Analyzing HR Problems and Solutions: Huntsman Hotels plc Report

This report provides a comprehensive analysis of human resource (HR) issues at Huntsman Hotels plc, a hotel chain operating in the United Kingdom. The report addresses three key HR challenges: employee retention, low tolerance for change, and different assessments. It explores the factors contributing to these issues, such as the need for competitive remuneration and incentives, resistance to change, and differing assessments. The report also examines strategies to overcome resistance to change, including creating new performance standards, encouraging staff to embrace change, and utilizing technological advancements. Furthermore, it includes a job advertisement for a deputy hotel manager, outlining required skills, responsibilities, salary, and working conditions. The report concludes by emphasizing the importance of addressing HR issues to improve employee performance and organizational success. The report also references several academic sources to support its findings.

Managing Human
Resources

INTRODUCTION
Human resources management designed to maximize employee performances in services
of employee strategies objectives. HR is a business field focused on maximizing productivity in
the organisational manges to the human capital of an organisation and focus on the various
polices and process. They can special in on recruiting , selecting, training relations or
befits .Training and developing programmes to evaluations and rewards programs. Labours
representative working with a unionised employee.
To:
INTRODUCTION– Huntsman Hotels plc HOTAL 60 hotels through the united kingdom. The
managing directors of hotel is Giuseppe who own 51% of the shares. He is the will known
businessman and enterprises with various business interests having meads this sizeable in
financial investment the HR issues are coving to relent down the various types of concept
in to the HR mangers to solving yo all process the organisation structures with most key
decision being made by the Giuseppe himself manges tend to be are viewed as somewhat
there have been sporadic industrial disputes with huntsman in the past although recently
have been improving.
Main body
TASK 1
a. Internal staff only that presents the need for change on Three key HR issues
Every HR to face on the various types of facing both in running of there departments to their
and also Huntasamn hotes plc facing HR related issues in the organisation and in the consist
enforcements of policies across the company in generate way. They issue are complete effect
on the company to facing more people relates problems. The company to solve HR team issues
in the organisation and coving all those problems there are three types of issues to facing hr
teams:
Retention: many people to think that the main task of human resources is the sources of the the
employee new telnet. The trust is main and most HR activity to resolve retaining exiting talent
of the HR team. A every company to facing employee trust related issues and employee are the
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lifeblood of every company providing those skills and experiences to improve the personality
developing to required to keep productivity levels up. A company will also improve invested
significances time and money into ensuring maximum productivity a possible time. A
maximum productivity to depend upon the HR team to improve the protest the valuable asset in
the organisation. A employee retention is a balance to the company and culture to be provide
each employee remuneration and incentive(Jackson,Onesand Dilchert 2012). employee can
also can cover to the fine balancing act between culture and remuneration and incentives. The
HR employee needs to provides to each employee to to the right combination of all all term
members tom provides employees sanctification and any con suasion to provide interest in the
process they also nees tom provides and need to keep accurate records of there combinations to
ensure that the agreed packing are beings to delivered employees. Organisation can be
characteristic as having a hight level of trust between organisation and mangers it is essay to
misunderstandings to develop when in introduced. unless a mangers suffers to
misunderstandings and rep idly they can lead to resistances. hat resistances can easily catch and
change by surprises especially if they assume that then people can when it is not in there in
there best interest.
Low tolerances for changes: As a mangers I just say people is resist change because they have
to be able develop the new skills and knowledges and experience that behaviours that will
required of them. And all human beings in the ability to change with same people to change in
there organisation limited and much more limited than others. A organisation change can
various to be inadvertently require more much. People top change too much and too quickly. A
organisation growth obstacle major factors is instability to change there attitude and behaviours
as a their organisation requirements(Cunningham2010). A mangers needs to change in the way
of the operate of same employees. They sometimes are emotional behaviours to makes the
transition. A people tolerances tom the changes that individuals will resist change they is
good one. People same times changes to save face ; a people to the change would be they think
top change same decision regarding in the organisation to previews decision to belief were
wrong way. A assisting to all many possibilities might apply will effected by the change in the
important because it can help to mangers to select an help a mangers select a appropriate way to
come on the resistances. A resistances to without any accurate change on the possibilities of the
resistance. A mangers can easily to get a possible a specific period of time with solve all c
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costly problems in short time.
