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King College Hotel Case Study

Course Title

Student’s name

Institution

Professor’s name

Date
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King College Hotel Case Study

Human resource management can be defined as the managerial process needed that

requires certain policies and resources to meet the objectives of any given organization. in the

past decade researcher and have been focusing their attention on questions such as the

determinants of an organization adopting certain strategic approaches to meet its objectives

(Bratton, 2018). Others have been researching the various policies and practices that make up the

different human resource strategies. This paper examines a case study and its management

including human resource management.

The king’s college hotel is a high-end hotel accommodating many employers with

managers that have experience in the hotel industry given Rachel who is a manager has been

working in numerous positions for various international hotels and travel companies. She is

married to Paul who they work and collaborate with at the king’s college hotel and whom they

share the same personal goal. For instance, the aim is to ensure that the clients that visit the hotel

get innovative and personalized services by highly responsible, motivated, and competent

employees. On the other hand, the owners of king’s college hotel aim at making it a different and

exclusive top-notch hotel. The human resource management at the king’s college hotel seems to

be doing good. For instance, the manager interacts with the employees in person daily, ensuring

that they have the needed resources to remain productive. Additionally, she arranges for monthly

meetings where employees are picked randomly and interdepartmental problems discussed. The

meetings are never compulsory however there are sometimes rewards given that keep the

employees motivated. Most of the supervisors and department heads have been working for the

hotel for more than 30 years, after promotions from entry-level roles. Within the entire

organization, only 10 employees have been working there for less than 5 years. despite these, the
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turnover within the bar and restaurant and the front office has been on the rise and Rachel has not

been keen on following up to understand the root of the problem despite her having the passion

to meet every employee’s needs.

If any given organization is to be successful in mitigating the issues, they are facing then

the management has to lead the way. Given effective management, this would enable king’s

college hotel to meet its aspirations. Ineffective management brings the organization down,

because of this the nature of management has to be analyzed. Regardless of the focus being on

the managers, non-managers can also be discussed to understand what managers can gain from

behavioral sciences to improve their effectiveness within this competitive environment.

Management can be defined as the art of getting tasks done through people. It could also be

defined as the process of organizing, directing, planning, and controlling the actions of

employees using resources to reach organizational objectives. On the other hand, a manager

should oversee and coordinate with others for work to be done that they could not attain on their

own. Therefore, effective management of people, groups, and organizations must be important to

those who want to accomplish organizational objectives. These can be achieved by the use of

strategic human resource management, which is the practice of rewarding, attracting, and

retaining employees for their wellbeing and also the benefit of the organization. human resource

departments that employ strategic human resource management work hand in hand with other

departments in the organization. by doing this, the goals of the organization can be well

understood which later leads to the creation of strategies that are compatible with their

objectives. As an outcome, the goals of the human resource management support and interrelate

with those of the entire organization.

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The first thing during strategic management model is the overall managers evaluating

their positions and how they relate to the aims, objectives, and current mission of the

organization the next step is the evaluation of the environment within the internal organizational

weaknesses and strengths and also the external environmental factors for threats and

opportunities (Bratton, 2018). By performing a swot analysis an organization can be able to

understand the organization as a whole better. During strategic formulation involves the senior

managers assessing the relation between making strategic choices and the factors associated.

The relation between strategic choices and actions is related to issues with power dominant

managers in an organization. like in the case of King's college hotel the managers did most of the

tasks that could have been shared with other leaders in different departments which resulted in

cases such as that of Fran who was a staff member that left the organization due to how she had

been treated by her workmates. One of the ideal strategic management is the political model

where it entails the distribution of power within the organization. Therefore, the strategic choice

opinion on the organizational process of decision making makes the course on strategy more real

and also gives insights on how employment connection is governed.

In a major study of human resource management on multidivisional companies, Bratton,

(2018) argues that the main determinant human resource strategy is determined by the decision

on different levels and the capability and leadership style of the managers to adhere to goals

concerning the various environmental context in how they run business. Thus, there is a need for

king’s college hotel to apply organizational behavior within business settings. Organizational

behavior is the use of behavioral sciences and integration of disciplines such as sociology,

anthropology, political science, and psychology within an organization which shows the impact

of group, individual, and structure they impact they have on an organization (Renuka &
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Frederick, 2014). therefore, organization behavior analyses the human dynamics within the

organization, which comes with numerous benefits. For instance, it helps understand business

managers and human resource professional and their relationships. Besides, it gives an insight

into how employees on the same level interact with each other. Therefore, organizational

behavior entails the entire people working within an organization and ways in which they can be

motivated to increase productivity in any given organization (Mukuka, 2020).

For Kings college hotel to thrive, there is a need to appreciate and recognize the culture

of the organization, the individual within the organization by understanding their personalities,

perceptions, attitudes, and what motivates them. This can be achieved using certain theories such

as learning, motivation, shaping, and strengthening the worker’s discontentedness and

motivation to realize the needed results. Another significance of Organizational behavior is it

aids the staff to come up with ideal work culture, penalizes their wrongs and gives development

opportunities, and inculcates leadership skills.

The use of centralized human resource management is recommended for the

organization. this mode of human resources normally has consistent standards and control, high

competencies with the human resource, huge economies of scale, and mainly focus on the long-

term obligations of an organization. given Kings college hotel has adopted this kind of human

resource department implies there will be numerous advantages in the future (SHRM, 2016).

Normally as organization centralizes their human resource functions, models that support sharing

of services and centers that entail expertise all work together to assist complement the

centralization strategy. Additionally, centralized human resource structures had a higher

percentage of staff that are obliged with supervisory roles compared to decentralized structures

(SHRM, 2016).
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Within any given organization, the process of hiring and selection is vital and

considered very useful. The hiring and selection process within this case study seems less

effective, while it remains an important operation within human resource management.

