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.