Hotel 1

Download as docx, pdf, or txt
Download as docx, pdf, or txt
You are on page 1of 21

HRM 7010

ROYAL BUSINESS COLLEGE, TE PUKE

Human Resource Management


HRM 7010
Date:26 Nov 2014
Submitted To: Gauri Patil
Submitted By: Sukhveer Kaur

HRM 7010

KIWI INTERNATIONAL HOTEL

Element 1
INTRODUCTION
Hotel Industry is the one of the fastest growing sectors of the economy. The hotel industry is
providing employment to diverse people in different areas of interest.
Kiwi International Hotel is one of the famous international three star hotels is positioned in the
heart of Auckland NZ near Waitemata Harbour. This hotel is also near the citys nightlife scene
as well as spectacular landmarks like Sky City, Casino and Albert Park. It provides good quality
accommodation for travelers as well as well appointed conference rooms for business related
travels.
Difference between managing HRM in small and large organizations
In every organization HR department is must while it is small or large industry. The only
difference is that in small organizations HR practices are limited to employees, supervisors
interactions. While in large organizations HR practiced interferences with CEOs, HR managers
of all units.

HRM 7010

Why organization managing HRM practices


Human Resources at Kiwi International Hotel is a main function that provides strategic
leadership and direction on all aspects towards organizations business performance. HR create
and support the hotels strategy, ensure the hotel is hiring the best talent and enable associates to
be successful in assisting our guests.
Strengths of HRM practices

HR department hire employees and train them according to their duties and
responsibilities as well as prepare Job Descriptions.

HR is responsible for keeping people motivate towards their work.

HR department create a safe working environment in organizations for employees and


creates a higher job satisfaction.

HR department plays a role as counselor to manage conflicts in the organization.

HRM 7010

Element 2
JOB ANALYSIS
Talent management is importance

Talent management is necessary to find that right people on right job.

Taking the right strategic decisions in the HR relies on accurate data in which TM helps

and then they able to take the right decisions.


Helps HR to keep the entire workforce engaged and give them a sense of belonging and

progress.
Control the organizations talent and make sure the talent base grows with time.

(Importance of Talent Management)


Nature of Job Analysis
Job analysis is the process of collecting information about the job. While developing a Job
analysis in Kiwi International, the HR department consider following aspects:

Collecting information about the job

Write the job description

Job Specification

(images)
4

HRM 7010

Observation Method: Managers simply observe employees at work and make notes
about their behaviors and performance to collect job analysis information.

Interview Method: Interviewing the person who does the job to know about his working
styles, routines & what they think about their job.

Questionnaire Method: Questionnaires ask employees to rate their work on a pre


determined scale. These scales evaluate the degree of frequency, importance and
relationship of one job to another.

JJ
oo
b
b
SD
ep
esA
cn
fra
cil
ap

y
t
soi
noi
ns

i
i

HRM 7010

Steps in Recruitment and Selection Process

HRM 7010

HRM 7010
Techniques used in employment planning and forecasting
The following techniques used to define manpower, needed skills for job etc.
HR determine the future manpower needs in an organization to meet the company

objectives.
HR required to cope with changes in market conditions, technology, products and

government regulations in an effective way to keep up to date the company.


By keeping existing personnel according to their skill, level, training, educational

qualifications, work experience could reduce employment cost.\


Promote employees according to their skills, hard workers

(EMPLOYMENT PLANNING AND FORECASTING)

(1411)

HRM 7010

IE n x t e r n a l S o u rcesrce s
Employment testing types
Test carried out in the organization before selections are called pre employment tests. These tests
are as follows
Cognitive Abilities Tests measure the applicants ability to perform basic math
and reading comprehension, as well as the candidate's knowledge of the job.
Personality Tests determine the candidates personality to fit into the job.
Some jobs are created according to personality of person that what kind of
people they need.
Physical Tests determine the physical strength of the candidate to perform
the duties of the job. Because job require good physical health to perform
duties.
Integrity Tests measure the applicants honesty and integrity.
(Kelchne)
9

eminarAtdPovShfOJbspclwkgyTuj&
HRM 7010

Types of interviews

Structured Interview This type of interview is well structured and every detail are decided in
advance like timing & venue. They are accurate and precise.
Unstructured Interview This interview is not pre planned but more flexible. Candidates

are more relaxed in such interviews. They are encouraged to express themselves.
Individual Interview This is a 'One-To-One' Interview. It is a verbal and visual interaction
between two people, the interviewer and the candidate, for a particular purpose.
(What are Different Types of Interview? 10 Interview Types)

Element 3

Training and development techniques

10

HRM 7010
The objective in conducting a needs analysis is to find answers to the following questions:
Why, What, How, When & Where is training needed?
By determining training needs, an organization can decide what specific knowledge, skills, and
attitudes are needed to improve the employee's performance in accordance with the company's
standards.
Data collecting methods
1. SURVEYS used to focus on specific areas of performance deficiency
2. OBSERVATIONS by observing employees provide training team information about
where to improve.
3. INTERVIEWS it means talking with each employee individually to discuss their
problems and also to get suggestions and opinion from employees.

