Case Study Report: Human Resource Plan for Milton Hotel Chain

This case study report presents a human resource (HR) plan for the Milton Hotel Chain, a New Zealand-based hospitality business. The plan is designed for the opening of five hotels in key tourist locations, including Queenstown, Mount Maunganui, Milford Sound, Bay of Islands, and Gisborne. The report is divided into two stages, with the first focusing on the Queenstown hotel's HR plan, and the second covering the remaining four hotels. It details HR policies for recruitment, training, rewards, and equal opportunity, adhering to New Zealand law. The plan emphasizes staff development, team building, and the establishment of interpersonal relationships to improve the hotel's competitive advantage and market presence. The report includes goals, scopes, milestone planning, and risk assessment, highlighting the importance of effective HR management in achieving the company's objectives and ensuring employee satisfaction.

CASE STUDY REPORT: MILTON HOTEL CHAIN
Executive summary
The Human Resource department is an important part in a business as they strategically devise
plans for the organizational growth. In the present task the human resource plan for a New
Zealand based hotel chain Milton is presented. The HR plans for hotel in Queenstown and also
for the other hotels namely Mount Manganui, Milford Sound, Bay of Islands and Gisborne. The
HR policies regarding recruitment, training, reward and equal opportunity would be devised as
per New Zealand law. The stage one provides the HR plans for Milton hotels which include the
processes of selection, staff development and others. Stage two also provides the HR plans for
recruitment, training recognition processes and others. These developmental plans would help
the company to expand in the long run. It also ensures satisfaction of the employees such that the
reputation and performance of the hotel can be improved.
The organisational staff is considered to be central to the development of the organisational
culture. The staff of the organisation tends to deal with the improvement as well as the building
of the teams as well as the interpersonal relationships that exist among the organisational
employees as well. The proper organisation of the staff and the establishment of the proper
interpersonal relationships among them would help in the improvement of the competitive
advantage of the company in the given market as well. The implementation of the
developmental plans would help in the improvement of the market presence of the company as
well.

2
Table of Contents
Introduction......................................................................................................................................4
Human Resource plan for new Milton Hotels in New Zealand.......................................................4
Stage one: Human Resource plan for Milton Hotel in Queenstown............................................4
Stage Two: Human Resource plan for Milton Hotel in Mount Maunganui, Bay of Islands,
Milford Sound and Gisborne......................................................................................................10
Development of Human Resource policies for recruitment and training......................................14
Human Resource Policy for employing new candidates in new branches of Milton Hotels.....14
Human Resource Policy for training new employees in new branches of Milton Hotels.........16
Human Resource Policy for rewarding new employees in new branches of Milton Hotels. . .18
Human Resource Policy for rendering equal opportunities to the employees in new branches
of Milton Hotels.........................................................................................................................20
Conclusion.....................................................................................................................................21
Reference List................................................................................................................................23
Appendix........................................................................................................................................28

3
Introduction
In order to earn a high brand value from the end users, a business manager has to manage the
internal resources effectively. In one hand, it is necessary to manage the technologies and
inventory of a company and on the other hand, it is also necessary to improve the aspect of
human resource. In this context, many business managers depend on a HR plan that helps them
to manager all relevant aspects of human resource management namely recruitment, training and
development and awarding.
This plan intends to discuss about Milton Hotel Chain, a new hospitality business in New
Zealand. The company has decided to open five hotels in the country’s five reputed tourist
locations namely Queenstown, Milford Sound, Gisborne, Mount Maunganui and Bay of Islands.
Among these planned hotels, the one in Queenstown will be opening in July 2019 and the rest
will open in the upcoming month of October. Every hotel will offer 50 rooms, restaurant, laundry
service, bar and 100 staffs will be employed in each branch (as per the case study). Based on this
information, this study intends to develop two individual human resource plans, one for
Queensland Branch and the other for the rest of the hotels. Moreover, the relevant human
resource policies for recruitment, rewarding, training and equal opportunities will be developed.
Human Resource plan for new Milton Hotels in New Zealand
Stage one: Human Resource plan for Milton Hotel in Queenstown
The Milton hotel in Queensland will open in July 2019 and it is necessary to develop a one year
plan starting from March 2019 to February 2020. As per Berman et al. (2019), prior to
developing a plan, it is necessary to identify the requirements of such plans. In the planned hotel,
there will be many sections namely reception, room service, bar, restaurant, laundry, accounting,
support staffs and many others (as per case study). Each of these sections will require individuals
with different skill sets. Due to advancement in technology, many new posts have been emerged
in all business aspects. In order to develop a human resource planning in Milton, it is necessary
to discuss the importance of such plans and set certain goals. Based on these goals, it can be
easier to identify the risks and take actions accordingly. Moreover, the plan should have a
definite and legit timeline to meet all the milestones.

