Managing Human Capital and Leadership: Hotel Phoenicia Report

This report examines human capital management and leadership, focusing on the Hotel Phoenicia. It begins by exploring relevant HRM models like the Guest and Warwick models, along with various approaches to managing human resources, such as monitoring and relational approaches. The report then delves into key HR functions, including recruitment and selection, offering recommendations for improvement. It further evaluates HRM software programs and concludes by identifying the characteristics of effective leaders, considering challenges and conflicts. The report provides a comprehensive analysis of HRM and leadership principles within the context of a real-world case study.

MANAGING HUMAN
CAPITAL AND
LEADERSHIP
1

TABLE OF CONTENTS
Table of Contents...........................................................................................................................2
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Human resource m management model & methods of firm to administration of their
employees....................................................................................................................................3
TASK 2............................................................................................................................................5
HR functions and recommendation for their improvement.........................................................5
TASK 3............................................................................................................................................9
Evaluation of number of HRM software programs.....................................................................9
TASK 4..........................................................................................................................................11
Characteristics of effective leaders taking into consideration all problems or conflict.............11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
2

INTRODUCTION
Leadership is the sources of managing human capital within business in effective manner,
with good leadership style leaders and managers of organizations manager existing workers and
enhance their performance by using different motivational tools. The present report is based on
Hotel Phoenicia, build in the 1930s and opened in 1947, it had one of the earliest restaurants of
better standards in Malta. It is located at outside capital city of Valletta, nearby Triton fountain &
city gate. This hotel was built upon place of arms which is part of outworks of fortifications of
Valletta, it is the example of Art deco architecture.
This study explains relevant HRM models, methods of organization to manage their
human resources. It justifies, Human Resource functions, in regard to strategic HR initiatives.
Furthermore, this report clarifies HRM software programs and traits of effective leaders taking
into consideration problems.
TASK 1
Human resource m management model & methods of firm to administration of their employees
Guest model-
It is the best human resource management model developed by David guest, Guest model
indicate that HR manager had particular plans to get with, which require definite activities &
when executed, result in outcomes. Results consider financial rewards, performance and
behaviour related rewards. According to Sarker, (2017)Guest model emphasizes formal
sequences of 6 elements like HR practices, human resource outcomes, strategy, behavioural
results, performance outcomes & financial consequences. Financial results are depended on
workers activities and hard-working practices, which in turn is results of activity-oriented staff
behaviours.
Along with this, behavioural results are outcome of worker commitment, contribution,
flexibility and quality of work, that in turn affected by HR practices. Human Resource activities
need to be in line with strategies which is aligned with organizational plans.
Guest model is superior to other models is partly clarified in sense that it specifically
maps out are of human resource management and delineates outcomes as well as inputs. This
model is descriptive in sense that it is based on supposition that Human Resource Management is
quite assorted from traditional personnel administration, it is implicitly and idealistic embodying
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attitude that fundamental components of human resource management method such as
commitment have direct connection with valued consequences of company.
It is different from rest of the HRM models because of fact that Guest model is lays more
emphasis on strategic administration unlike other models of HRM that centring on personal
management and development (Hewagama and et.al., 2019). Furthermore, overall workers'
relationship is sum total of connections that each staff member has with firm, according to this
model. In simple words, Guest model helps focus on needs of workers rather than focusing on
work force collectively. According to this model, human resource management strategies and
practices enhance the motivational level of all the employees work at workplace.
Warwick model-
It is another HRM model, developed by two-person Pettigrew and Hendry, just like the
other human resource management concepts, this model centres around 5 essential components,
like macro environmental factors, business strategy content, micro environmental
components ,HRM context and their content as well. It takes cognizance of HR practices and
business plan, external context in which these actions would take place, and procedure by which
such modification considered, including communication & interactions between alterations in
content. Shipton and et.al., (2017) highlight that strength of Warwick model is that it classified
and determine essential environmental influences on human resource management, it helps to
map relationship between environmental and external factors and investigate how HRM adapts
to change. When company achieve alignment between internal & external contexts they can
achieve growth and performance in effective manner.
Furthermore, Warwick model of human resource management is focused their
investigation on mapping context and determining organizational factors and environment
context.
Approach to management of human resources-
Monitoring and supervision is one of the best methods that company can used to
manage their workers and existing workforce to assure compliance to established procedures,
proper guidelines, rules and contracts. The aim of this approach is to motivate employees
through direct methods such as incentives, pay, job simplification and rewards to drive
performance. This method works on workplace that improved job satisfaction, leads to increase
performance and does not focus on latest motivational methods such as application of creativity
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as well as challenging work. With the help of this approach, human resource manager effectively
identifies talented and hard-working people at work area who are able to give extra efforts in
order to gain competitive advantages and achieve business goals.