( training-needs-analysis)

Orientation and Training of Employees


Orientation introduces new employees to organization and co workers, management staff,
company policies and procedures. Studied hotel manger do the orientation that is a quick tour to
the hotel with other staff & tell employee about his duties and responsibilities , Health and safety
procedures etc.

11

HRM 7010
Training programs implementation

PT re le l p a r e
D
S h o w
o

R e v ie w
Performance Appraisal Process

12

HRM 7010
1. HR department implements the standards that the employee will be judged by. It involves
the employees level of contribution to the goals and objectives set by the company.
2. Then HR provides the performance appraisal standards to performance evaluators or
3.
4.
5.
6.

appraisers as well as the employees themselves.


Then they manage employee performance to promote them or to monitor them.
Compare the employees job performance with standards set for the position.
Conduct the meeting to discuss the result of the performance appraisal.
Mangers take steps to enhance the employees performance or decides on promotions,
transfers and demotion.

(Grace, Performance Appraisal Process) (Grace, Performance Appraisal Process)


Performance Appraisal methods

Rating Scale It consists of several numerical scales that represent job related performance
criterions like attendance, attitude, output etc. Each scale ranges from excellent to poor.

At the end it concludes the result.


Checklist this method consists of checklist like yes and no types questions to appraise the

performance.
Performance Tests & Observations Here employer test and observe the employee to know

about how well he is performing.


Managed by Objective employees have to give some objective to achieve and
performance is measure after completing that tasks.

Employees Retention and carrier development activities


Retention is the keeping and attracting the employees.

Retention matters a big in organization as it is really for the company when existing
employees leaves and then they have to hire the new employee which costs a lot. So they

understand the need of retention.


Next step is benchmark employee retention rate that is calculating activity which is done
periodically. They divide the number of employees who left during a period by the total
number of employees at the end of a period to get the percentage. Example:

Sample Inputs
Period of Time: Fourth Quarter

Sample Calculation
24 4 = 20
13

HRM 7010
Total Employees at Beginning of Q4: 24

20 / 24 = .88

Total Employees Terminated in Q4: 3

.88 x 100 = 88%

Then they use retention strategies like positive organizational behavior, valence in which

employees goals match with company goals.


They conduct formal employee evaluations, review and feedback to find out the
employees problems, get suggestion. And also these make employees happy as they know

they means a lot to company.


Provide employees health benefits like health insurance, healthcare allowances which

retain the employees


They provide different benefits to different employees like salary and compensations.
For example, they hire and keep managers in a very tight labor market. Instead of
offering the same health plan to all employees, hotel used defined contribution health
benefits to create separate classes for wait staff and managers, giving managers $350
more per month in their Health Reimbursement Arrangement & helps the company

reduce attrition among managers.


They conduct exit interviews for the employees who are leaving the company. Get
feedback about their experience with the company.

Carrier development activities


Career development activities and opportunities train, motivate and challenge employees for
greater productivity in the workplace.

Job Rotation means they move an employee, temporarily, into another position to
gain exposure to another function. So employees are capable of applying what was
learned to their current position and assisting in new functions within the

organization.
Mentoring they assign a career development mentor to an employee provides support

for career development and professional aspirations.


Internship It is a career building strategy for employees' development in leadership
skills. Employees develop new experiences and training in interpersonal skills to feel
comfortable with assertiveness to handle issues such as conflict resolution.
14

HRM 7010

Element 4
Employee primary payment options

Every company has to pay their employees according to their duties and role. The studied hotel
pays the employees in following way

SH a o lau r yly R a t e
Compensation of managers and other staff
Bonuses are a common type of compensation for both levels but may be tied to different
factors. A sales worker's bonus may be linked to the number of sales he makes, while a
manager's bonus may be linked to her performance or overall company performance.
Commissions may be available to workers, but not managers.

Annual bonuses for employees and gain sharing plans


15

HRM 7010
Most of the companies having annual bonus plans aimed at motivating managers short term
performance. Short term bonuses can easily result in plus and minus adjustment of 25% or
more to total pay. Three factors influence bonuses like eligibility, fund size & individual
performance.
Whereas gain sharing is an incentive plan that engages many or all employees in a common
effort to achieve a companys productivity objective.
Family friendly benefits and flexible benefits
There are many trends that increase the value of family friendly benefits. There are more
households in which both adults work. There are more one parent families household. More
women are in the workforce struggling to fulfill family obligations. People are working
harder and longer with less time to manage life outside the work. These are the reasons
behind increasing popularity of family friendly benefits. For example elder care, child care,
fitness facilities. Employers prefer having choice in their benefits options. Employers offer
flexible spending accounts, medical debit cards and other options to provides the benefits to
the employees.

