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Hotel Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
PESTLE Analysis........................................................................................................................1
TASK 2............................................................................................................................................2
Importance of recruitment and selection.....................................................................................2
TASK 3............................................................................................................................................3
Factors affecting culture, equality and diversity.........................................................................3
TASK 4............................................................................................................................................4
Performance management method..............................................................................................4
TASK 5............................................................................................................................................5
Outline plan of the company.......................................................................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Hotel Management is the set of activities a hotel manager performs to run a hotel. The
report include how external environmental factors are affecting growth of hotel. The report also
include justification of importance of effective recruitment and selection for sustainability.
Further the report analysis and evaluate the factors that affect the culture, equality and diversity
of a hotel. The report cover the methods of performance management to maintained competitive
advantage. The report contain the outline line in which recommendation of issue is addressed
(Kopytova, 2016).
TASK 1
PESTLE Analysis
When a company start its business in a certain country. Entrepreneur has to take into
account whether the government policies, economic conditions, culture, belief and value of
citizens, technological aspects, legal framework and environmental landscape will create
challenges for business or help in business growth. For the purpose of critical assessment of
macro environment a tool name PESTLE analysis is utilize. PESTLE assess the major external
factors such as political, economical, social, technological, legal and environment of the country.
PESTLE Analysis of Hotel International is given below:-
Political Factors: The digital economy act enforce by government as an effort to
discourage violations of copyright laws through public network is create a debate among hotel
manager regarding installation free Wi-Fi in hotel for tourist. New immigration policies imposed
by coalition government create difficulty in acquiring qualified employees for hotel management
(Taylor, 2018).
Economical Factors: As value of pound sterling is decreasing therefore many foreign
tourist are arriving in the country and also they are spending more than earlier. This is great
opportunities for the hotel industry. Vat increment by coalition government posed a serious
threat for hotel industry. Vat is increased by government to cope up with budget deficit. It will
reduce the disposable income of the citizens. It discourage domestic and foreign tourist in
spending money during the tour. Company is required to decrease its price to attract more
customers.
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Social factors: Population of UK is growing old in recent years. There are large
consumer base of middle aged citizens. Hospitality industry can take the advantage of this age
group. Population is rising in UK which acts as an opportunity for hotel industry that it can serve
the big consumer market. Increase in population will also reduce the bargaining power of
customer which will consequent in increase in profitability of the hotel industry (KABASHEVA,
KHAIRULLINA and RUDALEVA, 2017).
Technological Factors: Technological revolution in recent years give hospitality
industry opportunities to grow. Ease of hotel booking process encourage citizens to travel. Also
reviews and feedback in hotel aggregator apps shape the reputation of the company. Positive
reviews plays a big role in attracting big customer traffic.
Legal Factors: Significance increase in crime rate is the nation is a serious concern for
the country. Incident of crime within or near hotel premises damages the reputation of the
company which repel tourist from booking room in that accommodation. Company is required to
maintain clean profile of the area.
Environmental factors: Good climate of UK is the key cause of tourism in the country.
Bearable cold weather attract many foreign citizens for travelling. Government is taking stiff
measures to prevent pollution penetration in the country. Company has consider environmental
laws to sustain in the market. Otherwise the environmental factor is favourable for the
organisation (Antonio, 2017).
TASK 2
Importance of recruitment and selection
Machines and other resources are not useful until there is no human presence to monitor,
control and supervise the resources. Human resource plays a crucial role in rendering sustainable
competitive advantage to the company. Workforce are employed through the process of
recruitment and selection. Effective recruitment and selection procedure is important to sustain
in the market. These are the importance of effective approach to accumulate workforce:-
Search talented employees: Recruitment and selection process helps in searching good
quality employees. Every employer wish to have talented workforce contributing in the growth
of the company. First step of recruitment is to posting job description and vacancies notification
in the job portal and any other media where there is high chances of witnessing by talented
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candidates. Employer need to recognize the task need to to done from new employees and time
and cost budget of training and development. Getting into insight of rival's compensation and
benefits for similar jobs is also essential.
