A Case study of Hotel Casinos Essay Example

smoothly, aided by a continuous flow of money. For instance, if a tourist pays for services at a hotel, the money is transferred to the manager. To illustrate, Tom is a typical tourist who may require entertainment during his stay at a hotel in Europe. To meet this demand, the hotel would need to find suitable entertainers.

After their shows, the hotel management pays these entertainers. This payment comes from the tourists who requested the entertainment, making the transaction a continuous one. To address client dissatisfaction within an organization, the business process perspective focuses on managing the entire operation to ensure efficient and seamless functioning. This encompasses administrative and regulatory duties as well as activities that align with the business's goals.

Effective monitoring of all departments is crucial for hotels to maintain efficient operations. Neglecting the management of the restaurant department, for instance, could generate unfavorable reviews regarding food and drink quality and potentially harm the reputation of associated casinos and bars. Additionally, businesses must prioritize continuous learning and growth as market fluctuations can either help or hinder performance. Failing to adapt during times of crisis may impede overall success.

While some individuals may struggle to adapt, others can quickly prosper from changes. The scorecard approach is essential for managers to assess and verify their organization's performance through various perspectives. Utilizing the scorecard approach can help managers evaluate important aspects of the business, such as recruitment and training of personnel, to achieve effective management skills (Miller, S. 2007). To meet challenges in the market, it is crucial for management to have access to current information and establish business strategies that align with its goals and objectives. Therefore, organizational

management requires appropriate equipment to process crucial information for clients and staff.

Efficient communication is crucial for customer satisfaction in an organization. Interpretation, collection, and display of data related to the organization aids in facilitating this process. Mediation is also an effective management approach for resolving organizational disputes. A neutral party can help conflicting groups come to a negotiation settlement. To succeed in mediation, the mediator must possess skills to handle the emotions and strong opinions of the opposing parties.

Using mediation to resolve issues between employees and customers can lead to a productive outcome that overcomes obstacles and results in an agreement between the two parties. Effective conflict resolution skills are essential in any organization, as people are often viewed as its greatest asset. By improving management abilities, workers can learn valuable skills that contribute to the organization's success (Robert, 2008). Case Study Two examines conflicts that can arise within a company and how employees interact with their superiors. One key role of the human resource manager is managing the administrative department, which includes various processes such as selecting and paying personnel.

The HR manager at Super Inn assumes the duty of overseeing the recording and storage of employee data. This information serves as a resource for the manager in the handling of employee situations, including history, skills, and abilities. Additionally, the manager is responsible for managing employee payments through data collection on attendance time and days worked. This information is used to determine taxes and deductions in accordance with attendance records.

The HR manager's duties involve cheque writing, automatic deposit calculations, and recording worker-related information to ensure sufficient work time and quality work benefits. They also

specialize in distributing labor and analyzing data for division of labor within the organization. Furthermore, cost analysis of the company's expenses falls under the responsibility of the HR manager, including purchasing new equipment and recording the transactions as company expenses.

The HR manager has the duty of administering employee benefits by monitoring their involvement in the benefits module. This includes providing insurance, compensation, and a proper retirement plan. Additionally, the HR manager must ensure that the HR management module covers all aspects of the HR department. This system keeps track of employees' addresses, pension planning records, talent management, and other activities related to their well-being within the organization.

The responsibilities of HR managers include reading job application letters, filtering out information relevant to the organization's duties, assigning job roles and notifying employees. They also recruit new applicants through the internet, which is a convenient way of collecting potential candidates for vacant positions within the organization. This process allows them to select the most talented candidates from the many applications sent to their website.

The manager can use this to identify new personnel functions, recruit via organization employment records, and manage employee and employer skills through online publications. Maintaining a well-organized employment process requires posting available jobs on specific job boards to increase visibility and utilizing the Applicant Tracking System. Employee training and development can be managed through the training module or learning management system to identify necessary qualifications and skills for HR management.

With the use of a single system, delegation and training resources can be organized and maintained while allowing managers to approve training, budgets, and calendars. This facilitates successful management duties and the evaluation of metrics

within a company (Chesters, 2008). As companies incorporate new functions and technologies into their human resource management, aspects such as worker analysis, safety and security, and training and selection are now prioritized. In order to maintain adequate numbers of staff for specific departments - such as sales and marketing, finance and accounting, production and maintenance, and administration and registrar - human resources must hire workers to effectively manage these areas. Traditionally, companies have relied on universities to provide them with new applicants, but now undergo training before being hired. This method enhances production levels and permits efficient management in organizations.

Conclusion: To avoid frequent recruitment, organizations must motivate their employees and ensure their loyalty. The HR manager plays a crucial role in achieving this by promoting involvement and relocation. Some managers form partnerships and unions with their workers to develop effective retention strategies. However, unions may be resistant to adopting new technologies and dropping traditional styles. Additional issues impacting employee retention include career structure, rewards, and motivations. Ultimately, employees prioritize their family and personal interests over loyalty to the organization.

In the case where a competing company presents an offer that includes a substantial improvement in salary and benefits, it is probable that the employee's dedication to their own wellbeing and that of their family will be prioritized (Paul, L. 2007).