Read the case incident "Boss, I Think We Have a Problem". Then, answer following questions:
Question 1: What are some international HR mistakes that Mr. Fisher has made?
Question 2: How would you have gone about hiring a European sales manager? Why?
Question 3: What would you do now if you were Mr. Fisher?
Case Scenario:
Central steel door corporation has been in business for about 20 years, successfully selling a line of steel industrial-grade doors, as well as the hardware and fittings required for them. Focusing mainly in the United States and Canada, the company had gradually increased its presence from the New York City area, first into New England and then down the Atlantic coast, then through the mid west and west, and finally into Canada. The company’s basic expansion strategy was always the same: choose an area, choose a distribution center, hire a regional sales manager, and then let that regional sales manager help staff the distribution center and hire local sales reps.
Unfortunately, the company’s traditional success in finding sales help has not extended to its overseas operations. With the introduction of the new European currency, Mel Fisher, president of central steel door, decided to expand its company abroad, into Europe. However, the expansion has not gone smoothly at all. He tried for two weeks to find a sales manager by advertising in the International Herald Tribune, which is read by businesspeople in Europe and by American expatriates living and working in Europe. Although the ads placed in the tribune also run for about a month in the tribune’s internet web site, Mr. Fisher so far has received only five applications. One came from a possible viable candidate, whereas, four came from candidates whom Mr. Fisher refer as “lost souls”- people who seem to have spent most of their time traveling restlessly from country to country sipping espresso in sidewalk cafes. When asked what he had done for the last 3years, one told Mr. Fisher he had been on a “walk about”
Other aspects of his international HR activities have been equally problematic. Fisher alienated two of his US sales managers by sending them to Europe to temporarily run the European operations, but neglecting to work out a compensation package that would cover their relatively high living expenses in Germany and Belgium. One ended up spending the better part of the year, and Mr. Fisher was rudely surprised to be informed by the Belgian government that his sales manager owed thousands of dollars in local taxes. The managers had hired about 10 local people to staff each of the two distribution centers. However without full-time local European sales managers, the level of sales was disappointing, so fisher decided to fire about half the distribution center employees. That’s when he got an emergency phone call from his temporary sales manager in Germany: “I’ve just been told that all these employees should have had written employment agreements and that in any case we can’t fire anyone without at least1year’s notice, and the local authorities here are really up in arms. Boss, I think we have a problem.”