Project: Actual Case Study on a Chosen Organization ✓ Solved

Project: Actual Case Study on a Chosen Organization

The actual case study project focuses on Best Western Hotel. The objectives include applying concepts and techniques learned in the course to conduct strategic HR planning, developing an understanding of the HR management process, and evaluating HR effectiveness.

The project report should consist of a title page, an executive summary (1 page), a table of contents, a text section, references, and appendices. The main body of the report must not exceed twenty 1.5 spaced pages in a 12-point font with 1-inch margins.

The case study must begin by gathering information about Best Western Hotel, analyzing its current environmental context and strategy. Discuss the organization's corporate strategy, business strategy, and HR philosophy.

Furthermore, a SWOT analysis should be conducted, forecasting the impact of significant issues on the organization and suggesting a change initiative. The discussion should also align HR demand with the identified strategies, forecast a suitable workforce, and propose HR systems to develop, motivate, and retain the desired workforce.

Additionally, identify IT applications for HR planning and explain how success would be assessed using metrics that link HR practices to improved organizational performance.

Paper For Above Instructions

The hotel industry has undergone significant changes over the years, and Best Western Hotel is no exception. By conducting a case study on Best Western Hotel, this paper aims to provide insights into the company's strategic HR planning and how it aligns with its corporate and business strategies.

Understanding Best Western Hotel

Best Western Hotel, established in 1946, is a global hotel brand that operates more than 4,700 hotels in over 100 countries. As a membership-based organization, Best Western is known for its commitment to providing quality accommodations and services at competitive prices. The company's corporate strategy focuses on continuous growth, stability, and customer satisfaction, positioning itself as a leader in the hospitality industry.

Corporate and Business Strategies

The corporate strategy of Best Western emphasizes growth and customer loyalty. The company has revamped its brand image and expanded its offerings to cater to changing consumer preferences. With the introduction of new brands such as Best Western Plus and Best Western Premier, the company has diversified its market reach. Best Western also implements competitive pricing strategies to attract budget-conscious travelers while offering an array of amenities to enhance customer experiences.

Porter's Generic Strategies model can be applied to analyze Best Western’s business strategy. The company adopts a differentiation strategy by providing a diverse range of hotel options and superior customer service. This differentiation not only helps Best Western stand out in the highly competitive hotel market but also aligns with its commitment to high-quality service, creating a strong brand reputation.

HR Philosophy and Change Initiatives

Best Western's HR philosophy embodies high commitment to employees and a focus on developing a supportive work environment. The company believes that investing in workforce development leads to enhanced customer satisfaction. HR practices at Best Western strive to foster employee engagement and retention.

In line with its HR philosophy, the recommended change initiative for Best Western pertains to implementing enhanced training programs focused on service excellence and employee retention strategies. By investing in employees’ growth through training and career development, Best Western can address issues such as high employee turnover, which has been a critical challenge in the hospitality sector.

Conducting SWOT Analysis

A SWOT analysis of Best Western reveals several key factors influencing its strategic HR planning:

  • Strengths: Strong brand reputation, global presence, and diversified service offerings.

  • Weaknesses: Employee turnover, dependency on third-party booking services.

  • Opportunities: Expansion into emerging markets and the increasing trend of experiential travel.

  • Threats: Intense competition and economic fluctuations impacting travel trends.

The analysis indicates that addressing employee turnover through comprehensive training programs can result in better guest experiences and, consequently, improved business outcomes.

Forecasting Workforce Needs

To implement the suggested change initiative effectively, Best Western must forecast its workforce demands accurately. Using demand forecasting techniques, Best Western can analyze the need for additional staff or skill enhancement for current employees. This can be executed through the Delphi technique, gathering expert opinions from current management to anticipate future HR needs.

A trend analysis will also help in understanding the fluctuations in staff requirements based on the seasonal nature of the hospitality business. For instance, during peak tourist seasons, the demand for staff may increase significantly. By preparing a workforce budget and project staffing table, Best Western can align its HR strategy with the operational needs that arise during different seasons.

Designing HR Systems

In light of the changes and growth outlined in this case study, Best Western must design comprehensive HR systems focusing on recruitment, selection, training, and performance management. Utilizing online platforms for recruitment can streamline the hiring process, while a performance management system that encourages continuous feedback will align employee outputs with the hotel’s goals.

Moreover, technology applications, such as an HR Information System (HRIS), can significantly enhance strategic HR planning. An effective HRIS will aid in tracking employee performance, managing training programs, and ensuring compliance with labor regulations.

Assessing Success and Metrics

To assess the success of the initiatives, Best Western should adopt a balanced scorecard approach, measuring key performance indicators that link HR practices to business outcomes. Metrics such as employee engagement scores, customer satisfaction ratings, and turnover rates can provide valuable insights into the effectiveness of HR strategies and their impact on overall performance.

With proper evaluation mechanisms in place, Best Western can assertively claim the positive impact of effective strategic HR management on its bottom-line performance.

Conclusion

This case study of Best Western Hotel has illustrated the importance of aligning HR strategies with corporate objectives. By focusing on employee development and leveraging effective HR tools, Best Western can enhance both employee and customer satisfaction, ensuring sustainable growth and a competitive advantage in the hotel industry.

References

  • Armstrong, M. (2020). Strategic Human Resource Management. Kogan Page.

  • Becker, B. E., & Huselid, M. A. (2006). Strategic Human Resources Management: Theory and Practice. In The Sage Handbook of Human Resource Management.

  • Boxall, P., & Purcell, J. (2016). Strategy and Human Resource Management. Palgrave Macmillan.

  • Porter, M. E. (1985). Competitive Advantage. Free Press.

  • SHRM. (2021). Performance Management: A Guide to Best Practices.

  • Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing Human Resource Management. Routledge.

  • Ulrich, D. (1997). Human Resource Champions: The Next Agenda for Adding Value and Delivering Results. Harvard Business Press.

  • Kearns, P. (2012). The Relationship Between Employee Engagement and Business Performance: Works Well With Others. Business Expert Press.

  • Dessler, G. (2019). Human Resource Management. Pearson.

  • Collings, D. G., & Mellahi, K. (2009). Strategic Talent Management: A Review and Research Agenda. Human Resource Management Review.