4
Importance of HR planning
1. A human resource plan will enable the business managers of a company to find out the
potential candidates with correct skill sets. In Milton hotels, the company intends to
render a quality and diverse service. Therefore, the employees must have relevant skill
sets.
2. New Zealand is one of the most developed countries and the unemployment rate as low
as 3.9 % (McGinley, Hanks & Line, 2017). Milton Hotels can effectively help the nation
to keep up with this trend by recruiting more citizens. This will maintain a balance
between the demand and supply of human resources in the country.
3. With enough manpower, the companies will be able to increase the chance of providing
training to them and thus the chance of learning new skills and technological knowledge
will increase. This in turn will increase employee satisfaction level and the company’s
overall competence will increase (Albrecht et al. 2015).
4. The HR plan can help the company to abide by the employment regulations of New
Zealand. Thus, it will be easier to avoid legal proceedings.
Table 1: Goals and scope of HR planning in Milton’s Queenstown Hotel
Goal Scope Strategy Success measure Career
progression
opportunity
To develop a
safe
workplace for
all employees
The HR team of
the company has to
develop a safety
checklist that will
render relevant
guidelines
regarding
accidents, normal
liabilities and
The HR team of
Milton has to
develop a safety
policy and make
sure all employees
follow the policy
guidelines.
Necessary trainings
must be provided
Reduction in
injuries among
employees.
The amount of
safety knowledge
will increase.
Employees will
get health
benefits and a
certificate for
pursuing their
career with the
hotel

5
cover the aspects
of anti-theft and
anti-corruption.
Relevant health
and safety
programs and
insurance policies
can be developed.
Attaining this goal
will increase
employee
satisfaction level
in the Queenstown
branch of Milton
hotel.
to the employees
regarding this
aspect.
The sections
managers must be
trained to supervise
the employees
effectively.
To become a
preferred place
to be
employed
In order to increase
the company’s
brand value, the
HR team of Milton
has to focus on
increasing
employee
satisfaction level.
Attaining this goal
will develop the
company’s brand
reputation.
The HR team of
Milton will provide
regular training to
the employees to
develop their
competence. In this
aspect, a strict
employment policy
can be developed
that will comply
with the
employment law of
New Zealand.
The employee
satisfaction level
will increase and
the work
engagement will
develop.
The company
will have higher
chance to achieve
relevant rewards
namely ‘Great
place to Work
For- Australia’
(based on the
views of Yang,
Employees will
get chance for
promotion up to
management
level

6
Chen & Shen,
2017).
To retain
employees in
the
organisation
The company will
be able to retain
the employees by
rendering equal
opportunity to
each individual
and also by
providing effective
facilities. Attaining
this goal will help
the Milton’s
Queenstown
branch to retain
employees and
increase its
workforce.
The HR team of
the company will
have to develop a
policy to render
equal opportunity.
The supervisors
must have
excellent
monitoring skills to
identify the hard
working employees
to reward them.
This will increase
the employees’
work engagement.
The number of
employment in
the Milton
Queenstown
hotel is the major
measure.
In case the
number of
employees
increases yearly,
then the
strategies can be
said to be
successful.
Employees will
be able to
increase their
Communication
skills and
management
skills
To render
learning
opportunities
The branch in
Queenstown will
render many
services namely
restaurant, laundry
and bar. A diverse
range of work
opportunities is
present in the
hotel. Thus the
Queenstown
branch will be able
The company’s HR
team must present
employment
opportunities
effectively to invite
the potential
candidates for each
department. The
HR team can work
together with
Milton’s marketing
team to prepare
The ability to use
the company’s
technologies and
resources
effectively.
The enhanced
competence of
the employees.
Several
learning
activities
session will be
organized
which would
help them to
add to gain new
approach for
developing
their career

