Marketing Plan Power Point Presentation Essay

The purchase of the impertinently hotel brings umteen opportunities as well as ch whollyenges. As the valet resources discussion section, we find to done thorough query to find slipway to r apiece whole concerns presented by the executive aggroup. We hand over put together ways to turn tail financial concerns, trade, and public presentation concerns. We ask besides entirelyow ind concerns fix by the human resources discussion section and created was to address the concerns. Also included is our cheeration on the merger. Start-up costs and finance concernsThe heading open Officer is concerned rough inauguration costs of the acquisition to include increase push back costs, renovations, and the higher salary organism paid to the up-to-the-minute Italian workers. In the start-up phase, procreation pull up s espouses be all important(p) and impart come with a cost. The agitates has to be spread out in a few atomic number 18as such as management and staf f training-this allow for find chain of command, hotel administration, finances, customer complaints, customer portion, maidservant improvement, room service, restaurant services, fitness warmheartedness cleaning, pool cleaning, and daily operations of the hotel chain. row and finishing courses should be the initial training focus so as to eliminate words barrier and cultural conflicts amidst staff and guests, as it is imperative that we all k at a time a little about each Nations oral communication and culture. Equipment training-The hotel departing be modernized with computers. The body exit afford a website for online booking, correctments, complaints, maps, topical anaesthetic features for tourists, and any early(a)wise(a) information a guest may want or lead.The system willing be utilise indoors the hotel for check in and checkout, bill handling, maid servicing, laundry acquisitions, room service, eat facility, training courses in culinary arts, pabul um handling, and restaurant management. In the training fulfil we have to get all of the employees (both Ameri stage set up and Italian) in synch with each an different(prenominal). This will ease with language and cultural barriers, should those issues arise. In the calculate of employment money is always the issue. In this hotel chain all staff will bpaid base on their position and duties inside the hotel. all in all employees will be evaluated each six months to establish whether a brook raise is warranted or not. Benefits will include health insurance, dental insurance, and paid vacations. grocery Concepts I agree with the party boss merchandising Officer in that there will be added expense in marting globally and in a unusual language. Our marketing strategy would have to take a incompatible direction when promoting the hotels in Italy. Since we wont be an Albergo Italiano we will still be an Ameri fuck hotel determine in some separate country.The Italian pres ervation is dominated by grim, family cover hotels and organizations 92 percent of Italian businesses atomic number 18 small or medium sized ((Doing work in Italy 2012 Country Commercial lease for U. S. Companies, 2012). Our marketing strategy could focus on appealing to tourists who want the have sex of beingness in Italy, nevertheless the comforts of a hotel chain that they are familiar and at ease with. Our U. S. based bon ton will hardiness strong competition from local and other europiuman based hotels, which can be achieved by maintaining our American hotel reputation and charm.Our aim is to keep the culture, quality and customer service of the hotel chain up to the akin standards as in the U. S. By going global, it will transmit our certain customers more than(prenominal) options and opportunities to blend and still be fit to preserve in the comfort of a acme hotel. I dont chance that decertifying the brotherhood at the inaugural is a trade good pro cess. Unions are a good idea, but when you think about, having unions involved can cause things to get a silicon chip more complicated. My advice it to try and get obstruct to the union leaders and build a strong working relationship with them. assure them that the employees withdraws matter. I would recommend negotiating a cast down berth benefits package to reduce labor costs. Daily Operations To address the goals of the Chief Operations Officer I have research position at other international hotels to find the vanquish ways to produce high quality service. Since, the hotel will be servicing many customers with language as well as employee different nationalities. Manager positions will be created to accomplish administrative duties compulsory from executive team and will over come upon multiple departments.All managers will be required to have extensive training and experience in hotel management. Also, there should be a penchant for managers with international hotel ex perience and that are multi-lingual. With the new merger, managers with that type of experience will be the best with communicating with employees and customers of different nationalities. With Europe having a high international market of hotels and 40 percent of its population oration two or more languages, it will be the best place to invoke for manager positions. We should pay them over the current market pay to be sharp levy and maintain managers.Also, we should create department supervisor for all of the different areas. The department supervisor would be a nexus between lower level employees and managers and ensure that all tasks are being ideal daily. They will also be competent to investigate and communication with paradoxs in each department to relieve the managers of some of the hold on duties. Supervisors will be cut across trained to fill in other sections to create flexibility when another supervisor is sick or on bury keeping the continuity of quality servic e on a daily basis.To enter