Negotiation exercise to prepare an interview with the HRD - 10 preparation points template

Extract

[...] If it results successful, further engagements such as a permanent contract may be then concluded. How? If we opt for the first double-title function, some internal reorganisation has to be implemented so as to develop a proper Design Unit, properly detached from the Production Direction in order to change the way, instructions are being followed and making them start with the very Design Unit. On top of that, Mr Drouel and the HDO former assistant would need to meet and start working together on a starting project in order to evaluate their cooperation abilities. [...]

[...] This exclusive contribution would be both profitable to Mr Drouel's name and the company's image which would benefit from the Designer's modern and positive image. In terms of logistics, in both cases, we could assume agreeing on some hybrid working style as hiring Mr Drouel as a freelance worker, associating with the HDO former assistant, would allow to dispatch the work load and free the designer to manage his own agency on a regular basis as well. He would, this way, be entitled to work in Paris and in Milan part-time of the week. [...]

[...] Negotiation exercise to prepare an interview with the HRD - 10 preparation points template Who? We will first, define, the relationship table presented in this negotiation round. Fabiessi appears as a well-established and successful medium-sized Italian manufacturing company specialized in high-end kitchen equipment, and recently listed on the stock market for ten years, thanks to its ability to renew and modernize its products design. As a result, the company is known worldwide for its quality products over competitors and its brand's name is powerful. [...]

[...] His salary negotiation would level up to something between Pound4,000 and more than Pound7,000. However, he will have to find some personal and professional organization to balance these two activities in Milan and Paris. Concerning the stakeholders, we need to identify two main points within the company's organization: first, the HOD would be under the authority of the Production director which suggests that Mr Drouel would have to particularly follow and collaborate with his instructions. A second point lies into the fact that the HDO assistant who knows perfectly well the products and has been in the company for 13 years would take some interest into this position offer, as well. [...]

[...] If we focus on the motivations/objectives, we need to remind that Camille Drouel presents some personal values which are not completely in line with the company ones as he intends to develop a name of his while the company only favours the brand's notoriety. On top of that, the HDO former assistant may generate a negative atmosphere if the position was given to an external actor. What is more, Camille Drouel may appear as a risky projection as his design views and salary expectations may overcome the company's desires. [...]