In the words of Kamoche, (2019) for the management of its human resource the company
need to follow many different types of approaches so that the human capital within the business
organization is linked to objectives & goals of business. For company the human resources are
the asset for the company which need to be maintained. This is majorly pertaining to the fact that
if the human resource will not be good and satisfied then they will not work in proper manner.
Thus, it is very crucial for management of the business to keep the resources relating to
manpower happy so that they can work with effectiveness and efficiency. Thus, for this the
company goes for relational approach for managing manpower.
As per views of Tërstena and Jashari, (2020) under this relational approach the company
mainly focuses on the maintenance of good relation with the human resource of the company.
The reason underlying this fact is that this approach focuses on the fulfilment of the objectives of
the people working in the company. This is done by keeping the human resource satisfied and
happy within the culture of the company. This is done by providing the employees a safe and
healthy work environment so that the employees are comfortable while working with the
company. Thus, if the employees will be happy then they will perform their work with great
effectiveness and efficiency and this in turn will increase the productivity of company.
In the end Stewart and Brown, (2019) concludes that the use of relational approach for
managing the human capital within the company is very good. This is majorly because of the
reason that if good relation is maintained by the company with their human resources then
automatically the employees will also work in the direction of increasing the profitability of the
company. This is majorly because of the reason that if company will think good for their
employees then the employees will automatically work in the direction of the growth of the
company.
TASK 2
HR functions and recommendation for their improvement
As stated by Sari and Patimah, (2019) the HR is the most important department within
business because if the human capital will not be there in the company then no work will be
done. Thus, for the company it is important that the HR is managed properly. There are many
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different functions which are being performed by the human resource department of company.
Many different types of strategic HR initiatives which the HR of company can use. these
functions are discussed in detail in the connected points below-
Recruitment- in accordance with the thinking of Chowdhury and Shil, (2019) this is
defined as the process through which the prospective or the potential candidates are attracted and
stimulated to apply for the vacant post within the company. This is the stage where the HR
department of the business advertise within market for the job or the position and try to attract
more of the candidates to apply for the position. This is done to ensure that there are a greater
number of candidates so that the company has a large set of employees to select from. This is a
positive process as this encourages more of the people to apply for the empty job profile within
the organization.
But contrast to this Cross and Dundon, (2019) articulates that many various kinds of
sources from help of which the recruitment can be done of the prospective candidates. But the
major sources are the one such as external & internal sources. The internal recruitment is the one
in which the existing employees are recruited for the different post. This can be done in form of
promotion, transfers, employee’s referrals and many other different ways. On the other hand,
external recruitment is the one under which the employees are recruited from outside the
organization. These sources are like employment agency, advertisement through print media,
television and others advertising medium, campus recruitment, employment agencies,
professional associations and many other related sources of recruitment.
Against of this Bali, (2019) states that for a better recruitment it is very necessary for the
company to have a combination of both the internal as well as external sources of recruitment.
For improvement in this it is recommended to Hotel Phoenicia to use promotion for internal
recruitment. For external sources of recruitment, the recommended method is of advertisement
and campus recruitment. This is majorly because of the reason that promotion will enhance the
profitability of business organization as all employees will perform with great efficiency in order
to get promotion. Also, the other recommended external source of recruitment will provide a
large base of potential candidates to select from.
Selection- this is another major function performed by HR in Hotel Phoenicia which is
very important and crucial. This is defined as the process through which the shortlisted
candidates are scrutinised and then the most appropriate person is being chosen for the vacant
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position within hotel. According to Sun and Li, (2019) the selection is most important function
of HR because this is the stage where the final candidates are being selected for the vacant job
position. This is majorly because of the fact that in the stage of selection many different types of
test are applied keeping in mind the vacant job position. There are different types of test through
which the candidate can be tested that whether they are suitable for the job position or not.
These tests are like aptitude test, intelligence test, personality test, attitude test and many
other related tests to check the abilities of the candidate. These tests will ensure that whether the
candidates are suitable for the position in the company or not. Kim and Ployhart, (2018) states
that the other type of selection method is the interview which is also of different types like
personal interview, telephonic interview, video conferencing interview and many others. This is
also a good method of selecting the candidates as in interview the selecting panel of the company
directly asks for the questions with the candidate. This help the selector in assessing the
confidence and communication skill of the candidate. This is a negative process because of the
reason that in this stage the HR rejects the candidates which are not suitable for the position and
selects the most appropriate candidate.
The major recommended strategy for improving the selection process of Hotel Phoenicia
is to use the personality test because of the reason that these tests will assess the overall
personality of the candidate. Also, for the interview the most important method is of face- to-
face interview. This is recommended to Hotel Phoenicia because of the reason that in the
personal interview the interviewer can read and understand the candidate in better manner. This
is majorly because of the reason that here the interviewer can read facial expression, body
language of the candidate and can also test the confidence of the candidate. Also, this will help
the interviewer in assessing the communication ability of the candidate which is very important
for employees of Hotel Phoenicia.
