HRM Practices of Beachside Hotel: A Case Study Analysis

This report provides a comprehensive analysis of the Human Resource Management (HRM) practices at Beachside Hotel, identifying several key issues contributing to its underperformance. The analysis begins by outlining the ineffective hiring practices, including the selection of an unsuitable HR manager and the impact of late salary payments on employee motivation and performance. It further examines the high employee turnover rate and the negative effects of poor customer service. The report then delves into specific situations that highlight potential grievances, such as customer mistreatment and employee dissatisfaction with compensation. It offers recommendations for improved recruitment strategies, including planning, strategy development, and effective screening. The report also evaluates the hotel's promotional practices and their impact on employee performance. Finally, it suggests how another hotel, Sunrise Hotel, can assist Beachside Hotel in improving its HRM activities, emphasizing the importance of Brian's involvement in recruitment and the need for a strong training program. The report concludes by highlighting the critical role of effective HRM in the hotel's overall growth and success in a competitive environment. The assignment includes references to support the analysis.

Running head: HRM PRACTICES OF BEACHSIDE HOTEL
HRM Practices of Beachside Hotel
Name of the Student
Name of the University
Author note

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HRM PRACTICES OF BEACHSIDE HOTEL
Table of Contents
Answer 1..........................................................................................................................................1
Answer 2..........................................................................................................................................1
Answer 3..........................................................................................................................................2
Answer 4..........................................................................................................................................3
Answer 5..........................................................................................................................................3
References........................................................................................................................................5

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Answer 1
Beachside hotel has been ineffective in many of its human resource practices which has
lead to its downfall compared to its competitors. One of the failed practices of the hotel in its
human resource department is the hiring of a wrong human resource manager that failed to keep
a balance between hiring and training the new employees. This leads to misbehavior of the new
employees with the customers (Armstrong & Taylor, 2014). Moreover, the new hired is so busy
only with the hiring practices that he fails to give the salary to the employees on time. This
further increased the aggressiveness among the employees forcing them to give bad
performance. Thirdly, the human resources manager usually hires young employees those being
terminated from other hotels or are at the verge of starting their career. This makes the turnover
of employees in the company to be 120 percent. The poor human resource practices cause a
negative impact on the integrity of the workforce. Late salary to the employees reduced the
motivation in them to work for the betterment of the company. There is underutilization of
efforts of the experienced employees as well. Moreover, higher rate of turnover of the employees
and ill treatment with the customers will bring down the trust of the customers towards the
company (Alfes, et al., 2013).
Answer 2
Two specific situations can be seen in the case study that shows the chance of grievances
between the customer and the hotel or the employees and the hotel. First situation can be seen is
the ill treatment of the customer by the new or the old employees of the company. The second
situation is about the problem that the employees are facing regarding the late salary issue and
absence of any formal guidelines of the differences of salary among employees regarding their

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skills (Kehoe & Wright, 2013). The first situation pointed out can raise a grievance from the
side of the customers against the company for offering them poor treatment compared to the
payments they paying to the hotel. Lack of quality customer service may raise a problem as
customers might raise a dispute against the hotel or they might influence other customers to stop
coming to the hotel (Feng, Wang & Prajogo, 2014). Secondly, the delay of salary from the end of
the hotel might for the employees to back off from their duty, which might hamper the
productivity. This is because employees work in any organization for getting good pay to support
their daily needs. Brian should engage himself with the human resource manager and guide her
to conduct effective training session with the employees. this is because training is the main
cause behind poor customer treatment and should also ask her to manage he work well to solve
all the task in time.
Answer 3
For better recruitment and better employee retention, the company should take up certain
steps in order to allow the company hires good quality employees with the motivation to work in
a hotel industry. The basic four procedures that the company should follow during recruitment
are planning, development of strategy, searching and screening (Bamberger, Biron &
Meshoulam, 2014). Planning is the initial procedure in which the company plans about the
number of candidates to recruit and the designation given to them, responsibility of different
position, the pay scale and others. the second procedure is the development of strategy for
recruitment in which he company needs to state the qualification required for certain position,
decide whether to hire the candidate internally or externally from outside and the geographical
areas that needs to be focused. Third is the searching procedure during which the company needs
to start searching for the right candidate according to their requirement. For the purpose, the

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company has two sources such as internal and external. Last is the screening activity in which
the company needs to screen out effectively the most efficient applications from all the
application (Boella, 2017). During this process it needs to critically choose the candidate that
suits the need of the hotel and has the chance to stay for long time in the company. However,
these procedures can be followed effectively only after hiring a good human resource manager or
training the existing manager.
Answer 4
The promotional method practiced by the hotel has its own advantage and disadvantage
that put its effect on the performance of the hotel. The hotel promoted Mary as a human resource
manager from the front desk position. This is because Mary failed to serve the guest correctly in
the front desk operation. However, this might have two types of effect on the industry and its
development. One of the advantages of such promotional procedure is that the candidate will
remain encouraged by seeing that the company is giving them the chance to grow even after their
mistake and this might help them perform better in future. However, it also has a disadvantage
that the company might prove to be wrong as the candidate that did not perform might not
perform well in the higher position also and it can prove to affect the company even badly. Thus,
the thinking of the company that promoting an underperforming employee will result in their
improvement might have a negative impact on them (Gabriel, et al., 2016).
Answer 5
Sunrise hotel can give a helping hand to the Beachside Hotel to prove their human
resource management activities and help the hotel perform well. Firstly, Joe the finance and
accounting manager of Sunrise Hotel can guide Brian that he should be involved in all the

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recruitment activity going on in the organization, as he is the one that takes care of the overall
growth per year. Moreover, Brian should also recruit good training team for training the team in
order to make them perform well and be good the guests. Brian should personally take care of
the hotel in order to increase its growth and prosperity in this competitive environment of the
hotel industry (Ladkin & Buhalis, 2016).

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References
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human
resource management practices, engagement and employee behaviour: a moderated
mediation model. The international journal of human resource management, 24(2), 330-
351.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation,
implementation, and impact. Routledge.
Boella, M. J. (2017). Human resource management in the hotel and catering industry. Taylor &
Francis.
Feng, T., Wang, D., & Prajogo, D. (2014). Incorporating human resource management initiatives
into customer services: Empirical evidence from Chinese manufacturing firms. Industrial
Marketing Management, 43(1), 126-135.
Gabriel, A. S., Cheshin, A., Moran, C. M., & van Kleef, G. A. (2016). Enhancing emotional
performance and customer service through human resources practices: A systems
perspective. Human Resource Management Review, 26(1), 14-24.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2), 366-391.

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Ladkin, A., & Buhalis, D. (2016). Online and social media recruitment: hospitality employer and
prospective employee considerations. International Journal of Contemporary Hospitality
Management, 28(2), 327-345.