Melrose Hotels: Human Resource Management Essay

Question:

Describe about the Melrose Hotels for Human Resource Management?.

Answer:

Introduction:

The human resource management is the management system for the employees of the organization. The human resource management manages three major areas such as staffing, employee compensation and benefits (Hoque 2013). The Melrose Hotels, PLC have more than 60 hotels in United Kingdom (Karatepe 2013). This group has acquired a small hotel chain headquartered in France. The organization has decided that it would retain half of the hotels in France, while sell the other half to acquire financial support so as to fund the renovation of the hotels in France. As stated by Nickson (2013), Melrose’s hotels have considered the budget accommodations for their future innovation and business development process.

1. Reward and performance management strategy:

As stated by Boella and Goss (2013), it has been observed that guests have booked the hotels for one to three nights for the purpose of business meetings and travelling. Moreover, it has been found that the hotels are located at the heart of the city. Therefore the guests can easily access the mass transit. It has been observed that tourists have chosen these hotels as it is easily accessible to many local attractions and places of visit. As stated by Karatepe (2013), such locational advantages will be beneficial as tourists will not want to spend much time in their hotel rooms.

The organization has planned to own 150 new hotels in next five years. The organization is ambitious to own 300 more hotels across Europe (Marco and ?beda 2013). The managers have planned to recruit more than 70% employees for the new business unit (Leonidou et al. 2013). The human resource management has observed that the employees and managers would need to be fluent in French. Therefore the human resource management has planned to recruit new staffs and managers for the newly owned hotels in France (Alfes et al. 2013).

The human resource management has planned to recruit the employees and managers for future expansion of the business. According to the human resource management success of the new business unit would be in the hands of the newly obtained recruits. Therefore the human resource management has planned to implement a good range of incentive schemes for the new employees. On the other hand, the human resource management has planned to develop effective team training and development sessions for the new staffs. As stated by Zopiatis et al. (2014), the human resource management has divided the training session into two different parts such as pre-departure training and on-the-job training. The human resource management has planned to arrange the new training session in the new country. As argued by Hoque (2013), the managers have never transferred their employees to other countries. Therefore the human resource manager is quite confused regarding the training session to be held in the new country.

The human resource management has included the introductory French language training session so that the managers would manage the new hotels from its nascent stage. The human resource management expects that the managers and the staffs will enjoy the advance language classes (Nickson 2013). Apart from that, the human resource management has planned to arrange on-the-job training sessions so as to improve customer service skills. This staffs will learn to develop a clean and comfortable work environment for increasing staffs satisfaction in the new hotels (Boella and Goss 2013). Therefore the human resource management has ensured that all the hotel buildings and fixture would be well maintained.

2. Employee Participation and Employee Engagement Strategy:

It has been observed that the manager has planned to own 150 new hotels in the Europe with in next 5 years (Karatepe 2013). He also has plans to 300 new hotels in next 10 years. Keeping these goals in mind, the manager has planned to recruit 70% new staffs and managers in the organization (Marco-Lajara and ?beda 2013). However, the human resource management has observed that the employees cannot speak in French frequently. Therefore, the human resource management has planned to recruit and train the employees for four weeks.

As stated by Leonidou et al. (2013), the human resource management has decided to implement the positive work environment in the redeveloped hotels. To do this they have decided to implement the flexible work environment in the new hotels. The human resource management has tried to implement two different types of training sessions for the employees such as Pre-departure training session and on-the-job training for the business expansion in France (Alfes et al. 2013).

The human resource management has observed that language training is necessary for the staffs and the managers. It has been observed that the organization has not sent any staffs to other countries. Therefore, the human resource management has decided to implement the humanistic work place for new staffs (Zopiatis et al. 2014). The human resource management has observed that French culture is different from the culture of UK. Therefore the human resource management has planned to maintain the mixed culture strategy in the work place. It has been observed that guests come from different countries. Therefore the staffs can easily maintain proper hospitality service with the guests if they follow this strategy (Hoque 2013).

The human resource management has planned to involve the staffs in the decision making process. Therefore any good decision of the employees would improve the management strategy of the managers. On the other hand, the employees and then managers will improve the employee satisfaction.

Conclusion:

Melrose Hotels, PLC have more than 60 hotels in the UK and the organization has planned to expand their business in France. The organization has planned to own 150 new hotels all over Europe. The organization has planned to recruit more than 70% new staffs and managers for the redeveloped hotels. Moreover the human resource management has identified certain language issues of managers and staffs. Therefore the human resource management has planned to arrange two ways of learning sessions for the employees. The human resource management has decided to arrange training session on language training and customer service training. On the other hand, the human resource management has intended to implement the flexible work environment for the hotels. The human resource management has planned to implement the humanistic workplace strategy and mixed culture strategy for satisfying the employees.

Reference list:

Alfes, K., Shantz, A.D., Truss, C. and Soane, E.C., 2013. The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model. The international journal of human resource management, 24(2), pp.330-351.

Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry: A guide to best practice. Routledge.

Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and performance. Routledge.

Karatepe, O.M., 2013. High-performance work practices and hotel employee performance: The mediation of work engagement. International Journal of Hospitality Management, 32, pp.132-140.

Leonidou, L.C., Leonidou, C.N., Fotiadis, T.A. and Zeriti, A., 2013. Resources and capabilities as drivers of hotel environmental marketing strategy: Implications for competitive advantage and performance. Tourism Management, 35, pp.94-110.

Marco-Lajara, B. and ?beda-Garc?a, M., 2013. Human resource management approaches in Spanish hotels: An introductory analysis. International Journal of Hospitality Management, 35, pp.339-347.

Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.

Zopiatis, A., Constanti, P. and Theocharous, A.L., 2014. Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus. Tourism Management, 41, pp.129-140.

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