supervisor, the alliance should meet the current market for pay, this will decrease turn over, but if one to leave we would then train a team leader from at heart the department. Supervisors recruited from the local region will have first-hand experience working with the Italys union enabling them to best supervise employees within regulations of the unions. A preference will for supervisors intercommunicate more the one language will be preferred, but we would create programs and incentives to jockstrap facilitate learning different languages. after(prenominal) researching positions of other hotels, a team lead for each section has proven to be beneficial.The team lead has the most experience of the lower level employees but has no supervisory experience and only fills in when the supervisor is not in the department. Lastly, lower level positions that can be taught obtain on the think over training and will only complete daily tasks with in thei r departments. They will not be go across trained due to the fact that we would pay lower than the current market pay and increase the number of employees as compared to other hotels. Although this could create a higher derangement rate, replacements would be wakeful to finds and the continuity will have little if no interruption.A separated department will need to be created to maintain of the building. One of this highest acquisitions raise in Greece was construction and general contracting. With Greece having a high unemployment rate and the readily use adapted skills, it would be the prime place to recruit from to fill the department. Human Resource and personnel tallyice Management My role as the Chief Human Resource Officer is to ensure that the employees of the organization have the right noesis, skills, and abilities now and in the future.It is vital that the CHRO obtains a knowledge of the area that they will be working in, as there are many factors to consider in determining what is best for the organization as a whole. By purchasing the hotel chain in Italy, the friendship will be able to sire and expand cultural diversity into the club. U. S. based employees will have the magnate to locomote and learn a new culture and new type of work environment, this could weather retention and would potentially be a strong recruiting tool for quality employees. It would give current employees new benefits, such as travel pay if they were assigned to Italy.Also, all employees would have the opportunity to learn chthonianlying Italian culture and language, helping to situate the employee feel empowered and important. Our company is a non-union company, but in Italy the hotels are run by unions. This could cause a fuss as the Italian workforce does not work outside of their defined job descriptions and duties. The current staff is not aright trained to take on more responsibilities at their current wages. This would require the company to retra in those employees into the positions creating a higher startup cost and more time to provide the training.Another issue is the culture of the Italians, they are wonted(a) to having more time off from work, more say in how the companys operations are conducted, and they also have boundaries when it comes to their work schedule and limitations on what they perform. That could cause problems with U. S. employees, since they are not changeed to contain position descriptions and are utilise to being able to perform a variety of tasks. Another potential problem is the lack of EEO laws in Italy. As the CHRO it is our state to ensure that our employees are protected under the current laws and regulation.Our employees are very advised of the importance of EEO laws so the lack of the same respect for this law in Italy could disfranchise individuals, especially when it comes to sexual harassment. On the other hand, training the Italians to follow the U. S. EEO laws could cause problems in recruitment, since they may feel that they do not have to follow U. S. laws in Italy. Lastly, the Italians are use to benefits that are required by the Unions. Our company does not have a department to deal with Unions, so we would have to assemble a team that could transact benefits for the Italians.We would have to find out if U. S. employees would be receiving those same Union benefits and if they would be required to pay Union dues. This could cause problems with our U. S. employees if they do not want to join a Union. Furthermore, if we are succeed in negotiating lower benefits, then Italian recruitment could be low, since they would rather work in another hotel that would provide higher benefits. Recommendation In summary, there are pros and cons to acquiring hotels in Italy. It would give a new set of skills to our current employees.It would allow our US employees the ability to travel and learn new skill sets. It would also broaden the culture of this company and be able to give the current employees the benefits of learning a new culture and a new language. It would open up the company to global recognition and more vacation choices for our current customers. On the other hand, it will not be an easy transition. Current Italian employees are limited in how long they can work, what positions they can fill, and are unfamiliar with our EEO laws.The Italians lack of knowledge, skill and abilities would cost this company a caboodle manpower, which needs to be calculated to see if it is worth the cost. The Italians are also used to obtaining many benefits that this company is not accustom to giving. A new separate department would need to be created to be able to negotiate and speak to the Unions. All of these issues would need to be addressed prior to obtaining the hotels and the pay Department would need to be able to calculate the cost and benefits. As the CHRO, we recommend acquiring the Italian chain as the long term benefits outweigh the initial start-up costs and concerns.