Introduction of Intercontinental Hotel Al-Ahsa Branch

Vision and mission statement of Intercontinental Hotel Al-Ahsa Branch

The vision statement of Intercontinental Al Ahsa is to the best initiative in the social responsibility, worldwide best hotel brand and to be a good business traveler" The message of the chief executive’s Hussain Al Hassan of the Intercontinental hotel al Ahsa is “My concierge team and I will be honored to have you with us. We are here to ensure that your needs are met and look forward to having you an enjoyable stay”. (Ihg, 2018)

Organizational structure of Intercontinental Hotel Al-Ahsa Branch

Organizational structure of Intercontinental Al Ahsa is arrangement management which is arranged according to the pyramidal command structure. This structure of the organization tells about this organization or hotel is very well organized with the high degree of correctness in the way to working. Every department of intercontinental Al Ahsa has its own structure and all the decision are made through organized process. An organizational structure of the Intercontinental hotel has two important characteristics. First is one is also known as hierarchical in which all the managements have their clear level in which lower levels are subordinates and answerable to higher level. This structure shows all the employees are answerable to the higher levels. If someone from senior level resigned or retired than junior employee automatically transfer to his seat according to his skills and abilities. Whenever sometime organization has needs to hiring the new staff from outside for the senior level. These positions require certain qualifications, experiences, and training. 

Other information of Intercontinental Hotel Al-Ahsa Branch

There is a few more information about the intercontinental hotel. In General details, it has a restaurant, room services, connecting rooms, Coffee shop/ cafeteria, and steam bath. It involves in the following activities Gym, Fitness room, Sauna, Spa and Salon, Child pool, Wellness center, Pool indoor  

Leadership and Management Change of Intercontinental Hotel Al-Ahsa Branch

 Leadership power in any organization is a basic need to run an organization smoothly. If the leadership power is active so that the company can face kind of challenge or threat in a well-organized way for the betterment of the organization. Whenever there is a change in the management of the company, and we are talking about the Intercontinental hotel management. So the difference in the administration may hurt the organization for some time. Because when the new administration comes to their response will also be increased they need a powerful leader how can quickly cover the management gap in the organization. 

The leadership and managing change in the organization is about the change in the way of leadership and management. The change is pertaining to structure and delegation of authority in the hierarchy of the organization. Hotel administration was following the flexible working environment approach with the long/ detailed authority delegation span of control. The employees were able to directly communicate with top level management and provide their recommendations and suggestions towards the improvement of the operations because of their direct interaction with the customer. While the change has limited their authority as in accordance with the new management and leadership the employees are workers, not management, therefore, they cannot present their recommendations.  Now according to the new change the rules and regulations for the rewards, absentees, and training programs are changed that are raising problems for the company as conflicts are raised and employees are dissatisfied. Problems basically rose when managers failed to implement and plan the change in the right way. Change is essential but only when it results in the better outcomes. 

Management change is so much necessary for any organizational change and because of the system is also a change of the organization. So the new management team must have to learn the skills and have to apply in the better way. If the organization wants some change in their management strategies, so they have to focus on changing the management. As we have seen the management strategies of the Intercontinental hotel so they want to empower their employees so that they can work harder and change the future of this hotel. When the new management came, it has to take some of the skill from other organizations so that they can convert the future management of the hotel (Hughes, 2015).

There are some of the steps that will help the organization for an effective management change. If the management change of organization is sufficient that they can easily empower the employees of an organization. So, the organization can handle all kind of problems in the organization. There is a management change model in which there are some of the steps that include, step 1 increase the urgency, step 2 build a guiding team, step 3 get the vision right, step 4 communicate for buy-in, step 5 empower action, step six create short-term wins, step 7 don't let up and the last level is to make change stick.

Individual change management requires seeing how individuals encounter change and what they have to change effectively. It likewise requires realizing what will enable individuals to make adequate progress. What messages do individuals need to hear when and from whom, when the ideal time to show somebody another expertise is? The manner by which to mentor individuals to exhibit new practices, and what rolls out improvements "stick" in somebody's work. Individual change management draws on controls like brain research and neuroscience to apply essential systems to single change. 

Following quite a while of concentrate on how people understanding and are impacted in the midst of progress for an individual change. Today, it is a standout amongst the most generally utilized change models on the planet. While change occurs at the personal level, usually inconceivable for a task group to oversee change on a man by-individual premise. Hierarchical or activity change administration furnishes us with the means and moves to make at the venture level to help the hundreds or thousands of people who are affected by an undertaking.