Save cost and time in training: The process of recruitment and selection aid in reducing
cost incurred in training and development of employees. Taking psychometric test and technical
interview determine whether the candidate have capabilities for job or not. This process judge
the candidate's capabilities and skill set and justify whether there is a need of conducting training
and development programme to refine the skills or candidate present skill set is sufficient for job
(Aangenendt, and et. al., 2019).
Decrease legal complications: Recruitment and selection process is impartial in nature
therefore there is less probability that employer will stuck in hiring related legal problems.
Decrease employee turnover: Recruitment and selection process help in judging
employee on the consistency aspect. Psychometric test and personal interview can determine
whether an employee will sustain in the company or leave soon. Low employee turnover create
stability in the company. It render competent advantage to the firm.
TASK 3
Factors affecting culture, equality and diversity
Culture, equality and diversity are affected by many internal and external factors. A
conducive and politics free work culture increases satisfaction and morale of employee. Level of
equality define the distribution of opportunities among all employees. Diversity states that
variation in employee's demography and geography. These are the principle factors which affect
the culture, equality and diversity of the company:-
Top Leadership Style: Culture, equality and diversity are influenced by leadership style
adopted by top managers. The ideology of leaders shape the work culture of an organisation. A
leader with good philosophy and moral values forms a conducive work culture in which every
employee motivated to perform best and treat organisation's goal as personal goal. A flexible and
humble leader give equal importance to each and every employee. Leadership principle affect
diversity in such a way that employee of different gender, age group, regions and education work
collectively to accomplish organisation's goal (Slater, 2019).
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Nature of business: One the principle factor which affect the work culture, equality and
diversity is nature of business. If business is of manufacturing and selling tangible product than
there would be more inclination towards quality of goods. Service companies emphasis more on
customer satisfaction. Manufacturing firms employees are more concerned with enhancing
technical skills while service organisation employee emphasis more of soft skills.
Company ethical and moral values: Work culture, equality and diversity are influenced
by company's ethics, moral values, code of conduct and work ambience. Moral value embedded
in policies, code of conduct and work environment reflects in employees behaviour. Flexible and
morally good policies and procedure focus on giving equal opportunities to all employees
(Phillips, 2017).
Client and External Parties: Client also plays a role in shaping organisation's work
culture. When a client is not satisfied with work of employee than employee will receive
negative feedback. Influence of negative feedback will reflect in employee's behaviour towards
co-workers. In this way client and external parties affect work culture.
Recruitment and Selection: It is the most important factors impacting work culture. The
nature of employees prefer by the company during recruitment and selection play the most
important role in defining the work culture of organisation specially when is going through its
growth phase and hiring employees in bulk.
TASK 4
Performance management method
Performance of employees need to be manage in order to optimize the overall working of
the firm. If manager practice performance management than employee would perform better.
The performance management method to monitor and evaluate worker's performance are given
below:-
Management by objectives: It is a practice of working towards accomplishment of
clearly define objectives. In management by objectives, goals are set collectively by employer
and employees. After setting a clear objective, the managers define the method to achieve the
goals. Managers frame a structure according to which performance of the activities are monitor
and evaluated (Jordan and Lloyd, 2017).
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360-degree feedback: Appraising employee's performance annually does not give good
results. A continuous activity like 360 degree feedback can aid in increasing motivation and
morale of employee. In 360 degree feedback, each and every employee of the organisation give
reviews on the performance of managers, subordinates, co-workers, suppliers and customers.
Employees also appraises themselves.
Assessment centre method: This method of performance appraisal are used to judge the
candidate's behaviour and performance in social situations. This method is useful when roles and
responsibility of the job requires certain skills for handling probable situations. It aid employers
in assessing the adversity quotient of candidate through creating an artificial situations. This
approach helps in examining an employee's personality such as adaptability, tolerance, problem-
solving skills and openness.
Behaviourally added rating scale: This practice of performance management equipped
with the advantage of both qualitative and quantitative aspect. It is the most efficient and
comprehensive technique. This method is the superior than traditional methods. In Behaviourally
added rating scale, the series of traits is rated. Rating are anchored numerically.
