Effective Hotel Management Strategies

This assignment focuses on effective hotel management strategies, highlighting the importance of human resource management in improving performance, increasing revenue, and attracting international tourists. It draws from various sources, including books, journals, and online articles, to provide a comprehensive understanding of the topic. The assignment aims to demonstrate how effective hotel management can lead to increased revenue and growth, as well as make an effective reputation in attracting international tourists and other businesses.

Introduction to
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
1. Major problem of Imperial hotel.............................................................................................1
2. Different ways to resolve problem..........................................................................................2
3. Management theory for high turnover problem .....................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
Management is the process by which all the organisations are maintained. It helps in
setting different strategies for business organisations and helping employees to achieve their
objectives by providing resources like technological, financial and human resources. Proper
management helps in achieving goals, reduces costs, helps in creating effective environment,
establishing equilibrium among employees etc. Imperial Hotel is famous international hotel in 4
star market of London. It is situated in West Land London and operates for international business
and tourists. It provides excellent facilities like it has 500 bedrooms and 12 conference rooms
which can bear 1000 people at a time. Imperial hotel is heart of London as it is known for its
high quality of facilities (Al-Refaie, 2015).
t has 450 staff members and 6 head of departments which manages different departments of the
hotel.
In this report, the major problem of high employees turnover is discussed. The
consequences of this problem on the hotel are explained in detail. Further, the management
theory applied to this problem is concerned. Furthermore, justification and key proposals for
solving the problem are discussed in detail. Moreover, several procedures are applied for
effective management of the restaurant.
1. Major problem of Imperial hotel
As a new general manager of Imperial hotel, it has to look after whole management of the
hotel. This is very old hotel which is in operation from 100 years. It requires redecoration and
restoration since it was renovated before 8 years. For this, floor of the building are closed to start
renovation (Armstrong and Taylor, 2014). This has adversely affected the income of the
company as 60 brooms are out of action at single time. This problem has decreased the number
of customers towards their hotel.
Major problem which this hotel has faced is high staff turnover as most of the employees
are leaving the hotel. The Imperial hotel has analysed that 80 percent of the workers are leaving
within a year which is creating great problem for the management of hotel. Further, it has been
found that employees are leaving resort due to poor working culture with aggressive monitoring
and management styles. As management and leadership styles are very poor, employees have to
face various problems like they have to tolerate negative and aggressive behaviour of their
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supervisors which demotivate them to increase their productivity (Alexander, 2013). The hotel
ha adversely affected due to lower number of employees.
Another reason for high turnover is due to lack of proper and regular training. Workers
are not given proper training for fulfilling their customers needs. Lack of training and
development program creates problems for the employees as they need time to understand new
culture and technologies of resort which leads to their poor performance. Without trainings and
meetings they cannot express their problems they face during their work which increases
disputes among them and adversely affect healthy environment of the hotel. (Dzhandzhugazova,
Zaitseva, Larionova, Petrovskaya and Chaplyuk, 2015).
Poor pay level is another major factor for employees exit from the hotel
Justifications:
 Due to low wages, employees are unable to meet their basic needs.
 Low income has affected their children higher education and their high standard of living.
Incentives and bonuses are very necessary to motivate employees and increase their trust towards
resort. Proper motivation and pay helps to encourage the employees so that they can increase
their performance level.
Another problem is that there very low opportunities for promotion and bonuses in this
hotel. Further, young and talented staff has left the hotel who has better opportunities and pay in
other hotel companies. Moreover, high cost of travelling and lack of transport facility in night is
major issue for employees turnover. It has created great problem for the hotel as employees do
not choose this resort to give their services (Tubaro, 2010).
2. Different ways to resolve problem
Attract staff members to key supervisory positions:
Imperial hotel has staff of 450 employees which requires high level of motivation to
produce desired results. In order to make high turnover of employees, it is very necessary to
attract them. They can attract employees by providing them promotions at higher posts and
increasing their salaries. Further, it helps to attract various employees by motivating them to
perform better. Hotel has offered various schemes to attract more employees to work in their
company so that it can increase its reputation (Hislop, 2013).
Justifications:
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 This raises the employee's satisfaction and trust towards hotel as they feel that their hotel
is providing best services as compared to other multinational corporates.
