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Ocean Edge Hotel

The primary problem identified at the Ocean Edge Hotel is poor communication between human resources and operational management. To address this, Jonathan proposes improving recruiting procedures, creating a comprehensive orientation program, developing collaborative training, improving policy management, and fostering a cooperative culture between HR and operations.

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52 views3 pages

Ocean Edge Hotel

The primary problem identified at the Ocean Edge Hotel is poor communication between human resources and operational management. To address this, Jonathan proposes improving recruiting procedures, creating a comprehensive orientation program, developing collaborative training, improving policy management, and fostering a cooperative culture between HR and operations.

Uploaded by

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Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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1. What appears to be the primary problem at the Ocean Edge Hotel?

What
tactics might address the problem you have identified?

Jonathan feels the fundamental issue at Ocean Edge Hotel is poor communication between
Human Resources (HR) and operational management. This reveals itself in a number of
difficulties, including inadequate job applications, poor employee indoctrination, a lack of HR
participation in training, and excessive policy issuance. To tackle these challenges, Jonathan
offers a diverse strategy:
1. Improved recruiting procedure.
• Clarify work criteria. Collaborate with HR to generate suitable job descriptions.
• Encourage management engagement in the screening process to ensure applicants correspond
with operational requirements and hotel culture.
2. Comprehensive Orientation Program:
• Customized Sessions: Create orientation programs depending on departmental needs and
management input.
• Mentorship programs link new workers with experienced colleagues to assist them acclimate to
their new jobs.
3. Collaborative Training Development:
• Joint Initiatives: Create training programs in partnership with HR and operational management.
• Provide constant professional development opportunities to increase skills and competence.
4. Policy Management:
• Collaborate with managers to establish policies that are practical and relevant.
• Establish clear communication channels and explain policy justifications for wider adoption.
5. Fostering a Cooperative Culture:
• Schedule regular meetings between HR and operational divisions to foster understanding and
collaboration.
• Encourage managers and workers to offer comments on HR practices to foster continual progress.
Implementing these principles seeks to transform the dynamic between HR and operational management
from antagonistic to cooperative, hence boosting internal operations and the passenger experience via
well-trained and aligned people.
2. What are the pros and cons for managing human resources in a small
property and for working in a larger property with human resources
specialists?

Small Property HR Management Professionals:


pros:
• Customized Approach: With fewer personnel, HR processes may be more individualized to
encourage engagement and understand individual needs.
• Smaller firms are more nimble and adaptable, enabling for fast adoption of HR changes without
bureaucratic delays.
• Managers' direct engagement leads to speedy decision-making and increased employee relations.
Cons:
• Limited HR skills and resources could lead to strategic and compliance issues.
• Overburdened Managers: Managing HR with main obligations may cause to stress and disrespect
of important HR activities.
• Smaller HR departments may offer limited chances for professional growth.
Large Property Human Resource Management Professionals:
Pros:
• Specialized HR experts may bring considerable knowledge, resulting in successful management.
• Established procedures encourage consistency and conformity across the firm.
• Larger firms give better opportunity for professional advancement in HR.
Cons:
• Large HR departments may have bureaucratic delays in decision-making.
• Impersonal Environment: The gap between management and workers could make it impossible to
create personal bonds and appreciate particular needs.
• Balancing detailed expectations with adequate resources may be hard, impacting HR service
delivery.
3. How can managers in small operations keep up with legal and other current
events that impact human resources?
Managers at tiny firms have numerous issues in keeping up with legal and current developments
effecting human resources (HR) owing to less resources as compared to bigger enterprises. To
counter this, here are some techniques for small operation managers to remain informed:
1. Proactive Learning.
• Anticipate changes: Stay current on impending rules and legislative changes that may influence
HR practices.
• Regularly examine HR processes to ensure they match current standards and demands.
2. Continuing Education:
• Attend HR legal training courses, seminars, or webinars to keep up-to-date on current
employment law developments.
• Obtain HR-related qualifications that demand constant education to be current with HR practices
and legislation.
3. Networking:
• Professional organizations. Join professional HR societies, such as the Society for Human
Resource Management (SHRM), to receive resources and expertise on HR regulations.
• Participate in HR-related conversations and seminars held by local business organizations or
chambers of commerce.
4. Utilizing Technology:
• Set up Google Alerts for HR-related topics to acquire news and legal updates.
• Invest in HR software that gives compliance monitoring and law updates as part of its service.
5. Seek professional consultation:
• Legal counsel or HR professionals knowledgeable in employment law may give unique advise for
your organization.
• Collaborate with professional employer organizations (PEOs) for up-to-date information on
employment rules and document revisions.
6. Information Resources:
• Subscribe to newsletters and bulletins from trustworthy HR law firms or experts.
• Participate in online forums and organizations for HR professionals to debate current themes and
exchange ideas.
7. Internal policies:
• Regularly examine and update internal HR policies to fulfill regulatory requirements.
• Employee Communication: Inform workers about their rights and changes to corporate policy.

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