Personal Resourcing and Development: Savoy Hotel London's Response

This essay examines the impact of the COVID-19 pandemic on the hospitality industry, specifically focusing on the challenges faced by Savoy Hotel London. It explores the significant financial and employment losses, and the subsequent need for workforce rebuilding and personnel department adapt...Read More

Personal resourcing and
development in hospitality

Table of Contents
ESSAY ............................................................................................................................................3
REFERENCES ...............................................................................................................................9
Books and Journal..................................................................................................................9

ESSAY
Hospitality industry has been considered to be one of the most smitten industries due to
COVID- 19 pandemic. The hotel and tourism business has incurred huge financial as well as
employment loss because of the prevailing situation (Mohammad, 2020). The report highlights
upon the impact of COVID-19 on the employment of Savoy Hotel London. It highlights upon the
rebuilding of the workforce and the personnel department in order to adapt to the post pandemic
environment. The report encompasses the Pestle Analysis of the Savoy Hotel London in order to
determine the implication associated with the external factors of business environment on the
respective organisation.
The emergence of COVID 19 led to implementation of strict guidelines by the
government authorities which resulted in sealed borders, ban on travel and tourism, isolation and
quarantine. Numerous employees and workers delivering their services in Savoy Hotel London
were not able to reach their place of work. Some of the employees were also not able to operate
their work from home as well due to various personal underlying conditions. The respective
situation adversely affected the remuneration of the staff members working in the respective
hotel organisation. Due to the prevailing uncertainties and fear in the environment during the
pandemic,various popular and successful organisation in hospitality and tourism industry put
their recruitment process on hold in order to cope up with the financial crisis in the epidemic.
Likewise, Savoy Hotel London also delayed their future investment plans and proposals,
acquisition of resources and inventories as well as recruitment, hiring and on boarding of the
potential candidates in the organisation (Clark and Weaver, 2020). The employment in the
hospitality sector took huge back which resulted in mass unemployment in the hospitality sector
worldwide.
Post COVID market environment has rendered a hope to the business organisations
operating in the hospitality sector. Savoy Hotel London is focusing and anticipating on returning
workforce wherein the management is trying to reach out to the employees and take them on
board in order to reduce the expenditure and time incurred in training of new recruits in an
organisation. The organisation is concentrating on recruiting a pool of talented employees in
order to facilitate the business operations of the organisation productively and with sheer
brilliance. The labour market environment depicted an increase in the unemployment rate. It can
be analysed that the employment rate continued to fall but in the year 2021. The redundancies

were at peak in the end of the year 2020. Annual growth in context with the average employee
rate is enhanced due to the integrative consequences of a decrease in the percentage of the lower
paid jobs.
Rebuilding the workforce is the need of the hour for the Savoy Hotel London as it will
help the organisation to lay emphasis on the modifying the personnel management
system(Shrestha, 2020). It is important for the organisation to add advancement in the structure
of personnel planning in order to enhance the standard of the employment in the organisation. In
order to rebuild the workforce and train them, Savoy Hotel London needs to ensure connection
and coordination between the workers so as to add productivity in the business operations
(Salam and Hasan, 2020).
Savoy Hotel London needs to excessively concentrate on pooling the candidates that are
experienced and are equipped with the excellent skill set that is suitable for the job position that
the management is hiring for. The respective organisation should focus on estimating and
anticipating the skills required to do justice to the job profiles and shifts (Edmonds, 2020). Once
the skills are identified and determined ,the organisation needs to start working on the gaps that
may impose restrictions on the learning and training process of the employees hired in the
organisation. In order rebuild the personnel structure, the organisation will have to tap in the
alteration and modification of the recruitment policies and procedures in alignment to the the
post COVID business environment. Innovative and creative strategies need to be formulated and
designed by the organisation in order to motivate the current line of workforce as well as the
upcoming line of staff in order to provide their best performance in the realisation of the
organisational goals and objectives.
In order to reconstruct the personnel department of the hotel, the organisation needs to
provide effective and skilful training to the employees working in the organisation. The training
can be provide through on the job training methods as well as off the job training methods. The
organisation will have to ensure that every employee is participating on the training process so as
the enhance their standard of the performance in the organisation. Increased concentration and
attention needs to be provided to the new employees in order to shape them in alignment to the
organisational long term and short team goals (Lucas, 2021). A good and informative induction
needs to be conducted so as to communicate the vision, mission as well as the business goal of
the business organisation to the new employees. The induction needs to be creative so as to grab

