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(HRM) Hotel Management | Assignment

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Added on  2020-04-01

(HRM) Hotel Management | Assignment

   Added on 2020-04-01

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Running Head: HRM: HOTEL MANAGEMENT 1HRM: Hotel ManagementStudent’s Name:Date
(HRM) Hotel Management | Assignment_1
HRM: HOTEL MANAGEMENT 2Question 1Ineffective practices used by the beachside hotel and their impacts Outside recruitment for new General ManagerOne of the ineffective practice used by Beachside Hotel is the application of outsiderecruitment method for the hotel manager. The hotel seems to take the workers and hire themfrom other hotels. It is inappropriate because a new General manager will not have a goodhistory of the hotel. Consider Joe in sunrise hotel. Joe started as a front manager in Sunrisehotel and advanced towards becoming the general manager. He has a good history,organizational culture of sunrise hotel and he is able to transform Sunrise hotel to a betterposition. The impact of outside recruitment especially in higher management position is that,the organization may lose customers because of a change resulted by a new general manager.The new employee takes time to learn the organization culture and adapt, therefore, the hotelmay be stagnant in development (Herman, Huang & Lam, 2013, p.763).Neglecting employee recognition of their performanceAnother ineffective practice is failing to recognize the employee performances whichin turn kills motivation in the hotel. A non-motivated environment is not conducive for work.Beachside hotel does not offer motivation to its employee. Nobody is concerned about thewelfare of the employee as the HR practitioner is concerned with recruiting new workers.The results of lacking motivation lead to employee turnover (Long, Ajagbe & Kowang, 2014,p.103)To beachside hotel, the average rate of tenure is too low compared to Sunrise hotel.beachside hotel rate is 3 months while for Sunrise it is 4 years. In fact, this is incomparable.Sending employees off and hiring others frequently, will affect the occupancy as well ascustomers will not get uniformity of service.
(HRM) Hotel Management | Assignment_2
HRM: HOTEL MANAGEMENT 3Operating without the policy guideThere is no policy guide in Beach guide hotel. A policy is the guide that directs theorganization on what to do and how to do it. If beachside hotel doesn’t have that policyguide, there is no future. Policies based on hiring or recruiting new employees, policies ofservice among others should be included in the guide. If beachside hotel does not have them,then it would not perform as Sunrise hotel is doing. For instance, Brian is not involved inhiring employees, the lady who does it has no manual on how to do it and no policies to guideher. Therefore, things are done carelessly, employee’s psychological contract broken and thehotel’s income is affected.Question 2Practices at the beachside hotel that could cause a staff member to launch a grievanceA staff member can launch a grievance against the hotel for late payments of theirsalaries. According to New Zealand employment rights, workers should be paid the agreedwages or the remuneration fees. Failure to which, a worker is allowed to launch a grievanceagainst the company. The grievance can be launched on the basis of breaking the agreedterms and conditions of service in the hotel. Another grievance can be laid based on firing the staff members. There is a recordwhere the company hires new employees after either firing the existing ones on the basis ofperformance or due to employee turnover (Hausknecht & Holwerda, 2013, p.210). However,if the process for firing an employee is not carried on as legally expected. The staff membercan raise a grievance based on that. The reason is because, an abrupt firing of an employeeresults to a bad experience to the party involved because of no preparation throughcommunication and procedural approaches to denouncing of someone’s services.
(HRM) Hotel Management | Assignment_3

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