Great Wall Golf & Country Club Case Study Example | Topics and Well Written Essays - 1250 words

big argue golf game & Country Club - Case Study ExampleThe goal of extensive rampart Golf & Country Club was not only to maintain its status but to be the scoop out in Asia. From the case, we find that majority of senior managers were of Chinese origin who were recruited from the hospitality industry of Singapore and Hong Kong. When the Chinese market was at its over saturation level, the employees from the Mainland China were needed to take up the frolic in order to continue the pace of Golf Course training. Also, in order to increase the cogency of the operations and developing specific skills, Great Wall Golf & Country Club organized itself with the assistance of HRM segment. The HR Department was used as a means of change agent, administrative expert, strategic match and the champion of the employee in order to deliver the value. Recruitment & Retention In order to meet the growth demand of Golfing facilities in China, 2000 employees were recruited by placing ads on th e newspaper. The employees were selected on the basis of their experience and interpersonal skills accessed during an audience by HR Department. Due to the migrant nature of the employees, staffing was considered as a challenge for many businesses. In spite of being paid high, many employees resigned from the job after 18 to 24 months either due to financial reasons or because they wanted to be with their families. The Great Wall Golf & Country Club had the mogul to retain the staffs due to their long-standing relations with the members. Food & Beverage, Caddies & Membership services, Golf Club reception were the departments where the long consideration services would initiate towards increasing the service standards of the customer thereby enabling The Great Wall Golf & Country Club to obtain its strategic objective, i.e., provide services of high timberland. Education and Training & Development The goal of Great Wall Golf & Country Club was to give services of high tone to it s 2000 employees. The successful businessmen and government officials preferred a high quality service. Delivery of high quality service was a challenging task in China which could be achieved by educating and training the employees. In many service industries, the employees were given the same pay cheque without considering the quality of the work. Human Resource Department provided language and practical training to the employees, generating awareness regarding the service and the mission, increasing the confidence level of the employees and also nonrecreational them according to the quality of the work performed in order to enhance their performance level for delivering better services. Therefore, it fag end be observed that the HRM practices in Great Wall Golf & Country Club fits together strategically. The strategies not only enabled the organization to attract employees from different regions but also retain them, as provided facilities at Great Wall were considerably more a ttractive compared to the industrial settings. The employees, especially who were migrated, felt more confident as their fundamental needs were taken care of by the HRM practices. 2.0. How Do the HRM Practices at Great Wall view as Great Walls Strategy? Great Walls strategy has been to be military man class in terms of provided services and facilities and also to be among the best in Asia. Great Walls prime emphasis was related towards quality, profit as well as innovation. The other aspects