Career 1

Career Planning And Management

BAHRIA UNIVERSTIY

MARIAM MANZAR

BBA – 8C

REG # 7592

CAREER PLANNING AND MANAGEMENT

REPORT ON HOTEL PARIS CASE STUDY

DATE: 31ST DEC 2008

SUBMITTED TO

SIR M. A. BUTT

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ACKNOWLEDGEMENT

I am thankful to Almighty Allah, to whom all the praises belong to and to my teacher Mr. M.A.

Butt who provided us with the opportunity of making this report and guided us in its

compliance.

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TABLE OF CONTENT

INTRODUCTION ………………………………………………..

HISTORY OF THE CASE ……………………………………..

SWOT ANALYSIS …………………………………………………

MISSION ……………………………………………………………

STRATEGIC FOCUS OF HRM ……………………………….

PERFORMANCE MANAGEMENT STRATEGY ……

CAREER MANAGEMENT STRATEGY …………….........

RECOMMENDATIONS ………………………………………..

APPENDIX ………………………………………………………….

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INTRODUCTION

I as an external HR consultant have been asked to observe the situation at Hotel Paris, to do the

SWOT analysis and for making the performance management and career development

strategies for Hotel Paris . Things are being managed fairly at Hotel Paris but still there are few

areas that needs intense improvement. Hotel Paris does not have a career development

strategy at place for its employees.

This report will explain the history of Hotel Paris, what is their HRM strategy, the SWOT

analysis, how the performance management system at Hotel Paris works, and what

improvements does the management needs.

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HISTORY OF THE CASE

The Case is about Hotel Paris which is located in USA. The situation the case is portraying is of

year 1997 and at that time it had 300 executives employed along with the total of 500 workers.

The competitive strategy of Hotel Paris is “ to use superior guest service to differentiate the

Hotel Paris properties, and to there by increase the length of stay and the rate of return of the

customers, and thus boost the revenue and profitability”.

This can be best done if the employees are well trained and satisfied by the company. Lisa the

HR manager at Hotel Paris is facing a dilemma that the company doesn’t have career

development strategies neither the proper performance management strategies in place to

serve their employees well and Lisa has the job to develop these strategies to make the

company competitive and to have high morale and committed employees to serve the

company.

Hotel Paris is also facing competition so they need to develop their competitive edge with high

quality service to the guests.

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SWOT ANALYSIS

Following is the swot analysis of the Hotel Paris:

STRENGTH :

Company is maintaining good company relationship with suppliers/vendors.

Hotel Paris is maintaining good and cocktail relationship with collective bargaining

agent.

WEAKNESS:

Customers have become savvy and Hotel Paris needs improvement in retaining the

previous customers.

Hotel Paris is operating in competitive environment and needs improvement in

strategically positioning the Hotel.

Hotel Paris needs improvements in Vision, Mission and objectives.

Marketing management needs improvement.

Financial management needs improvement.

HRM areas needs significant improvement virtually all the functional fields

a) Career management planning and development is not existing.

Hotel Paris needs improvement in operations systems, process and procedures.

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OPPORTUNITY:

Economic conditions definitely reflect favorable position for USA.

The company is implementing the laws inclusive of its components/ articles.

Political environment portrays conducive situation in USA.

Hotel Paris is reasonably equipped to internalize technological changes.

International environment apparently seeing reasonably favorable for the Hotel Paris.

THREAT:

Society experiences social shift in terms of members of the society has become more

savvy and invariably seek out value.

Consistently new laws are being passed including HRM areas in the hotel and property

industry.

Hotel and property industry witnessing reasonable change related to technology.

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MISSION OF THE ORGANIZATION

The Hotel Paris mission should be :

“ To Provide Exceptional Hospitality Services To Our Valued Guests And We Will

Carry Out Our Vision Through Our Commitment To Our Core Values “

The core values of Hotel Paris should be are :

1. INTEGRITY

Hotel Paris will maintain the highest standard of conduct in all of their actions.

2. TEAMWORK

Hotel Paris will work together in a coordinated effort to achieve their goals.

3. INDIVIDUAL WORTH

Hotel Paris recognize and respect their individual team members and their contributions

4. CONSISTENT STANDARD OF EXCELLENCE

Hotel Paris will consistently provide their guests with a superior quality product and

make a conscious daily effort to be better than their competition.

5. PERSONALIZED GUEST SERVICE

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Hotel Paris will meet the specific need of each guest with a professional, friendly,

prompt, courteous and enthusiastic attitude from all staff at all times.

STRATEGIC OBJECTIVES OF HRMThe strategic objectives of HRM in Hotel Paris should be:

Focus on career management strategy

Focus on performance management and performance appraisal strategy

Strategic focus on all HRM functions.

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PERFORMANCE MANAGEMENT STRATEGY

Performance management is a critical to making sure that Hotel Paris continue to improve the

services that it provides to the customers. Although significant progress has been made in

delivering effective performance management, there is a recognition that more still needs to be

done.