7
to meet all
deadlines within
time and more
efficiently.
effective job
description. The
employment laws
and company
policies must be
followed regarding
remuneration.
After employment,
it must be made
sure that the
employees are
experiencing a
steep and positive
learning curve
(George, 2016).
Table 1: Goals and scopes for Milton’s Queenstown hotel branch
Relevancy of Goals and Scope
Developing goals and scope for the employees are important for increasing the consistency level
among the staffs. Milton Hotels would get chance in gaining effective employees for their hotels
if the skills and goals are set in proper manner. Providing equal payment to every recruited
employee can help the company to reduce the conflict level in the organization. Apart from this,
Milton Hotel of Queenstown can increase further branches in future with the development of
their goals based on the above table.
Milestone planning
Milestone Mar
-19
Apr
-19
May
-19
Jun
-19
Jul
-19
Aug
-19
Sep
-19
Oct
-19
Nov
-19
Dec
-19
Jan
-20
Feb
-20
Identify the
department
-based
Y

8
services
and
knowledge
Identify the
department
-based
recruitment
details
Y
Develop a
recruitment
plan
according
to company
policies
Y
Advertise
to attract
candidates
Y Y Y
Interview
and
selection
Y Y Y
Primary
training
Y Y Y Y
Supervisio
n of
employees
Y Y Y Y Y Y Y Y Y
Develop a
training
plan
Y Y

9
according
to company
policies
and
employee
competenc
e
Train the
employees
to increase
knowledge
Y Y Y Y Y Y Y Y
Table 2: Milestone planning for Milton hotel in Queensland
As per the milestone plan, the company will have to complete recruiting staffs for the new
branch before the hotel’s inauguration in July 2019. The major portion of primary training will
also be rendered before the event. After selection of the employees, their competence will be
regularly monitored and regular training will be provided to improve their efficiency. The HR
team will develop the secondary training plan after July 2019 according to the employees’
competence level.
Risks and limitations
 The first risk in the HR planning is the inability to recruit efficient employees in Milton’s
departments. This risk may be generated due to ineffective marketing and improper job
description.
 The HR team’s supervision ability may be limited due to increased work load. In that
case the employee competence might not be evaluated effectively and the job satisfaction
level may get reduced (García-Granero et al. 2015).
 The company may face budget exhaustion due to excessive training programs. The HR
team must consult with the account manager of Milton to assure the viability of the
training plans.

10
Figure 1: Relevant risk in HR planning
(Source: Adapted from García-Granero et al. 2015)
Stage Two: Human Resource plan for Milton Hotel in Mount Maunganui, Bay of Islands,
Milford Sound and Gisborne
The management of the Milton Hotel has planned to open new prime tourist locations in different
places such as Mount Maunganui, Bay of Islands, Gisborne and Milford Sound. For all these
things, the management needs to properly focus on their Human Resource (HR) management in
order to provide the best services to their valuable customers (Madera et al. 2017). It has been
decided by the authority of the organization to open new Milton Hotel within October 2019 for
which they can focus mainly on the HR planning as it can help them to recruit the most skilled
staffs for their organization as well as new branches. The entire planning can be commenced
from March 2019 to February 2020. The following sections have provided information regarding
the HR planning in order to recruit and train staffs for their new hotels in a proper manner. The
company has planned for bringing new attracting schemes for the employees those will be hired
for the Milton Hotels such as recognitions, incentives and rewards for the best employee of the
relevant risk in HR
planning
ineffective
supervision
inability to
attract
candidates
Budget
exhaustion

