1500w HRM - assignment 2 of mgb314 PDF

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IMPROVING HOTELSTARLACS HUMANRESOURCES TALENTMANAGAMENTSYSTEM CASEMGB214 Introducing People Management and AnalyticsTutor: Courtney SmithWord count: 2017 words1 IntroductionAccording to Julie Beardwell and Amanda Thompson (2008), human resource management (HRM) has been playing an essential role in ...

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Tutor: Courtney Smith Word count: 2017 words

IMPROVING HOTEL STARLACS HUMAN RESOURCES TALENT MANAGAMENT SYSTEM CASE MGB214 Introducing People Management and Analytics

1 Introduction According to Julie Beardwell and Amanda Thompson (2008), human resource management (HRM) has been playing an essential role in the management of employment in various types of market economies in the world. As a result, it is necessary to understand the human resource management system of each corporation to access the productive performance of one company. This essay focuses on an extensive range functions of human resource management of Hotel Starlac, which is an independent and small hotel with 5-star title, located in Geneva, Switzerland. By researching this prestigious hotel in Switzerland, readers could comprehend its HRM policies as well as its strategies to gain high satisfaction from both customers as well as employees.

2 Analysis of HR Functions There is a wide range of human resource functions within an organisation. This section focuses on some main features of HRM with analysing the circumstances of Hotel Starlac to comprehend its specific strategies in human resource management.

2.1 Recruitment and Selection In this case of Hotel Starlac, according to its own recruiting strategies and assessment from the employee working directly in this corporation, it can be easily seen that the recruitment and selection activity of Hotel Starlac was not quite efficient and effective. To enhance the efficiency of recruitment and selection, it is recommended that the HR team of each organisation should follow the recruitment process, which is demonstrated below. However, according to the interview with staff of Hotel Starlac, the process of recruitment and selection lacks several steps, which has impacted on the quality of its human resources as well as satisfaction from its employees. The method of pre-selecting applicants before doing an interview is using graphology in analysing the handwriting of its candidates quite offers mixed results. According to The British Institute of Graphologists (BIG), graphology is a blend of art and science, which measures the structure and movement of written form. As argued by Patrica Field, a UK consultant graphologist, it is possible to assess intelligence as well as aptitude and attitude of one person through his handwriting. In 1988, The Wall Street Journal published that around 80 per cent of the fastest growing companies used graphology method as one of the main parts in their HR procedures in Western Europe. However, in case of recruitment and selection, it is better to combine this method with other methods such as psychometric in findings potential candidate for one company, as argued by BIG. However, that is likely a shortage of Starlac by using only graphology method in the recruitment process. The second problem is about the interview candidate through the phone rather than a face-to-face option. According to the study of Melinda C. Blackman (2002), his result showed that the face-to-face format generated a remarkably higher level of self-interviewer as well as peer-interviewer agreement about the personality traits of applicants in comparison with the telephone interview. As a result, by using the telephone for interviewing the

employees in Starlac Hotel, even with some questions which were not related to the job, it would impact on the result of recruitment process of this large hotel. Moreover, it was the drawback of the interviewer, says the bar manager, when ending the interview without giving job descriptions as well as the benefit and responsibilities that candidate should have. It cannot be denied that job description and job specification are essential documents which determine whether the recruitment process is successful or not. Without proving this data, the employee cannot comprehend as well as meet the requirement of their job responsibilities in a company.

(Tutorialspoints, 2019) For example, Burt et al. (2010) had reported the result of three studies which evaluated the use of photographs in recruitment in New Zealand. It is showed that more applicants were likely to be attracted by recruitment advertisements using pictures rather than traditional ways. This means the type of photograph is essential in the recruiting system, which each organisation could consider when designing a strategy for recruitment. From that point of view, it is necessary for Starlac Hotel to overcome the current situation by improving its recruitment and selection strategies. Firstly, this large hotel should offer a flexible work schedule for its employee to enhance their productivities as well as satisfying their benefit. While in the case study, an employee Isabelle had to work in night shift for an entire month by replacing the bar manager's work time. As a result, it is better to offer options for staff to a suitable shift schedule, which could help a corporation to receive more job applicant as well as generating satisfaction of employee for working conditions.

2.2 Performance Management and Rewards Management According to Aguinis and Pierce (2008), performance management is defined as "the continuous process of identifying, measuring and developing the performance of individuals and teams with strategic goals of the organisation". The table below demonstrates a typical performance management system. In the case of Starlac Hotel, it can be quickly realised that this Hotel did not follow some necessary steps in the performance management system, in general.

