Human Resource Management Case Study

This assignment delves into the human resource management practices at Beachside Hotel, examining a case where an employee was promoted to an HR practitioner role despite lacking essential skills. The analysis explores both advantages and disadvantages of this approach and suggests initiatives for Sunrise Hotel to enhance their overall performance through self-learning programs, icebreaker meetings, and other effective strategies.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author Note

1
HUMAN RESOURCE MANAGEMENT
Answer 1
The three ineffective HR practices that Beachside Hotel uses are as follows-
 Not providing the employees with appropriate trainings
 No written policies are there which can guide the employee’s performance
 There is lack of communications among the departments and thus, the employees are
mainly involved in blame games.
Therefore, lack of training of the employees can make them unhappy, as they will not be
able to understand their job that can guide them to repetitive errors and injuries as well. It can
further affect the productivity of the hotel, create an unsafe work environment, enlarge
expenses and lastly, lose customers. However, without written policies the employees will
not get a clear understanding that what their roles are in this organization, which behavior is
acceptable within the organization, what can be the punishment for breaching o rules. Lastly,
communication among all the departments is very important for a successful business
because it builds trust within the company; if the communication within the departments is
not proper then the customers are the one who suffers the most. Moreover, it is the lack of
communication that gave rise to conflicts among the employees of Beachside hotel for which
they were found blaming each other (McDermott et al., 2013).
Answer 2
The practices at the beachside hotel that could have caused a staff member to lodge a
complaint against the hotel or the staff are-
 Pay cheques coming late to the employees
 Promoting Mary who was not at all fir for a promotion

2
HUMAN RESOURCE MANAGEMENT
Apart from job satisfaction or any specific purpose that can guide the employee’s
motivations, salary also plays an essential role, which motivates any employee to perform.
Thus, in a way the performance gets hamper because they employees are demotivated and
unsatisfied with their job conditions (Al-Zoubi, 2012). However, another reason can be the
wrongful promotion of Mary who was very much undesirable. This type of an act in the hotel
can highly make the other more deserving candidates feel doubtful again the administration
of the hotel. Brian in according to solve the grievances must at first set up a system where the
employees can come and give feedbacks then he needs to categories them then lastly,
acknowledge the complaints and reviewing the result. Therefore, Brian needs to be fast in
fixing the main cause of the problem and then communicating appropriately those decisions
to the anxious parties. Moreover, what he can do is to have a post implementation feedback
that will be very useful for future references in making the policies.
Answer 3
The steps in recruitment and selection procedures that could be implemented in the
beachside hotel so that the staff retention rates are increased at the hotel are as follow-
 Hiring known people- those candidates must be hired who will have the same
sensibility like the organization.
 Proper training- Employees those who are recruited must be given appropriate
training so that they can learn new skills, make greater contributions to the company,
have a high self-esteem and make them feel that they are valued by the company
 Interviewing- this can very clearly state that the candidate is at all eligible to work
for the company. This can however, let the interviewer know well about the relevant
information that is needed for retention.

3
HUMAN RESOURCE MANAGEMENT
 Recruiting the passionate candidates- the company always must try to recruit those
candidates who have the passion and interest to work with this company. People who
are already interested to work with this organization will stay for long, because they
have always longed to work in this organization (Armstrong & Taylor, 2014).
Answer 4
The owner promoted Mary who was unable to serve the guests in the front desk after
she had many altercations with their customers in the front desk. According to the owner he
took this very step so as to stop this misbehavior of Mary with any of the future guests and
thus, she became the Human resource practitioner. Therefore, the processes used by
beachside hotel have both advantages and disadvantages. The advantage is that they have
successfully enhanced Mary’s self-confidence because of this promotion and has saved
company’s money on the hiring and compensation costs.
Now the disadvantages are much more than what the advantages are. To be a HR
practitioner the basic qualities that are needed are almost absent in her like problem solving,
customer service or understanding the perspective of the client. These features are very much
essential for a HR practitioner (Bratton & Gold, 2012). However, for Mary these are
somewhat missing or else she would not have ended up quarreling with the valuable
customers. Moreover, she is also unable to perform her current role, which is another
disadvantage. HR practitioners have to take up many charges at a time but Mary is
concentrating too much on hiring processes and neglecting other crucial aspect of her new
role like training the employees, providing them written policies, communicating with all the
departments and keeping everyone updated and lastly, making a team work for company’s
goal and reduction of conflicts. Thus, lack of managing her role is another disadvantage that
occurred because of the failed process used by the beachside hotel.

4
HUMAN RESOURCE MANAGEMENT
Answer 5
The Human resource initiatives that Sunrise Hotel can incorporate so that it can help
their overall performance of the organization are as follows-
 Self-learning hours every week-, this will help the organization to conserve the
dynamism and the craving for growth of the new recruited candidates so that it can
translate substantial efficiency in their job. This can be done accurately when they are
allowed to learn and gain knowledge main new things in which they always had
interests but were unable to do due to lack of time as well as opportunity. This will
not only make the employees feel satisfied but also making them face challenges.
 Regular icebreaker meetings- this will help motivating the employees to interact
among the various teams and among the colleagues expressing their concerns as well
as issues in an informal manner.

5
HUMAN RESOURCE MANAGEMENT
References
Al-Zoubi, M. T. (2012). The shape of the relationship between salary and job satisfaction: A
field study. Far East Journal of Psychology and Business, 7(1), 1-12.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J., & Thompson, A. (2014). Human resource management: a contemporary
approach. Pearson Education.
Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave
Macmillan.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal, 55(6), 1264-1294.
McDermott, A. M., Conway, E., Rousseau, D. M., & Flood, P. C. (2013). Promoting
effective psychological contracts through leadership: The missing link between HR
strategy and performance. Human Resource Management, 52(2), 289-310.