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HR Assignment 2

This document contains a case study response for a class on Human Resource Management. The response discusses and evaluates the criteria set by Lisa and the CFO for a new incentive plan at Hotel Paris. It finds the criteria to be comprehensive and address limitations of the previous system. The response also lists incentivized behaviors that could be rewarded for different employee groups, such as friendly check-ins for front desk clerks and on-time vehicle retrieval for valets, in order to align their efforts with the hotel's strategic goal of superior guest service.

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Rida Khan
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66 views

HR Assignment 2

This document contains a case study response for a class on Human Resource Management. The response discusses and evaluates the criteria set by Lisa and the CFO for a new incentive plan at Hotel Paris. It finds the criteria to be comprehensive and address limitations of the previous system. The response also lists incentivized behaviors that could be rewarded for different employee groups, such as friendly check-ins for front desk clerks and on-time vehicle retrieval for valets, in order to align their efforts with the hotel's strategic goal of superior guest service.

Uploaded by

Rida Khan
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Name: Rida Khan

Roll No: Fa-21/030


Class/Sec: BBA-4A
Subject: Human Resource Management
Topic: Case Study

QUESTIONS 1. Discuss what do you think of the measurable criteria that Lisa
and the CFO set for their new incentive Plan?
Ans: Evaluation of Criteria for Hotel Paris' Incentive Plan:
The criteria set by Lisa and the CFO for the new incentive plan at Hotel Paris are well-aligned
with their strategic goals and address the limitations of the existing compensation system. Let's
assess each criterion:
1. At least 90% (preferably all) employees eligible for merit increase or incentives pay: This
criterion emphasizes the importance of inclusivity and motivating the entire workforce. By
ensuring that a majority, if not all, employees are eligible for incentives pay, the plan aims to
foster a culture of performance excellence throughout the organization.

2. Minimum 10% difference in incentives pay between low and high performing employees:
Establishing a significant difference in incentives pay between low and high performers
motivates and rewards top performers accordingly. This differentiation provides a clear
incentive for high performers to excel and contribute to the company's strategic goals.

3. Inclusion of specific bonuses and evaluative mechanisms linked to strategically relevant


employee behaviors: This criterion highlights the need to align the incentive plan with desired
employee behaviors that support Hotel Paris's competitive strategy. By incorporating specific
bonuses and evaluative mechanisms tied to job categories, such as friendly guest interactions
for front desk clerks, the plan ensures that employees are rewarded for behaviors directly
contributing to superior guest service and overall success.

Overall, these measurable criteria are comprehensive and address the shortcomings of the previous
compensation system. They encourage high performance and reinforce behaviors and
competencies that differentiate Hotel Paris in the market.
QUESTION 2. Given what do you know about the hotel Paris’s strategic goals,
List three of four specific behaviors you would incentivize for each of the
following groups of employee; Front desk Clerk, Hotel Manager, Valet,
Housekeepers?
Ans: Incentivized Behaviors for Different Employee Groups:
Given the Hotel Paris's strategic goal of using superior guest service to differentiate its
properties and increase guest satisfaction, here are three specific behaviors that could be
incentivized for each employee group:

Front desk clerks:

 Friendly and efficient check-in and checkout process


 Ability to answer customer questions in a helpful and knowledgeable manner
 Ability to resolve customer complaints in a timely and satisfactory manner

Hotel manager:

 Ability to create a positive and productive work environment


 Ability to motivate and lead employees to achieve company goals
 Ability to manage hotel operations in a cost-effective manner

Valet:

 Prompt and courteous service


 Ability to handle customer vehicles with care
 Ability to follow hotel policies and procedures

Housekeepers:

 Clean and well-maintained rooms


 Ability to meet guest expectations
 Ability to work independently and as part of a team
It is important to note that incentives should not be the only factor in determining employee
compensation. Base salary and other factors, such as experience and education, should also be
considered. However, incentives can be a valuable tool for motivating employees to perform at
their best and for achieving company goals. By incentivizing these specific behaviors, Hotel Paris
can align its employees' efforts with the strategic goals of superior guest service, thereby increasing
guest satisfaction, loyalty, and ultimately, the company's revenues and profitability.

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