Motivation- It is another function of human resource management, that enhance the work
ability of workers and boost up their confidence level more than before. It considered as process
of encouraging and inspiring staff member for their maximum attempt to get improved
performance. HRM adopt different types of methods to motivate their team because motivated
people subordinate their objectives to achieve business goals and objectives as well.
For better performance it is very crucial for Hotel Phoenicia to keep its employees
motivated. Bakhtiari and LAK, (2019) articulates that this is majorly pertaining to the fact that if
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the employees will not be motivated then they will not perform to their fullest potential and this
will reduce the productivity of the company. Thus, for this the HR of Hotel Phoenicia needs to
take measures in providing motivation to the employees. For this there are majorly two methods
which can be used by hotel for motivating its employees. These methods are monetary and non-
monetary motivators. Under the monetary motivators the employees are motivated by giving
them increment, bonus, and other financial incentives. On the other hand, non- monetary
incentives include awards, recognition and other ways which does not involve money for
motivating employees.
For instance, if there is problem in providing direction to the employees as they are less
motivated to work. Then this problem can be solved by the HR of Hotel Phoenicia. Thus, here
the motivation function of HR will be helpful because of the reason that with help of motivation
the HR department will encourage the employees to work hard and to help each other in reaching
to the goal and objectives of the business. Thus, with these motivating factors the employees will
aim at achieving the aims of the company and providing direction to other and by coordinating
with the other employees.
In the views of Sun and Li, (2019) the motivation is the heart of HR because of the
reason that if the employees will not be motivated then they will not perform to their fullest
potential. Thus, here the HR depicts an important in encouraging the worker of Hotel Phoenicia.
For better performance in Hotel Phoenicia it is recommended to the hotel to use a mix of both the
different types of motivators to motivate the staff to outline better performance and improvise the
efficiency of company. Also, for motivating the employees another recommended strategy is to
use the approach of carrot and stick. Under this strategy the employees who perform better will
be provided with carrot that is incentives and other benefits. On the other hand, the employees
who are not performing better they will get stick that is punishment in form of demotion or many
other different ways.
Performance management- this is also another crucial function of HR of Hotel
Phoenicia because there need to be proper management for assessing the performance of the
employees. According to Macassa, (2019) the employees will not perform in the monotonous
way they also require some of the changes or some motivating factors to perform more better.
This can be only possible if the Hotel Phoenicia has a good performance management system.
Under the performance management system, the hotel evaluates the performance of the each and
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every employee and who perform well are rewarded with incentives and many other
performance appraisal methods. If the employees are not provided with the appraisal in the
performance then the employees will not perform to their maximum capacity. Thus, for this it is
essential for Hotel Phoenicia to provide for good opportunities and growth for the employee.
This will motivate the employees to a great extent and they will perform in much better way.
Also, there are many issues which are faced in the management of the way in which the
employees perform. The HR plays a crucial part in managing performance of employees because
they decide for the strategies which can be used for managing the performance. For this the HR
uses the method of improving the performance of the employees. The major strategy used by
Hotel Phoenicia is giving feedback to the employees so that they can work on the areas in which
they lack and maintain the strengths which are there in the employees.
The most important recommendation for the improvement of performance management is
set some high standards of performance which the employees need to attain by their
performance. These standards will motivate the employees as for proving their capability they
need to work in direction of achieving the standards with efficiency. In contrast to this, it will
increase the capacity of the employees to perform in better manner and this will in turn improve
the capacity of the organization as a whole. Also, the business organization can use many
different types of software which have been developed for analysis and improvement of level of
performance of the workers and staff of hotel. These are helpful because this will save time of
the HR manager in assessing the performance of the employees and will provide ways of
improving the performance as well.
TASK 3
Evaluation of number of HRM software programs
Human resource management software, is designed to automatize HR business
procedures, payroll, transactions and compliance. It allows HR manager of Hotel Phoenicia, to
focus on people management by streamlining each and every workforce software to one business
agile solution. There are number of HRM software programs available off shelf used by human
resource manager to manage their day to day activity.
Trakstar software-
It is one of the best and most effective software systems in the world, it helps HR
manager and its management to manage workers activities. It is cloud based HRM solution that
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cater professional’s worker evaluation practicality like goal management, succession planning,
performance review and 360-degree feedback. According to Banfield, Kay and Royles, (2018)
Trakstar software help HR management to easily manage the expectations of performance, allow
maintaining goals, encourage real time feedback between employees and managers. With this
software program, human resource departments in hotel can use goals and competencies to align
relevant applicants with business core value, supporting to build a productive organizational
culture.
