Managing Human Resources at Huntsman Hotel: A Comprehensive Report

This report examines the human resource challenges faced by Huntsman Hotel, a UK-based hospitality company planning expansion. The report, divided into three tasks, identifies key issues such as staff shortages, low employee morale, and inadequate training. It analyzes the implications of these issues on the hotel's growth and customer service. Task 1 focuses on the leading HR problems, including employee dissatisfaction and ineffective management structures. Task 2 provides recommendations for HR development, including improved training programs, recruitment strategies, and marketing initiatives. Task 3 assesses the wider implications of HR changes on employees, emphasizing the importance of training and development. The report highlights the need for a more strategic and employee-focused approach to HR management, including the implementation of new organizational structures and enhanced customer service strategies. The report emphasizes the importance of customer feedback and utilizing opportunities for growth in a competitive market. The report is a solution from a student and is available on Desklib.

Managing Human
Resources

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Leading issues faced by HR Manager.....................................................................................1
TASK 2............................................................................................................................................3
2. Recommendations for the development of HR in Huntsman Hotel. .....................................3
TASK 3............................................................................................................................................5
3. Analyse the wider implications for employees relating to the management of people at
Huntsman in light of the changes made by HR. .........................................................................5
CONCLUSION................................................................................................................................7

INTRODUCTION
Managing people is not an elementary task, when it comes to organizational level. It
takes high patience, positive attitude and high moral values. Moreover, they must be good at
accountability so that they could take decisions related to the organization (Arafat and Ahmed,
2013). Support to the employees and resolving their conflict are the main objective of the
manager. For the development and maintenance of firm, they need to allocate work to the
employees, monitor, provide rewards and other incentives, resolve their issues, increase
productivity, take major decision for the organization and make recruitment and selection for the
company. Further, through their strategies they need to take the organizational decision to use all
the resources in sustainable ways (Stone, 2013.). Personal and personality development are the
two major improvement which are ethical completed by the HR managers. These developments
are used by the HR managers in order to improve the performance level so they can work with
full potential. Following report includes the issues faced by Huntsman Hotels, PLC, which is
located in UK. The firm is facing the issues related to shortage of effective and efficient human
resources required for the managing their hotels in UK and EU. For this purpose, they recruited
new HR, Mr. Jacques Marechal to resolve the issue and to improve their reputation. Report
contains steps which were taken by the HR manager to improve the conditions of Huntsman
Hotel (Armstrong and Taylor, 2014).
TASK 1
1. Leading issues faced by HR Manager.
Huntsman Hotel is owned by Giuseppe Salieri who is a well-known entrepreneur and
business man. There are more than 60 hotels in the UK and company is planning to raise their
hotels all over the EU. The hotels are situated at most famous destination places, in city centres
and at down-town location. But due to the fierce competition and staff shortage, they are facing
issues in their growth plan.
As there are many similar firms in the market such as Travelodge, Premier Inns and Ibis,
so company is facing huge competition in recruitment of eligible staff. Further, issues like
shortage of staff, restricted growth and had greatly impacted on their image (Armstrong and
Taylor, 2017). Moreover, due to all such issues some customers had cancelled their booking. For
resolving all the issues company recruited Jacques Marechal as head of HR. Some issues were
identified by him like low morale, discrimination and other regularities, due to which he wanted
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new recruitment and selection of staff. Company is having the flat structure where major
decisions are made by Giuseppe. As per the progressive thinking of Giuseppe, he wanted to
expand the business to EU with more than 150 Hotels in next 5 years; increase in competitive
advantages; develop strategic partnership and attract new potential stakeholders.
Some more issued identified by the HR are:
1. Employees don't have belief in the managers and consider them to be forbidding and
detached (Sturman and Park, 2016).
2. The hotels are not having the permanent members, most of their members are from GMB.
3. Moreover, company is having the ad-hoc wage structure where employees are only
chosen on the occasion or at the time of vacations.
4. Company is sending the existing members to France and all of them are unaware about
the French.
5. The company needs to recruit more than 70% of the employees within 4 weeks.
6. Further, for the existing members, training and development programs needed to be
organized so that they can effectively handle the customer without discrimination.
7. Organisation standards, quality of services and reputation needs to be improved.
There is need to change the complete management structure in the organization.
Managers and employees are unable to raise their voice regarding any development process.