From the above mentioned performance, the most suitable performance management
technique is assessment centre method. As the company work in hospitality industry and
employees have to directly interact with customers therefore it is essential to assess the
personality of employees with respect to certain social situations.
TASK 5
Outline plan of the company
Overview
Hotel International is British Hotel chain located in west Midlands. This hotel chain was
founded in the year 1972. Company provides full service accommodation in comparatively low
prices to local and foreign travellers.
Objectives
 Improvement in performance of employees.
 Formulation of strategy to sustain in the hotel industry.
Ways of managing people
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Motivate Employees: Motivation is a recipe for boosting the employees calibre.
Managers are required to find out ways to motivate people. Cause of motivation is varies from
employee to employee. Some employee need work life balance and some want money.
Employees can be motivated by reward system, performance appraisal and motivation seminars
(Adisa and et. al., 2017).
Expectation Setting: If manager sets high expectation from employees in terms of
productivity than employees perform best to meet the expectation. It not only increases the
morale of employees but also self confidence. Setting high expectation put pressure on
employees to prove that manager is right.
Employee Feedback: Taking employees feedback on a regular basis will improve their
efficiency by overcoming the weakness through various measures. Weaknesses can be overcome
training and development. Employee feedback give an insight about strength of employees and
areas of improvement (Beevers and Rea, 2016).
Recommendations
Company is required to install Wi-Fi and give a clear instructions to employees to not
violate copyright laws. Customers are reluctant to travelling because of decrease in disposable
income however UK is a rich country with fast growing so there is no need to decrease prices of
goods and services. As crime are increasing in the country therefore company is prone reputation
damage. Company can protect its reputation by deploying tight security personnels. Since
company have to comply with the environmental law therefore hotel chain is recommended to
install clean energy source that is solar cell to generate solar electricity.
Evaluation
In order to monitor and evaluate the performance of company's initiative there is need of
using evaluation technique. The two major evaluation techniques are benchmarking and key
performance indicators. Firm will choose key performance indicators technique. The key
performance indicator will be feedback from customers. Company will ask customer submit a
feedback on the quality of amenities of hotel. The least rated amenities will be subject to
improvement.
CONCLUSION
From the above report it has been concluded that external factors of the country are
somewhat favourable for the company. The report also conclude that recruitment and selection
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plays a crucial role in providing company a sustainable competitive advantage. The factors
affecting the culture of organisation are nature of business, leadership style of top management,
ethical values, clients and external parties and recruitment and selection. The most suitable
technique for managing performance is centre method. The outline plan of organisation suggest
that it should employ security personnel to prevent crime. Hotel chain is suggested to install a
solar energy for clean energy to conserve environment. Performance of business will be evaluate
by key performance indicators technique. The key performance indicator will be feedback.
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REFERENCES
Books and Journals
Aangenendt, M.T.A and et. al., 2019. Strategic Human Resource Management and the research-
teaching-practice nexus: strategic personnel planning & professional diversity; a poster-
presentation.
Adisa, T.A and et. al., 2017. The challenges of employee resourcing: the perceptions of
managers in Nigeria. Career Development International.
Antonio, B.R., 2017. Training of personnel as business process. Стратегии развития
социальных общностей, институтов и территорий. Т. 1.—Екатеринбург,
2017. 1(3). pp.263-265.
Beevers, K. and Rea, A., 2016. Learning and Development Practice in the Workplace. Kogan
Page Publishers.
Jordan, P. and Lloyd, C., 2017. Staff management in library and information work. Routledge.
KABASHEVA, I., KHAIRULLINA, A. and RUDALEVA, I., 2017. Analysis of scientific and
technical activity resourcing in Russia. Personnel. 40(50). p.50.
Kopytova, A., 2016. Development of the implementation procedure for a rational incentive
system. Procedia Engineering. 165. pp.1132-1140.
Phillips, S., 2017. Resourcing Strategies'. The Emerald Handbook of Modern Information
Management. Emerald Publishing Limited. pp.707-728.
Slater, R.E., 2019. The Professionalization of Human Resource Management: Personnel,
Development, and the Royal Charter. Routledge.
Taylor, S., 2018. Resourcing and talent management. Kogan Page Publishers.
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