The Arlington Human Resource Management Strategy

Arlington Group Of Hotels

Objective of Human Resource Planning in Arlington

– 1. Forecast future demand :Combined approach by systematic technique and managerial approach for coming five years

– 2.Forecasting future internal supply: Identify staff in various hotel, various department,

grade by grade, predicting staff turnover in individual hotel

– 3. Forecasting future external supply: Filling the GAP using external labour market taking consideration of macro factor, develop work force

– 4. Formulating responses to the forecasts

– 5.Developing future strategy to be competitive

Segmentation of Arlington Hotel

Rooms in three location

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100

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400

450

Heathrow Birmingham welsh

The Ariel westberry welsh Hotels

Room

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120

Cardiff Methyr Tydfil Cardiff airport Swansea

Diplomat Castle International Grand

Series1

Rooms in welsh

Internal & External Labour Market

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No of Employee

The Ariel

Westbury conference

Diplomat

Castle

International

Grand

Internal Labour Market : In this hotel internal market include all the staff of the hotel.

Like: hotel manager, chefs, receptionist, waiter etc of all six hotels.

Internal & External Labour Market (contd.)

External labour market: International: Globalisation and Arlington National: UK labour market Regional: Area based market (London) Local: Specifically or local market (Wales) Internet: Easily persue job advertisement

globally online (www.arlingtonhotel.co.uk)

Current Labour Market by ‘PESTLE’ factors

Arlington hotels

Political

Economical

SocialTechnological

Legal

Environmental

Political factors on Arlington

New immigration policy

General election in future-new govt.

. International & transnational

labour policy

Definitely will reach external labour market by injecting international labour, but hotel will be more focused in internal supply.

Change in govt. will not affect in Arlington (almost same policy in the govt.).

Keen to maximize the local labour market with this policy

Economical Factors on Arlington

Economical downturn- share price falling down

Rising energy& commodity price

Major project-lot of investment in future

High unemployment rate

Source: government office, south london

Will not badly affect due to high growth rate in hospitality industry but no new investment now in the hotel.

Must look low operational cost in departments.

Increase in future demand, special plan for Heathrow and Birmingham hotel in 2012 Olympic/ cross rail

Keep balance of internal & external supply

Social factors on Arlington

Population is ageing Higher women participation

in work force Increasing population Shortage of graduate in

future Dynamic population Employee behaviour is

changing –knowledge economy

Internal labour market will change with internal supply

New policy to attract women and older people

More focus on training & development

International work culture Strong organisation culture

Technological factors on Arlington hotel

More dependent on internet Express check in & check

out Better computer

management system New instrument in operation

Give stress on recruitment through internet

Introduce in Welsh hotels Efficient database for the

group May decrease labour cost

Legal & Environmental factors on Arlington

New minimum wage New discrimination policy Trade union New waste disposal

authority in Wales Stringent environmental

policy

Proper manpower planning Train departmental head in

legal framework Upcoming environment

friendly policy & create awareness

Ageing More pensioners than under-16's for first time ever

                                                                                            

                                                                                                                                               

                                                                 

                                                                                                                                                                       

Unemployment rate rose to 5.8% in uk

Trends and future in Labour Market

Closing national gap difficult: london has high number of students ,dynamic population

High turn over rate in london Budget hotel segment is

growing

Job market greatest growth at higher level skills-50% of jobs by 2020.

Significant new job opportunity with major project such as 2012 Olympic &cross rail

The growth are anticipated in hospitality sector

Skill shortage in professional occupation

Labour market population is growing by about half a million

Source :office for national statistics

Labour Market Strategy for Arlington

More focused on skill development internally, advancement prospect with sound training programme & recruit fresher direct from institute (Apprentice programe)

Recruit older people - employment package with more non-financial benefit

Employability support and progression routes, create more part time, job-sharing, casual employment opportunity. redepoly job and staff internally

Flexible working hours, better maternity policy, strong control in sex discrimination

Recruitment mostly on internet saving energy, manpower and environment

Consider staff as internal staff and more stressed on employee development improving positive work culture which will boost employee morale

Better collaboration with- local regional and national

Skill shortage

population is ageing

Unemployment

Women work force

Technological advancement

Turn over Others

StrategiesFactors

Labour Market Strategy in Arlington

Factors Strategies Increase terror of terrorism

Pleasant presentability

Branding Growth in budget hotel

More strong security policyOutsource the security department in the hotel, create awareness In Heathrow &Birmingham hotel ,there will be separate ‘grooming room’ for the staff.Improve image to attract more and better recruits by sponsoring public welfareReduce the level of service of four hotels in Welsh, gradually it can convert to budget hotel