Organizational change management includes first distinguishing the gatherings and individuals who should change as the consequence of the task, and in what ways they should change. Corporate change management at that point includes making a modified arrangement for guaranteeing affected workers get the mindfulness, initiative, instructing, and preparing they require with a specific end goal to change effectively. Driving fruitful individual advances ought to be the focal point of the exercises in organizational change administration. The Organizational change administration is correlative to your venture administration. Task administration guarantees your undertaking's answer is planned, created and conveyed, while change administration assures your venture's response is adequately grasped, received and utilized.

Enterprise Change Management is an authoritative center competency that gives focused separation and the capacity to adjust to the regularly evolving world adequately. An undertaking change administration ability implies compelling change administration is installed into your association's jobs, structures, procedures, activities and initiative capabilities. Change management forms are reliably and viably connected to events, pioneers have the right stuff to manage their groups through change, and representatives realize what to request with a specific end goal to be fruitful. 

The final product of enterprise change management ability is that people grasp change all the more rapidly and successfully, and associations can react quickly to advertise changes, grasp critical activities, and embrace innovation all the more rapidly and with less efficiency effect. This ability does not occur by possibility, be that as it may, and requires a vital way to deal with insert change administration over an association. 

There are some of the steps that will help the organization for an effective management change. If the management change of organization is sufficient that they can easily empower the employees of the organization. So, the organization can handle all kind of problems in the organization. There is a management change model in which there are some of the steps that include, step 1 increase the urgency, step 2 build a guiding team, step 3 get the vision right, step 4 communicate for buy-in, step 5 empower action, step six create short-term wins, step 7 don't let up and the last level is to make change stick.

Step 1: Increase urgency of Intercontinental Hotel Al-Ahsa Branch

This is one of the most critical steps in any management change of the organization means to increase the feeling of importance of work in the new management team. So they can able to work correctly and also manage all the work of the hotel on time. If there is no skill to handle urgency so that the management changes is not successful and also the leadership power is meager. Every member of the management team does not depend on the other. He can do his work on his own if he has no skill to do it.

Step 2: Building a guiding team of Intercontinental Hotel Al-Ahsa Branch

This is the most critical step in and the management change that they have to design a guiding team because the new management team is not much experienced about the management so they may find some of the difficulty in the administration. That's why this team has been designed for changing the management skills. The main job of this guiding team is that to develop the management skills and empower them so that they can work with perfection. Because of this team, many mistakes of the management teams can be covered easily.

Step 3: Get the vision right of Intercontinental Hotel Al-Ahsa Branch

  If the vision of the management is right, they will be able to do all the works and any threat or problem with perfection. The new administration has to work for the future of the hotel so that they know what kind of changes they have to make in the future. 

Other all the steps are also necessary for an effective change of management. One of them when the strategy and the vision of the Intercontinental hotel have been developing, so the new administration has to communicate with the organization and communicate for all buy-in and also how the administration has to empower action.  All the barriers are easily removed if the action plan of the new administration is effective (Halkias, Santora, Santora, & Thurman, 2017).

HR problems related to leadership and management change of Intercontinental Hotel Al-Ahsa Branch

Before discussing the human resources department problems that are connected to the administration and management change of the organization, first of all, we will discuss the role of this department in any of the organization. This department has the two main essential functions, that take a look at the department functions and the other one is to manage the employees. So this department must be well aware of all kind of human resource disciplines that occur in any organization. The human resources department must be well aware of the hotel management and the other employees, and they are also responsible for expanding their skills and make confident decisions for the betterment of the organization. Some of the core responsibilities of the department are that they must have solid communication skills and they are very fast and efficient in the decision making that is their decisions making strategy based on the analytical skills and ability to make critical decisions on time. The HR management also responsible for solving the leadership problems and guiding the new leaders how they have to lead and increases their leadership skills inefficient way.

There are some of the issues in the Human Resources department, so they have to be fixed for the betterment of the organization. One of them the subject of retention, this department must have to up to date on a daily basis and must be well aware of all the new technologies and communication with the other organizations. In these entire thing retentions are so much necessary. If there is no retention of work so this thing will seriously affect the company.

The change in the leadership and management will definitely also affect the Human resources department. The problem generated in the human resources from the change us about the satisfaction level of the employees. In accordance with the new change the employees have fixed roles and duties. They are responsible to complete their work and report to their managers. Employees are not given the authority to present their suggestion and feedback for the improvement purpose. Therefore the fixed role will definitely decrease their satisfaction level towards their job. The decrease in the satisfaction level and employee’s engagement is a problem for the company as it will directly affect their performance towards their duties.  In accordance with the new change the monetary and non-monetary rewards as promotion and bounces will be given to the employees who are the local workers and working from the last 5 years. Such criteria of awarding will create conflicts among the employees. Conflicts of employees generate a negative working environment. 

