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1he 1all Þlnes PoLel and Conference CenLer was bullL ln 8lverLon ClLy Lo caLer Lo Lhe need of Lhe
burgeonlng economlc zone for hlgh-quallLy hoLel and conference faclllLles. As a ºnew concepL"
hoLel, lL wlll caLer malnly Lo corporaLe cllenLs whlch number has been lncreaslng due Lo Lhe
economlc developmenL ln 8lverLon ClLy, a suburb of 8oosevelL ClLy whlch ls a ma[or clLy ln Lhe
SouLheasL. 1he hoLel and conference cenLer ls slaLed Lo open ln May, Lwo monLhs away. A
recrulLmenL plan has been drawn up by naLalle Sharp, Lhe dlrecLor of personnel who was hlred
ln november of Lhe prevlous year. 1he plan was revlewed by Lhe hoLel manager, Cordon
McCregor, and naLalle ln mld-!anuary of Lhe currenL year. 1he plan lnvolved Lhe conducL of a
[ob falr ln lebruary 13 ln 8lverLon ClLy.

Cordon has [usL recelved a dlscouraglng reporL from naLalle regardlng Lhe low LurnouL durlng
Lhe [ob falr. Cnly 200 people applled for Lhe 313 poslLlons. Cf Lhese, only 73 were screened,
lnLervlewed, and hlred. 1wo newspapers have reporLed Lhe dlsmal LurnouL, and a cllenL who
has scheduled a conference ln Lhe hoLel durlng Lhe flrsL week of May has expressed concern.
Cordon ls now faced wlLh Lhe problem of decldlng whaL Lo do ln order Lo flll Lhe 240 remalnlng
poslLlons ln Llme for openlng of Lhe hoLel. 1here are several lssues presenLed ln Lhe case. Cne
ls expllclLly sLaLed: Lhe problem of fllllng up Lhe remalnlng poslLlons ln Llme for Lhe hoLel's
openlng. Powever, Lhe blgger problem LhaL can be lnferred ls Lhe lack of a sLraLeglc plan for
human resource managemenL whlch casLs a shadow on Lhe compeLencles of Cordon as hoLel
manager and naLalle as dlrecLor of personnel. 1hls lack of funcLlonal sLraLegy, coupled wlLh Lhe
absence of urgency, ls Lhe prlmary reason for Lhe currenL crlsls, and wlll lnevlLably affecL fuLure
operaLlons. 1he slLuaLlon Lherefore has Lo be resolved ln a Llmely and saLlsfacLory manner.

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1he case analysls ls performed from Lhe polnL of vlew of Cordon McCregor as hoLel manager
and Lherefore Lhe maln declslon maker.

'1,@&$A 9-%-$A$)-

WhaL should be done Lo ensure excellenL Puman 8esource ManagemenL ln 1all Þlnes PoLel as a
long Lerm plan and flll up Lhe vacanL poslLlons ln Llme for Lhe openlng ln May 1?

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1. 1o flll up Lhe remalnlng 240 poslLlons and Lraln Lhe new employees ln Llme for Lhe openlng
ln May 1.
2. 1o esLabllsh an excellenL human resource managemenL plan for 1all Þlnes PoLel and
Conference CenLer.
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3. 1o lnfuse a sense of prlde among employees abouL 1all Þlnes PoLel and Conference CenLer

31$%* ,0 /,)*(.$1%-(,)

• SWC1
• Lconomlc growLh ln 8lverLon, Lherefore compeLlLlve advanLage
• Plgher unemploymenL raLe ln 8oosevelL ClLy
• SupporL Lo 1all Þlnes PoLel and Conference CenLer from Lhe Mayor and ClLy Councll, close
worklng relaLlonshlp wlLh Lhe sLaLe ueparLmenL of LmploymenL Servlces and 8lverLon's
LmploymenL's CpLlon Cfflce. 1hese can be leveraged Lo solve Lhe sLafflng problem.
• 8ecrulLmenL plan was noL successful (C8l1lCAL lSSuL). lallure of McCregor and naLalle Lo
foresee compllcaLlons, Lhey were complacenL aL Lhe face of a mere news sLory. naLalle
should have conducLed her survey earller so LhaL she would know abouL Lhe lncrease ln
salarles and oLher lssues.
• Low LurnouL because of lack of awareness ln 8oosevelL, bad declslon Lo hold Lhe [ob falr
only ln 8lverLon.
• Cause: Lack of plan and foreslghL, LffecL: Plrlng problems.

