Hyatt Regency Hotels: HRM Issues and Strategies for Improvement

Desklib provides past papers and solved assignments for students. This case study analyzes HRM practices at Hyatt Regency Hotels.

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GROUP SEMINAR PRESENTATION
Module: Issues in Human Resource Management
Topic: Hyatt Regency Hotels
ID NUMBER:
NAME:
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TABLE OF CONTENTS
1. Introduction
2. Question 1
3. Question 2
4. Question 3
5. Question 4
6. Question 5
7. Conclusion
8. References

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INTRODUCTION
• INTRODUCTION ABOUT THE CHOSEN
ORGANISATION AND ISSUES IN HUMAN
RESOURCE MANAGEMENT
• Hyatt Regency Hotels is an American chain of hotels that franchises and
manages luxury resorts, hotels and other vacation properties.
• As of 2018, Hyatt has about 777 properties in about 54 nations while the
number of employees, as of 2017 is 45,000 (Hyatt.com, 2019).
• Hyatt’s business is however conducted by officers and employers, who are
under the direction of CEO and President to enhance long-term value for
company’s stockholders.
• While the major issue in terms of HRM that Hyatt Regency hotels is facing is
they are not able to retain the skilled ones, because effective recruitment and
training is not practised well.

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Recruitment Process
1. Critically judge the factors that influence recruitment
process, evaluate internal and external sources and
methods in order to enhance that right candidate are
targeted.
- Factors of Recruitment Process
• As Hyatt Regency Hotels is known to be a premier hotel globally, it is important that
towards the recruitment process, every possible criterion should be maintained.
• First should be a good recruitment policy that will embark on selection policy, on those
who are writing job descriptions to give them precedence to such competencies (Rok
and Mulej, 2014).
• Consistency will find that hiring managers in Hyatt Regency will work with determined
criteria, by decreasing the bias, as each candidate would be evaluated as per the
criteria.
• Credibility will also work towards application process to follow, how candidates feel
confident on the position they apply, which is further analysed with good transparency
process.

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Recruitment Process
1. Critically judge the factors that influence recruitment
process, evaluate internal and external sources and
methods in order to enhance that right candidate are
targeted.
- Advantages of Internal and External Recruitment.
• Internal Recruitment
• In Hyatt Regency, candidates may not require full interviews with the managers, for
instance while moving to a department.
• Everyone knows how the company operates, with the core practices and policies.
• It helps to strengthen employee engagement by giving more benefits to advance their
careers.
• External Recruitment
• Most of the outsiders tend to bring the new ideas
• It has huge pool of workers for which the best candidate could be selected
• People tend to have wider variety of experience

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Recruitment Process
1. Critically judge the factors that influence recruitment
process, evaluate internal and external sources and
methods in order to enhance that right candidate are
targeted.
- Disadvantages of Internal and External Recruitment.
• Internal Recruitment
• It tends to create resentment for managers and employees, who are eventually being
hired (Nivethitha et al. 2014).
• Internal recruitment also leaves a gap for the existing workforce, and limits pool of
major applicants.
• External Recruitment
• The disadvantage is that whenever a candidate is being selected, there is a large
probability that candidate could have less chance to understand the company’s
environment.
• It also poses a higher risk, as the candidate selected in the post is not worthy on the
position being offered.

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Diversity, Stress and
Absenteeism
2. Critically analyse, with the examples from the
hotel industry, impact of the diversity, stress
management and absenteeism on organisational
performance. 20 Marks.
Definition of Diversity
-“Diversity in workplace ideally means developing an inclusive workplace that tends
to accept the individual differences, so that it can embrace possible strengths to
offer opportunities for staffs to have full potential”.

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Diversity, Stress and
Absenteeism2. Critically analyse, with the examples from the
hotel industry, impact of the diversity, stress
management and absenteeism on organisational
performance.
Diversity in your chosen organisation.
• Hyatt Regency joined CEO ACT!ON for their diversity initiative for the conduct of
their business globally.
• Their policy includes good collaboration of chief executives in the industry that
are committed to advance in workplace through training, discussion and
education.
• With diversity, Hyatt has also signed for the support of United Nations LGBTI
Standards of Conduct for Business.

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Diversity, Stress and
Absenteeism
2. Critically analyse, with the examples from the
hotel industry, impact of the diversity, stress
management and absenteeism on organisational
performance.
Related causes of Stress and Absenteeism
• The major cause of stress and absenteeism could be illness or injury among
employees, as the issue comes in when employees fail to let management
know regarding their shift.
• Low employee morale could be another instance, as no one wants to come into
work area where conflict is extensive
• Employees in extreme stress because of work pressure get sick often, and they
likely tend to quit the job without prior notice (Ariza-Montes et al. 2017).
• Lack of flexibility rebels when employees are not capable to manage the
schedule in the way they ideally work.

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Diversity, Stress and
Absenteeism
2. Critically analyse, with the examples from the
hotel industry, impact of the diversity, stress
management and absenteeism on organisational
performance.
-Strategies to reduce Stress & Absenteeism.
• It is important for the Hotel to track on the employee absences using
Workday tracker.
• This can be also reduced by changing the employee behaviour with the
use of wellness programs.
• Decreasing office stress could be done by creating an eco-friendly
environment.

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Person Specification & Job
Description
3. Critically assess and evaluate the importance of person specifications and job
descriptions for a hotel’s Human Resources manager in achieving organisational
goals and objectives.
Example of Human Resource Manager’s Person Specification by using Table.
Human Resource Manager’s Person Specification
Experience  4-5 years of progressive position in HR,
 Experience to manage and supervise professional staffs
 Experience in working in multiple locations, plus with the job candidates
Education  Bachelor Masters and in HR, or preferably MBA
 Executive MBA done from a reputed university
Skills, and Characteristics  Effective communicator to write presentations in business
 Has high degree of confidentiality on interpersonal communication
 Directs effort of a team with the HR professionals
 Making commitment on the evidence-based practices on the services of
hospitality
 Strong commitment for making interest in employee communication and
relations
 Capability to lead in an area with constant change and work in a flexible
employee environment

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Person Specification & Job
Description
3. Critically assess and evaluate the importance of person specifications and job
descriptions for a hotel’s Human Resources manager in achieving organisational goals and
objectives
Human Resource Manager’s Job Description with proper format.Human Resource Manager’s Job Description
Manager’s Job Duties  Maintains proper work structure
 Prepares employees in case of assignments
 Ensures the legal guidelines by updating and recommending the HR
policies working well or not
 Completes HR needs by assigning or scheduling employees, on the work
results
 Contributes to the team’s effort by attaining results, when required the
most
Skills and qualifications Hiring, Performance management, Employment laws, wage support,
Compensation, and effective communication process
Overview of job requirements  Can develop the HR budget with the measurable objectives
 Leads with talent management with effective recruiting, planning, hiring
and interviewing
 Has good proficiency in documentation, and can meet compliance to the
regulatory needs.
 Analysis of efficiency for HR efforts, done on financial ground