Hotel Paris have installed a performance management system for the evaluation of its

employees but the system required improvement. The performance management system and

the performance appraisal system at Hotel Paris is traditional, bureaucratic, informal and they

do not have a proper interview process for the appraisals that means that during the process

the competencies and skills of the employees are not considered they are promoted on the

basis of references or other sources. This creates a lot of problem among employees because

the employee who are skilled and have the competency to do the work and needs to be

promoted is left behind and the employee who doesn’t have the required skill for the specific

job is promoted creates jealous feeling among the employees and some times this leads to the

counterproductive employees in this case employees engage in the activities which are

unhealthy for the other employees as well as for the companies reputation.

So the Hotel Paris should:

Maintain an effective and fully-integrated performance management framework.

Develop the functionality of Performance Eye to support flexible and robust

performance management.

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Embed a performance management culture.

Work with the employees to develop transparent performance management

arrangements.

CAREER DEVELOPMET STRATEGY

Hotel Paris doesn’t have a career development strategy for its employees which gives

employees a chance to learn about their skills, interests, competencies and knowledge and

through this process they are able to choose one career for themselves that best suits their

competency level.

Supervisors at Hotel Paris are not trained enough to monitor or communicate effectively with

the staff, understand their requirements or make them understand how they have to do things.

To provide best services Hotel Paris needs to care for its employees, have to train the

supervisor so that they can communicate and understand the employees.

Career development is required by the Hotel Paris management for the betterment of its

employees. They need committed and high morale employees so that the employers might be

able to rely or trust his employees that they are working properly because in hotel business as

all employees are on the front line a supervisor wont be able to monitor his employees all the

time. Hotel Paris wants to give the best customer services to their guests and it is possible only

if the employees are well trained, they know what to do, how to do, how to communicate with

the guests, how to resolve their complaints, what type of feedback they should give, this is only

possible if the employees are satisfied by the companies attitude toward them if the company

shows that it cares about them, help them build their careers, understanding their problems

and giving them training in the areas where it is required.

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So Hotel Paris can provide best services if its employees are trained and satisfied.

RECOMMENDATIONS

Employees at Hotel Paris needs ORIENTATION PROGRAM in place so that they know to

which supervisor they have to report, what are the designations of other people in the

company.

Hotel Paris should have FORMAL MENTORING programs for its management, starting

from the supervisors to the front line staff so that supervisors can understand the needs

of employees and employees can perform their duties up to the mark.

Hotel Paris need to have CAREER MANAGEMENT SYSTEM installed to help employees

build their careers, make plans for their future, and identify their skills , knowledge,

competencies and interests. Career management is a process for individuals to identify

career aspirations and individual development needs in an effort to develop skills to

achieve personal objectives. The elements required for a effective career management

system are:

Assessment tools

Process to allow individuals to see how their competencies and skills fit

with the organization's goals

Methods for goal setting and action planning

Hotel Paris should arrange CAREER WORKSHOPS for all employees so that they identify

what skills and competencies they have and also learn that how they can work with

people with different backgrounds, with different thinking, opinions and perceptions.

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Hotel Paris needs TRAINING PROGRAM so that the employees know how to cater the

customers more effectively because it depends upon the employees services that how

long guests who like to stay in the hotel or would like to come again.

Hotel Paris should also have PERFORMANCE APPRAISAL for career planning so that the

right employee can be appraised or promoted.

DIVERSITY MANAGEMENT is also required to create flexibility in employees to work

with the people from different backgrounds, speaking different languages and having

diverse opinions.

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APPENDIX

Appraising performance of the subordinates is a crucial process. The supervisor has to monitor

their performance and evaluate it if it is up to the mark or not, identify what are the issues that

needs to be discussed with him and give him the feedback regarding his or her performance

standards. Hotel Paris also need to appraise the performance of his employees to attain a high

level of commitment and loyalty of its employees.

Performance appraisal is required for four major reasons:

From a practical point of view, most employers still base pay and promotional decisions

on the employee’s appraisal.

Appraisals play an integral role in the employer’s performance management process. It

does little good to translate the employer’s strategic goals into specific employees goals.

The appraisal lets the boss or supervisor develop a plan for correcting deficiencies and

to reinforce the things the subordinate does right.

Appraisals should serve a useful career planning process. They provide an opportunity

to review the employee’s career plans in the light of his or her exhibited strengths and

weaknesses.

Following are the steps in appraising the performance of the subordinates:

DEFINING THE JOB : making sure that your subordinate agrees on his or her duties and job

standards.

APPRAISING PERFORMANCE: Comparing your subordinate actual performance to the

standards that have been set.

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FEEDBACK SESSION: Here the supervisor and the subordinate have to discuss the subordinates

performance and progress.

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Documents

Career 1