Workers need to know why a change is being made, not merely the advantages the move will give. Recognizing issues and clarifying how this change is expected to illuminate them can enable individuals to comprehend the thinking for the change and to get them on board. The successful training program is essential, mainly while presenting new advancements. Workers need to see that authority is put resources into the change and there is a reasonable arrangement set up to oversee this change and react to their worries. Every change management plan ought to incorporate an emphasis on clear, steady interchanges over different channels that take into account commitment and a forward and backward among specialists and administration.

If they don't take care of the leaders and not show any retention in building their skills and also not focus on the employees as everyone knows that how employees are essential for any company. The employees are necessary to keep the productivity level of the organization up and also maintain a quality level that is mentioned in the mission statement of the company. The one of the critical responsibility of the HR department is that they have to take a look of the employees because they are a valuable asset of the organization. So the retention of the employees is essential for maintaining the company culture. The HR managers have to keep the accurate record of all the employees so that they can quickly improve the productivity level of the organization (Hughes, 2015).

Now the other important issue of the HR department is the recruitment. Whenever there is a need for the new vacancy so the HR department must focus on the quality of the organization and then according to this, they have hired the new employees. Because the entire organization has trusted the Human Resources department, so they have to focus on the quality. For the class, they must focus on the new talent and the unique ability is not easy to find because everyone with talent demands more pay.

So this department must know about all the responsibilities of that department who require new recruitment. So then after that, they have to calculate his pay, and then according to this, they have to develop the quality for the required recruitment. So finding the required skill staff is so much difficult for the Human resources department. When the new team was needed the HR department firstly have to give some of the advertisement on different websites and newspapers and also mentions the duties of that department where the recruitment was required, and then they have to look at all the applications and then select one of them, and after this they will take their interview and after this they select that employee for the required department. Then after this, their primary duty is to train them in a better way so that he can able to increase the service efficiency for that department. The HR department must focus on the speed of the recruitment process so that there will be no gap in the productivity of the organization.

Another issue of this department is that to manage the productivity levels of the company. They have to work on the production levels and also unsure how to increase the productivity and also how to improve the quality of the product. This can be carried out through time and motion study means how they have to maintain the quality and increase the productivity and also who will do this all these things. This study deals with the efficiency and quality of the product, and if the condition is best so then after that, this department has to focus on the productivity. So by using the HR software platform, the HR department can able to store and analyze the quality of the product and also they can able to see the real-time data of the product quality and ability to increase the productivity.

Now for the development of the employees, the Human Resources must focus on the training of the employees, because of it the essential part of any organization. If the employees are not trained, so they are unable to do work efficiently. And because of this the company may face many problems and their productivity level also decreases. Whenever the new employee is hired, so the HR departments focus on enhancing their skills by giving proper training and also to provide appropriate guidelines on how to do work in the organization. The HR department also focuses on a daily assessment of the new employees so they can guide them in a better way.

Issues of leadership and managing change in Intercontinental Hotel Al-Ahsa

Intercontinental Al Ahsa faced few problems related to the administration and managing change. Few of them are discussed here briefly. The successful training program is essential, mainly while presenting new advancements. Workers need to see that authority is put resources into the change and there is a reasonable arrangement set up to oversee this change and react to their worries. Every change management plan ought to incorporate an emphasis on clear, steady interchanges over different channels that take into account commitment and a forward and backward among specialists and administration. Intercontinental hotel Al Ahsa require organizational management change which is the second level of the management change because of their little problems about the hr issues.

Retention problems  of Intercontinental Hotel Al-Ahsa Branch

Intercontinental Al Ahsa faced the challenge of employee retention, and it is the biggest problem for the excellent services of the hotel. Because the primary task of Human Resources is to source and utilize new ability means to hire the employees with new talent. Howler all hr. Activities are moving or following around the retaining or existing expertise. As said Workers commonly is the soul of each organization giving the skills and experience required to maximizing the profit? The business also spent time and cash into guaranteeing most extreme profitability wherever conceivable. This is the critical responsibility of her to secure this vital resource.

Employee retention is the final exercise in careful control between organizational culture, compensation and motivations. The HR of the hotel needs to furnish every representative with the right blend of each of the three to fulfill the worker without trading off organization interests all the while. They likewise need to keep exact records of these blends to guarantee that the concurred bundles are being conveyed to representatives. 