the attention of the employees. The organisational culture and climate needs to be upgraded in a
positive manners in order to lead more retention of employees in the company and provide a
good working atmosphere to the new recruits hired in the hotel organisation (Taylor, 2021).
Savoy Hotel London is required to modify their appraisal and payroll policies in order to
attract more talent workforce into their respective organisation. The Human resource personnel
needs to make sure that the formulated policies should be provide economic benefits in the
favour of the organisation as well as motivates the employees to achieve more in the organisation
by catering quality services in the same. The organisation needs to speed up their recruitment
process by introducing new methods of employing the candidates such as virtual interviews and
interactions, online assessments, online job fairs (Edmonds, 2020). In order to do the same, the
organisation can adopt and optimise various technological applications such as google meet,
Zoom, Skype etc. This will help the organisation to gain potential access to the candidates more
faster and quicker. In order to modify the personnel department of Savoy Hotel London, the
management in charge of payroll can enhance the base pay for the employees that are required
for high demand service positions (Nguyen, 2020). The organisation needs to ensure that the
respective hike is temporary in nature and should not be consistent so that the specific strategy is
in accordance with financial budget of the hotel organisation. The organisation should rely
heavily upon safety and precautionary measures in order reduce or eliminate the risk of the
further spread of the virus among the individuals working in the organisation. The organisation
needs to oblige with all the safety procedures implemented by the governing authorities in order
to run the business operations smoothly and peacefully.
All the above mentioned practices can be incorporated by Savoy Hotel London in order
to rebuild their personnel in an effective and efficient manner so that they become flexible to the
organisational alterations and modifications (Simões, 2020). The organisation should focus on
enhancing the adaptability of the employees to the uncertain market environment so that they are
set in order to to cope up with the changing dynamics of the internal as well as external business
environment of the concerned organisation.
In order to sustain and acquire larger market share in the hospitality industry, it is
extremely important for the organisation to concentrate on the future planning and prospectus of
the business. The hotel organisation should concentrate on building contingency plans and
systems that can be implemented in case of any emergency. These contingency plans will also

help the organisation to run their business operation even in the difficult times without any sort
of disruption. In order to operate at a good pace and overcome the challenges present in the
business environment, it is very necessary for South Quay Hotel to have a competent and
adequate workforce (Campione, 2021). Maintaining sufficient number of staff members to
facilitate the business operations of the organisation at every given point of time with full
consistency is not an easy task. The organisation needs to work on providing flexible work hours
to the employees so as to continue the essential business activities without any interruption
(James, 2020).
The personnel department can also offer bonus and premiums to the employees for extra
working hours or overtime so as to boost their motivation and willpower. Rewards and
compensations should be provided in order to recognize the contribution of the some of the
employees who have given extra ordinary performances in the organisation. This will also
enhance the confidence of the other employees to exhibit brilliant performances in order to gain
rewards and promotions from the hotel organisation. Retraining as well as cross training is a
budding trend in the personnel management which assist the employees in becoming all rounder
and to enhance their understanding about various diverse roles and duties in the respective
organisation. There are numerous online training platforms that can be taken into consideration
by the hotel so as to provide opportunities to the employees to learn new coursed in their field of
work or any other field (Kuntz, 2020). Employee engagement and participation is required to be
encouraged in the organisation so as to create an open communication environment wherein the
employees can provide their creative inputs more confidently. The increased emphasis on the
engagement of the employees in the management will reflect a positive image of the organisation
among the workforce. It will also help to enhance the satisfaction of the employees working
under the hotel organisation which in turn will lead to increased productivity and accuracy in the
execution of the the organisational operations (Coll and Ferrer, 2021). In present context, Pestle
Analysis of Savoy Hotel London involves :-
Political environment of the country can have numerous implications on the business operations
of Savoy Hotel London. Travel ban and quarantine measures can be considered one of the
political elements that has impacted the smooth operations of the respective hotel (Kordana and
Słyś, 2020). The tax reforms as well as the presidential elections can also have major effects on
the strategies of the hotel organisation.

