Human Resource Management Case Study: The Liang Brothers Xin And Jiang

The following report is a detailed analysis and diagnosis of the current situation at The Stonington Beach Hotel, Bermuda. Many aspects are considered that include the effect that maintaining the property has on human resources, marketing and the organizational structure of the business. Recommendations are made and then discussed further.

They upgrading a hotel first upgraded employee facilities. When a survey at London hotel showed dissatisfaction with workers’ areas, installed new floors, lockers, and showers within three months. Four-seasons needed to get it down to the front line: clerks, bell-staff, bartenders, waiters, cooks, housekeepers, and dishwashers, the lowest-paid and in most companies the least-motivated people, but the ones who would make or break a five-star service reputation. Four-seasons needs employees able and willing to respond on their own to whatever comes up, employees who can spot, solve, and even anticipate problems. That means delegating authority as well as responsibility. Four-seasons pay attention on how to treat employees and make them feel confortable when they work in hotel because employees could bring positive attitude towards customers if they in good mood.

The purpose of this write up is to analysis the importance of upper management training in hospitality industry and what kind of training could be given and also human resource management in hospitality industry. Before going to the case study of Hilton Hotel group let’s look at other different definitions approaches and views on training. Training could be seen as having narrow goal to specify the correct way to do something (Rodgers, 1986).According to (Lloyd and Leslie, 1997) training is learning way that involves knowing the skills, rules, attitude and concept to make employee’s performance better. Though training is a key issue now in this write up the author would be focusing on training for higher management in their own functional department. The author is creating a training plan to create developing and employee friendly path for the management staff which could be supervisors, managers or even vice president. Sometimes confusion arises between the words education and training. Education involves putting or imparting the knowledge whereas training is making change of behavior and attitude of someone (Ahammad, 2013). Training is actually very important for the functioning of any organizations or even government as it is by training that the workforce becomes more equipped with skills and more competitive which is

The second summer there were no motivations and rewards given to employees, which also affected their performance and behaviours. The experienced hard workers were supposed to be rehired at a higher base wage, but they weren’t. Bonuses were based on referrals but only for old crewmembers, which wasn’t fair to the new crewmembers.

The risk of losing this joint venture is a major concern as Richmond Engineering has been working on entering the Chinese market since 1984 and if this deal is tarnished it is hard to say how long it could take for a third chance to come along. Cultural elements are a key element that influences international business negotiations, in China it is important that both parties refrain from embarrassing one another and to meet any differences halfway to ensure a successful negotiation. If Finn can enhance the current relationship to build trust

Throughout the years, lodging has changed greatly compared to then. Reliable changes have been made such as better beds, more sanitary rooms and just further maintenance toward the overall stay. Also it is much easier to find safe and clean hotels, unlike before. Choices upon choices are brought to everyone. Before, bedrooms were not kept very clean or didn’t look to appealing to say the least. Most rooms, without a doubt, looked like hospitals or jails. Then there’s service. Although we don’t know whether the service from workers were poor or not in the past, having superior manners toward customers is a must now.

Each department has a team of employees who are in charge of managing and coordinating their section. Each department has a department head that reports to the manager. The owners and the managers only hire employees who have actual knowledge and experience in the specific departments. This has allowed each department to be self-managing. In the text it states, “An organization’s HR strategies reflect its commitment to and treatment of its employees.” (Coulter, 2013, p.

Father Perrault, the high lama of Shangri-La, lived for over three-hundred years. Lo-Tsen, a Manchu princess who arrived at Shangri-La at the tender age of 18 in 1884, looks like she hasn't aged a year. However, it is only the mystic properties of Shangri-La its tradition of moderation that keep her young; when she leaves Shangri-La, she ages rapidly: "About that Chinese woman,... was she young?... Oh no, she was most old-- most old of anyone I have ever seen"(240). The doctor who treated Conway said this about Lo-Tsen, having seen her when she dropped Conway off at the hospital. It is later revealed that the old woman the doctor spoke of grew ill and died not much after. In order to live an abnormally long life, like those who live at Shangri-La

Amber Inn & Suites, Inc., formed in 1979, operates 200 Amber Inn properties and 50 Amber Inn & Suites properties located in 10 states throughout the Rocky Mountain and western states. On Average, each location has approximately 120 individual guest and suite-style rooms. Under a new president and CEO, the goal is for Amber Inn & Suites to reach profitability within two years after five consecutive years of unprofitability. This company is positioned as a limited-service hotel which does not have the amenities such as a restaurant, lounge, or meeting rooms. This type of hotel is classified under a midscale hotel with food and beverage, such

In this paper we will discuss the case of Singhania and Partner. We would examine the case of Singhania and Partners and evaluate the organization’s strategy. Next we would evaluate each of the five IHRM practices with respect to recruitment and selection, training for cross-cultural adaptation, management development, evaluation, and compensation. Later we will discuss which of the five practices can be approved. Afterwards, we would make recommendations to management to successfully improve the current IHRM strategy. Finally, we would explain how the recommended changes impact the

Globalization is changing the nature and pace of International Human Resource Management (IHRM). Now virtually anytime, anywhere a globally-based project can be initiated and within less than an hour a project team assembled, with goals defined. This is the 21rst century new normal; business models will shift and change rapidly in respond to the changing nature of globally-based opportunities and threats. One of the main catalysts of much global change is occurring as a result of the Chinese economy growing so rapidly. In order to manage a Chinese workflows however, incouding the core functions of recruitment, training, performance evaluation, and compensation from a purely monetary and cultural standpoint, cultural frameworks are needed. In defining strategies for each of these areas, the Hofstede Cultural Dimensions Model (Hofstede, McCrae, 2004).

HR department is responsible for many of the attributions of an organization. HRM is a strategic part in the organizational achievement of the company. HR department major daily tasks are planning and alignment, staffing, preparing compensation offers and to shape, outline and define the culture of the organization. HRM process which purpose is to attract, retain, and motive is made up of eight main practices which include HR planning, job analysis and design, recruitment, selection, performance appraisal, training and development, compensation, and benefits.

The HRM activities includes recruiting candidates, selection, orientation, managing their behavior, performance appraisal, compensation, training and development, handling legal issues of employees, and safety (Suttle, 2016). These activities help the company to gain sustainable competitive advantage. From recruitment to safety of employees, HRM department is responsible to handling and managing employees activities. Moreover, the department also provide various career development opportunities to employees for engaging them as longer perspective (habeeb, 2009). Within the Enterprise, the HRM activities presented and focused to attract existing employees and retain them for longer duration. They provide opportunities for career development so in this way they are retaining them respectively. Their goals are achieved in competitive manner by the help of HRM activities because of managing activities in proactive

The HR department in this area aim to establish a high quality company culture strategy through the programs to evaluate the skills, capability , and performance. And to ensure the market-based reward system is fair and effective.

HRM activities such as recruitment and selection, training and development, reward and performance appraisal, may all be affected by cultural values and practices in the respective host countries. Even though they have standardized HRM policies and practices through the world, we will analyze in this essay the way