3&-$1)%-(C$ /,D1*$* ,0 32-(,)

• McCregor wlll hlre a consulLanL or pro[ecL Leam Lo develop and lmplemenL a sLraLeglc plan
for Lhe human resource managemenL as soon as posslble and flll up Lhe remalnlng 240
vacanL poslLlons ln Llme for Lhe openlng of Lhe hoLel ln May 1 Lhrough an aggresslve
adverLlslng campalgn and [ob falr focuslng on 8oosevelL ClLy.

AdvanLages:
o Cb[ecLlve polnL of vlew. A consulLanL can ldenLlfy oLher areas mlssed by McCregor
and naLalle.
o AblllLy Lo lnLervlew and process Lhe appllcaLlons of large number of poLenLlal
employees.
ulsadvanLage:
o More cosLly slnce Lhey need Lo hlre more people.

• McCregor and naLalle Lo develop and lmplemenL a sLraLeglc plan for Lhe human resource
managemenL as soon as posslble and flll up Lhe remalnlng 240 vacanL poslLlons ln Llme for
Lhe openlng of Lhe hoLel ln May 1 Lhrough an aggresslve adverLlslng campalgn and [ob falr
focuslng on 8oosevelL ClLy.

AdvanLages:
o Less cosL
o 1hey can lmplemenL Lhe soluLlons LhaL Lhe sLaff proposed.
ulsadvanLage:
o Lack of manpower Lo process a large baLch of appllcanLs.
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• McCregor wlll hlre a consulLanL or pro[ecL Leam Lo develop and lmplemenL a sLraLeglc plan
for Lhe human resource managemenL as soon as posslble and flll up Lhe remalnlng 240
vacanL poslLlons ln Llme for Lhe openlng of Lhe hoLel ln May 1 Lhrough an aggresslve
adverLlslng campalgn and [ob falr focuslng on 8oosevelL ClLy.

7AE&$A$)-%-(,) '&%)

• McCregor wlll hlre a consulLanL or pro[ecL Leam Lo develop and lmplemenL a sLraLeglc plan
for Lhe human resource managemenL and flll up Lhe remalnlng 240 vacanL poslLlons ln Llme
for Lhe hoLel openlng ln May 1.
Þlan Lo develop and lmplemenL Lhe sLraLeglc plan (long Lerm)
o ConducL exLernal envlronmenL scannlng Lo ldenLlfy and respond Lo employmenL
lssues
o uevelop an employee recrulLmenL and reLenLlon sysLem

Þlan Lo flll up Lhe 240 vacanL poslLlons:
o AdverLlslng campalgn dlrecLed speclflcally Loward 8oosevelL and 8lverLon clLles, wlLh
focus on beneflLs of worklng
o lncrease Lhe wage scale for enLry level [obs Lo aLLracL appllcanLs
o lnsLall a free LransporLaLlon sysLem for employees from 8oosevelL and 8lverLon
o SLrengLhen relaLlonshlp wlLh Lhe employmenL offlces of Lhe sLaLe, 8lverLon and
8oosevelL clLles Lo lncrease Lhe pool of appllcanLs

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• 1he funcLlons of plannlng, organlzlng, leadlng, and conLrolllng should be always ln mlnd for
one Lo be effecLlve.
• Managers should always have a sense of urgency wlLh regards Lo acLlons LhaL should be
Laken.
• Managers should anLlclpaLe problems and Lry Lo prevenL Lhese from happenlng or aL leasL
prepare conLlngency plans.
• Managers should proacLlvely seek Llmely, hlgh quallLy, compleLe and relevanL lnformaLlon
Lo asslsL ln declslon maklng.


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