The economic factors such as inflation, deflation, exchange rates, economical policies,
alterations in economic cycles, decrease in the currencies can affect the financial transactions as
well as the economic stability of the Savoy Hotel London. Social environment consists of taste
and preferences of the customers, income, stand of living,career, education etc. The dynamic
changes in the market trends and the income of the customers can be considered as the relevant
factors that can impact the business functions of the hotel. Introduction of new technological
application or the advancement in the existing line of technology can result in huge implication
on the efficiency of Savoy Hotel London. The reviews and feedback of customers on the online
social platforms such as Facebook, twitter, Instagram , LinkedIn can impact the brand image of
the hotel in the target marketplace (Alirazarand Sabzi, 2020).
The legal constituents such as innkeeper laws needs to be taken into consideration by
Savoy Hotel London in order ensure and maintain the safety and welfare standards of their
customers. The truth in menu laws and regulation also needs to be adopted by the hotel
organisation so as to maintain the quality of food in the organisation. Violation of any of the laws
can led to legal action against the hotel organisation (Walsh, 2020). Savoy Hotel London needs
to abide by the environment prevention measures while facilitating their operations so as to
promote the preservation of the natural environment. They should carry out their operation in
accordance to the maintenance of the local climate. Weather and natural environment of the hotel
can also impact their business in the near future.
From the above derived information, it can be stated that in the initial stages of the
pandemic, Savoy Hotel London had to face various challenges in regard with the managing the
workforce as well as carrying out the recruitment drive. With ease in the restrictions lately, the
hotel is trying to rebuild its personnel management system in an effective manner. The
concerned organisation has been quite productive and successful in the reconstruction of their
personnel management and are the hotel organisation is likely to grow and develop more in the
coming years.

REFERENCES
Books and Journal
Mohammad, A.A., 2020. Microentrepreneurship in the hospitality industry: Understanding
motivations, challenges, risks, benefits, and critical success factors. Tourism Review
International.
Clark, H. and Weaver, A., 2020. Emotion and rationality by degree: a history of the hospitality
degree program at Niagara College Canada. Journal of Teaching in Travel &
Tourism, 20(4), pp.364-388.
Lucas, R., 2021. Employment-Relations-in-the-Hospitality.
Shrestha, B., 2020. Dimensions of Attractiveness in Employer Branding for Employee Retention
in Nepalese Hospitality Industry. Sthapit, A., & Shrestha, B.(2020 March). Dimensions
of attractiveness in employer branding for employee retention in Nepalese hospitality
industry, Nepalese Journal of Hospitality and Tourism Management, 1(1), pp.13-26.
Nguyen, Y., 2020. Talent Management in Hospitality Operations: Case Company X.
James, T.S., 2020. New development: Running elections during a pandemic. Public Money &
Management, pp.1-4.
Kuntz, J.C., 2020. Resilience in times of global pandemic: Steering recovery and thriving
trajectories. Applied Psychology.
Simões, E.N., 2020. A decision support system application module-for PESTLE analysis-
competitive intelligence algorithm (Doctoral dissertation).
Dalirazar, S. and Sabzi, Z., 2020. Strategic analysis of barriers and solutions to development of
sustainable buildings using PESTLE technique. International Journal of Construction
Management, pp.1-30.
Kordana, S. and Słyś, D., 2020. An analysis of important issues impacting the development of
stormwater management systems in Poland. Science of The Total Environment, 727,
p.138711.
Taylor, S., 2021. 7 Faith in the boardroom: Seeking wisdom in governing for
innovation. Reimagining Faith and Management: The Impact of Faith in the
Workplace, p.90.
Coll, C.G. and Ferrer, K.L., 2021. Zigler's conceptualization of diversity: Implications for the
early childhood development workforce. Development and Psychopathology, pp.1-10.
Walsh, T., 2020. ‘Promoted widely but not valued’: Teachers’ perceptions of team teaching as a
form of professional development in post-primary schools in Ireland. Professional
Development in Education, pp.1-17.
Campione, R., 2021. HOW DIGITALIZATION IS REVOLUTIONIZING RELATIONSHIPS
BETWEEN CUSTOMERS AND SERVICE PROVIDERS IN THE HOSPITALITY
INDUSTRY: PERSONALIZATION AND GAMIFICATION. International Journal of
Information, Business and Management, 13(1), pp.35-52.
Salam, M.A. and Hasan, K., 2020. Generic Skills Gap in Curricula: Are Thai Accounting
Graduates Ready for the Contemporary Workplace?. St. Theresa Journal of Humanities
and Social Sciences, 6(2), pp.80-96.