From the description of the case study, it seems that the actor lead the Portman Hotel to this terrible brag was that their HR policies were inconsistent with its strategies. The Portman Hotels doctrine is that if they want their customers overlayed better, they must(prenominal) treat each other better. They to a fault opine the Portman Hotel is a mark where they can make their employees heart satisfied with their jobs. Their jobs provide be fun and they will occupy their expectations. The employees will engender the go around work experiences. Besides, the Portman Hotel expects to be the outdo employer in San Francisco. They argon willing to show their trust and hook in their employees. Thats why the hotel considered their associates of the highest potential, and, thus, they could retrain associates rather than reprimand them. In addition, they wanted to help oneself employees go on growth in both(prenominal) associates personalities and their professionalities. Although the Portman Hotel has unique philosophy, its strategies do not coordinate with it. Here are some strategies that I think have some faults in the hotel after I aver this case. Recruiting There are several faults in how the Portman Hotel recruited their PVs (personal valets). First, they thought the around main(prenominal) measure of PVs personality is affection.
Mene, vice chairperson and managing film director of the Portman Hotel, thought if you want social employees, you have to choose kind people- planning and motivation wont achieve those standards for you. In my opinion, experience and acquirement whitethorn be more Copernican than friendliness. If an organization hires experienced or skilled employees, it can publish a masses of training costs. If the Portman Hotel images itself to be the best lavishness hotel in San Francisco, it must hold high quality PVs. SRI, a recruitment and increment consulting firm, to a fault emphasized life antecedent... If you want to compass a full essay, order it on our website: Ordercustompaper.com
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