STRATEGIC HUMAN RESOURCE MANAGEMENT

Prof. Davee Jean I. Maligaya

THE WINGS HOTEL CASE

Worksheet for Scenario 1: Group Activity

SCENARIO 1: HR NEEDS PLANNING AND DEMAND FORECASTING

The owner/manager would like to improve business performance starting 2023 and provide
excellent services to its customers. It is for the Human Resource manager to verify the kind
of personnel to recruit and the best method to find the right people. But first, Mrs. Wingkun
needs to identify the direction where the company would like to go by creating mission,
vision, and organizational and financial objectives by the company.
Human resource planning is extremely important because it helps companies and HR teams
to systematically think ahead. HR planning should be an overall strategic plan of any
organization because it identifies quality, and it ensures that your company will not face an
employee shortage or surplus. In other words, it ensures the right number of people, the right
type of people, working together at the right time and place.

The purpose of these worksheet exercise is to examine what HR managers can do in terms of
planning and executing policies that give their organizations competitive advantage.

Presentation and/or Case Report Requirements

I. ORGANIZATIONAL OBJECTIVES
a. Create a Company Vision and Mission Statements.
Make the statements short (limit to 1-2 sentences), catchy, and easy to remember by
employees and customers.
Vision Statement: It sets out your most important goals, what you want to achieve as a
business, but does not include a practical plan to achieve those goals.
Mission Statement: It explains what your business must do day-to-day to make your
vision statement a reality. Anytime you wonder, What should I do today? or How should
I act today? Your mission will guide you.

II. HUMAN RESOURE DEPARTMENT OBJECTIVES

a. HR Department Mission – Linking with The Wings Hotel mission and vision. These
statements will tell the employees who HR department value the most.

Example of an HR mission statement:

The human resources department will function as a catalyst to enable all employees of
The Wings Hotel to contribute at optimum levels toward the success of the organization.

III. The Wings Hotel SWOT ANALYSIS

 a. Identify The Wings Hotel’s internal strengths and weaknesses. (table format)
Internal strengths are something that have positive implication to the current
manpower available (employees) . They add value or offer the organization a
competitive advantage over its competitors in the hotel industry in Cebu.

Internal weaknesses are the characteristics of your current manpower that are
detrimental to the overall growth of the business. Weaknesses place you at a
disadvantage when compared to your competitors

b. Identify the external opportunities and threats (table format)

Things that are going on outside the company, in the larger market. You can take
advantage of the opportunities and protect against threats, but you do not have the
power to change them.

IV. MANPOWER PLANNING: PROPOSED HUMAN RESOURCE ALLOCATION (DEMAND FORECAST)

a. Prepare a workforce demand forecasting table with salary considerations that will take effect
on January 2023 (based on Cebu DOLE mandated wage scale of Php435.00).

Consider the following in developing your manpower planning table:

• Is there a potential to move staffs to new positions
o Identify if there are over staffing in particular positions; if there are unutilized
talents– is there a need to move people to different jobs?
• Is there a need to create new jobs or hire additional employees for the current job/s?
o Identify which unit/areas you need to increase number of staff and how many
o Determine if you need a new position to support Mrs. Wingkun in managing
the hotel, Jose the kitchen chef, or Helen the hotel administrator.
• Before making a decision, analyze if you can afford your decisions before finalizing
your manpower allocation. If the jobs, you identified are necessary and strategic.

After these considerations, replace the current (2022) human resource allocation with your
new strategy.

CURRENT (2022) HUMAN RESOURCE ALLOCATION

Restaurant Staffs Key Work Schedule Hours Pay Monthly

Positions Responsibilities Pay
Kitchen Chef Jose Management of 10:00am- 9:00pm 10 hrs. 23,500 23,500
kitchen team,
main cook
Sous Chef Manuel Assistant cook 7:00am – 6:00pm 10 hrs. 19,000 19,000
Butcher Greg Prep Materials 7:00am – 6:00pm 10 hrs. 16,000 16,000
Dishwasher Raul Washing dishes 11:00am – 10:00pm 10 hrs. 11,310 11,310
and cleaning
kitchen
Servers 6 Dining services 7:00am – 4:00pm 8 hrs. 11,310 67,860
 (2 shifts) 11:00am – 8:00pm
Dinning 1 Collecting used 10:00am – 9:00pm 10 hrs. 11,310 11,310
Busboy dishes, cleaning
of table and
dining area
Total 11 148,980

Hotel Positions Staffs Key Work Schedule Hours Pay Monthly

Responsibilities Pay
Hotel Helen Hotel team 8:00am – 8:00pm 11 hrs 16,000 16,000
Administrator manager, cashier
and Cashier for hotel and
restaurant
Front Desk 2 Booking, 7:00am – 4:00pm 8 hrs 16,000 32,000
Receptionist checkouts, serves 11:00am – 8:00pm
guests
Cashiering when
Helen is not around
Chambermaids 6 Clean rooms, 7:00am – 4:00pm 8 11,310 67,860
serves guests 11:00am – 8:00pm hours
Driver 1 Transport guests Stay-in / On call No Fix 15,000 15,000
and employees Time
Hotel 1 Repair & Stay-in / On call No Fix 15,000 15,000
Maintenance Maintenance Time
Total 11 145,860
GRAND TOTAL 22 294,840
PER MONTH

Note:
• Employees receives overtime pay when hours of work rendered exceeds 8 hours.
• Helen, Jose, Manuel, and Greg have fixed salary rates, no overtime pays. They live in
an apartment complex for free that Mrs. Wingkun have constructed beside the
hotel.
• Free meals for all employees
• Chambermaids, restaurant servers and dishwasher have high attrition rates.

V. MANPOWER ALLOCATION STRATEGY

a. How will the new job/s or movement of people improve the hotel or restaurant’s quality of
services? Explain in detail your decisions.
b. How much in addition do you need per month for your new manpower scheme? Can the
business afford your manpower allocation strategy if it reaches 80% capacity in 2023?
VI. ORGANIZATION’S FINANCIAL GOALS
Comparison of Income between current and after implementing the HR improvements in the
operations. The organization will be able to determine if it can afford the proposed workforce
planning based on the sales forecast.

The financial goals are supposed to help your group understand how finances affect both
management (Mrs. Wingkun) and the HR manager with their decision making in the manpower
planning process.

As of 2022 December, Income at 70% capacity

Financial Analysis 2022 Expenses

Daily Income Php 66,000 Php 42,000
Monthly Gross Income Php 1,980,000 Php1,260,000
Monthly Net Income Php 720,000

Projected increase in gross profit if to reach 80% operations capacity in 2023; including 5% increase
in monthly expenses.

Financial Analysis 2022 at 70% capacity 2023 at 80% Capacity

Daily Income Php 66,000 Php 72,600
Monthly Gross Income Php 1,980,000 Php 2,178,000
Less Monthly Expenses Php 1,260,000 (-) Php 1,323,000 (-)
Monthly Net Income Php 720,000 Php 855,000