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HR prospective and Practices for Employees Satisfaction : Report

   

Added on  2020-07-22

15 Pages4617 Words64 Views
CASE STUDY

Executive SummaryThe present report is based on understanding HR prospective and practices foremployees' satisfaction. However, significance of Employment Law and HR practices areintroduced to reduce employees' turnover ratio for East Bay entity. Including this, contrast ofhuman resource management and strategic HRM is described that affects employees'performance. In addition to this, HR policy and its implementation is determined for recruitingnew workers and creating effective environment at workplace. However, different practices andlegislation are provided by staff motivation through this case study. Therefore, differentrecommendations are provided to solve case study of East Bay regarding employees' satisfactionand their protection.

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................41) Current situation of the company............................................................................................42) Business problem....................................................................................................................41 HUMAN RESOURCE MANAGEMENT....................................................................................41) Human resource management (HRM) policies......................................................................42) Importance of Strategic Human Resource Management (SHRM).........................................53) Human Resource Management and Strategic Human Resource Management......................52 RECOMMENDED HR POLICY ................................................................................................61) Formal Employee Induction Programme................................................................................62) Employee Recruitment...........................................................................................................73) Employee Talent Management...............................................................................................74) Analysis of Talent Management Programme.........................................................................75) Employment Law....................................................................................................................83 EMPLOYEE DISSATISFACTIONS...........................................................................................81) Employee turnover..................................................................................................................84 PSYCHOLOGICAL CONTRACT...............................................................................................81) Competitive Pay......................................................................................................................92) Fringe Benefits........................................................................................................................93) Staff Training..........................................................................................................................94) Job Security...........................................................................................................................105 BENEFITS ASSOCIATED WITH INCREASED STAFF MOTIVATION.............................106 CHANGE TO CORPORATE STRUCTURE............................................................................10CONCLUSION..............................................................................................................................11REFERENCE.................................................................................................................................12

INTRODUCTION1) Current situation of the companyIn recent time, East Bay; a coastal resort of Hongkong is struggling to attract visitors andeconomic crises. Due to this reason, it converted into receivership in which custodialresponsibility for property of others transfers to receiver. It is helpful to reduce remedy offinancial issue and creating balance of the entity. However, in the present case study, receiver isplanning to improve organisation's performance and reducing issues for proper management andimprovement effectively. In this regard, different HR practices and policies are to be describedfor employees' protection and reducing large scale of turnover Alfes and et.al., (2013). Includingthis, various strategies are to be introduced for improvement in working efficiency of staff and soon. Along with this, benefits to increase staff motivation and changing corporate culture can beexplained through this assignment.Management group is going to conduct interview with three general managers related toreceivership of entity and implementing strategies for recovery of organisation. However, for thepurpose to run hotel entity more efficiently and developing its operations, different tools are tobe used. Including this, recruitment of new applicants and improving hotel entity's qualityservices effectively. 2) Business problemEast Bay is facing problem of high turnover of employees and lack of fund to operatefurther operations. Therefore, it got receivership because of decreasing in providing services anddeclining profit in all of its three hotels. In this regard, East Bay council get succeed to attractgrants for building new purpose-built and, state of art but it was considered to too late(Armstrong and Taylor, 2014). However, due to declining sales and decreasing in profit, Jackadmitted defeat and put his organisation into receivership.1 HUMAN RESOURCE MANAGEMENT1) Human resource management (HRM) policiesUnder these policies, varieties to rules and regulations are presented to manageemployees and guidelines for supervisors and manager of the entity. As per the given casescenario, it is recognised that the employees' turnover rate was at increasing at high level. It isbecause of mismanagement and lack of interest towards work performance Birasnav, (2014).

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