Strategic HRM

The Wings Hotel Case

Scenario 1
 Organizational Objectives

Vision:
To be recognized as a place for comfort; The Wings
Hotel aims to be your second home in Cebu.

Mission:
Maintain high quality standards in providing a feel-at-
home environment with welcoming arms, hospitality,
and quality meals.

-The Wings Hotel staff

STRATEGIC HRM | SCENARIO 1

 Human Resource
Department Objectives
1. Develop and implement a strategic HR plan that aligns with the

company's mission, vision, and organizational and financial objectives.

2. Identify the personnel needs of the company and develop strategies to

attract, recruit, and retain the right people.

3. Create and implement policies and procedures that support the development

and growth of employees, including training and development programs.

4. Establish performance management systems that help to measure and

improve the performance of employees.

5. Ensure compliance with all legal and regulatory requirements related

to human resources.

STRATEGIC HRM | SCENARIO 1

 The Wings Hotel
SWOT Analysis
STRENGTHS
The Hotel Staff has increased over the past few years, thus increasing
the productivity of the manpower towards their tasks.
The hotel has plenty of rooms and tables within its establishment, thus
it could provide more chances for the manpower to improve.
The hotel enjoys a fair share of revenue, thus it could provide more
ways to improve its manpower through its financial gains.
OPPORTUNITIES
The improvements of the airport near the Wings Hotel will offer more
opportunities for revenue within the market.
The initiatives of the local city government will offer more opportunities
to develop the market, thus, providing chances for revenue and
improvement within the manpower of the hotel.
STRATEGIC HRM
WEAKNESSES
Due to its nature of being a small and starting business, employees of the
Wings Hotel do not have many opportunities in developing their careers
through various practices.
There is some form of conflict among the employees, such as
inconsideration of opinions due to hierarchical factors.
There is a need for salary increases for the employees.
The rest and time of shift for the employees can tarnish their
productivity.
THREATS
Other hotels and establishments may offer better working conditions to
the employees of the Wings Hotel, thus, it may prove detrimental to the
Manpower of the hotel.
| SCENARIO 1
 How will the new jobs or movement of people
improve the hotel or restaurant's quality of
services? Explain in detail your decisions.

The man power allocation strategy for the Wings Hotel should be
developed with the aim of improving the quality of services offered by
the hotel or restaurant. This can be achieved by identifying the
specific areas where the hotel or restaurant needs to improve and

Manpower Allocation then allocating the right personnel to those areas. For example, if
customer service is an area of concern, then additional staff
members with strong customer service skills should be recruited and
trained to work in customer-facing roles. Similarly, if the hotel or

STRATEGY restaurant is looking to expand its menu offerings, then additional

staff members with expertise in specific cuisine should be recruited to
help develop and execute the new menu. Additionally, by
implementing an effective performance management system and
providing regular training and development opportunities, the hotel
can ensure that all employees are working to the best of their abilities
and continuously improving the quality of services.

STRATEGIC HRM | SCENARIO 1

 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?
At 80% capacity, the business may have around 2.2 million pesos in
revenue per month instead of the current 1.98 million pesos at 70%
capacity. This is a large increase in revenue, enough to allocate funds
towards a new manpower scheme and any other additional

Manpower Allocation
requirements deemed by a newly hired HR officer. This officer will
take much of the work off Mrs. Wingkun and even improve how the
hotel and restaurant operate. On average, an HR officer makes
around 330,000 pesos per year, approximately around 27,500 pesos

STRATEGY
per month. For two new competent servers, both for morning and
evening shifts, another 22,620 pesos of labor expense added each
month. To top with that, a monthly salary increase of 1% would be a
motivating factor that might increase productivity to reach 80%
business capacity. Once that happens, a true salary increase may be
given to all employees. All in all, an additional 76,139 pesos labor
expense is needed to reach the 370,979 pesos grand total labor
expense per month. This figure was considered affordable even
before 80% capacity; thus, more affordable once the business has
truly reached that capacity.

STRATEGIC HRM | SCENARIO 1

 Financial 2022 at 2023 at
Analysis 70% Capacity 80% Capacity
Organization's Daily
₱66,000 ₱72,600
Income
Financial Goals Monthly
Gross Income
₱1,980,000 ₱2,178,000

Less Monthly
₱1,260,000 (-) ₱1,323,000 (-)
Expenses
Monthly Net ₱720,000 ₱855,000
Income

STRATEGIC HRM | SCENARIO 1