HRM Practices of Beachside Hotel for Engagement -myassignmenthelp

Question: Discuss about theHRM Practices of Beachside Hotel for Engagement. Answer: Beachside hotel has been ineffective in many of its human resource practices which has lead to its downfall compared to its competitors. One of the failed practices of the hotel in its human resource department is the hiring of a wrong human resource manager that failed to keep a balance between hiring and training the new employees. This leads to misbehavior of the new employees with the customers (Armstrong Taylor, 2014). Moreover, the new hired is so busy only with the hiring practices that he fails to give the salary to the employees on time. This further increased the aggressiveness among the employees forcing them to give bad performance. Thirdly, the human resources manager usually hires young employees those being terminated from other hotels or are at the verge of starting their career. This makes the turnover of employees in the company to be 120 percent. The poor human resource practices cause a negative impact on the integrity of the workforce. Late salary to the employe es reduced the motivation in them to work for the betterment of the company. There is underutilization of efforts of the experienced employees as well. Moreover, higher rate of turnover of the employees and ill treatment with the customers will bring down the trust of the customers towards the company (Alfes, et al., 2013). Two specific situations can be seen in the case study that shows the chance of grievances between the customer and the hotel or the employees and the hotel. First situation can be seen is the ill treatment of the customer by the new or the old employees of the company. The second situation is about the problem that the employees are facing regarding the late salary issue and absence of any formal guidelines of the differences of salary among employees regarding their skills (Kehoe Wright, 2013). The first situation pointed out can raise a grievance from the side of the customers against the company for offering them poor treatment compared to the payments they paying to the hotel. Lack of quality customer service may raise a problem as customers might raise a dispute against the hotel or they might influence other customers to stop coming to the hotel (Feng, Wang Prajogo, 2014). Secondly, the delay of salary from the end of the hotel might for the employees to back off from their d uty, which might hamper the productivity. This is because employees work in any organization for getting good pay to support their daily needs. Brian should engage himself with the human resource manager and guide her to conduct effective training session with the employees. this is because training is the main cause behind poor customer treatment and should also ask her to manage he work well to solve all the task in time. For better recruitment and better employee retention, the company should take up certain steps in order to allow the company hires good quality employees with the motivation to work in a hotel industry. The basic four procedures that the company should follow during recruitment are planning, development of strategy, searching and screening (Bamberger, Biron Meshoulam, 2014). Planning is the initial procedure in which the company plans about the number of candidates to recruit and the designation given to them, responsibility of different position, the pay scale and others. the second procedure is the development of strategy for recruitment in which he company needs to state the qualification required for certain position, decide whether to hire the candidate internally or externally from outside and the geographical areas that needs to be focused. Third is the searching procedure during which the company needs to start searching for the right candidate according to their requirement . For the purpose, the company has two sources such as internal and external. Last is the screening activity in which the company needs to screen out effectively the most efficient applications from all the application (Boella, 2017). During this process it needs to critically choose the candidate that suits the need of the hotel and has the chance to stay for long time in the company. However, these procedures can be followed effectively only after hiring a good human resource manager or training the existing manager. The promotional method practiced by the hotel has its own advantage and disadvantage that put its effect on the performance of the hotel. The hotel promoted Mary as a human resource manager from the front desk position. This is because Mary failed to serve the guest correctly in the front desk operation. However, this might have two types of effect on the industry and its development. One of the advantages of such promotional procedure is that the candidate will remain encouraged by seeing that the company is giving them the chance to grow even after their mistake and this might help them perform better in future. However, it also has a disadvantage that the company might prove to be wrong as the candidate that did not perform might not perform well in the higher position also and it can prove to affect the company even badly. Thus, the thinking of the company that promoting an underperforming employee will result in their improvement might have a negative impact on them (Gabriel, et al., 2016). Sunrise hotel can give a helping hand to the Beachside Hotel to prove their human resource management activities and help the hotel perform well. Firstly, Joe the finance and accounting manager of Sunrise Hotel can guide Brian that he should be involved in all the recruitment activity going on in the organization, as he is the one that takes care of the overall growth per year. Moreover, Brian should also recruit good training team for training the team in order to make them perform well and be good the guests. Brian should personally take care of the hotel in order to increase its growth and prosperity in this competitive environment of the hotel industry (Ladkin Buhalis, 2016). References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bamberger, P. A., Biron, M., Meshoulam, I. (2014).Human resource strategy: Formulation, implementation, and impact. Routledge. Boella, M. J. (2017).Human resource management in the hotel and catering industry. Taylor Francis. Feng, T., Wang, D., Prajogo, D. (2014). Incorporating human resource management initiatives into customer services: Empirical evidence from Chinese manufacturing firms.Industrial Marketing Management,43(1), 126-135. Gabriel, A. S., Cheshin, A., Moran, C. M., van Kleef, G. A. (2016). Enhancing emotional performance and customer service through human resources practices: A systems perspective.Human Resource Management Review,26(1), 14-24. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Ladkin, A., Buhalis, D. (2016). Online and social media recruitment: hospitality employer and prospective employee considerations.International Journal of Contemporary Hospitality Management,28(2), 327-345.