Problems in recruitment and selection process of Intercontinental Hotel Al-Ahsa Branch

Regardless of whether to supplement the current workforce or to supplant staff lost through normal whittling down. The intercontinental faced the second major challenge by the Human Resources' department is the recruitment of talent. Determining personnel with the right combination of skills, identity and inspiration are troublesome, notwithstanding when the pool of accessible applicants is generally vast. Regardless of whether recruitment is taken care of exclusively by the internal HR division, or with the help of an outsider, it is fundamental that the procedure is supervised intermediate and sufficiently. Where there are many applications of the candidates. The points of interest of each should be recorded for survey and examination.

There must be storage of application in the software of the hr. of the continental hotel. It would be helpful for the easy comparison and analysis of CVS and contacts. Depending upon organization information retention strategies, applications can be put away for a considerable length of time or years fully expecting new jobs are getting to be accessible in that period. As an additional advantage, having the points of interest of a determination of reasonable competitors available for simple thought cuts future recruitment costs and abbreviates the time taken to plug an aptitudes hole. Speeding the enrollment procedure along these lines forestalls drops in efficiency and spirit.

Moreover, managers of the intercontinental must be speeding the recruitment process in the way prevents reductions in productivity and morale. (Alvesson, 201)

Training and Compliance problem of Intercontinental Hotel Al-Ahsa Branch

Training plays a vital role in the development of employee and management change; it is necessary to ensuring continue for getting the best from the workforce. In specific intercontinental functions demanding the official training as well as certification many of which also have a lifespan for renewal.

Even though the worker bears some responsibility regarding monitoring their capable employments, if the business depends on their skills, it predicts well to tracking this data for the records. At the end that the company has agreed to pay for assessments recruitment charges. Hr management should monitor when these installments are expected and likewise restraint the representative included, plan cover for absence among assessments, and mastermind installments to avert slips.

Training is played an essential role in the leadership and change management. In intercontinental there was lack of training programs and the control of the Intercontinental didn’t provide training to new hiring employees as well as no latest training for the existing employees. All the employees are worked at their according to their previous or their own experiences. This is the biggest fault by the end of the Hr practices which can’t be skipping because it can be a way of low productivity. HR system of the intercontinental allows for at-a-glance assessment of workforce skills and regulatory compliance. Hr. Management should provide the recording course for the training and development. (Kuipers, 2014)

Hr challenges for change in control

Staff must be trained and prepared of Intercontinental Hotel Al-Ahsa Branch

The changes can take place as gracefully as possible rely on the strengthening power of the human resources of the hotel. Make sure for assigning the position to the employees either they can do it or not. It is the best suite and accurate time for using the all human resource practices. The clear path suggestion can get by the phase of changes while the employees are appointing for their work.

Finding the place by self of Intercontinental Hotel Al-Ahsa Branch

If in the Intercontinental hr, a team is a pillar of organization for the several others, and human resources are not considering as for its full potential. Then changes phase can exclude the human resources of the hotel. It doesn’t matter what’s happening in a hotel, but it must be necessary to do everything in your power and involved in changes. If the changes are set frequently then the employee of the hotel will turn.

Communication skills of Intercontinental Hotel Al-Ahsa Branch

Generally, it is expected the leader must be a good communicator, but too often it's not the case. Communication styles are different according to the area, and it does not link to the organization. For developing the company culture, Hr needs to arrange the bar high for communications skills. It’s necessary to give training to the employees where they come up short. To correct the styles of miss-matching before harm is done. Good communicators can build an excellent, worthy team than the poor communicators.

Conclusion of Intercontinental Hotel Al-Ahsa Branch

It is concluded that Intercontinental hotel Al Ahsa is the one of the most famous worldwide spread hotel business. It is located in Al-Ahsa, only 4km away from Al Bustan shopping mall. It is performing its best practices and guests are satisfied with their services and very happy about it. In recent days there is a little issue raised from the staff of the hotel regarding the management change or Hr practices. The management of the hotel Al Ahsa not following the proper strategies and approaches of the hr practices due to this many of their employees are discouraged and feeling unfaithful about the management. It is concluded that hotel management requires management change and they followed the second level of management change which is the organizational change management. This level of management change leads to the problems of the hr practices which are retention, recruitment process, training program, and the most critical communication. In this case study all of the issues are discussed, and then suggestions for solving these problems are also addressed in the review and few questions are generated as well.    

Questions about a case study of Intercontinental Hotel Al-Ahsa Branch

Outline the suggestions with problems for solving the human resource problems of intercontinental Al Ahsa for the betterment of the Intercontinental Al Ahsa?

How a pleasant, trustworthy, and happy environment can be created for satisfying the current employees of the intercontinental Al Ahsa?

In what ways will you hold and build up the communication of the association's workforce for higher execution under the still-questionable intercontinental Al Ahsa?

As a good leader how will you identify and solve the issues which are raising the hr departments of the intercontinental Al Ahsa?