Objective of Arlington: o Attracting and recruiting key staff to the organisationo Enabling the achievements of the strategic goal of the hotelo Meeting the future skill requirement

Process & planning based on-o Identify the manpowero Recruitment: internal(60%) & external(40%) o Retentiono Turn over

o The changing socio-economic and demographic profile of rural areas (welsh hotel)

o Hard-to-fill vacancies due to skill shortageo Shortage of key staffo Attracting high value added job in London compare to Wales o Ambitious younger peopleo Most of the ‘pestle’ forces affects in formulating strategy

Factors affecting resource strategy

19%

39%9%

22%

11%

Numbers of employeesleaving for the year

Average numbers ofemployees employed inthe year.

Numbers of employeesmore than 1 year service

Labour turnover of eachdepartment

Labour stability

Identify the manpower of Arlington

Recruitment in Arlington

Internal recruitment (hiring from within):

o Improving employee moraleo Reducing training and hiring

costo Opening internal career

ladder to employee keeping best employee Hiring

from Within

Job Posting

Succession Planning

(HRIS)

Rehiring Former

Employees

Recruitment in Arlington

External recruitment (from external labour market):o Mainly focus on e- recruiting (on line)- specially entry level

positiono Advertising to mediao Employment agencieso Outsourcing few job like flower arrangements in house keepingo Apprentice programme : fresher from school or colleges

Labour turn over in Arlington

Cause of labour turn over/ current rates in Arlington: Wage and salary rates falling, declining quality of supervision

& departmental manager, unfair work distribution, personal disposition

Methodology adopted to combat: competitive salary with friendly work culture ,flexible working hours ,exit interview, better recruitment process for quality staff

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Kitchen Food andBeverage

Front office HouseKeeping

Labour turnover of eachdepartment

Labour stability

Retaining strategy in Arlington

Proper induction training program More provision of job satisfaction Better performance management system Growing opportunities for each and every employee Provide job security & flexible working hours Better working environment in accordance with employee

development in terms of Create psychological bond between employee and hotel

Proposed employment package for the GM in Arlington

Rooms in three location

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300

220

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100

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450

Heathrow Birmingham welsh

The Ariel westberry welsh Hotels

Room

• Clustering- GM into three location

• One in Heathrow• Second in Birmingham• Third in welsh -maintaining

all four property

Employment package for GM in Arlington

Financial benefit Non-financial benefitCompetitive salary based on efficiency wage theoryIncentive driven package: profit level with high salarySpecial reward in special achievements like family holiday package for best hotel in london.Various defined contribution plan-money purchase, profit share etc

Sponsoring for higher education/ membership for association Complete family care :accommodation, car, children education, insurance, medical care for family membersAll hotel facility in freeSocial insurance (legally required), medical insurance

Employment package for GM in Arlington

GM at Heathrow

All above plus 7 days holiday package if target budget exceeds

GM at Birmingham

All above plus free air ticket to Caribbean island with family if target achieved

GM at Wales All above plus free Europe tour for 5 days

Legal framework in Arlington

Equality &diversity Grievances Parental leave Minimum wages Discrimination Employment equity

Legal framework in Arlington

Legal factor Action plan

New discrimination law

Post employment discrimination

Harassment Financial Accounting Standard(1993)

Proper record keeping, transparent decision making,More control in part time workers, sexual orientation ,age, religion etc.References should be more accurate and proper.More strict on email culture, no bullying etc.Monitoring future benefits obligation (on accrual basis)

Act with special care in Arlington

Data Protection Act 1998 Discrimination: sexual &religions employment

equality act(2003),age discrimination 2006, The Asylum and Immigration Act 1996 Criminal Convictions

Future legal challenge to Arlington

There will be fine up to 10000 GBP for an illegal worker

New documents formulated for ‘proof of right to work’ New flexible working hours law in 2009-right to

request for flexible who has children up to 16 years Five tier point based system immigration policy-will

force to hire from EAA region

Strategic Implications & Issues in Arlington

Obey the law Ensure all policies and rules account for

legal aspects Follow employment equity requirements Be a good corporate citizen Training Sexual harassment and unjust dismissal