Discuss about the Human Resource Management Planning in Hospitality.
The following report succinctly elucidates effective human resource management strategies that would build a correlative bridge between the organizational objective as well as the employee objective. Depending on the economic shift of the twenty first century in relation with the attributes of the market structure the workforce of an organization need to focus on cognitive development of the both (Hoque, 2013). The report thus constitutes of a strategic idea to help the hotel get rid of the problem and issues pertaining to its HR department. A five-star 500 room hotel in Melbourne has recruited me a consultant to search for a Human Resource Manager. The hotel has all the sections needed like food and beverage outlets, a health centre, an executive lounge and a swimming pool to have a five star rating. However, in recent times it has received a lot of flak on social media sites for its poor service (Kavanagh & Johnson, 2017). It has also been in the news recently for all the wrong reasons firstly for a dispute over pay rise among its workers and then because of some grumpy guests who went ahead and complained about the poor quality service at the food and beverage outlets on a national news program.
As a result of all these the hotel’s goodwill has suffered and it is suffering financially where full time staffs are resigning and casuals with no zero experience in hotel industry and being absorbed. Without a human resource manager the responsibilities to find staff have been given to supervisors and department managers. The report deals with how I create a position for a Human Resources Manager reflecting on the present situation at the hotel.
There is a need of strong relationship between the human resource manager and the other employees of the organization. There is a possibility that the finance department of the hotel might raise benign agitation or grievances among the employees. The human resource manager is highly responsible to address the finance department in need and convey necessary messages to the employees.
The Human Resource Manager holds a strategic position and in this hotel too he will have effective responsibilities. Firstly he should ensure Work Place safety. This is a very significant and strategic role for every HR manager. He should always ensure the safety of his employees. Strategic development of the work place safety in the hotel involves how the HR deals with risk management so that accidents do not lead to fatal on the job injuries or losses. Workers insurance is an area where the organization tries to decrease the company expenses through the coverage. Therefore employees need to be trained against the work hazards especially the ones they find in hotels like fire. Reducing accidents by imparting knowledge to employees on the use of complex machinery is also associated with creating a safe work environment.
Next, the HR manager has to look into Compensation and Benefits of the workers. The benefits and compensation that an employer gives to his employees speaks of the organization’s image and goodwill. Also, the HR manager needs to make decisions on the wages of the employees. It is this call which can impact an employee’s job satisfaction. If he fails to get it right recruiting talented individuals in the company can be a problem. The HR manager needs to consider workforce shortages, job evaluation, labor market conditions and budget constraints while making a strategic plan for benefits and compensation. Also he has to be careful about pleasing the workforce as well as keeping the stakeholders happy (Boella & Goss-Turner, 2013). After 2010, it has also become mandatory for human resource managers to offer group health coverage if the company has over 50 workers.
The objective of employee training and development program is to ensure competitive advantage in the market. The objective of a human resource manager is to drive an organization to competitive advantage in the national and international labor market. In this regard there is a significant need to make the employees engage through continuous development process. As a matter of fact, this has to be taken into certain consideration pertaining to the effective consideration pertaining to the effective understanding of the entire case. Here the Human Resource manager needs to train and develop the individuals who are coming into an organization to work. These can be done through orientation, leadership training, workshops and professional development seminars. They also need to see if there is any need of training at all. They also determine the type of training an employee needs to improve productivity and performance. The managers are also required to conduct needs assessment and evaluate the performance of an employee to see if the organization would benefit from his skillset. They carefully examine the records of employees to find out areas where they are weak but can improve through on the job training or seminars and workshops or even under the guidance of a leader. HR managers also play a key role in putting out an employee development strategy and succession planning by building on professional and development in training (Fullan, 2014).
Human resource managers use their keen observation to also gauge the development of an employee and device a career track for him which will help him move up the organizational hierarchy.