11
month. This is a unique and attractive plan which can help in gaining potential employees for the
company.
Importance of the HR planning
It is estimated that HR planning focuses on the recruitment process for an organization as well as
the training process for the staffs. Moreover, the HR planning helps in successful recruitment of
skilled staffs within an organization. Therefore, the company has planned to develop their HR
planning in a proper manner based on which they can maintain a proper recruitment of staffs that
can develop their customer related services. As per the notations of Murray & Yaghoubi (2018),
HR planning identifies the changes for the organization depending on which their training related
strategies can be developed. (Refer to Appendix 1)
Through the proper HR planning, the HR managers of the Milton Hotel can identify the
requirements of training for the employees who can be recruited by them in the major four
branches. It needs to be mentioned that through the proper Human Resource planning, the
management of Milton Hotel can identify the number of staffs required for their organizations.
With the proper development of HR planning in the above mentioned hotel, the HR managers
can assist the staffs to recognize the human resources of their organization for its further usages.
As per the Employment Relations Act 2000, it is the duty of the HR managers to maintain proper
relations among staffs which can also be implemented through proper HR planning (Bowie et al.
2016). Finally, it can be said that the HR planning in Milton Hotel can also help the staffs to
enhance their work productivity as well as efficiency.
Goals and Scope of HR planning for the new hotels
The following table has shown the goals and scopes of the Milton Hotel and the strategies to
meet the objectives in a proper manner:
Goals Scopes Strategies Measurement of
Success
To recruit the
number of staffs for
It can enhance the
opportunities of the
In such a case, the
hierarchy of Milton
The management of
the new hotels can

12
facilitating the new
branches of Milton
Hotel in a systematic
manner
management to
complete their works
such as customer
services within short
time span. It can also
help to develop their
profits from the
respective market
(Kruesi &
Zámborský, 2016).
Hotel needs to recruit
the skilled Human
Resource managers
who can identify the
skilled staffs for the
organization through
applying accurate
ideas.
collect feedback from
customers as well as
gather reviews from
them through which
they can be assured
regarding the service
quality of their staffs
(Gursoy, 2017).
To develop customer
service related
training for the
staffs in order to
accelerate their
work efficiencies
This goal can help the
organization to meet
the expectations of
customers. On the
other hand, it can also
broaden the customer
satisfaction which can
provide their revenue
growth (Gursoy,
2017).
In such a case, the
HR managers can
provide the customer
centric training to the
staffs. They can also
develop the customer
centered approaches
of staffs within
training period to
serve the best for
their valuable
customers (Kruesi &
Zámborský, 2016).
The authority of
Milton Hotel can
measure their profit
growth through which
they can identify their
success level.
Table 3: Goals and Scopes of HR planning
Milestone planning
Objectives Oct 19 Nov 19 Dec 19 Jan 20 Feb 20

13
Analysis of
organizational
objectives
Inventory of
present human
resources
Estimation of
man power gaps
Implementing
the strategies of
human
resources
Discussion
regarding
training session
Submission of
the planning to
hierarchy of
Milton Hotels
Table 4: Milestone planning
Risks of the planning
● At first, the HR managers can be unable to recruit the efficient and skilled staffs for their
new four branches due to which the hotels can fail to deliver the proper service facilities
to the users.

14
● The training session which will be developed for the staffs can be unable to increase their
efficiency and productivity level. It can directly hinder staff’s performance and fail to
meet customers’ satisfactions (Andringa, Poulston & Pernecky, 2016).
● For conducting the training and development session, the HR managers can also face
budget related issues that can hinder the performance of staffs.
Recommendations for mitigating the risks
 For mitigating Management risks: The management needs to develop training session
for the HR managers through which they can train the staffs for the Milton Hotels. For mitigating resource risks: Finally, the management can also increase the efficiency
of their Human Resource managers while providing training to the staffs which can
increase their profitability level.
 For mitigating operating risks: It can also be the duty of the HR managers to consult
with the hierarchy of the organization through which they can know regarding the
training plans as well as human resources of the hotels. It can help them to broaden the
productivity of the organization in a systematic manner.
 For mitigating budgetary risk: Contingency budget must be considered for the
organization to mitigate the risk pertaining over the budget. Moreover, strategic
investment over areas of need can help to mitigate budgetary problems (based on the
ideas of Kenney et al. 2015).
 Employee management risks: The HR team can also enhance their supervision ability
through which they will be successful to measure the competency level of employees.
Development of Human Resource policies for recruitment and training
Human Resource Policy for employing new candidates in new branches of Milton Hotels
In order to develop a HR policy for recruiting new employees in the new hotels, Milton’s HR
managers have to follow certain regulations namely Employment Relations Act 2000 and Human
Rights Act 1993.