Moreover, manager must be allowed to take the major decision for the company (Bonet,
Cappelli and Hamori, 2013). Without a strategic approach company should not take any major
decisions. Further, staff needs to be trained which is the most difficult task. Workers working in
the organization needs the transformation so that they can have better approach to the customers.
As more employees are working on the ad-hoc wage structures so training part to those
employees lacks. For this purpose either sufficient staff requirement must be there which can
handle the customer with ease. Hotel needs to have the well-trained staff and should use the
hospitality service to influence the customers. Following are the qualities which a person should
have in the hotels:
 They must have better communication and interpersonal skills (Suhail and Azhar, 2016).
 Employees must be enthusiastic to their work so they can provide better customer
service.
 They must be organized, multi-tasking and committed to the work.
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 Moreover, working in team in organized way help the organization to show better culture
and values to the customers.
TASK 2
2. Recommendations for the development of HR in Huntsman Hotel.
For the company, generally the recruitment and training is required. There is lack in the
morale values of the employees (Budhwar and Debrah, 2013). Further, manager needs to take
part in the decision making process as they can only understand the employees and organization
effectively. Implementing all the changes in the organization will be difficult as it required
certain time period and support of all the members in the organisation. It was fortune that
management and employee to needed changes in their system approach. Some more suggestion
are given below:
 Orientation of the Hotel: Though the hotel is having the fame but due to bad orientation
the customers are leaving. The main issue is due to the orientation problem. Major
decision are taken by the Giuseppe Salieri without the consideration of the employees. If
he and other managers have consulted the employees or the staff of the hotel then there
can be chance of more employees support. Further, this makes the employees belief in the
management. There is no communication in the organizational structure which is
necessary to achieve the firm objective. If proper work place is given to the employees
them they might continue in the same organization (Clardy, 2014).
 Providing the training and development programmes: Company lacks in the hospitality
management which is mainly required in the Hotel business. Company had to face the
substantial damages because of less morale values. If the employees could have better
approach to the customer then chances could have increased of customer visiting the
hotel.
 Role of management: Company lacks in the management system. Managers are required
to make the decision for the development process effectively, efficiently and in strategic
way. HR role is to understand the problems faced by the employees. But in the given
scenario, hotel staff don't consider the role played by the manager (Efanga and Olefero,
2014).
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 More recruitment and selection: Company lacks in terms of the qualified customers. As
more than 70% staff had left the organization which can be mainly due to lack of
payment. Company is offering the employees on the daily wages due to which they are
not getting at the time of occasion and holidays. If organization has the permanent
numbers of the employees which are well trained with ethics and moral values then firm
can have employees for more period of time.
 Decision making process: In order to achieve success, decision making process is done
which lacks in the organisation. There was no planning and no strategies were developed
while taking the decision. This can be seen when Giuseppe appointed at the managerial
post in France; the manager is unable to speak French properly which means the person
will be ineffective there. Appointing such person to the post will be a complete loss to the
organisation (Cowling, 2013).
 Marketing strategies: Every organization needs to make the marketing strategies in order
or understand the market and take reliable action. Through this way company can provide
better competition to the other hotels. Moreover, marketing strategies are made in order
to understand the strength and weakness in the firm. Further, it provides the opportunities
and threats which are very necessary for the organization of the firm.
 Approach to the customer: Company lacks in the approach to the customers. Many
customer are influenced through the services provided to them. But in the company it
lacks in all those things. Due to lack of the services provided, customers are not coming
to the hotel back and are cancelling their bookings (Varma and Budhwar, 2013.).
 Marketing: In order to promote the business and services there are no efforts made.
Outside customers can be attracted towards the hotel by advertisement and promotion.
Marketing and special offers can attract more customers. They also features the facility
which will be provided to them in the hotels. Advertisement should be made which
influence the customers during the occasion period and holidays. This can be done
through low cost methods which means reducing the prices then the competitors and
providing better services (El Bedawy and Maher, 2015).
 Issues related to the customers: Hotel is not taking the customer’s feedback nor managers
are getting the records maintained. Customer feedback helps to understand the areas more
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clearly where the service lacks. This can help make necessary changes required by the
company.
 Utilizing the opportunities: As the location of the hotels are at tourist destination places
so they must be used in order to increase the profit and influence the customers.
 Gaining supports from the locals: Locals people are best to promote and support the
organization. Through the societal and cultural support business can be developed.
 Implementation of new rules and regulation.
