplify the rate of motivation and trust (Blyton & et.al. 2011, pp. 245-256). Along with this, CSR also encourages the employees to present their inner desires in front of the management so as to fulfil them. By doing so, the commitment and devotion of the employees might get enhanced along with the reputation of the organization as well. So, CSR policies and codes of conduct are extremely essential for an organization in this age of globalization and capitalism (Blyton & Turnbull, 2004, pp. 267-278). Furthermore, the senior executives of the organization of Kenworth also need to understand the rules of international labour standards (ILO) so as to maintain them for long run. Moreover, the rules of ILO are also extremely essential for an organization like Kenworth desiring to expand in overseas markets. This is because; if the labours of the get dissatisfied with the rules and regulations of the organization of Kenworth, then it may not maintain its operations and functions in an effective way. Apart from this, proper maintenance of ILO standards helps an organization to reduce employment discriminations, eliminates the curse of child labour, forced labour etc. Thus, ILO standards help to increase the inner motivation and dedication of the labours towards their assigned tasks that may amplify their efficiency and confidence (Bolton & Houlihan, 2007, pp. 332-334). Due to which, the organization of Kenworth may not enhance its business position and image in the market among other rival contenders. In addition to proper maintenance of CSR, codes of conduct and ILO standards, the rate of interpersonal relationship with the employees or labours of the organization might not take place and the brand value may get amplified. As a result of which, the rate of attritions might get reduced significantly that might augment its dominance in the market. Therefore, from these above mentioned reasons, it might be clearly depicted that CSR, codes of conducts and ILO are extremely essential for maintenance of proper operations and functions of the organization like Kenworth. Part (ii) Consideration with regard to strategy, structure and HR Policy The strategies act as a catalyst in amplifying its portfolio and sustainability in the market among many other rival contenders. So, the strategies need to designed and implemented in such an effective way in order to amplify the reputation and portfolio of the organization in the market among others. Apart from this, the strategies need to be entirely aligned with the structure and HR policies of the organization so that, it might be effectively implemented. Similarly, the branch of Kenworth Hotel in Spain needs to be design the strategies as per their structures sand HR policies. Only then, the implemented and devised HR policies, strategies might prove effective for the amplification of the portfolio and reputation of the organization in the market among many other rival players. For example: the new branch of Kenworth might design single level structure so that the controlling power might retain within the hands of the manager or director of the organization. Along with this, the organization of Kenworth might implement varied types of strategies such as retention strategies, motivational strategies, employee relationship strategies, rewards strategies, HRD and training strategies etc. This is because; these strategies might help in improvement of the inner morale and confidence of the employees that may amplify their performance. However, it might possible only by implementation of the reward strategies within the organization. By doing so, the self esteem of the employees might get enhanced that may amplify their supremacy and dominance (Brown, 2007, pp. 432-445). Moreover, the level of relationship among the employees might also get enhanced to a significant extent thereby amplifying its reputation and portfolio in the market among many other rival players. This might enhance the retention level of the employees that may prove extremely effective for the organization. Thus, due to the implementation of these above mentioned strategies the profitability and productivity of the organization might get amplified in the market among others (Beck, 2003, pp. 356-367). Other than this, the organization of Kenworth might implement the strategies according to the human resource policies. For example: in order to attract the bright and talented staffs, the organization might implement performance related pay systems such as bonuses, mediclaim schemes, incentives etc. By doing so, varied types of experienced and skilled employees or individual might get motivated towards the organizational branch of Spain that may amplify its position and dominance in the market (Beardwell & Claydon, 2010, pp. 478-489). Moreover, recruitment of such type of talented staffs within the branch of Spain might facilitate the organizational management to develop varied types of inventive services for the customers so as to amplify its reliability and loyalty in the market. Not only this, the employees might become satisfied with their jobs that may increase their dedication or devotion level. As a result of which the quality of work might get enhanced, that may improve the brand value of the organization within the minds of its customers (Blake & et.al. 2011, pp. 512-523). In addition, presentation of proper culture and security within the organization is also extremely essential for an organization, operating in international markets. Only then, the organization might become successful in retention of diverse workforces of varied cultures and creeds for a long period of time (Blyton & Turnbull, 2004, pp. 434-445). BY doing so, the organization might amplify its brand image and prosperity in the market. Along with this, due to attainment of a strong position, the organization might easily penetrate into different developing and developed markets so as to increase its portfolio and customer bases. This strategy might prove extremely effective for any organization, so