15
Figure 2: Relevant policy to develop employment policy
(Source: newzealandnow.govt.nz, 2019)
As per the Employment Relations Act 2000, in any New Zealand organisation, the employers
and employees must perform relevant tasks with good faith and in case of conflict; both entities
must take necessary steps to solve the issue immediately. As per the Human Rights Act 1993,
the candidates cannot be rejected on the basis of gender, marital status, colour, race and disability
(employment.govt.nz, 2019). The HR team of Milton has to develop a strong employment
contract to maintain a healthy practice of recruitment. The contract must clarify about the
responsibilities of employee and employer. Relevant information regarding remuneration,
facilities and tenure of employment must be mentioned in the contract (newzealandnow.govt.nz,
2019). The HR policy can offer guidance to attract potential candidates via proper marketing. As
per Jekiel (2016), in a recruitments process, a candidate has to provide personal data namely
address and contact details. Furthermore, after selection, the candidates will have to manage
more personal details namely remuneration data. In this case, the company has to follow Privacy
Act 1993 and protect employee data accordingly. Certain recommendations to develop an
effective HR policy to employ new candidates are mentioned below.
relevant
policy to
develop
employment
policy
Employment
Relations Act
2000
Human Rights
Act 1993
Privacy Act 1993

16
 The company must develop an effective contract and include all related aspects in the
contract, namely type of employment, responsibilities, remuneration details, benefits,
compliance with relevant law.
 The company’s HR team has to undertake certain selection and rejection standard. The
standard must not reflect any type of discrimination and relevant regulations must be
followed. The selection criteria must be developed based on specific criteria namely age
limit, required skills and education level according to the job post.
 The HR managers of Milton have to contact with the marketing team to prepare a proper
advertisement to attract potential candidates for interview process. The advertisement
must clarify the job post, salary details, required skills and contact details.
 The company has to follow relevant regulations namely Privacy Act 1993 to protect the
gathered candidate data acquired during the interview process. The data can be securely
removed from the company database after the interview process is completed.
Human Resource Policy for training new employees in new branches of Milton Hotels
The Milton Hotel has planned to start hotel in Queenstown which is in New Zealand. Moreover,
the hotels would also be constructed in the Milford Sound, Mount Manganui, Bay of Islands and
Gisborne. This plan needs human resource strategies for hiring, recruitment, training and many
more. This policy would also include the policy for training of the employees and ensuring their
development in the long run.
The hotel would train the staffs as per the New Zealand HR policy. On job training to the
employees would be provided. Practical demonstrations would be given to learn the processes
and systems effectively. It would be ensured that the work environment is effective enough for
learning and development. As per the ideas of Cascio (2015) the 70-20-10 developmental rule
would be followed to ensure good developmental outcomes. 70 percent of the training would be
given by the day to day experiences, 20 percent through coaching and feedback and the rest 10
percent would be ensured by conducting training programs, conferences, courses and many more
(employment.govt.nz, 2018).

17
Figure 3: HR policies for training and development
(Source: Cascio, 2015)
HRM plan and policies of the company is associated with on-job training, work, health and
safety and new developmental concept. The above figure has shown the Training and
developmental programs would be initiated for updating their knowledge and skills. The line
managers would be responsible for supporting the staffs and guide them in about the tasks they
are required to be perform. On-job training to the employees would help the company to develop
the management skills which is important for tackling the hotel services effectively. For
example, the hotel services require provision of better hotel experiences to the customers. In this
respect training would be provided on the way to give better room services and food delivery to
the guest appearing in the hotel. As per the suggestions of Tabvuma, Georgellis & Lange (2015),
the learning opportunity of learning needs to be provided to each of the staffs irrespective of their
social and cultural backgrounds. Moreover, both the part time and full time staffs would be given
access to the learning process such that they can portray their respective roles efficiently.
Therefore, these training programs needed be included with sessions that involve communication
with the staffs to ensure the effectiveness of training provided. Certain suggestions are
mentioned below.
On Job Training
70-20-10
develpmental
rule
Work, health
and safety

