Human Resource Management Case Study: East Bay Hotel Analysis

This case study analyzes the human resource management challenges faced by the East Bay Hotel, which is struggling with customer disinterest, lack of funds, and high employee turnover leading to receivership. The analysis explores HRM policies, the importance of Strategic Human Resource Management (SHRM), and the relationship between HRM and SHRM. The study recommends various HR policies, including formal employee induction programs, effective recruitment strategies, employee talent management initiatives, and adherence to employment law. It delves into employee dissatisfactions, particularly high turnover, and examines the psychological contracts affecting employee satisfaction, such as competitive pay, fringe benefits, staff training, and job security. The study also outlines the benefits of increased staff motivation and suggests changes to the corporate structure to foster a more supportive and efficient work environment. The conclusion emphasizes the significance of HR practices, legislation, and strategic management for improving employee efficiency and overall organizational performance. The case study references several academic sources to support its findings and recommendations.

Case Study

Current Situation
East Bay is struggling with following situations:
 Disinterest of customers towards services
provided by entity.
 Lack of fund for further operations
 High turnover of its workers
Therefore, it converted into receivership.

HUMAN RESOURCE
MANAGEMENT
In this regard, different approaches following
aspects:
 Human resource management policy
 Importance of Strategic Human Resource
Management (SHRM)
 Human resource management and Strategic human
resource management

1) Human resource management (HRM)
policies
 Providing clear communication between employees and
East Bay therefore, requirements of workers be fulfil. It
will be resulted to decreasing in turnover issue and more
increasing interest of workers towards performances.
 Treat with all workers of the entity equally and fairly.
 Organising training and development program to increase
working efficiency of workers and motivating them for
better work performance.
 For encouraging employees for better work performance,
it is required to use different motivational tools like;
providing incentive, bonus, reward, appreciation etc.
 Providing proper guidelines to supervisors, managers in
context of employees' protection and security.

2) Importance of Strategic Human
Resource Management (SHRM)
some of the main significance of SHRM can describe
as below:
 It is helpful for increasing benefit for all workers
to fulfil their desire and creating understanding
environment among them.
 It improves work experience also boost retention
among them that impacts on proper maintenance
and recovery of East Bay.
 SHRM is a process for developing HR policies and
implementing all strategies of the organisation. It is
linked with workers' performance and
understanding HR practices for employees'
development.

3) Human Resource Management
and Strategic Human Resource
Management
HRM:
 Performs functions like; recruiting, selecting and
performance evaluation of employees
 Prepares strategies for personal and professional
development of workers
 Helpful to create friendly and understanding environment
of East Bay.
SHRM:
 Creates link between workers and strategies of hotel
entity
 Integrated approach that is appropriate to align workers'
performance with hotel entity's effectiveness.

2 RECOMMENDED HR
POLICY
Several techniques can be applied expressed below:
1) Formal Employee Induction Programme
2) Employee Recruitment
3) Employee Talent Management
4) Analysis of Talent Management Programme
5) Employment Law

1) Formal Employee Induction
Programme
 Introduction of former workers is conducted
with new selected to make them
 Understand all work and corporate culture.
 Influences SHRM and also implements HR
policies
 Increase commitment and job satisfaction
effectively.

2) Employee Recruitment
 It is necessary for entity to recruiting and
selecting new staff
 Proper management of entity can be gained
 It is essential to consider all employment
legislation.
 Helpful to allow SHRM in terms of align work
performance with East Bay.

3) Employee Talent Management
 Through organising training and development
programs
 Influences skills and their improvement regarding
performance
 Employee talent management is useful for East Bay
and its recovery adequately.

4) Analysis of Talent Management
Programme
 Primary and limited productivity as well
efficiency of hotel East Bay
 Limited resources for organising programs
 Organising training program remains difficult.

5) Employment Law
There are different rules and provisions present in
employment law includes rules and regulations to be
followed on.
 For providing incentive, bonus and different rights
 For protection of workers adequately
 To provide equal rights and benefits to all workers.

3 EMPLOYEE DISSATISFACTIONS
Employee turnover
 High turnover in East Bay hotel entity which
occurs due to dissatisfaction of workers
regarding performance
 Lack of innovative technologies and training
advancement
 Not providing adequate salary according to
their work performance

4 PSYCHOLOGICAL CONTRACT
Psychological contracts related to employees'
satisfaction can describe as below:
1) Competitive Pay
2) Fringe Benefits
3) Staff Training
4) Job Security

1) Competitive Pay
 To set proper salary for them according to their
performance.
 Working hours for full time workers should be
adequate
 By setting proper leaves and additional benefits
related to work performance affects workers'
satisfaction.

2) Fringe Benefits
 It affects workers' efficiency and contribution.
 Provides pension, incentive, different pension
schemes to personnel meeting etc.
 Providing meal during shifts, additional holidays

3) Staff Training
Conducting staff training presents following
benefits:
 Employees get interested towards technological
advancement.
 Workers to contribute their performance more
efficiently.

4) Job Security
Proper job security emerges following characteristics
including its ways:
 Provides job security among workers for job
performance
 Increases self actualization
 Organising training and development increases
confidence among workers.

5 BENEFITS ASSOCIATED WITH
INCREASED STAFF MOTIVATION
Different benefits are obtained for increasing staff
motivation, some of them can understand as below:
 It affects satisfaction and development regarding
working efficiency
 Useful to achieve effective contribution of all
workers can be gained for working in a group.
 It affects East Bay's effectiveness.

6 CHANGE TO CORPORATE
STRUCTURE
Following changes are occurred in corporate culture
can express as:
 Encouraged workers are key performers for
implementation of hotel entity.
 Helpful to create friendly and understanding
environment of organisation
 Encouraged workers support group work at high
level.

CONCLUSION
Through this study, following terms are concluded
as:
 HR practices and legislation are essential for
increasing working efficiency of its employees.
 importance of strategic human resource
management is expressed
 recommendations regarding HR policy is
introduced.

Reference
Friedman, C.S. and et.al., 2014. Reduced disease in black abalone
following mass mortality: phage therapy and natural selection.
Goldman, Z.W. and Myers, S.A., 2015. The relationship between
organizational assimilation and employees’ upward, lateral, and
displaced dissent. Communication Reports. 78(1). pp.24-35.
Hollenbeck, J.R. and Jamieson, B.B., 2015. Human capital, social
capital, and social network analysis: Implications for strategic
human resource management. The Academy of Management
Perspectives. 29(3). pp.370-385.

Thank You.