When all the consideration are taken and changes are made then Hotel can have more
customers. There is only requirement of the effective staff and their services. Marketing helps to
understand the business strategies which are required for the business development. Resolving
the customer’s and staff's problem can help to support for the betterment of the hotel. Moreover,
there is great need of the organisational structures (Fan and et.al., 2016). If there is no
organizational structure in the organization then firm can't perform its work effectively and
efficiently. Employees must be motivated so their performance and ability can be enhanced.
Further, the quality of service and organization standards must be maintained. Organisational
structure, strategic approach, sustainability development and ethical values are most required
changes are mostly required.
TASK 3
3. Analyse the wider implications for employees relating to the management of people at
Huntsman in light of the changes made by HR.
Hospitality business is completely depended on the services provided to the customer and
their feedbacks. In Huntsman hotel, as there was no organisational structure and proper
management due to which they have faced lot of problems. When problems were discussed
among the staff members at organizational level most of the problem were related to training and
wages of the employees. Creating the personal and relational management in organization can
support to develop in effective ways (Wirtz and Heracleous, 2013). Changes made by the HR
includes following things which supported the employees and helped the organization to achieve
success.
 Initially training was provided to all the existing employees. Through this their various
ability and qualities were enhanced. This provided greatest change in the behaviour
approach of the workers towards the customers. Moreover, it supported then in more
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positive ways as customers are willing to pay rewards to their services. Training included
improvement in their approach, interpersonal as well as communication skills and team
work. Moreover, training and development program helped them to be more ethical and
added values to their services. Further, it helped them to be more organized and
committed towards the work. Along with this team work helped them in reduction of
their work load and made positive and calm work-environment. Now they are able to
utilize their full potential at workplace. At last, they were taught different languages so
they can influence customers from other country or can work at other place for
Huntsman. In all it increased their operational performance and helped to get better
professional career. For this motivation and rewards theory was used to increase their
ability and performance level.
 The second change was the organisational approach and structure. Now HR manager can
directly connect the issues of employees to the other staff members and they too can take
part in the decision making process of the company. Through this implementation many
employee were made permanent and there salary was fixed. Now HR manager can
effectively communicate with the employees in the organisation. Further new rules and
regulation was made which was made to achieve the company target and employee
benefits (Fechter, Oelberger and McWha-Hermann, 2017).
 Third change included the new recruitment which helped the ad-hoc wage workers to get
permanent. This increased the effective work of every employee in the organisation.
Also, as Giuseppe’s had to open the new hotels so the new recruiters along with the other
trained employees could support to his business plan.
 Moreover, new rules and regulations which provided the employee permanent work
hours, and other organizational services. Sustainability development helped in having the
better work environment and support of the organisation and management.
All these plans helped the business of the Giuseppe’s in effective and systematic ways.
Moreover, it helped to gain the flexibility in the organisation and its approach to the customer.
Now the services are provided by the staff are with ethical support and by using the hospitality
services. Customers and staff both are getting positive, calm, clean hotel environment which they
all can enjoy together (Gupta and Bhaskar, 2016). This has also contributed to the firm and to
Mr. Giuseppe as they now they have the new investors which are ready to business with them.
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As the training provided to the staff they are able to work in other countries which can offer them
chance to visit the other countries. Company had improved their internal and external factors
effectively. Now case like discrimination and other such cases which can hurt the person through
cultural or values will not be tolerated in the company. Collectivity of the employees, staff and
management has effectively contributed in the development of the firm. Through this
transparency in the organization was there and at low maintenance company was earning more.
Collective contribution of all will result in the success and better productivity of the Hotel. This
will increase the customer's satisfaction and global development of the firm.
CONCLUSION
Through the preceding report it can be concluded that HR management is necessary for
the development and growth of the organization. Here case of the Huntsman hotel has been taken
who was facing issues due lack of managerial approach and staff problems. Moreover, they
required effective managerial staff which could increase their reputation, influence customers
and provide them better service so organisation can earn profit. The report contains the issues
faced by the HR, recommendation and effective approach to achieve company's target. There
were several changes made by the HR in the organization in which recruitment and
organisational structures are the main changes. During the implementation various issues and
challenges were faced. At last, it can be said that organisational approach to the market can only
be changed by managers and management support.
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Online:
Managing Human Resources. 2017. [Online]. Accessed from:
<https://hbr.org/1981/09/managing-human-resources> [ Accessed on: 16th June 2017]
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