18
 The monitoring and track of the training programs would be done in order to ensure if
further developments are required to be made in the developmental programs provisioned
to the staff members. Moreover, the health and safe work would be ensured in the on job
training and development. The Health and Safety at Work Act 2015 of NZ is to be
included in the policy of HR training process (employment.govt.nz, 2018). Both formal
training and personal development and training would be ensured to improve the job
performance (Frese, Hass & Friedrich, 2016).
 Additionally, the resources required for training would be assured and the relevant tools
and budgets required would be fixed. In the training process, the staffs would be trained
with advanced skills and encourage them to be familiar with the electronic and
technological facilities such that they can equip themselves with better knowledge of
technical skills. Therefore, these training programs would help the employees to be
trained and be expert in the facilities they provide to their customers.
 This would help them the new hotels to enhance their brand reputation and image as
loyalty among the customers would be developed with the improved services they get.
This would help them in progressing in their career path. In addition to this, the managers
would also know the capabilities of the staffs and therefore can assign the roles with
respect to their talents. Based on the suggestions of Bercu (2017), training and
development is a continual process and employment of right kind of policies can ensure
the company benefits. Again, training process incorporated in other hotel companies of
NZ would be assessed to evaluate the effectiveness of the training provided in the hotel.
Human Resource Policy for rewarding new employees in new branches of Milton Hotels
As per the New Zealand legislation, the human resource policies of the hotel needs to include the
recognition programs that gives provision to certain benefits, rewards and recognition. In the
mentions of Malik, Butt & Choi (2015) both cash and non cash recognition programs would be
initiated in order to encourage the employees towards their work. The hotel company can give
experimental rewards like travel vouchers, gift cards other than traditional rewards. The
experimental rewards that are provided in recognition programs are considered as one of the best
ways to motivate the staffs towards their work. Moreover, these types of rewards are emotionally
engages and act as a strategic choice of giving rewards by motivating the stakeholders of the

19
business. This strategy would help in improving the productivity of the employees towards work.
Moreover, it helps in engaging the employee focus towards work.
Figure 4: Maslow’s hierarchy of needs
(Source: Lee & Hanna, 2015)
Based on the suggestions of Eisenberger, Malone & Presson (2016), the recognition and rewards
can be provided consistently to satisfy the employees and make them focused towards their
respective works. Certain recommendations are rendered below.
 The HR managers can incorporate the theory of Maslow Hierarchy of needs that states
that effective training and development is required for ensuring satisfaction among the
employees. The rewards and recognition being the basic necessity of a workers and are
needed to be provided such that their self esteem needs are satisfied. As per the Maslow
theory, the recognition helps in raising confident level among the staff members and
improving their performance (Lee & Hanna, 2015).
 On the contrary lack of self esteem may result in developing a feeling of inferiority and
reducing the performance levels. For instance, if a particular worker or a group of
Self
act
uali
asti
on
Self esteem
Belonging
Safety
Physiological

20
workers are efficient in delivery of services in the hotels then their work must be
appreciated by means of provision of rewards and incentives. This would help in
motivating those employees and they would be encouraged to provide more effective
services. As a consequence, applying this strategy would help in enhancing the reputation
and profitability of the hotel itself. Again, the HR policies of reward and recognition
include that the benefits must also be provided as per the capabilities and efficiencies of
the workers. In addition to this, the rewards and recognition procedures can also be set
according to the procedures followed in other Milton hotels.
Human Resource Policy for rendering equal opportunities to the employees in new
branches of Milton Hotels
The role of HRM is to plan and develop the human resource policies in order to strengthen the
relationship between the employees and organization structure. The staffs that will be recruited
in the Milton Hotel needs to be provided equal payment opportunities in order to decrease the
discrimination rate in the hotel. As mentioned by Phillips & Gully (2015), HR managers are
assigned role for ensuring fair payment to the employees. In Milton Hotel, HR managers can
take help from the legislations which are implemented by New Zealand Government such as
Equal Pay Act 1972 and Employment Relation Act 2000 for using effective system in the Hotel.
As per the guidelines of Equal Pay Act 1972, it is found that gender payment gap and ill effects
of doing discrimination such as data leak and growing misbehaviour in the organization are
unethical (Legislation.govt.nz, 2019). The HRM department of the Hotel requires to use Equal
Pay Act in order to set the remuneration scale equal. This helps in the enhancement of employee
relationship in the organization. As the Milton Hotel, New Zealand is the start-up one, hence, it
is important to focus on providing equal payment; otherwise employees may leave their job
which can ultimately affect in the hotel production rate. As opined by Bailey et al. (2015),
policies and norms of human resources should be created for determining the vacation policies
and equal employment opportunity policies without doing any discrimination to maintain ethics
of the organization. The head of Milton Hotel needs to take care about the equal treatment
practice is used among the males as well as female employees.
As per Employment Relation Act 2000 of New Zealand, it is useful to check Section 22 for
understanding the policies of payment agreement of the employees (Legislation.govt.nz, 2019).

