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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Career Planning And Management
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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Career Planning And Management
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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Career Planning And Management
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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Career Planning And Management
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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Career Planning And Management
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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Career Planning And Management
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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Career Planning And Management
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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Career Planning And Management
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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Career Planning And Management
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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