Imperial Hotel: Analysis of Staff Retention and HR Practices

This report examines the staff retention challenges faced by the Imperial Hotel, a branch of Imperial Hotels London, and proposes solutions to address high employee turnover. The report analyzes various strategies, including attracting and retaining staff to key supervisory positions through positive working environments, reward systems, and employee engagement. It emphasizes the importance of competitive pay scales, regular training, performance appraisals, and promoting talented staff. The report also highlights the significance of effective and supportive HR practices, both 'hard' and 'soft', in fostering a positive work environment and improving employee satisfaction. The analysis includes benchmarking against competitor hotels, developing robust reward systems, and implementing career development programs to enhance employee skills and potential. Regular evaluation and continuous improvement are recommended to measure progress and ensure the effectiveness of the implemented strategies. The ultimate goal is to create a motivated and satisfied workforce that contributes to the hotel's growth and stability.

INTRODUCTION TO MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
1.Attract and retain staff to key supervisory positions...............................................................3
2.Packages and bonuses that encourage staying through a robust reward strategy....................5
3.Benchmark pay scales against the competitor hotels...............................................................5
4.Regular training and performance appraisals and encourage the promotion of talented staff 6
5.Manage the staff more effectively and supportively through ‘hard and soft’ HR practices....7
CONCLUSION...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Management is the art and science of getting things done with the help of other people. It
leads to conducting all the business and the organizational activities in order to ensure its growth
and development. Planning, organizing, staffing, monitoring, leading and directing are some of
the main and the crucial functions of the management. This assignment is based on the
management activities which are conducted in Imperial Hotel, and the issues they are facing
currently.
PROBLEM 2
1.Attract and retain staff to key supervisory positions.
The Imperial Hotel is a branch of Imperial Hotels London, the building was originally
designed by Charles Fitzroy Doll.
The hotel is facing a problem of unsatisfied employees and workers due to which high
staff turnover is taking place in the hotel. The owners and the heads of the Imperial Hotels
decided to motivate their employees in order to change this situation (Bortolotti, 2015). It is very
essential for them to attract and retain their staff to key supervisory position and this can be
possible by:
Providing a positive working environment: For reducing the turnover rate of the
employees it is very important for the organizational heads of the Hotel Imperial, to provide
motivation and satisfaction tot their employees. The importance of the positive working
environment is that it helps in maintaining the sustainability of the employees in the organization
and generate a full potential out of them. Over interfering nature of the supervisors or ineffective
retention strategies makes the employees to quit their jobs. Managers and Leaders must
encompass the skills to motivate the employees in order to maintain their level of satisfaction.
Employees who are totally dedicated towards the organization helps in maintaining its
growth and stability.
The business which are indulged in hotel sectors, it is very essential for them to maintain
the sustainable position in the market, for attracting customers attention and this can be possible
only when the employees and workers of the organization are totally and efficiently satisfied.
Reward, Recognize and Reinforce the Right Behavior: Money, bonus, appraisal are not
enough to keep employees and the workers of the organization motivated. It requires much more

than that. Benefits and Money are helpful at certain level but it has to be something more to keep
employees away from quitting or going back situations.
Industries like Imperial Hotel should organize programs for reward and recognition. And
it is not essential to make them complicated and over expensive in order to ensure their success.
An effective development program can be initiated at very nominal price. The CEO and co-
owners of the Imperial Hotel decided to organize such program in order to deduct the rate of
their employees turnover.
Engage and Involve: For developing involvement of the employees in the growth and
stability of the origination like Imperial Hotel it is very important for their co-owners or leaders
and managers to engage their workers in the process of the decision making (Daniele,2015.).
They can generate various ideas and suggestions from them in order to enhance the working of
the hotel, they should apply some creative ideas and innovation in order to ensure the
involvement of the employees. This will help in two ways, first it will lead to some innovative
suggestions and second it will also help in reducing the turnover of the employees in the hotel.
Skills and Potential Development: Their are various kinds of the employees who works
in an organization for some money is the only priority but some people seek for great career
opportunities, as employment facilities in hotel industries is increasing these days it is very
essential for the organizations like Imperial Hotel to provide better career development programs
and challenges in order to increase the skills and personality of their employees. This will help in
avoiding the situations where they want to switch their current jobs.
Talented and skillful employees are key requirement of any firm, and specially for the
industries like Imperial Hotel, so it can turn out to be very beneficial for them to develop and
host career development program.
Measure and Evaluate: The final step of the pride system is regular evaluation and never
ending improvement, its first and foremost aim is to measure the progress in order to determine
the likes and dislikes of the employees and the workers of the organization.
Hotels industry is totally revolves round the hospitality and management, for Imperial
Hotel it is very necessary to keep their employees motivated because they are the one who are
going to directly interact with the customers and visitors. Unsatisfied employees are never going
to behave in a desired manner.

