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DHM603 - human resources management | diploma in Hotel management

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Added on  2019-10-30

DHM603 - human resources management | diploma in Hotel management

   Added on 2019-10-30

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Running head: HRM PRACTICES OF BEACHSIDE HOTEL HRM Practices of Beachside HotelName of the StudentName of the UniversityAuthor note
DHM603 - human resources management | diploma in Hotel management_1
1HRM PRACTICES OF BEACHSIDE HOTEL Table of ContentsAnswer 1..........................................................................................................................................1Answer 2..........................................................................................................................................1Answer 3..........................................................................................................................................2Answer 4..........................................................................................................................................3Answer 5..........................................................................................................................................3References........................................................................................................................................5
DHM603 - human resources management | diploma in Hotel management_2
2HRM PRACTICES OF BEACHSIDE HOTEL Answer 1 Beachside hotel has been ineffective in many of its human resource practices which haslead to its downfall compared to its competitors. One of the failed practices of the hotel in itshuman resource department is the hiring of a wrong human resource manager that failed to keepa balance between hiring and training the new employees. This leads to misbehavior of the newemployees with the customers (Armstrong & Taylor, 2014). Moreover, the new hired is so busyonly with the hiring practices that he fails to give the salary to the employees on time. Thisfurther increased the aggressiveness among the employees forcing them to give badperformance. Thirdly, the human resources manager usually hires young employees those beingterminated from other hotels or are at the verge of starting their career. This makes the turnoverof employees in the company to be 120 percent. The poor human resource practices cause anegative impact on the integrity of the workforce. Late salary to the employees reduced themotivation in them to work for the betterment of the company. There is underutilization ofefforts of the experienced employees as well. Moreover, higher rate of turnover of the employeesand ill treatment with the customers will bring down the trust of the customers towards thecompany (Alfes, et al., 2013). Answer 2 Two specific situations can be seen in the case study that shows the chance of grievancesbetween the customer and the hotel or the employees and the hotel. First situation can be seen isthe ill treatment of the customer by the new or the old employees of the company. The secondsituation is about the problem that the employees are facing regarding the late salary issue andabsence of any formal guidelines of the differences of salary among employees regarding their
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