Analysis of HRM Challenges and Solutions for Crown Melbourne

This report provides an in-depth analysis of the human resource management (HRM) issues faced by Crown Melbourne, a prominent casino and resort. The report identifies key challenges such as managing knowledge workers in a rapidly changing technological landscape, adapting to technological advancements, and effectively managing organizational change. It supports its analysis with relevant employment law, government acts, and industry guidelines. Furthermore, the report explores strategies for addressing these issues, including recruitment, employee training, and policy development. The analysis emphasizes the importance of adapting to globalization and market changes, highlighting the need for strategic personnel retention and talent development within the organization. The report concludes with recommendations for improving HRM practices at Crown Melbourne.

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Table of Contents
Introduction......................................................................................................................................2
Analysis of the identified HRM issues in CROWN........................................................................2
Arguments in support of the analysis with relevant employment law, government acts, and
guidelines relevant to the CROWN.................................................................................................3
Conclusion.......................................................................................................................................4
Bibliography....................................................................................................................................5

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Introduction
Crown Melbourne is known as the casino and resort. This is located in south bank of Yarra
River. This was primarily opened in 1994. Crown remains the central feature of the Southbank
area of the Melbourne central business district. The following discussion will analyze the HRM
issues in Crown and arguments within the support of analysis.
HRM issues in CROWN
The industry of hospitality is very challenging for organizations. The HRM faced many issues
regarding communication, the motivation of employees, administrating, management of
performance, compensation, and hiring (Arthur, 2014). Human resource management in Crown
has faced many issues which are as follows.
 Managing knowledge workers
In today's time, globalization of the work with the regular advancement in technology is altering
the nature of workers. The research has identified that it is crucial to maintain and expand the
role of technological leadership. The crown has faced the issues to focus on individual goals and
organization growth. For example, a new worker within the organization faces the issues and
finds the many difficulties to manage the work properly.
 Technological changes
HRM in Crown views the application of technology as an operational issue. Technology systems
in the front office, bar, and restaurant are advanced at a high level and crucial. The Crown HRM
department finds the difficulty to schedule the training regularly to adjust with the new
technologies. The IT approval with the many other technologies is difficult for the HRM to level
up (Becker, & Gerhart, 2016). For example, while systems are updated and new technologies
introduced then the employees find the difficulty to adopt it and not show a negative attitude.
 Managing change
The environment of hospitality is unpredictable and the introduction of the change is important
to make the progress. Globalization has led to the many interventions within the Crown

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reformation, mergers, turnaround, and downsizing. Managing the change in business is hard for
the HRM department as occurred with the worker issues.
Arguments
Human resource management requires the have people skills and relates to both customers and
employees. These all required to provide the experience within the particular position of the
employee. The HRM department should provide solutions and training to the worker's issues in
the long run. This is important for the organization to recruit the candidate as per the
organization requirement. According to (Denvir, & McMahon, 2012) different strategies should
be applied to focus and hire high performers and average performers. The strategy of the
business should be cleared and focused to select the applicant as per the required skills. The
recruitment sources should be promoted and transferred to meet and select the appropriate
person. Recruiter in the HRM department of Crown should be experienced, qualified, trained and
aware of the various parameters. The (Boella, 2016) has referred that the various parameters
should be planned and judged in advance.
According to the (Delaney, & Huselid, 2016) employment law refers to the rules that regulate the
relationship between management and employees. This presents that the organization should pay
to the employees for their work. It is important to provide a set of written standards and operate
business procedures more effectively. The department of HRM in Crown is required to establish
the procedures and policies as part of the dense in the court of law. The HRM department is
required to take care of the job-related issues within the written policies and procedures to use as
the defense. The HRM department should ensure and adopt the organization policies with the
direct and indirect on the employees. These kinds of policies should deal with the many issues
that arise from differences between employees influencing the organization's diversity. This is
important for the human resource department is to deal with the market environment issues and
get success. The organization that fails to bring the new talent may result in the dire
consequences as competitors can outplay the organization in the tactical employment of the
human resource department. The main focus should be strategic personnel retention and
development of talent.

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Conclusion
In the limelight of the discussion, it can be concluded that HRM in the crown faces the issues to
manage the knowledgeable workers. The department of HRM faces the problems to manage the
technological changes as regularly improved. Managing the change within the organization is
critical as globalization regularly leads to the many issues within the businesses. Further
discussion covers the recommendations to improve the practices of the HRM department.

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Bibliography
Arthur, J. (2014). Effects of human resource systems on manufacturing performance and
turnover, Academy of Management Journal 37(03), 670–870.
Becker, B. and Gerhart, B., (2016). The impact of human resource management on
organizational performance: progress and prospects, Academy of Management Journal 39(04),
779–801.
Boella, M. (2016). A review of personnel management in the private sector of the British
hospitality industry’, International Journal of Hospitality Management 5(01), 29– 36.
Delaney, J. and Huselid, M. (2016). The impact of human resource management on perceptions
of organizational performance, Academy of Management Journal 39(09), 994–996.
Denvir, A. and McMahon, F. (2012). Labor turnover in London hotels and the cost-effectiveness
of preventative measures, International Journal of Hospitality Management, 11(02), 143–54.