Download Mr. Kal Shadid Group Project Bond Hotel Group Members

BUSI 3323: Human Resource Management
Section: 101
Mr. Kal Shadid
Group Project
Bond Hotel
Group Members:
Raed Bugshan
Mamduh Darwich
Abdulaziz Al-Naim
Abdulrahman Al-Othman
200900992
200901359
200900504
200900242
Introduction
In the hotel industry, employees are one of the most valuable assets. Thus, it is essential
to integrate human resource management strategies and systems to achieve the overall
mission, strategies, and success of the hotel while meeting the needs of employees and
other stakeholders. One of the most significant aspects of Bond hotel, as an international
chain hotel, is the efficient strategic human resource department it has and the strategies
it complements.
Purpose and mission
The purpose of any organization is the reason for its existence. The purpose of our hotel
is to provide the best service we can to our customers as well as to make a name for
ourselves in the market. Moreover, the mission of an organization in a statement that
explains how an organization intends to fulfill that purpose. Our mission is to provide a
unique and memorable experience for our customers as well as our employees. We want
to be the go-to hotel in the area. Another element that is of high priority to us is the
human resource department. We want our employees to feel as a part of a family while
working for us.
Components of HRM strategy
The human resource strategy consists of three main components: a staffing strategy, a
development strategy, and a compensation strategy. In the staffing strategy, we develop a
strategy through which we can determine future human resource needs as well as
recruiting applicants and selecting the best out of those applicants. Since we are a newly
founded company, we are deploying a growth strategy; therefore, our staffing strategy
will be based on aggressive recruitment. Then, there is the employee development
strategy, in which the organization aims to improve the quality of its human resources.
This strategy will have three main areas which are performance management, training
and development of managers and employees, and career planning. Finally, we have the
compensation strategy, with which we plan to attract the best, most qualified workforce.
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The basic components of any compensation strategy are basic compensation,
performance-based incentives, and employee benefits and services.
In order to have a well-managed and successful human resource department, extensive
planning must be carried out beforehand. HR planning is the process of forecasting the
supply and demand for human resources within an organization and developing action
plans for aligning the two.
Bond Hotel’s HRM model
Bond hotel HRM believes that effective diversity leads to attraction, retention, motivation
and utilization of human talent. The hotel’s HRM paid particular attention to recruiting
from different groups. It aimed at increasing the applicant pool to recruit and promote the
best suited and most qualified individuals for the job. It believes that a diverse workforce
for a hotel is a competitive advantage. It developed realistic diversity objectives to meet
the organization’s particular priorities, evaluating progress of diversity efforts over time
and rewarding those who successfully achieve diversity objectives.
One of the most important tasks of human resource departments is to ensure that most if
not all employees are performing up to a certain standard. When employees are
performing according to that standard, it is important that they are retained and kept
satisfied in order to prevent them from leaving or being swayed and lured away by
competitors and to avoid job dissatisfaction. We will try to retain our valuable employees
by providing a comfortable working environment as well as offering them different
incentives as mentioned previously in the compensation strategy. Keeping employees that
are performing well is crucial to the success of the organization because of the expensive
nature of replacing them, not to mention the effect of them leaving will have on
productivity and efficiency.
The HRM adopts diversity training programs, like employees seminars focusing on how
diversity can affect the bottom line of the hotel. It includes a (World Fair) day as part of
its diversity management strategy which exposes the employees to the cultural roots of
their coworkers. The HRM responds to the needs of a diverse workforce through the
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provision of workplace accommodations. As the hotel is hiring people of different
religions, it examines its vacations and time-offs from work policies. It gives women
flexible hours for family care reasons. It supports minorities and people with disabilities
not out of equal opportunity considerations but rather for believing it is their basic human
right. As the hotel has many employees who do not speak English well, it takes this into
consideration when providing safety policies and encourages them with rewards to take
an ESL course in order to be able to deal with customers and with their co-workers.
