I have a solid understanding of classic culinary techniques. My expertise includes: Hands on passionate cooking, catering management, create recipes, prepare food menus, supervise staff. I have outstanding administrative skills.
The Club Med (A) case examines the companies core values, innovative goals in providing a complete all-inclusive resort getaway experience for their customers, and competitive advantages and disadvantages the resort company had against others. They pride themselves on being innovators and on customer satisfaction, though they did begin to fall behind in some areas due to new competitors entering their category. Some of the Club Med issues were that they didn’t seem to actively take new threats very seriously, they were heavily catered towards the French/European culture, and how they didn’t have much flexibility in terms of adjusting their services to fit consumer needs better.
As we discussed in class, every business is faced with these issues and they are important to managers making strategic decisions. One of the first things learned about business is that if there is no demand for a good or service, the firm that provides it will not continue to exist. Over time the hotel industry has continued to change with market conditions and make itself attractive to business
I have completed the courses of CertIII, IV and Diploma of Commercial Cookery and Hospitality Management from a local reputable TAFE institute. And I have been working in an Italian restaurant in Carlton as the sous chef for the past 4 years. I have experiences in menu designing and budget controlling.
Based on the information I have at the end of Part 1, I believe that the key priority should be to take an ethnocentric viewpoint, by only considering Parent Country Nationals (PCNs) for the management positions, and primarily seek internal, experienced and well qualified staff, as there are many advantages for doing so. Brunt Hotels’ culture, goals, policies and management style would already be known, which makes sense not only financially, but also means the brand can be positively promoted easier, and result in it being less difficult to report back to the home country management.
Four Seasons Hotels and Resort has established itself as one of the most remarkable organizations in the field of hospitality. Given that the organization has existed for more than four decades, the company has depicted an image of a professional realm in an industry loaded with extra obstacles identified with the social distinction between the objective groups of clients (Cascio, 2018). Four Seasons Hotels and Resorts works with the key objective of treating everybody, regardless of whether it is a known face or someone new or whether they come as clients or employees, with similar regards and quality services to establish a better connection with everybody. Therefore, the purpose
The main objective of the company is not only to attract but also to retain staff who are interested to work in the hotel business for the five-star level of high service, taking into account the wishes of clients, and which offers an innovative, dynamic environment and reflects the culture of the local country. To achieve this, Hyatt strives to be a company listening to well-informed and concerned people. Hyatt provides plenty of opportunities at all levels for their employees, which are accompanied by numerous development
How would Paris, employees, and customers receive the new FS administration? Would the values and standards of the company be compatible with those held by French culture? The question was to decide what to keep and what could be changed in their strategy when considering the elements of the French national culture and legal aspects. The advantages that FSH had on its side were experience; they had already been successful in other 23 countries reaching this balance using the diversity-singularity strategy, flexibility, they have shown setting an ever reducing number of standards while increasing focus on their goals, and a strong set of values. The success of the firm could mean entering a highly profitable market, improving the image as a high-level luxury hotel and the reinforcement of confidence for the top management team about how operations were being run. If it were a failure, the company would lose an investment of $125 million, two years of work, and possibly damage their image in a very competitive environment. Two main factors that could conspire against its success were national culture and legal issues. Even though FSH already had some experience through its operations in Canada and the Pierre Hotel in New York City (are we sure about the "French" culture at the hotel in NY? Pg 8 ) in dealing with these elements, the FS George V was a new challenge all together. In dealing with a national culture as
This paper is designed for exploring the reasons for the success of Four Seasons Hotels and Resorts in Paris (Four Seasons). Four Seasons Hotels and Resorts is Canadian based international leading operator of midsized luxury hotels. Four Seasons has enabled guests to maximize the value of their time with providing high-quality and truly personalized service. Four Seasons was able to succeed with their unique strategy of dealing with cultural differences, unique corporate culture, and strategy of human
Abstract: This paper is designed to take JW Marriott, Macao as an example to detailly analyze the whole HRM System of Marriott, Macao. And this research team intends to figure out the problems in this HRM system and come up with suggestions to optimize the HRM system. The data and information were mainly obtained from the interview with the employees of JW Marriott, Macao and the official website of Marriot. As the results show, HRM system of Marriot, Macao is high efficient and will maximize the use of human resource. Based on the interview, this research detailly analyze the whole system of HRM in this paper, and pointed out the problem among this system, including unfair compensation & punishment system, problems on recruiting the temporary employees, and training procedures. And this research team comes up with following reasonable suggestions according to the problems
The project was structured in several sections that yield information on major topics: planning, recruitment and selection; training and
1.)I have been working since I was about 17, and as of now I have held multiple different positions, in various institutions. Each of these positions required a different set of skills and attributes, nevertheless they all required the same dedication and focus. I have always been one to show up and complete with my daily tasks, however there is a specific situation that I recall that required me to step up and do more than I was required to.
Globalisation, as an integrated and independent world economy, has contributed to the rapid expansion of international trade and world’s economic growth (Paik & Vance, 2006; Mutsuddi, 2012). The increase presence of global firms is shifting domestic HR towards global HR in addition to carry out a wider span of HR responsibilities (Losey, Meisinger & Ulrich, 2005; Rao, 2010; Jie, 2011; Mutsuddi, 2012). The generation of cross-border labour market also had brought human resource management into an international context (Mutsuddi, 2012).
Hrm is the way of managing the human resource so that they can be directed to the achievement of the overall goal of the company. InterContinental Hotels Group PLC, informally known as InterContinental Hotels, a multinational hotel company which headquarter is in Denham, United Kingdom, has over 700000 rooms in almost 5000 hotels across approximately one hundred countries. Being a multinational company, managing employment relation and handling the employment laws that affect InterContinental Hotels Group PLC are both necessary. The role of human resource management, employment relation, employment laws in InterContinental Hotels Group PLC are discussed further.