It is very crucial for the co-owners, organizational heads, CEO's of the Imperial Hotel to
reduce the rate of employees turnover, in order to achieve the supervisory position.
2.Packages and bonuses that encourage staying through a robust reward strategy.
Motivation is very important for maintaining interest and dedication of the employees
towards their jobs. It can be provided by various ways, like by increasing salary, or appraisals, or
any other kind of benefits. This will help in reducing the turnover of the employees and make the
employees to stay in the organisation (Katsikea, 2015). A reward system is the strategy which is
used to provide benefits to the employees in order to achieve the aims and objectives of the
business. This strategy include providing compensations and growth opportunities to the
employees to make them motivated towards their work.
Appreciation is very important for the employees to make them work in a desired manner
specially in the industries like Imperial Hotel, it is very essential for the organisational heads to
keep their employees motivated because they are the first person who are going to interact
directly with the visitors.
The main aim of having reward system is the organisation is to achieve the better
performance and results from the employees, such systems are also designed to increase the
participation of the employees in the challenging tasks.
Having a strong and robust reward system will help in keeping the employees motivated,
loyal, satisfied and encouraged towards the betterment of the firm (Hoffman, 2018).
3.Benchmark pay scales against the competitor hotels.
For the organizations like Imperial Hotel, it can turn out to be very problematic to loose
their senior or top executives, so providing better pay packages and benefits to their employees
in only option left with Imperial Hotel. As the competition in hotel industry is increasing day by
day, it is giving various job options to the employees (Saurombe,2017). They can now easily
compare between the salaries and benefits provided by one hotel with the another. So as to
control such situations, Imperial Hotel must provide such pay packages and other benefits to
their employees that no other competition unit can provide. This will help in keep them away
from quitting.
For setting benchmark pay scales, it is very essential for the organization to keep
information about the packages and salaries provided by other similar size hotels. Without the

such guidance and surveys it can prove to be relatively difficult for the Imperial Hotel to prepare
appropriate package in comparison with other hotels (Kim, 2017).
Salary bench-marking is very crucial and critical process which helps in initiating full
focus on the pay structures of the other organization. Bench-marking helps in identifying the
compensation packages and pay structures provided by other companies, so as to provide
relatively better opportunities and benefits ti their employees, in order to avoid the situation of
employee turnover and switching.
Imperial Hotels, can collect such information from annual report of the companies. For
conducting some basic and meaningful analysis, such reports can prove to be very beneficial.
Their are numerous advantages of salary bench-marking for the individuals and the
organizations.
4.Regular training and performance appraisals and encourage the promotion of talented staff
Training and development programs helps in developing the interpersonal and technical
skills of the individuals. Regular training programs initiated by the industries like Imperial
Hotels helps in providing the various skills to the employees. The hotel industries are highly
revolved around the hospitality and management so that it is very crucial for them to develop
skills and talents in their employees and workers, so that they can handle each and every client
and manage all the situations effectively (Neale, 2016).
Employees training is important for the safety of the workplace,productivity, profitability
and satisfaction. Training and development in hotel industries help in:
 Keep up employees and workers with the occurring changes
 Helps in gaining information about technical advancements
 Stay ahead from ever increasing competitors
 Helps in maintaining skills and knowledge
 Helps in generating advancement in employees skills
 Increase the level of satisfaction of employees
 Helps in attracting new talent
Imperial Hotels, is suffering from the problem of employees turnover, and increasing
rapidly in last one year so it is very important for them to concentrate on the techniques and tools
of the performance appraisal in order to make them stay in to their jobs. This technique is
generally used as a evaluation tool for the assessment of the performance of the employees to

