You work in the head office of a rapidly growing UK based budget hotel chain which has a focus on providing high quality, but basic services. The HR Director is aware that the hotel chain has been experiencing problems with the resourcing of staff in both managerial and reception roles. This has been attributed to the unsociable hours, as well as the extensive responsibility of the roles. Staff turnover in both these roles is much higher than the sectors average and a great concern for the organisation.
The hotel chain also has discrimination cases pending which when reviewing turnover and current staffing it is suggested that there is a large numbers of females leaving both roles and practically all managers are now male. Current reception staff is working extra shifts to cover shortages of staff especially in London and the South East. The reward package is above the norm for this segment of the sector. The reception and management roles are made up of full time and part time permanent staff as the hotel has a commitment to staff and to the high quality services they provide. Contracts have mobility clauses (staff may be required to work in any of the hotels within their region) which have only recently been utilised. Shift hours are fixed although the days/nights staff are required to cover frequently change.
The organisation is concerned, and your new HR Director has asked you to produce a proposal in the form of a 3,000-word report which draws on examples of organisational practice and academic literature to provide a rationale for a new resourcing and retention strategy.
Your proposal should provide the HR Director with a critical analysis and evaluation of the following:
- The key features of the employment market, such as labour trends that may impact on the recruitment and retention of suitable candidates for the roles
- Provide proposals regarding talent and succession planning with a view to building long-term organisational performance.
- Recruitment, Selection and Induction practices which are: effective, efficient, lawful and professional and are appropriate to each of the roles in question
- Proposals on how the company can analyse and use information on employee turnover as the basis for developing robust staff retention strategies.
- Retention strategies, diversity management and flexible working initiatives that will address the issues experienced by the hotel chain
- Retirement, redundancy and dismissal practices fairly, efficiently and in accordance with the expectations of the law, ethical and professional practice.
The analysis and evaluation should provide a rationale for new resourcing, talent management and retention strategies which will enhance employee retention and thus facilitate employee diversity, and support of flexible working initiatives but should also consider how to retirement, redundancy and dismissal fairly, efficiently and in accordance with the expectations of the law, ethical and professional practice.
Use academic sources to support your answer. Do not exceed the word count of 3,000 words.