The employee relationship manager is actually responsible for keeping peace at work and resolving any conflict that comes up. The Human Resource Manager on the other hand has the responsibility to keep a happy employer-employee relationship by creating a strategy to maintain effective employee relations (Renwick, Redman & Maguire, 2013). The employee strategy which helps maintain a cordial relationship between the employer and the staff comprise steps which ensure the well being of workers. It looks into stuff like the safety of the employee where they are made to work in safe and healthy environment free from harassment and discrimination. The Human Resource Managers also should lead investigations and try to mitigate problems in between employees which might affect the environment in the office. They also have to from time to time deal with legal issues pertaining to employees as he is sometimes the contact for legal counsel in terms of omitting risks from workplace (Marchington et al., 2014). These actually deal with the HR manager scrutinizing current workplace policies and giving training to managers and employees on how to curtail complains which arise due to misunderstanding or misinterpreting company policies.
Human Resource managers usually create strategic solutions to meet the demands of workforce in an office. He is in charge of the selection and recruitment of a candidate in a job. He is also responsible for maintaining the image of a brand as it depends on the recruitment and retaining of employees who can make a difference. Like for example the human resource manager at the hotel can use his/her knowledge about hotel staff shortages to develop a way for retaining employees or for sustaining the current level of staff. The strategy might have incentive programs for the hotel staff with cross training so that they know little bit about the other jobs in the hotel too. Human Resource Managers also take decisions on selection processes and monetary compensations to attract highly qualified individuals for a job.
Position or job descriptions are very important components of any company. Not only do they need to be thorough, they also need to be very precise when they are created. It is also very vital that they can with time as employees job functions may also evolve with time. If it is not put properly it can affect the company adversely.
When a HR manager is told to recruit a person he should have the basic idea of what type of a person he wants. These are in connections to the skills, qualities and the experience of the candidates. These quality requirements need to be clearly mentioned in the job description. Without this a HR manager cannot expect to find the right candidate for a job. From the candidates perspective he needs to asses those job description details carefully to see if he is fit for the job. A well informed job description will see to it that the most relevant candidates apply for the post.
A detailed job description helps build a solid set of expectations for the recruiter to state to the employee. The employee more or less becomes aware of his responsibilities from the job description itself therefore he does not have confusion regarding the job expectations. It can also be used as a yardstick for evaluation for employers of the job performance of employees depending on pre-defined job duties.
Anything that an employee is made to do and was not a part of the job description that he saw before applying might land the company in legal trouble. Job descriptions have already been successfully used by employees against past recruiters in recent legal cases.
Keeping in mind the correct form of the Job Description Part A has been developed. The heading is apt as I am looking for a Human Resource Manager for a five star hotel. Next the identification states what kind of a candidate I am looking to recruit. Here again I have to clearly state that the hotel is recruit for a HR manager. The purpose also mentions that a Human Resource Manager will be recruited by the company so that he can in turn employ quality candidates who can with their experience and work ethics bring back the lost image of the organization again.
Conclusion:
The recruitment is to ensure the Human Resource Manager recruits new and experienced candidates for the hotel who can help in improving the good will of the property. He would also have to make organizational and departmental planning to ensure good employee relations. Now for a company which is looking down the barrel it is important that an HR manager is selected who has had around 5 years of experience. Any one below such experience can falter under pressure. He should also possess a degree in Human Resource Management so that he knows the subject in and out and knows what to do when. He also should know how to read and write well since he is the communicator between the employers and the employee.
Reference:
Boella, M., & Goss-Turner, S. (2013). Human resource management in the hospitality industry: A guide to best practice. Routledge.
Fullan, M. (2014). Leading in a culture of change personal action guide and workbook. John Wiley & Sons.
Hoque, K. (2013). Human resource management in the hotel industry: Strategy, innovation and performance. Routledge.
Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics, applications, and future directions. Sage Publications.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.
Mitchell, R., Obeidat, S., & Bray, M. (2013). The Effect of Strategic Human Resource Management on Organizational Performance: The Mediating Role of High?Performance Human Resource Practices. Human Resource Management, 52(6), 899-921.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
Ridder, H. G., & Baluch, A. M. (2017). Strategic Human Resource Management. The Nonprofit Human Resource Management Handbook: From Theory to Practice, 69.
Snell, S. A., Morris, S. S., & Bohlander, G. W. (2015). Managing human resources. Nelson Education.
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