ZoHo people-
It is another HRM program that Human resource manager can use within Hotel
Phoenicia. It is complete online HR solution, simply and automate their operations with easy to
use as well as customized human resource software. It seamlessly connects with many
applications that management can use every day, it suitable for all size of business. The features
of this system are attendance management, employee self-service, leave management, time
tracker and form customization. Solution leave management feature permits hotel to customize
leave types and workers can apply for leave online, it helps to save time and extra efforts. HRM
also have centralized view of all the people information by location, experience level, leave form
and role with the help of this system effectively. This system allows users to develop custom
modules by tabs based and adding types on needs. In view point of Li and Sarment, (2016) Zoho
people software offer drop & drag functionality, employee self-services characteristic permits
workers to update, change and access their own records according to organizational compliance.
Along with all above features, file cabinet helps human resource department to share and store
HR as well as hotel related documents in effective manner.
Atomic hire-
This is collaborative recruitment system that strengthen teams to work highly efficiently
together in order to create better hiring and recruitment decisions. It improves hiring judgement
of HRM by making this activity easier for its team to view, collaborate and share on their
applicants’ pipeline. It allows getting instant access to all data human resource manager need
from their staff to make right recruitment decision in context of company well fare (Fakhrealam
and et.al., 2019).
From above software evaluation, it has been decided that Trakstar is one of the great
software programs that would be beneficial for Hotel Phoenicia. With appraisal management
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feature, HRM manager can rate competencies based on right questions and score all appraisal
accordingly. By providing good appraisal with the help to using this system HRM can motivate
its staff. Ahead each rewards, workers and manager receive reminder emails inform them to
work that need to be accomplished.
In simple words, Trakstar software is beneficial and helpful for hotel as it helps HRM to
retain and motivate their top performers, give information to find out areas of strength as well as
areas for improvement or development (Trakstar Software, 2019). No other HRM software
programs is more customizable or flexible than this system. Human resource management within
hotel want better communication between staff and superiors, want to track competencies and
goals of business and also need review to be done on time, all these things will be easy and
achieved with the help of using Trakstar.
TASK 4
Characteristics of effective leaders taking into consideration all problems or conflict
As per view of Bonau, (2017) effective leader is a human with passion for because that is
wider than they are, someone with big dream and clear vision that can better workplace or at
least, come portion of it. Within Hotel Phoenicia, number of people are working together at same
workplace in order to serve the best services to their guest in effective way, which is quite
beneficial for business as they can earn more profit.
But due to lack of effective communication and direction workers face issues that affect
performance as well as motivational level of staff negatively, at this time effective leader of hotel
play vital role with different characteristics, which help them to solve problem effectively.
Effective leader has the ability to influence its team members, influencing others definite
building trust with their co-workers. Leader is able to focus on comprehension them encourage
and motivations to share personal opinions.
Stein, (2017) highlight that ability to inspire others is one of a leader characteristics, that
they can use to solve issues such as lack of communication. Leader give task to all its workers in
which they have to work together, it helps to begin communication between all of them. While
working in team, people interact with each other and share ideas to finished given task on time
within systematic manner.
Leader at workplace inspire its staff to communicate and interact to other members in
team group, it helps to build strong unit who are able to perform much better than work
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individually. They inspire movements that exist when workers chose to move in same direction,
the job of effective leader is to inspire individual to work together in hotel greater than
themselves.
Lack of proper direction at work area create difficulties for employees to complete their
work on time, it impacts on ability of people and demotivate them. With the help of using
effective leader characteristics, leader can solve any problem. They are able to provide
appropriate directions and guidance’s to its workers, which make them capable to perform much
better than previous period. The way leaders in hotel lead business operation used to totally
depends on need of situations and traits which is possessed by them to carry out various
operation of company. Truly inspiring leaders find bright side of any problem, they know that
gloom & doom accomplishes nothing, so leader remain pharos of positivity in face of failures
and challenges.
CONCLUSION
From above analysis, it has been summarized that HR manager and their team member
play vital role in Hotel Phoenicia. They help to motivate employees, hire skilled people and
trained new as well as existing applicants by using range of methods, it supports to build strong
and effective team. Warwick and Guest model suggest framework for HRM, that improve their
performance and practices. Different types of approaches used by Hotel Phoenicia to
management of their human resources, that results increase productivity and profitability.
Furthermore, Trakstar is the best software system that used human resource management of hotel
which is beneficial to business, strengthen their administration and maximize performance level.
Effective characteristics of leader solve problems at workplace, they inspire people and
understand their issues, to make strategic decision. In each function, HRM efforts to acquire
positive results, they always try to build strong brand image in market through managing
business performance. It has been summarized that all the human resource management systems
are highly beneficial and helpful as it supports to manage activities of workers in effective
manner.
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REFERENCES
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Bonau, S., 2017. How to become an inspirational leader, and what to avoid. Journal of
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Industrial Engineering and Engineering Management 2018 (pp. 695-705). Springer,
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