 It increases the interest of the employees currently working in the hotel and attracts other
candidates to work in the organisation
Offering high pay packages and bonuses:
Currently, the Imperial hotel is facing various issues regarding temporary nature of
employees. These issues are arising due to poor facilities and working environment provided by
the organisation. Therefore, to attract employees for long time in the organisation, various offers
are provided by firm. Such as bonus and compensations. As staff is facing various issues related
to transportation and working process. In order to resolve these they are providing transportation
facilities. For increase better understanding of work various training and learning activities are
also organised by them.
Bonus and appraisals are considered as an effective way in order to hold employees
within the organisation. In London, living standard is very high therefore, lots of people are
working for their survival (Hoque, 2013). Such as students and those are not having proper
financial support. In that case this can be considered as good opportunities in order to attract
employees. Along with this they are also providing higher salary amount to employees would be
considered as an effective strategy in order to stop temporary employment. Compensations can
be also considered as an essential step in order to stop work force with organisation. As the
Imperial hotel is a hospitality industry, therefore they require work force for 24*7, in that case
issue of working hours may arise in organisation. To stop such kind of issues in company,
compensations are also being provided by them. With the help of all these activities companies is
able to hold employees within organisation and control their staff turn over effectively.
Benchmark pay scales against the competitor hotels:
Imperial hotel has to offer various pay scale schemes so that they can attract their
benchmark employees also. Further, they can increase their benchmarks pay scales so that can
motivate employees that they are paying more than other competitive hotels.
Creating healthy relationships:
Effective environment in the hotel is very necessary to maintain as good relationships
between employees helps in achieving complex and big tasks easily. Further, good environment
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in the workplace helps in increasing productivity of the employees and it also motivates other
employees (Ling, Dong, Guo and Liang, 2015).
Effective communication:
Effective communication helps to find solutions of the tough problems which are faced
by staff members of the resort. Additionally, it helps in re solving conflicts and other major
issues related to the employees. Moreover, effective communication also helps in building
effective relationships in the working atmosphere.
Offer regular training and performance appraisals:
Due to continuous changing demands of the customers, hotel management has to provide
different training programs for their employees so that they can increase their performance and
productivity. Proper training and development programs helps new employees to understand the
working culture of the hotel. On the other hand providing regular training will help the
employees to solve their problems and increase their performance. Motivation and rewards are
very necessary for every team member of the hotel (Marti and Scherer, 2016).
Regular performance appraisals must be given by the hotel.
Justifications:
 This will increase the confidence of employees and trust towards their hotel.
 Additionally, appreciating employees for their outstanding performance encourages other
staff members to increase their performance level which will help Imperial hotel to
achieve desired results.
Manage the staff more effectively:
As the growth of organisation is badly affected by unavailability of employees.
Therefore, to attract more employees and hold them with organisation some offers are provided
by organisation. Such as employment benefits are also provided by organisation such as health,
transportation, promotion and so on. With the help of all these services they trying to influencing
employees. Along with this they are also implementing various strategies in order to maintain
work environment peaceful and positive. As this was considered as an important factor of
temporary employment in organisation (Nieves and Segarra-Ciprés, 2015). For this they are
organising various activities such as decision making, presentations, considering and
implementing thoughts, ideas of employees also. Through this way they can create friendly and
peaceful working environment for there employees.
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With the help of training and learning skills employees are able to enhance ability and
performance of employees. It will directly influence the working process of staff. If employees
are able to manage their work effectively at their own level. Therefore, no work related issues
will raise into organisation. It will directly results into the peaceful working environment of
organisation. Cyclic calling strategy should be adopted by the organisation. It will help in
resolving issue of employees inconvenience. Along with this processing takes place in cyclic
manner therefore, no extra pressure will be created on any particular employee (Sternberg and
Frensch, 2014). It results into effective work force of organisation. Along with this they can hire
an authority who will handle all the issues of employees which will help in stopping conflicts
among employees.
3. Management theory for high turnover problem
The employees are demotivated due to problem of poor working culture, transport
facilities and low pay. In order to encourage them Imperial hotel has applied expectancy theory.
This theory helps resort to increase its functionality as well as its performance also. Expectancy
theory motivates employees to put their best efforts and promises that hotel will give them
rewards and bonuses. Workers can increase their pay by increasing their job performance. It also
promotes the best opportunities and high payment to the workers by motivating them to work
hard for achieving their goals (Tarí, Molina-Azorín, Pereira-Moliner, López-Gamero and
Pertusa-Ortega, 2014). Thus, expectancy theory helps hotel by motivating their employees so
that they cannot leave their resort within a year and provide best services to them.