21
Moreover, the Hotel owner requires ensuring that every employee is treated equally so that no
employee feels that they are no given respect in their job role. As per Subsection 2 of Employee
Relation Act, workplace diversity needs to be maintained for setting fair reward system.
In addition to this, employment equity is the one that helps in conducting the business fairly in
the company. During recruiting the employees of the Hotels, the HRM department should be
judge them based on their gender, as this is against the Employee Relation Act. Moreover, it can
be said that doing gender discrimination can result in the low productivity of the organization as
most of the workers in New Zealand are female. Therefore, management team needs to show a
positive attitude towards both male and female workers. Certain recommendations are mentioned
below.
Part Two
Human resource policies for:
1. Recruitment and selection
The following of the proper legal activities within the company and the incorporation of the
required policies tend to help the company to implement a diversity within the organisational
workforce. The presence of the diversity within the organisation tend to help the concerned
organisation to deal with the several issues that are faced by the organisational operations as
well. The implementation of the organisational diversity leads to the development of the
organisation in terms of the issues that are related to the operational challenges of the company
in the international markets.
2. Staff training and development
The training of the new employees of the organisation is considered to be extremely important
since the training helps in the alignment of the staff to the policies that are followed within the
company. The training of the staff helps in the resolution of the issues that are related to the

22
organisational performance as a whole and the employee performance on a more personal level.
The proper training of the new employees of the organisation help in motivating the employees
of the organisation in performing to the best of their abilities as well.
3. Recognition and rewards
The organisational management should implement the proper rewards to the employees of the
organisation in order motivate the employees to deliver the best of their performances. The
employees of the organisation are observed to deliver better work when they are rewarded in
accordance to the service that they provide to the employees. The majority of the motivation that
is received by the employees refers to those that are implemented through the rewards that are
extended to the employees.
4. Equal Employment Opportunities
The organisational staff might be motivated to deliver their best through the implementation of
the equality within the organisation. The equality within the organisation as well as the
remuneration policies tend to help in motivating the organisational staff.
Equal payment to the employees:
After studying the relevant HRM policies and laws set by New Zealand Government for ensuring
equal payment to the employees, it can be recommended to the managers of Milton Hotels for
promoting the most eligible employee. Moreover, they can check the self-management skills and
communication skills which are treated as the most important factor in hospitality sector.
Moreover, based on Equal Payment Act, the HRM managers of Milton Hotel should not bring
discrimination among males and females workers. The payment should be done by maintaining
the regulations and rules of this Act.
Mitigate gender discrimination:

23
It is found that in the organizations of New Zealand, about 80% of the workers are females and
these females are paid low in most of the organization. Hence, HRM managers of these Hotels
need to set policies for reducing gender pay gap. Moreover, in greeting customers of the hotels,
the women are found to be more experts, therefore, salaries of women should be given fairly for
gaining more popularity among the entire hotel chain. For example, Milton Hotel can use equal
payment for both men and women workers which will help in creating competitive edge in the
hotel. Moreover, work arrangement and other caring responsibilities can be handled by both men
and women equally; hence, payment structure should be created accordingly.
Conclusion
From the entire study, it has been found that HRM policies are discussed thoroughly which can
help Milton Hotel in developing the business effectively. This study has presented the major
legislatives that need to be focused for gaining potential employees which would increase the
brand value of the hotel chain. Besides this, human resource policies such as fair payment
policies, effective reward system, training requirements and recruitment policies are presented
which are helpful for making the rules and regulations strong. It has been found that HR Plan has
discussed about the risks, limitations and milestone of the business which is effective for
strengthening the business framework lucratively.
Additionally, the Maslow Hierarchy of Needs has been explained that would help the director
and HR managers of the hotels in forming the payment structure for the employees. Therefore, in
conclusion, it can be said that developing HRM policies as per the New Zealand employment
Act and legislatives, Milton Hotel can establish their kingdom strongly.

24
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Appendix
Appendix 1: Human Resource planning
(Source: Based on the ideas of Madera et al. 2017)