as to amplify its competitive advantage and sustainability in this age of aggressiveness. In addition to this, the organization might easily increase its operating income, net income and total revenue as compared to others (Claydon, 2003, pp. 278-289). However, all the above mentioned advantages might be achieved by a new entrant, only if it maintains a simple organizational structure. This means, all the strategies and policies of the organization need to be designed and maintained by a single individual. Only then, the rate of discrepancies or defaults might get reduced to a significant extent as compared to others (Collings & Wood, 2009, pp. 312-323). Thus, it might be clearly revealed from the above mentioned information and facts that the strategies and HR policies might be designed for the growth and retention of the employees. Part (iii) Overview of strategic process of appointment Strategic process of appointment is one of the most reputed processes of appointment. In this process, the management board or director of the organization appoints the most talented and suitable candidate for the organization. After selecting the list of candidates, they are then interviewed by another team of executives so as to judge their skills and talents. By doing so, the inner skills and experiences of the candidates might be accurately judged by the higher authorities of the organization (Coyle-Shapiro & et. al. 2004, pp. 623-634). This might facilitate them to analyse, whether the selected candidates are as per their requirements or not. So that the profitability and brand value of the organization might get enhanced in the market among others. Moreover, due to the recruitment of these talented staffs, the nature of services and product lines of the organization might get amplified to a significant extent that may improve its reputation and consistency in the market (Davidson & et. al. 2011, pp. 334-345). Other than this, as per strategic process, the employee prior recruitment might be well versed with the fridge benefits, HR policies, Mediclaim polices, remuneration benefits etc so that no conflicts might take place. Not only conflicts, the morale and self esteem of the employee might not get hindered in knowing about the HR polices, after recruitment. Moreover, the level of interpersonal relationship among the employees might also get enhanced to a considerable extent that may improve the productivity and efficiency of the organization among others (Edwards, 1985, pp. 734-744). In addition, utilising such type of strategic process of appointment, the level of coordination and communication of the employees with the management might also get enhanced to a significant extent that may prove worthy in future era. This is because in future age, the employee might participate in varied types of decision making processes with the management and may present his or her ideas and views. Such views might prove effective for the organization in amplifying its ranking and reliability in the market among other new entrants or competitors. Due to these underlining benefits, the organization of Kenworth of Spain might implement such type of appointment policies. Recruitment and selection In this age, human resource acts as the integral part of an organization. This is because; an organization may not run effectively, without human resources (Ritzer, 2011, pp. 435-445). Human resource helps an organization to develop varied types of inventive product and services that may amplify the productivity and brand image of the organization in the market among others. Apart from this, human resources help an organization to increase its portfolio and reputation in the market. However, in order to do so, the organization needs to be implement effective recruitment and selection policies (Robins, 2000, pp. 765-778). Only then, the organization might recruit the best employees that might amplify its brand value and market share. However, a new entrant like Kenworth Hotel might utilise both direct and indirect method of recruitment. In direct method, the organization might recruit or appoint the candidates directly from any sort of seminars, educational fairs, conventions etc. However, the appointment is mad only after vigorously communication and conversation about the inner skills and talents of the employees. Moreover, in such type of recruitment process, all the details of the organization such as HR policies, remuneration policies, fridge benefits etc are disclosed by the management in front of the employees so as to analyse their viewpoints and ideas (Ritzer, 2007, pp. 662-673). In addition to this, indirect method is also implemented by the organizations of this age. In indirect methods, advertisements are presented in the newspapers, radios, televisions etc so as to attract talented and skilled staffs. By doing so, varied types of skilled staffs get attracted and the organization might recruit the best one from a wide pool of candidates (Sims, 2002, pp. 423-434). Selection is also another important process of Human resource. Selection of the best candidate takes place only after completing varied types of steps such as reception, screening, application test, selection test, medical test, reference checks, hiring decisions etc. Once all these processes are compete, the selection of the best candidate takes place within the organization that may amplify its reputation and prosperity in the market. Training and Development Training and development is also two most important processes of Human resource of the organization in this age. This is because; it is the training that helps employees to enhance his or her inner skills and experiences that may be used in developing inventive products and services. Other than this, training also helps employees to improve its attitude and behaviours that may enhance the interpersonal relationship among the employees of the organization. By doing so, the level of communication and coordination among the employees might get enhanced resulting