Recruitment is the process of selecting the right and most qualified person for a vacancy. During

the recruitment, the case study applied uses graphology in shortlisting the candidates for the

interview which is somehow not ideal. This is because this technique used the handwriting of an

individual to perceive their personality traits which might not give an accurate outcome.

Additionally, the process of an interview as irrelevant given is the manager that talked to the

candidate asking them irrelevant questions that are not linked to the job in any way. The

candidates ought to undergo several stages and undergo several steps during interviews to gauge

their abilities for the given positions. Additionally, it is important to note, the management

should always consider paying attention to the internal candidates before announcing vacancies

and later posting junior posts in case someone is recruited. Many times, senior managers pay

very little attention during the hiring process and only get involved much when senior positions

are being filled or during the end of the final interview. This is the same case for King college

hotel.

The induction and training after someone have secured a job is vital at the same time.

This is the process of welcoming new employees and helping them adjust by providing the

needed training for them to get started comfortably. Induction aims to smooth the beginnings,

while the new employees are unfamiliar with stuff. it also establishes the attitude of the

organization within the perception of the employee so that they are likely to stay for a long term.

Some of the training that is given includes field visits, lectures, role-plays, and lastly entrance

training. Thus, training aims to give a balance between the requirements and needs of the
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organization and human resources. This is a crucial area that the hotel has to integrate into its

hiring and recruitment process (Kapul, 2018).

Employee evaluation is also the process that can benefit an organization in the long run.

Assessing the quality performance of the workers is vital within the organization. it is

recommended to assess the employees occasionally to have an insight into their performance and

productivity. This process, therefore, assists the management to understand the limitations that

are hindering productivity and ways in which these issues can be mitigated (Kapul, 2018).

Therefore, this process can tell if the recruitment process is efficient or not. Its main aim remains

to ensure that the newly employed quality personnel are enhanced.

The management of King's college hotel also needs to consider performance

management and appraisal for the employees. Employment engagement can be defined as the

degree of commitment employees show to their bosses, which can be perceived as their

willingness to remain at a certain firm and do more than what they are obligated to. Firms require

employees that are motivated, indulge well with their mates and clients, and are hard-working

(Lawler, 1994). The need for performance management ensures that the organizational process

can maximize the productivity of the workers together with the organization as a whole.

Performance appraisal refers to a system put in place that monitors and evaluates a team or

personal performance within an organization which is in a continuous basis. Regardless,

performance appraisal is normally perceived negatively as it eludes mastery. Managers and

employees do not like them and one of the problems with it is too many expectations from the

appraisal plan which may result in dissatisfaction. However, the primary aim of using this

technique is to enhance productivity within the organization.

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In the past, human resource management was always viewed as an insignificant

department within an organization. additionally, by then managing workers was much easier

however with time there has been an evolution. This evolution is related to changes in

technology and the need for higher professional skills. This revolution has led to line managers

being highly involved in areas such as the hiring and recruitment process, employee relations,

and grievance management. The devolution of human resources comes with its advantages and

disadvantages (Chua, 2018). Some of the advantages include its results in the reduction of

workload human resource managers have to tackle to perform more dense human resource

management work. The devolution to line managers also enhances the exposure of human

resources and people management. Additionally, this enables the human resource manager to

focus on planning for the future of the organization. some of the cons of human resource

devolution include resistance to change given that line managers are already accustomed to

performing their operational tasks. Inconsistent practices may also be observed given staff within

an organization may be handled differently by different line managers, also there may be

incompetency since some of the line managers may not have needed skills to tackle various

tasks. For this devolution to be implemented, human resource specialists and line managers have

to work together, therefore a comprehensive implementation plan needs to be formulated.

Therefore, these recommendations are vital in enhancing the management and productivity of

employees and the organization as a whole in king’s college hotel.

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References

Bratton, J. (2018). Strategic Human Resource Management - Otaru University of ...

Human Resource Management. Retrieved November 5, 2021, from

https://www.otaru-uc.ac.jp/~js/downloads/SP2005-PDF/SP2005-Chapter2SHRM.pdf.

Chua, J. (2018, May 22). Advantages and disadvantages of HR devolution.

Academia.edu. Retrieved November 5, 2021, from

https://www.academia.edu/36690615/Advantages_and_Disadvantages_of_HR_Devolution.

Kapul, R. (2018). (PDF) recruitment and selection - researchgate. Retrieved November

5, 2021, from https://www.researchgate.net/publication/323829919_Recruitment_and_Selection.

Lawler, E. (1994, January 1). Performance management: The next generation: Semantic

scholar. Retrieved November 5, 2021, from

https://www.semanticscholar.org/paper/Performance-Management%3A-The-Next-Generation-

Lawler/4ac2d8f60142a0e615ff307a78056fe312f770a8.

Mukuka, M. (2020). (PDF) significance of organisational behaviour - researchgate.

Retrieved November 5, 2021, from

https://www.researchgate.net/publication/338630653_Significance_of_organisational_behaviour.

Renuka, P., & Frederick, H. (2014). Organisational behaviour and its role in

management of ... Global Journal of Finance and Management. Retrieved November 5, 2021,

from https://www.ripublication.com/gjfm-spl/gjfmv6n6_12.pdf.

SHRM. (2016). How Centralized and Decentralized HR Department Structures Influence

HR Metrics. WORKFORCE ANALYTICS: A CRITICAL EVALUATION. Retrieved

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November 5, 2021, from https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-

and-expert-views/Documents/Workforce%20Analytics%20Report,%20June%202016.pdf.