Making a tough personnel choice at Nova

Waterfront Hotel-Case Study Analysis

Group 4:
Shivam Gaur
Nishi Gogia
Prakhar Nagaich
Pranay Banga
Tanu
Rahul Arora
Rajat Bhatia
Shubham Divyanshu
 Case Facts

The Nova
Waterfront Hotel in
The company had
downtown
been recognized Nova Waterfront
Baltimore is owned Usually these types
worldwide for their Hotel is hiring for
and operated by The options of decisions take 30 The panel decided
enduring values, the position of
Nova International, available to them minutes but it’s to “sleep on it” and
their spirit to serve, Senior Event
a leading are to either select been 2 and half take the decision
and their corporate Manager. They had
hospitality one,or both or hours and still not freshly first thing in
commitment to only interviewed 2
company with more none able to decide what the morning
creating better candidates and had
than 3,900 to do.
places to live and to hire one of them
properties and 18
work
brands around the
world
 Selection Process

Receive offer or
Apply Phone Select Interview
feedback

Hiring Manager
Posting job, organizing
Structured and responsible for
interview schedule,
Behavioral approach to coordination with
interviewing external recruiting and
facilitate selection
team debriefing
Policy to promote
selection firm
• Atleast 12 months at current
position
External Recruiting Growth in jobs, and • Has secured approval from
firms because staffing resultant high number
was a challenge of applicants his/her boss
 Selection team and position to be filled
Selection Team:
• Hiring Manager- Laura Green
• Boss of Hiring Manager- General Manager
• Peers of Position from another Department- Alex
Hernatt
• Peer of Position from Within Department
• Peer of Hiring Manager- John Wilson
• Subordinate of position- Michelle Sederas and
another event manager
Senior Event Manager
Core work activities
Executing event operations
• solves problems and/or suggests alternatives to previous arrangements if
necessary
• leads pre-event and post-event meetings for assigned groups
Executing the sales and marketing strategy
• up-sells products and services throughout the event process
• participates in customer site inspections and assists with the sales process when
necessary
• acts as liaison between field sales person and customer throughout the
event process
Managing profitability
• manages revenue and profitability associated with events
• forecasts group sleeping rooms and event revenue for his/her groups; and
• reviews billing and payments with clients
Providing exceptional customer service:
• interacts with guests to obtain feedback on product quality and service levels
• handles guest problems and complaints
• makes presence known to customer at all times during entire event process
 The candidates
Shannon Smith
• Shannon Smith was an Event Manager at Nova
Waterfront Hotel for last three years
• Consistently received good performance
evaluations
• Completed one year of college at James
Madison University
• Customers were almost always very pleased
with her work
• Had an easy going and informal style
• People were not willing to go to her for advice
• Lacked leadership skills
Matt Mayes
• Worked for a smaller sister hotel as a Senior Event Manager
(same position)
• Worked with 600 people groups and lacked experience of
handling larger events of 1200
• people groups
• He had been in his position for two years
• Received good performance evaluations, and had his
supervisor’s support for this move
• Had an associate degree in business administration from
Pierce College
• Had a dominant and formal style
• Was hungry for growth
 Problem at hand

Major Problems

• The hiring team were not getting any closer to making a decision as to whom to
select for the role of Senior Event Manager
• Both candidates lacked Leadership skills
• If Shannon was not promoted, she could leave Nova
• Green was confused whether, Should she hire to a very high standard or give
people the opportunity to grow into the position?
• Even after talking for two hours, still didn’t know what they were going to do
 Can leadership be learned?
Skills theories are leader-centric, and focused on what
characteristics about leaders make them effective. Three skill approach(Katz-three skill
As per Skills Theory acquired skills and knowledge are significant
approach) says that effective
actors of effective leadership leadership required three skills
A person can be trained for being a better leader.
Conceptual –
Technical - Human –
working with
proficiency in ability to work
broad concept
the work with people
and idea

Shannon scores good on the technical and human part of the three skills approach, what she lacks is conceptual skills which she
can gain by hands on experience and mentorship by her seniors
Recommendation
We recommend choosing Shannon

1 2 3

Nova’s Value states – “We

Behavioral Theories
encourage long-term growth
believe that people can and
become development of employees.
Matt’s scores were not leaders through the Nova promotes from within
as good as Shannon’s process of teaching, and
learning and offers lifelong careers where
observation. So Leadership employees can increase their
level of responsibility,
can be learned
accountability, and leadership
Thank you