Expectancy theory focuses more on the perception and expectations of what is real.
Further, it motivates reward system which are very necessary to increase employees motivation
(Expectancy Theory of Motivation, 2017). It gives more importance to the employees wish as
they want to increase self-interest of the workers. Expectancy theory in Imperial hotel will result
in high performance by motivating their employees to get as they desire by performing their best
(Wilkinson, Wood, and Demirbag, 2014). It also believes in rewarding employees for their best
performance.
Employee can be rewarded by praising them in front of all teams.
Justification
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 Continuous rewards and appraisals will in crease their self confidence which helps them
to achieve more difficult task easily.
 It will also encourage other employees to increase their performance level.
The implication of expectancy theory is that managers of Imperial hotel make sure that
employees are gaining the targeted performance level and deserving employees are rewarded for
their outstanding performance. Also, hotel must focus on interesting, and challenging jobs.
Further, it focuses on worker's motivation so that they work innovatively which increases the
performance of the hotel and helps in increasing its economy.
CONCLUSION
From this report, it can be concluded that, proper management of employees in hotel
industry is very important as it impacts directly on the customers. This report has identified
various problems due to high turnover of employees. Employees have left Imperial hotel because
they have faced problems of poor working culture, more working hours, poor transportation
facilities and poor pay levels. Further, other problems includes shortage of young and talented
people, less opportunities to develop and less promotion opportunities.
This report has also focused on different procedures for resolving these problems. Hotel
includes performance appraisal methods, attract staff members by providing higher positions,
offered different bonuses and pay scales, offered regular training and development plans, manage
the staff members more effectively and providing hard and soft human resources practises. This
report has also used expectancy theory to handle the problems more effectively. These solutions
and management theory has increased the performance level of the hotel. Furthermore, it has
helped the hotel to increase its revenue and growth of the company. It also assists hotel to make
effective reputation in attracting international tourists and other businesses.
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REFERENCES
Books and Journals
Al-Refaie, A., 2015. Effects of human resource management on hotel performance using
structural equation modeling. Computers in Human Behavior. 43. pp.293-303.
Alexander, K. ed., 2013. Facilities management: theory and practice. Routledge.
Dzhandzhugazova, E. A., Zaitseva, N. A., Larionova, A. A., Petrovskaya, M. V. and Chaplyuk,
V. Z., 2015. Methodological aspects of strategic management of financial risks during
construction of hotel business objects. Asian Social Science. 11(20). p.229.
Hislop, D., 2013. Knowledge management in organizations: A critical introduction. Oxford
University Press.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and
performance. Routledge.
Ling, L., Dong, Y., Guo, X. and Liang, L., 2015. Availability management of hotel rooms under
cooperation with online travel agencies. International Journal of Hospitality
Management. 50. pp.145-152.
Marti, E. and Scherer, A. G., 2016. Financial regulation and social welfare: The critical
contribution of management theory. Academy of Management Review. 41(2). pp.298-323.
Nieves, J. and Segarra-Ciprés, M., 2015. Management innovation in the hotel industry. Tourism
Management. 46. pp.51-58.
Sternberg, R. J. and Frensch, P. A., 2014. Complex problem solving: Principles and mechanisms.
Psychology Press.
Tarí, J. J., Molina-Azorín, J. F., Pereira-Moliner, J., López-Gamero, M. D. and Pertusa-Ortega,
E. M., 2014. Quality Management and Performance in the Hotel Industry: A Literature
Review. In Action-Based Quality Management(pp. 1-12). Springer International
Publishing.
Wilkinson, A., Wood, G. and Demirbag, M., 2014. Guest editors’ introduction: People
management and emerging market multinationals. Human Resource Management. 53(6).
pp.835-849.
Online
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Expectancy Theory of Motivation. 2017. [Online]. Available through:
<http://www.managementstudyguide.com/expectancy-theory-motivation.htm>. [Accessed
on 8th July 2017].
Tubaro, L., 2010. HOTEL MANAGEMENT Problems and Solutions. [Online]. Available
through:
<http://www.itcdeganutti.org/attivita/lingue/Hotel_management_problems_and_solutions_f
or_students..pdf>. [Accessed on 8th July 2017].
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