Club Med (B) Case Study
Answers to Club Med (B) Case Study 1) Are there problems in the recruitment process? Why? What are your recommendations?
Club Med, by understanding the case, is considered an high potentially turnover company, since it’s natural characteristics on type of business, and also, type of framework, mainly focused on person specifications, extremely dated on time.
Having considered these aspects, it seems obvious to the reader that Club Med is wrongly approaching the recruitment process, as a whole, consequentially affecting the company’s business on GO’s work condition. In order to clearly structure the recruitment problem, we’ve decided to split the global problem in several urgent issues to solve, being them, the selecting process, the explaining work conditions process, non-existence of training module, the overlapping of GO’s recruits, and the specific framework used on recruiting.
Selecting Process
As understood, Jacky, in Club Med is receiving around 10.000 CV’s or résumés in response to the ads posted. Very briefly, we have to consider that, due to some conflicts, represented by the quitters or fired GO’s comments, Med Club isn’t always, recruiting the best oriented to that type of work-style people. They advertise it as being an adventure, and not only a work. Indeed, as we will understand by the following aspects, the selection problem is directly related with the approach of the market, and by having the wrong type of exigency when choosing the right GO’s.
Explaining Work Conditions
“It is not a work, it is an adventure”. This is the main idea passed to the global interested people in GO’s position at Club Med. In fact, considering some of the comments made by chiefs and quitting GO’s, we can assume that something is wrong explained, because many GO’s aren’t perceiving their work, properly as an adventure, but more as a really tough work, which compensations, for instance, the usage of sports equipment on free time, don’t help at all, since GO’s
Club Med, by understanding the case, is considered an high potentially turnover company, since it’s natural characteristics on type of business, and also, type of framework, mainly focused on person specifications, extremely dated on time.
Having considered these aspects, it seems obvious to the reader that Club Med is wrongly approaching the recruitment process, as a whole, consequentially affecting the company’s business on GO’s work condition. In order to clearly structure the recruitment problem, we’ve decided to split the global problem in several urgent issues to solve, being them, the selecting process, the explaining work conditions process, non-existence of training module, the overlapping of GO’s recruits, and the specific framework used on recruiting.
Selecting Process
As understood, Jacky, in Club Med is receiving around 10.000 CV’s or résumés in response to the ads posted. Very briefly, we have to consider that, due to some conflicts, represented by the quitters or fired GO’s comments, Med Club isn’t always, recruiting the best oriented to that type of work-style people. They advertise it as being an adventure, and not only a work. Indeed, as we will understand by the following aspects, the selection problem is directly related with the approach of the market, and by having the wrong type of exigency when choosing the right GO’s.
Explaining Work Conditions
“It is not a work, it is an adventure”. This is the main idea passed to the global interested people in GO’s position at Club Med. In fact, considering some of the comments made by chiefs and quitting GO’s, we can assume that something is wrong explained, because many GO’s aren’t perceiving their work, properly as an adventure, but more as a really tough work, which compensations, for instance, the usage of sports equipment on free time, don’t help at all, since GO’s