本文主要講述選擇國際化企業的好處，在這種背景下，國際化企業將產生更大的複興效應。因此，可能會有許多附帶的好處。員工的工作效率可能會提高。國際企業在國內市場受到消費者的好評。國際業務範圍，服務和產品提供可能有助於給里爾登整容時，說到營銷。當里爾登成為一家跨國企業時，與行業酒店領導者的其他合作和共同努力將會得到改善。即使是英國的消費者也可能更喜歡從一家主要從事出口業務的公司購買產品。公司在國內市場的良好意願因此上升。本篇論文代寫文章由英國論文人EducationRen教育網整理，供大家參考閱讀。
In this context, an internationalization venture would have more of a revival effect. There could be many spin off incidental benefits therefore. Employee productivity could improve. International businesses are perceived well by consumers in the domestic market. The international business range, services and products offers could help give Reardon a face lift when it comes to marketing. Other collaborations and joint efforts with industry hotel leaders would improve when Reardon becomes a multinational venture. Even consumers within the United Kingdom would probably prefer to buy products from a company that is involved majorly in exports. The good will of the company in the internal market hence goes up.
In terms of choice of MNC, Reardon is going to be a foreign affiliate-subsidiary structure that would adopt an ethnocentric form of HR staffing and management. The foreign affiliate structure is one where Reardon could act as an incorporated enterprise with the new acquisition being a subsidiary of the hotel. The company wants to develop overseas operations with domestic staff only, but managed by a Hotel manager from UK. This would ensure that there is a collaboration of the UK staff base, and the domestic staff in the rural Spain Hotel. A familiarity of values from the UK is hence brought to the hotel chain.
Global HRM integration would enable Reardon to have more control and coordinated efforts with its foreign subsidiary. It would be able to transfer its standards and best practices to the subsidiaries. Now in the context of Global HRM integration, it is necessary to understand both parent practices in the United Kingdom, and the local situation in Spain. An ethnocentric staffing is being done in the new hotel. An ethnocentric staffing is one where local staff would remain at the Hotel as in the case of the Spain hotel, but some of the more important positions within the hotel are occupied by expatriates from foreign countries. Expatriates such as the Hotel manager to be hired from UK are believed to bring the common interests and best practices from the home base. Now in the home base, Reardon does have many favourable HR practices that could be transferred to the new hotel if HR integration is achieved.
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