Analysis of Human Resource Challenges at Beachside Hotel

The essay discusses significant human resource challenges at Beachside Hotel, including high employee turnover, lack of professionalism, inadequate training, poor payment processes, and absence of policies. These issues lead to increased costs due to frequent hiring, reduced customer satisfaction from inexperienced staff, and potential legal grievances from employees over late payments. To address these problems, the essay suggests timely employee compensation, establishment of clear HR policies and guidelines, implementation of robust recruitment and selection strategies, and ensuring positions are filled by qualified candidates. It emphasizes improving overall performance through better compensation, working conditions, and strategic staffing.

Running Head: HUMAN RESOURCE MANAGEMENT
Human resource management
Names
Institution

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Human resource management
Question 1
Beachside hotel has serious Human resource problems which can be manifested by
high employee turnover and lack of customer satisfaction. One of the factors triggering these
problems is lack of professionalism among the people in charge of the department (Masadeh,
2013). For example, Mary was in front desk and after being able to serve the customers as
expected he was promoted to the HR department. If she does not have the required skills, she
can’t be able to manage employees in a manner which can make them feel appreciated. The
other problem in this hotel is that Mary does not consider training her employees and has few
time for knowing how they perform. She is also too busy to keep up with hiring and fails to
ensure employees get payment cheque on time. Failing to have written policies and
guidelines is also another ineffective HR practice which can have an impact in in the
performance of employees in this hotel.
These aspects can have a significant impact to the hotel. First, the management will
always spend a lot of money on hiring and training new employees because of increased
turnover. There will be lack of customer satisfaction because of lack of experience among the
employees. This is because when employees work in a particular department or section for
long duration, they acquire experience which can make them undertake tasks to satisfaction
(Burke, 2016). These problems especially lack of qualified staff in the front desk will make
the guests to shift to other hotels which offer customer-friendly front desk services. Lack of
policies and guidelines will always make the employees to undertake the tasks the way they
want and keep on blaming one another in times of failure.
Question two

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From beachside hotel, one of the practices which can make a staff member to lodge a
grievance against the hotel or staff member is failing to provide pay cheques to the
employees on time. From the case study, Mary is always busy hiring new employees because
of high turnover rate, a situation which makes her not to consider ensuring the staff members
are paid on time. The reason why late payments can lead to grievance is because employees
deserves better treatment because they play a key role in assisting the organization to meet its
goals (Mahapa, 2013). Paying employees on time is fundamental and is a legal requirement in
New Zealand. This means failing to pay the staff members on time can not only make them
lodge grievance to the staff member or company, but can also make them take a legal action.
Employees can also raise grievances because the company does not train new
employees or have set polices or guidelines which can assist them to work as expected.
Grievances may also be raised because of poor communication among the departments. The
reason why grievances may arise over these issues is because employees expect the
management to be supportive and to provide environment which is suitable for proper
working (Pandey, 2013).
One of the ways which Brian can use to solve grievances is ensuring employees are
paid at the right time. This can be achieved through ensuring payment processing starts as
early as possible to ensure all tasks are completed before the stipulated time which employees
should receive their payments (Jain, 2014). He can also address them by ensuring there are
written policies and guidelines which directs staff members on what they are supposed to do.
Brian should also ensure training programs are established to equip employees with skills
which can enable them to perform better.
Question 3

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There are various recruitment and selection process which Brian can implement to
ensure there is staff retention in the hotel. To succeed in these process, he should begin with
preparation to recruit. At this point, he should consider various factors like how the position
fits with the workforce profile and how the new employee is likely to address the available
problems (Gobind, 2014). He should also state position description as well as sourcing and
advertising strategy. After undertaking recruitment preparation, the next step is to advertise
the position. In these case, he should consider using the best channels in order to reach all
potential candidates.
The third step should be selection. At this step, the potential candidates should be
interviewed in order to select the best fit. This should be conducted by HR professionals to
ensure candidates who qualify are the ones appointed (Jain, 2014). The last step which Brian
should undertake in order to ensure better performance is appointment and training. At this
point, Brian should ensure pre-employment checks are conducted and new employees are
trained to ensure they are equipped with the skills they require to perform better.
Question four
One of the advantages of the process used by Beachside to make Mary at her current
position is that it saves money (Mahapa, 2013). By appointing Mary to work as Human
resource practitioner, the hotel saved money involved in various recruitment processes like
advertisement charges, interview expenses among others. The other advantage is that it saves
time (Pandey, 2013). The process of undertaking external recruitment consumes time because
different processes must be followed in order to attain the best candidate. The other
advantage of this process is that the management already knows the strengths and weaknesses
of the staff member. For example from the case study, the hotel owner knew that Mary was
not relating well with the customers.

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One of the disadvantages of the process used to make Mary at her current position is
that no ideas are introduced from outside (Burke, 2016). From this case, Mary was already an
employee in the hotel and being promoted to the position of human resource practitioner did
not solve the existing problems because no new ideas were introduced. The other
disadvantage of this process is that it leads to another vacancy which needs to be filled
(Pandey, 2013). For example, when Mary was promoted to the position of HR practitioner,
there was creation of vacancy in front desk. In that case, the company had to seek for a new
candidate to fill the vacancy.
Question five
To improve the overall performance of sunrise hotel, the management should ensure
better payment for employees and good working environment (Masadeh, 2013). This is
because when employees are given better compensation for the work they undertake, they
feel the organization appreciates their efforts and end up committing their efforts to ensure it
attains its goals. Better payment and good working conditions will also reduce the available
turnover rate and attract more candidates during recruitment and selection processes.
The other way in which this hotel can improve its overall performance is ensuring all
positions are given to the qualified people (Gobind, 2014). In most cases, hotels fail to
perform better because sensitive positions are given to people who do not qualify. During
external and internal recruitment, the managed should ensure all recruitment and selection
processes are undertaken in order to come up with people who meet the stated requirements.

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References
Burke, R. (2016). Human Resource Management Applications in the Developing World:
Empowering Employees. Iranian Journal of Management Studies, 9(4), 54-86.
Gobind, J. (2014). Strategic Human Resource Management: A Brief Introduction. SA Journal
of Human Resource Management,, 12(1), 78-98.
Jain, M. (2014). Organizational Success through Strategic Human Resource Management.
Journal of Social Welfare and Management, 6(1), 568-587.
Mahapa, M. (2013). Impact of Knowledge Management Strategies on Organizational
Performance in the Hospitality Industry of Zimbabwe. Public Administration
Research, 2(1), 89-112.
Masadeh, M. (2013). Perspectives on Foreign Training: Middle Managers in Jordan's
International Hotel Chains. European Journal of Tourism Research, 6(1), 152-175.
Pandey, S. (2013). Applied Human Resource Management: Strategic Issues and Experiential
Exercises. South Asian Journal of Management, 20(3), 56-90.