This communicates the hotel’s commitment to achieve a positive diverse work
environment and to provide employees with the skills to work in or manage diverse work
teams, maximizing the benefits while minimizing the potential costs and enhances its
reputation as a socially conscious and progressive workplace
When creating a human resources strategy, it is important to consider what employees
may want or need and what the company can reasonably supply. Employees are
motivated by being rewarded. HRM strategy concerning compensation and rewards is, as
common in hotel industry, differential. Managerial employees were compensated based
on their seniority, non-managerial employees' compensation is comprised of fixed basic
salary and variable pay .Bonus allocation for all employees was based on their
performance and the hotel's performance. Higher investment is allocated to the strategic
employees' HR practices system due to their value to the hotel. Fine benefits package are
offered to all staff levels including health, social insurance and those who have worked
for at least 10 years must be given retirement benefits.
The hotel’s HRM strategy concerning job evaluation systems is sufficient. Pay-forknowledge programs and Skill-based pay systems are effectively applied and employees
with higher specified qualifications and speaking many languages are rewarded with
increase in salary .Non –managerial employees are evaluated using classification system.
Besides, Pay secrecy is a respected policy and there is no pay compression as the staff of
the hotel is differential.
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Performance appraisal was conducted at least once a year for all employees. The
appraisal was used to inform subordinates of their performance and where they should
improve. Moreover, several methods of appraising performance are used when needed to
assess performance, ranging from ranking systems to rating systems employing
Behaviorally Anchored Rating Scales (BARS), Behavioral Observation Scales (BOS),
goal-based or management-by-objectives and 360-degree feedback. This evaluation was
also used to set goals, plan skill development and identify training needs. Besides,
Performance management involved in research on the management psychology,
organizational behavior, the international human resources development and management
to have deep understanding of performance management practices in the multinational
hotels. The positive work environment of the hotel created Organizational Citizenship
Behavior which fosters the employee to do tasks that are not required as part of his job .
The occupational safety of the hotel is quite guaranteed, there is no safety hazards. The
working hours are eight hours daily for all managerial and non-managerial staff.
Overtime work is rewarded .Working schedules can be accommodated when necessary.
The working environment is not stressful and does not lead to a state of burnout which
usually comes as a negative consequence of stress, whether physical or psychological.
Naturally, such a healthy working environment that has a mutual appreciation between
employees and employers has a minimum rate of turnover whether the voluntary or the
involuntary one.
In our hotel, we try to motivate our employees to get the best effort of them to provide
the best services to our guest. Our policy is that the guest is always right, that means the
employee who is dealing with the guest he should do his best to satisfy the guest. If we
receive any complain from the guests about one of our employees, we investigate and if
we found that our employee has did a mistake, we give him a warning. If he did it again
then we punish him by giving him overtime hours, or by move him to a lower position,
such as: if he was on the reception disk, we move him to customer service for a week or
two. If he did the mistake one more time we punish him by cutting some of his salary.
We think this way can make our employee take care and do their best to avoid any
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penalties. On the other hand, we give some positive benefits to our employees who work
really great and never hear any complain over them. We give those who work really hard
days of, or in sometimes we give them bonuses in their monthly income. If we see that
some employee is working really hard and he can do more than just serving or helping
our guest, we promote him to a higher position, to be a supervisor or something like this.
In our hotel, we try to hire the best person for the job. It is not necessary that he had
worked for some hotel before; we train them and put them in some training program to
develop their skills. Sometimes we do what we call (job rotation), which is moving the
employee from one job or position to another, which has many advantages, such as:
getting more experience and have an idea of every section of the hotel. Also, it can be
helpful because the employee will not be bored from doing the something exactly every
day. We motivate our employees to work as a team, because there are some new
employees who need someone who has experience to help them with their work. Also,
working as a team is helpful because if we work as a team it can help us to reduce the
time doing the task, which will make us look better to our guest by serving them in no
time, and with good services.
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