Element 5
Organization Culture
In the studied hotel different people from different races work together. As the staff directly
serves people, customers get a taste of what our business is all about every time they interact
with our staff. Managing our organizational culture is crucial for delivering the right
impression every time.

16

HRM 7010
Mangers ethical behavior influences the company culture like how they treat with
stakeholders. Through the following ways studied hotel manager influence the ethical
nature of firms culture.
1. Manger train employees to treat customers with dignity & respect, and to be fair &honest
with them.
2. Providing product integrity like employees behind the production sell products that
probably be inspired to act ethically in other facets of their work life.
3. Employees in competitive integrity interfere with overall company efforts to maintain an
ethical workplace.

17

HRM 7010
Strike vs lockout
When labor decision to refuse to work and discourage others from replacing workers who refuse
to work is called strike whereas lockout is production halt by owner of plant or factory to
adversely affect earning opportunity of labor. Through following ways we can manage these
types of halts.

Company has to implement labor management relations program to prevent strikes.

These programs provide platform for employees and discuss their grievances.
Remove communication barriers between employees and employers which encourages
employees to make some of their decisions is effective in preventing strike

Giving workers the freedom to make day-to-day decisions will help them feel more in
control. This can go a long way toward increasing employee satisfaction and decreasing
the likelihood of a strike.

(Lawhery, 2014)

Orientation and Placement


Orientation
Orientation is also called induction. It introducing new employees to their job, co-workers and
organization. In Kiwi International Hotel orientation week is carried out for one week.
Placement
Placement comes after orientation. It refers to assignment of new employees to their job.

Training and Development


T&D activities are designed to impact specific skills, abilities and knowledge to employees.
Training and development programs are developed to train employees towards their job and for
hotel success. Training in studied hotel is cost effective. Development refers to learning
opportunities designed to help employees grow and evolve a vision about the future. Training
also provides opportunity to influence attitude and performance of employees. Here training
programs includes introduction, fire, food hygiene, control of substances, first aid, technical
skills, product knowledge and customer service. Both on job and off job training programmes
are offered by this hotel

18

HRM 7010
Benefits of Managing Expatriate Staff

Increased understanding of the impact of cultural difference

A better understanding of the cultural challenges facing expatriate staff

An in-depth examination of the expectations of host-country managers and expatriate


staff

enhance cultural awareness and competence

minimize cross-cultural misunderstanding and encourage positive working relationships


when managing expatriate staff

Develop security programs in hotel


A Hotels security program, therefore, should be designed to train its staff to prevent the
preventable security incidents and to react quickly, appropriately, and effectively. This hotel
regularly update its procedures to meet its changing security needs. General areas of security
program are electronic or mechanical card access control, guestroom security, control of persons,
Emergency procedures, Communications, security Records etc.

19

HRM 7010

References
Bibliography
(n.d.). Retrieved 11 22, 2014, from http://lh4.googleusercontent.com/
EMPLOYMENT PLANNING AND FORECASTING. (n.d.). Retrieved 11 25, 2014, from
http://sujai-human.blogspot.co.nz/: http://sujai-human.blogspot.co.nz/2010/11/employmentplanning-and-forecasting.html
Grace, N. (n.d.). Performance Appraisal Process. Retrieved 11 25, 2014, from
http://www.ehow.com/: http://www.ehow.com/how-does_5412869_performance-appraisalprocess.html
Grace, N. (n.d.). Performance Appraisal Process. Retrieved 11 25, 2014, from
http://www.ehow.com/: http://www.ehow.com/how-does_5412869_performance-appraisalprocess.html
images. (n.d.). Retrieved 11 19, 2014, from http://www.managementstudyguide.com/:
http://www.managementstudyguide.com/images/job-analysis-methods.gif
Importance of Talent Management. (n.d.). Retrieved 11 19, 2014, from http://www.ramco.com/:
http://www.ramco.com/blog/talent-management
Kelchne, L. (n.d.). Types of Employment Testing. Retrieved 11 24, 2014, from
http://www.ehow.com/: http://www.ehow.com/list_6714645_types-employment-testing.html
Lawhery, J. (2014, 10 23). how to prevent strike. Retrieved 11 23, 2014, from www.ehow.com:
http://www.ehow.com/how_15408_prevent-strike.html#
training-needs-analysis. (n.d.). Retrieved 11 23, 2015, from www.selfgrowth.com/a:
http://www.selfgrowth.com/articles/the-four-methods-for-conducting-a-training-needs-analysis
What are Different Types of Interview? 10 Interview Types. (n.d.). Retrieved 11 25, 2014, from
http://kalyan-city.blogspot.com/: http://kalyan-city.blogspot.com/2011/04/what-are-differenttypes-of-interview.html

20

HRM 7010

21

You might also like