Global Human Resources

Running head: GLOBAL HUMAN RESOURCES
Global human resources

GLOBAL HUMAN RESOURCES 2
Table of Contents
Introduction......................................................................................................................................3
Case study........................................................................................................................................3
Case study: Expatriates selection process in Hilton hotel, Australia...........................................3
Case study: Training....................................................................................................................4
Recruitment......................................................................................................................................5
Selection Methods...........................................................................................................................6
Approaches to Staffing....................................................................................................................8
Performance Appraisal..................................................................................................................10
Training..........................................................................................................................................12
Conclusion.....................................................................................................................................15
References......................................................................................................................................17

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Introduction
This report discusses the cases study of Hilton hotel related to issue in expatriate’s selection
processes.It describes the competence, soft skills needed, and selection processes. It also
evaluates the performance management criteria, the role of training (development) and
compensation. This report also describes different factors that Hilton hotel should consider in
evaluating expatriate and international staff selection.
Case study
In thecase of Hilton hotel, the task of selection comes from domestic corporation either by line
executive or HR with feasible entailment related to central department. These people have
usually no specific international experience hence, should not focus on dimension of culture
during the selection procedure. The selection criteria are primarily practiced by Hilton hotel as
per the professional and technical competencies. Along with this, cross-cultural skills are
essential apart from professional skills (Chan, Ye &Xu, 2016). For Hilton hotel, the selection
techniques are employed for assessing the competencies of applicants. These selection
techniques are references, interview, and background of workforces. The casual selection process
is highly emphasized on individual contacts with link of selectors. An interview can be highly
practiced for confirming the selected category. This company does not use any type related to
formal assessment of evaluating the cross-cultural and relational competency of applicants. But,
Hilton hotel is keen to enhance their selection procedures in near future by initiating the
structured techniques in selection procedure (Magnini, & Simon, 2016).
Case study: Expatriates selection process in Hilton hotel, Australia
Hilton hotel is based in Australia that provides different food products and services to the
company. The company has a large number of expatriates, and also different Australian working

GLOBAL HUMAN RESOURCES 4
in overseas. Hilton has developed a formal selection procedure to employees for its overseas
positions (Sharma, Tam, Kim, Zhan, & Su, 2018).
Selection Criteria
In spite of selecting the applicants who are only eager towards overseas task as well as, who have
technical competencies for performing accountabilities, Hilton hotel is focusing on applicants
who have personality characteristics like empathy, their competency for adapting the different
conditions, their competency to communicate with other and the support of family is required for
succeeding in abroad tasks (Sun, Law, &Schuckert, 2018).
Selection Methods:
 To choose applicants for abroad tasks, Hilton hotel conducted the survey on applicants
regarding their positions, culture of nation and its market.
 When there is any uncertainty regarding whether applicants can create adjustments, a
consulting company can be recruited to advance evaluate whether applicant has an
effective competency to attain in the abroad tasks.
 When applicants attain the interview in the Hilton hotel then, a 360-degree feedback
survey where peers ask to top authority regarding the weaknesses with strength can be
applied for evaluating their competencies and skills.
 When the local managers address that applicant is acceptable and the applicant with
contribution from family could be accepted or rejected to position (Vellas, 2016).
The given below factors considered in addressing the solution of the case study:
Case study: Training
Pre-departure training at Hilton hotel, Australia