For the term of efficient method that the head of the department, says Carla and her husband as a general manager, Steffen, they have a conversation with each staff member to get feedback and self-assessment. Because they believed that this was one of the crucial things for employee well-being, however, there were still some drawbacks that the CEO of Starlac Hotel should deal with to have more efficient performance management as well as reward management, which could be illustrated below. Firstly, during the time working in Starlac Hotel, its employee could not understand the objectives of its organisation as well as their responsibilities to meet the requirements from Starlac by not providing usual orientation lesson to its staff. Secondly, by abusing power in managing the team, the bar manager of Starlac Hotel ignored the devotion of his employee as well as could not gain the satisfaction from his staff. As a result, it is challenging to keep them continue working in Starlac Hotel, and moreover, it could make this group waste time and increase the cost for making recruitment and selection process again. For example, Goffee and Jones (2006) provide an outstanding model of leadership in performance management. They met Marcia, a supervisor in a large New York office who could understand as well as reading people from different cultures. As a result, a leader is one of the main required factors in managing the performance of employees.

(Torrington, 2017) From those perspectives above, even the CEO of this hotel had some unique strategies to increase the working conditions as well as making decisions based on its staff, and there were still some urgent issues that CEO of Starlac Hotel should cope with. The first solution is having a precise orientation program for its employees to realise the group objective and individual objectives. By offering this program, the staff could understand what they should do and complete tasks to meet requirements. Besides, by delegating the power to a specific department, the board of director should have annual meetings to each department to realise the current circumstance or deal with any problem that lower employees are facing. In the case of reward management, according to Armstrong and Brown (2009), there are four main factors in the reward strategy of an organisation. While a statement of

intentions is the first element, the idea of the rationale is the second one. The next factor is an explanation of guiding principles to have ethical values such as equal treatment between men and women. The final component is an implementation plan, which set out the standard of receiving rewards from an organisation. There are several types of reward that an organisation could offer for its employee, which could be shown in the Table below.

(Armstrong et al., 2001, “Categories of Rewards”.) In the case of Starlac Hotel, it cannot be denied the bonuses and incentives, as well as other benefits and perks, are offered to its staff. This could result in the loyalty of employee in Starlac Hotel, such as most people have been working there for over 30 years or only ten employees have been there for less than three years. However, there was still the abuse power from the bar manager who ignored the contribution from his staff. As a result, it could make those employees get challenging to continue working there because of unfairness that the manager generated. Taking Apple Inc as an example, according to its annual report, this giant technological corporation offers several benefits and perks to their employee, which account a remarkable rate of 25 percent on the base salary in 2016. However, there are still some negative sides in their reward management systems, such as long working hours and high level of stress. From those issues above, to compete with the local competitor in owning intelligent employees, Starlac Hotel should have a clear strategy for reward management. Besides, there should be a third department who has the authority to assess the performance of each staff rather than only relying on the feedback from the manager. Besides, by giving rewards for an employee who has contributed remarkably to the production of the company, Starlac Hotel could help engage its current workforce. By doing this way, such as bonuses or giving rewards wit hitting specific KPI, it would improve the retention rate, which would have a positive impact on the recruitment process. Besides, giving clear job descriptions to its staff is one of the vital things that Starlac Hotel should consider. By giving candidates the

information that they need to comprehend job duties and other requirements, this could help Starlac be easier in recruiting process and finding out potential applicants.

2.3 Training and Development According to Derek Torrington (1994), by giving training and national framework of the development program, this would help employees to rely on as well as trying to receive the educational and training system in one organisation. As argued by Dressler (2003), there are five main steps of the training and development process for any organisation. The first step is completing "needs analysis" to identify the vital skills for its employees, whereas the second step involves planning the training program. The next step is related to the validation which the company can be able to confirm the training program, and the implementation of the program is the fourth step. Training evaluation is the final step in his framework. In the case of Starlac Hotel, there were some innovations in the training and development process. According to the board of director, by creating the revenue management system (RMS) and customer relationship management (CRM), this giant corporation offered a "train-the-trainer" program monthly. However, as argued by those employees, they never believed that CRM system could improve anything. As a result, it is necessary for Starlac Hotel to generate a suitable program for its staff to reduce the labour cost as well as increasing much more efficiency. For instance, Google which is one of the biggest companies which is listed in top 5 the most brand value in the world in 2017 according to Forbes, this giant corporation has launched the idea of microlearning, which is a cost-effective approach to train their employees. To have a successful training and development process in this hotel, the board of director should build a clear plan for training program each term to support their staff. Besides, after a training and development process, it is necessary to have self-assessment for each employee to receive their feedback as well as their own opinions of these sessions.

3 Recommendation There are some main functions of human resource, including recruitment and selection, performance management and reward management, training and development. In case of Starlac Hotel, while they should offer a precise planning as well as job description during the recruitment and selection process, this corporation should consider the assessment for each employee through their performance as well as giving reward for those who have the best result contributing to the company. Besides, training and development their staff is playing an essential role in enhancing the financial circumstance as well as the brand value of a firm. As a result, they should focus on offering several training courses efficiently as well as assessing their performance after those sessions.

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