The Berkeley Hotel is a 5 star luxury Hotel based in central London. This year the company has decided to invest in improving the facilities and it is scheduled in the first half of January a building refurbishment of the lobby, the bar and one of the restaurants. Thus, for a period of six months, a part of the building will be closed to the public and the hotel’s capacity will be reduced by the 30%. The works are going to expand the departments (bar and restaurant) by renovating and adding space in which there will be extra tables/covers. This means that, at the end of the refurbishment, more staff will be required, however, at the moment the workforce required is not as much as they currently have. Therefore, the company and the HR have to …show more content…
In this case, the main HR challenge represents the allocation of casual workers in relation with a volatile and unpredictable consumer demand. Hotels quite often are recruiting workers on a daily basis in order to meet their fluctuation of labour required. In this way, the employment of temporary workforce is aligned by fluctuations in customer demand and the size and number of extra bookings of events scheduled. Tight labour cost-control practices are considered to be a key characteristic of HRM in the UK hotel industry. The consequence has been low levels of training provision, skill utilisation and a pronounced lack of interest in functional flexibility …show more content…
In the hospitality industry there is a trend in hiring in highly skilled positions part time and casual workers with the opportunity to become permanent. When this happens, companies should implement several HRM strategies such as: trainings, career development and better salary for this group of employees (casual workers). Moreover, this situation is in continuing evolution. In a luxury hotel segment, HR departments have introduced for casual workers, formal policies for equal employment opportunity, health and safety and trainings in order to build a stronger team working and building a sense of belonging to the organisation. Hence, functionally flexible employment practices may have positive outcomes for employees, particularly for permanent position seekers, establishing a sense of belongings to the company and albeit within a context of higher work effort.
This constitutes the main challenge that the Berkeley has to face in the next future. This condition implies that the company need to induce a more flexible structure and preserve the short term performance. The HR department together with the company has to implement these strategies by putting particular efforts with investment aimed to retain and develop this category of
The Department of Human Resources is involved with many important aspects of a business, like staffing, compensation, benefits, and much more. As the new Director of Human Resources for a 150-room, full service hotel in downtown Sheboygan, I am in charge of turning around the hotel. Some urgent tasks include hiring and training new candidates for two open positions, revising the training and incentive programs, and finally, improving the overall morale of the employees.
Simon, E. (2003). Successful hotels use hands-on hiring, retention practices. Hotel & Motel Management, 218(11), 54.
b) Managers – that they have very little to no control over their property or employees. It seems like many important decisions have been taken away from managers, and they can not react in the best interest for the hotel chain because what’s in the customer’s best interest is usually not the same as the company’s best interest.
Accor Hotels is a multinational hotel group which owns, operates and franchises over 3700 in 92 countries representing several different brand names. The brands they represent range from budget, economy to five star accommodation. This hotel group is classed as a large organisation, they call their Human Resource department Talent and Culture this department consists of managers and staff who 's main focus is the Human Resource Management roles and responsibility. The Human Resource role and responsibility within the Accor company is the human resource manager as it a large business, this department supports business and running of the business. The human resource manager is responsible for employee engagement, employee relations, recruitment and selection, health and safety and legislation.
The Portman hotel is one of the luxury hotels in the hotel industry. The size of the hotel is relatively small; it has only 348 rooms and 21 floors. The objective of this hotel is to bring Asian hospitality to the US. This hotel is different from other hotel because it offers the services of personal valet and also it had “ no rules for the guests”.
As there is difference in service between a 5 star and a 3 star hotel, discuss the accommodation and front office services for these two different hotels.
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
As we know, the term ‘human resource management’ underlines a belief that people really make the difference, only people among other resources have the capacity to generate value. However, the human resource management is considered as the ‘Cinderella’ in the organization as its importance has not been discovered by the senior managers, in addition, it has to share responsibilities with line managers, sometimes it takes more work than it is expected. Actions should be taken to help the Cinderella find her glass shoes.
The Hotel industry has become very important in the past years due to immense traveling and growth of international business. Hotel industry not only plays an important role in the life of people but as well as the economy of the country. Development and advancement in the Hotel industry have rapidly been taking place and especially since the rapid change in technology, it is very important for hotels to be promptly keeping up to date. When the hotel industry is spoken of, there are many famous hotels but one hotel company that has been outstanding in growth and other aspects of business, like in Leadership, Teamwork (Employee turnover), Motivation (Customer retention and satisfaction, Goals and objectives, (changing the way hotel business has worked), and Change within the company; structurally inside and physically outside, adding elements, like entertainment, gaming, and outdoor activities, is the Hilton Hotel Company.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
HRM comprises a set of policies designed to maximize organizational integration, Employee commitment, flexibility and quality of work. (Guest, 1987) as cited by (Armstrong, 2009) this statement entails that HRM function has policies to guide its activities, if these policies are well integrated with the strategy of the organization, it can enhance employee commitment and result in quality of work, as cited by (Armstrong, 2009) that the overall purpose of human resource management is to ensure that the organization is able to achieve success through people, however the function of HRM is affected by several other factors, this essay will look at three Internal and external environmental factors affecting HR Specialist.
Firstly, we will look at Human Resource planning which “is a process through which employers anticipate and meet their needs for staff” (Boddy, 2014). Typically, the starting point of such process centres on identifying and filling gaps in the organisation. While finding new recruits is one option of such strategy, reconfiguring existing resources could be another, furthering the bond between employer and valued employee by offering internal promotions or introducing new policies on flexible
Politics within a hotel industry involves the newcomers’ wisdom of the formal work and informal work ...
Due to mad rat race competition in organizations, they are inventing and enforcing new strategies in the market as well as within the company too. Hospitality industry faces several critical business challenges which in turn require organizations to build new capabilities in order to achieve targets. Some of main challenges are profitability through growth, Technology, skilled workers and employee’s motivation. Interestingly, Human resource department is playing a vital role in order to make these strategies effective and efficient. Before implementing the process, they need the important component which is analyzing the workflow and job desi...
The traditional administrative role of human resource practices are a thing of the past and new roles for HRM are emerging at an alarming rate in the 21st century. HR is increasing its support for business goals and objectives while at the same time becoming strategic business partners. Challenges for the 21st century include, changing roles, shifting demographics, and globalization. In order for HR to stay current they must adapt and make necessary changes in retraining, alternative work schedules and technological advancements. Then, these successes have to be analyzed and evaluated for effectiveness.