in amplification of the productivity and efficiency of the organization. In spite of this, an employee might help another one to resolve varied types of discrepancies that may help in development of innovative product or services. By doing so, the organization might become successful in satisfying the changing taste and preferences of the customers (Sims, 2002, pp. 867-889). This might help in improvement of the reliability and loyalty of the customers over the brand or organization that may improve its sustainability and competitive position in the market among many other contenders. Similarly, the organization of Kenworth might implement varied types of training and development programs such as induction, job rotation, seminars etc. In induction program, the organization might present the facility to getting well versed with the employees of one department with another. By doing so, the level of relationship and communication among the employees gets enhanced thereby amplifying the possibility of attainment of varied types of decisions. Other than this, by job rotation process, the employees are transferred from one job role to another in order to make him or her well adapted to that role. This helps the employee to amplify the inner skills and talents that may improve the efficiency and performance. Improvement of performance might help the employee to present better quality of work that may amplify the position and reputation of the organization in the market among others. Moreover, such type of job rotational training programs might enhance the attitude and behaviour of the employee as well. This is extremely essential for an employee to maintain a good relationship among all. Pay and reward In order to amplify the level of position and market share in a new international market, pay and reward system is the most important human resources strategies. So, the organization of Kenworth might implement the pay and reward system within its branch of Spain so as to motivate and attract a wide range of employees. Not only this, the existing employees might get motivated and devoted towards their assigned tasks and jobs that may amplify their level of performance. BY doing so, the employees might get satisfied with their job roles and try to present better quality of services. As a result of which, the customers might get satisfied and their level of reliability and trust might get enhanced to a significant extent among others. Due to which, the rate of switch over costs of the customers might get reduced that may amplify the scope of retention. As a result of which, the rate of profitability and consistency of the organization might get enhanced in the market among many other rival contenders. Other than this, by implementation of performance related pay systems, the self esteem employees of the organization might get enhanced that may amplify their commitment. This might prove effective in improving their level of efficiencies and quality of work. Summary The essay of Human resource management entirely highlights the importance of CSR, codes of conduct and ILO strategies for an organization. Along with this, it also depicts the effectiveness of implementing accurate HR policies and business or corporate strategies so the amplification of the growth and prosperity of the organization in the market among other rival players. Moreover, this essay also highlights the importance of recruitment and selection process for an organization of Kenworth in this age of competitiveness as well as the significance of training and development process for the employees. In addition, it also highlights the meaning of pay and rewards systems for the employees of an organization. Conclusion Conclusively, it might be stated that in order to attain competitive position and image in the market among others, CSR, codes of conduct and ILO policies are extremely effective. This is because; it might amplify the inner devotion and commitment of the employees resulting in amplification of their performance and quality of work. Apart from this, the organization of this age might also implement varied types of effective business level strategies in order to amplify its ranking and prosperity in the market. This might also help the organization to retain the experienced employees within the organization for longer period of time that may help in presentation of varied types of innovative products and services. BY doing so, the changing taste and preferences of the customers might get satisfied thereby amplifying their consistency and reliability over the brand to a significant extent among others. Other than this, in order to amplify the position and reputation in the market, the organization might recruit the best candidates that may amplify the profitability and effectiveness of the organization in the market. Other than this, pay and reward system might also be implemented within the organization so as to motivate and retain the employees for longer period of time. Moreover, such retention might help the organization in enhancement of its brand image and popularity in the market among other existing contenders. Hence, it might be stated that in order to develop a strong foothold, retention and recruitment of the best and experienced employees within the organization is extremely essential. References Adair, J. 2010. Effective Motivation: How to Get the Best Results From Everyone. New York: Cengage Learning. Beardwell, .J. & Claydon, T. 2010. Human Resource Management. London: Sage. Blake, S. & et.al. 2011. A Practical Approach to Alternative Dispute Resolution. London: Oxford. Blyton, P. & et.al. 2011. Reassessing the Employment Relationship. New York: Palgrave Macmillan. Blyton, P. & Turnbull, P. 2004 The Dynamics of Employee Relations, 3rd edition. London: Sage. Bolton, S. & Houlihan, M. 2007. Searching for the Human in Human Resource Management. New York: Palgrave. Brown, L, V. 2007. Psychology of Motivation. London: Springer. 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