establish standards. Their are various methods like, assessment center method; critical incident
techniques; essay evaluation and rating scale etc, which can used to asses the performance
appraisal of the employee in the Imperial Hotels.
Promotions and benefits make sure that employee I going to stay in the organization for
the long period of time. But it can not be provided to each and every employees who is working
in an organization. Promotions and appraisals are not for the employees and workers who fulfill
their duties and responsibilities with full efficiency and responsibility.
Promoting talented and highly skilled workers will increase their level of motivation and
satisfaction, and this in turn helps in growth and development of the organization.
Co-owners and all the other heads of the Imperial Hotels should properly analysis the
working of all the staff members in order to provide them promotions and appraisals, this will
help in reducing the employees turnover rate and also helps in building the effective and efficient
staff at the hotel, highly motivated and satisfied employees will participate in overall
development of the hotel.
5.Manage the staff more effectively and supportively through ‘hard and soft’ HR practices.
For ensuring the success of the organization human resource management department is
very crucial. Planning, monitoring, recruiting and job analysis are some core ares where human
resource department deals.
Managing staff effectively is very important for the industries like Imperial Hotel, it will
help in maintaining innovations and inventions within the firm.
Effective management in Imperial Hotel will lead to:
 Building effective interpersonal relationships
 Effective Communication
 Enhancing teamwork
 Understanding the financial aspects properly
 Helps in creating and maintaining job environment
 Helps in growth and development of the employees.
Human Resource Management practices are foundation of hotel industries like Imperial
Hotel, their practices are divided into two methods:

Hard Human Resource Practice: It is very practical approach, where employees are seen
as resource of the organization. It is very instrumental and to the point method of practicing
human resource activities.
Soft Human Resource Practice: This includes conducting overall development of the
employees in order to gaze the trust and loyalty of the employees. It lay stress on the skilled and
personal development of the employees, so that they can initiate and represent the partnership
and commitment (Veloso, 2015).
For the organizations like Imperial Hotel, it is very important to lay stress of the methods
and approaches followed by the human resource management department, because they are
lacking something in their practices due to which employee turnover rate is increasing rapidly
over lat one year.
The hard hr practices treats employees as the resources of the business and they tend to
make optimum utilization out of them in order to ensure the growth and development of the
organization. Hard hr practices totally lay focus on the firm and they don't have much
considerations regarding their employees and workers. They have high link with the business
planning and procedures; requirement of desired resources and how to get them also focus points
for hard hr team members. On the other hand, soft hr practices are conducted to ensure the
development of the organization along with their employees and workers. They tend to develop
the work environment which helps in rewarding, motivating, analyzing the individual
performance for providing them effective and efficient work environment (Snell, 2015).
Both such practices are important for the Imperial Hotel to reduce their employee turn
over rate.
CONCLUSION
From the above assignment it can be concluded that, for the industries like Imperial
Hotel, it is very essential to keep their staff members and all the other employees motivated to
ensure effective and systematic working of the organisation. It has also been seen that employees
turnover rate can be reduced by providing appropriate appraisals and benefits to them. The
importance and advantages of providing promotions to talented employees also helps in
maintaining the sustainability of the organisation in the competitive grounds.

REFERENCES
Books and Journals
Bortolotti, T., 2015. Successful lean implementation: Organizational culture and soft lean
practices. International Journal of Production Economics. 160. pp.182-201.
Daniele, G., 2015. Exenatide regulates cerebral glucose metabolism in brain areas associated
with glucose homeostasis and reward system. Diabetes, p.db141718.
Hoffman, M., 2018. People Management Skills, Employee Attrition, and Manager Rewards: An
Empirical Analysis (No. w24360). National Bureau of Economic Research.
Katsikea, E., 2015. Why people quit: Explaining employee turnover intentions among export
sales managers. International Business Review. 24(3). pp.367-379.
Kim, S. Y., 2017. Employee empowerment and turnover intention in the US federal
bureaucracy. The American Review of Public Administration. 47(1). pp.4-22.
Neale, N. R., 2016. Work engagement, job satisfaction, and turnover intentions: A comparison
between supervisors and line-level employees. International Journal of Contemporary
Hospitality Management. 28(4). pp.737-761.
Naff, K. C., 2017. Personnel management in government: Politics and process. Routledge.
Saurombe, M., 2017. Management perceptions of a higher educational brand for the attraction
of talented academic staff. SA Journal of Human Resource Management. 15(1). pp.1-10.
Snell, S. A., 2015. Managing human resources. Nelson Education.
Veloso, A., 2015. How employees perceive HRM practices: Differences between public and
private organizations. Human resource management challenges and changes. pp.19-36.
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