Different assessments : A organization is common reason resist change is that they asses the
solution of the differently from mangers or those initial Chang and see more cost then benefits
to depend upon the mangers performances to provides a beast results not only for own a
specific purpose to achieving organisation goals for their company as well as. A mangers and
initiate change they both are change in the in the relent information to regarding to the specific
to required to conduct an adequate entity analysis and who will affect on the organisation that
have change in the same facts and to assumption is correct( Zhang, Wang Cao, Wangand Zhao
2012).in either person case in the different in information the group work with the mangers in
the different in analysis accounting to own. which is can leas the resistance. If the analysis made
by those not beginner in change is goods for the organisation. They likelihood is not
observation to same mangers assured that they always bad Woking in the business entity and
both are fight it that particular effect down the organisation.
The reorganization is the immediately can into massive resistances from they people
involved in the organisation(Morley, Heraty and Michailova 2016). A organisation including
to various types to assessments are including into the effect on congestive and personality
assessments to big issue in the organisation the test of cognitive tests to assess both knowledges
and skills intelligences together extending a job offers to a candidate. A cognitive test effect
down to the personality to check into the intelligences to candidate the intellectual for the job.
To analysis a personality to be identify the individual strength and weakness and also
determined the characteristic in term on the position.
Designed to overcome resistance to change and to keep employees
A resistance is usually crate of certain bind spots and attitudes. Which staff specials a results of
there technical aspect of new idea to creates to staff production there is results of new idea.
mangers to cocreate step to deal with the those staff attitudes(Guest,2011Sharma,Sharmaand
Dev2011). A step to including new standard of performances and staff specialist and
encouraging them to way of different things and resistances warning signal in directly and
timings technological change in the organisation and top management also can takes own
effects more effective with those staff and operating group and discussion.
Conclusion: From this above mentioned it can be concluded that the hr issues to effect on the
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organisation to faces many problems to the employee. in above mention topic various issues
have covering used to be various techniques are use from which the management of Huntsman
Hotels plc can frame various strategies in order to achieve the targeting to recover the
resistances to changes and keep to employee to performances and encourages them to special
performances). Different assessments to use into the issues to covering into the HR police.
From:
B. Job Advertising
Job advertisements
vacancy
Title : New deputy hotel manager
Skills required:
 excellent business marketing and communication skills
 excellent customers services skills
 good budgeting skills
 experience in planning and implementing
 experience managing and directing
 friendly personality and a genuine desire to help and please others
 the ability to think clearly and make quick decisions;
 numeracy and logistical planning skills
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 a professional manner and a calm, rational approach in hectic situations;
 the ability to balance customer and business priorities
 flexibility and a 'can do' mentality
 energy and patience
 excellent communication and interpersonal skills, especially when dealing with speakers
of other languages.
RESPOSIBLITIES :
 Planning and organising accommodation
 promoting and marketing the business
 managing budgets and financial plan as well as controlling expenditures
 setting and achieving sales not
Starter: 20,000 to 35,000
Experienced: 40,000 to 50,000
Highly Experienced: 60,000,
Working hours, patterns and environment:
your working day will usually be office hour 9am to 5pm, but early satrts evening and
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weekends are possible . You may have to travel to meet supplier contractors or corporate client.
Work experiences: a experiences might includes any customers focused work such as
managing all works
Career path and progression: your career path prospects will depends on the size of the
business your experiences and whether you are willing to records .
Qualification:
Business with languages
Business or managements
Hotel managements
Travel tourism or leisure studies
DATE :
REFEENCES :
Books and journals
Cunningham, L.X., 2010. Managing human resources in SMEs in a transition economy: evidence
from China. The International Journal of Human Resource Management.
21(12).pp.2120-2141.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Jackson, S.E., Ones, D.S. and Dilchert, S., 2012.Managing human resources for environmental
sustainability(Vol. 32). John Wiley & Sons.
Morley, M.J., Heraty, N. and Michailova, S. eds., 2016.Managing human resources in Central
and Eastern Europe.
Sharma, S., Sharma, J. and Devi, A., 2011. Corporate social responsibility: the key role of human
resources management. Human Resource Management: Issues, Challenges and
Opportunities, 9.
Zhang, L., Wang, H., Cao, X., Wang, X. and Zhao, K., 2012. Knowledge management
component in managing human resources for enterprises. Information Technology and
Management.13(4). pp.341-349. Routledge.
Zhang, L., Wang, H., Cao, X., Wang, X. and Zhao, K., 2012. Knowledge management
component in managing human resources for enterprises.Information Technology and
Management.13(4). pp.341-349.
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