Assessment brief

You work in the head office of a rapidly growing Dubai based budget hotel chain which
has a focus on providing high quality, but basic services, especially because of the
awaiting EXPO 2020. The HR Director is aware that the hotel chain has been
experiencing problems with the resourcing of staff in both managerial and reception
roles. This has been attributed to the unsociable hours, as well as the extensive
responsibility of the roles. Staff turnover in both these roles is much higher than the
sectors average and a great concern for the organisation.

The hotel chain also has discrimination cases pending which when reviewing turnover
and current staffing it is suggested that there is a large numbers of females leaving
both roles and practically all managers are now male. Current reception staff is
working extra shifts to cover shortages of staff. The reward package is above the norm
for this segment of the sector. The reception and management roles are made up of
full time and part time permanent staff as the hotel has a commitment to staff and to
the high quality services they provide. Contracts have mobility clauses (staff may be
required to work in any of the hotels within their region) which have only recently been
utilised. Shift hours are fixed although the days/nights staff are required to cover
frequently change.

The organisation is concerned and your new HR Director has asked you to produce a
proposal in the form of a 3,000 word report which draws on examples of
organisational practice and academic literature to provide a rationale for a new
resourcing and retention strategy.

Your proposal should provide the HR Director with a critical analysis and evaluation of
the following:

The key features of the employment market, such as labour trends that may
impact on the recruitment and retention of suitable candidates for the roles

Provide proposals regarding talent and succession planning with a view to

building long-term organisational performance.
Recruitment, Selection and Induction practices which are: effective, efficient,
lawful and professional and are appropriate to each of the roles in question
 Proposals on how the company can analyse and use information on employee
turnover as the basis for developing robust staff retention strategies.

Retention strategies, diversity management and flexible working initiatives that

will address the issues experienced by the hotel chain

The analysis and evaluation should provide a rationale for new resourcing, talent
management and retention strategies which will enhance employee retention and thus
facilitate employee diversity, and support of flexible working initiatives but should also
consider how to retirement, redundancy and dismissal fairly, efficiently and in
accordance with the expectations of the law, ethical and professional practice.

Use academic sources to support your answer. (3,000 words)

Essential references

Armstrong, M. and Taylor, S. (2017). Armstrong's Handbook of Human

Resource Management Practice. (14th Edition). London: Kogan Page.

Taylor, S. (2014). Resourcing and talent management, 6th ed. London:

Chartered Institute of Personnel and Development.
Gold, J., Thorpe, R. and Mumford, A. (2010) Leadership and management
development. 5th ed. London: Chartered Institute of Personnel Development.

Grading criteria
Distinction

Business Orientation
Distinction answers will demonstrate an impressive degree of business orientation
through a discussion the employment market, and labour trends in relation to the
context of the organisation. For example, how they may identify, reach, attract, and
retain the underrepresented group.
Answers will also provide a clear and comprehensive rationale for the approach to
resourcing to address the issues facing the organisation and it will critically evaluate
its alignment to the organisational strategy and underlying philosophies of providing
high quality basic services and its commitment to staff.

Knowledge and Understanding

Distinction answers will demonstrate an excellent understanding of the recruitment,
selection, induction and retention practices by clearly analysing, challenging and
evaluating the resourcing theory and practice. Answers will provide a clear and
comprehensive rationale for the proposed strategy and recruitment, selection,
induction and retention strategies. These will be critically evaluated with respect to
current theory to determine whether these practices are fit for purpose and will
facilitate diversity and support the introduction of flexible working practices.

The report will also provide a clear and comprehensive understanding of the
relationship between the resourcing (including the nature of contracts and clauses
within) and turnover and retention, and how each may impact on organisational
performance.

Distinction answers would be expected to have a high level of academic underpinning

(up to date theory and research) and utilise examples from current practice throughout
to support and justify the rationale presented.

Application Capability
The report will therefore critically explore how the proposed resourcing strategy and
practices are viable in the organisation. This will be done with respect to the
development and implementation of the recruitment, selection and induction practices
that are specific to organisational context and can enhance employee retention,
facilitate improved employee diversity, and support flexible working initiatives.
Distinction answers will also discuss the implications of the recommended
configuration of bundles of practices with respect to cost, equality, ethics and legal
compliance.
Presentation and Persuasion
Distinction answers will present cogent arguments for the new resourcing strategy with
specific reference to current theory, research and practice relating to employee
retention, employee diversity, and flexible working initiatives and link these back to the
underlying organisational strategy. The arguments will be expressed with exceptional
clarity supported with citations from a comprehensive range of appropriate and up to
date sources.