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Key Topics
- Requirement
- Solution
- Introduction
- Discussion
- Hiring:
- Training:
- Performance Evaluation:
- Strategic Workforce Planning
- Operational Workforce Planning
- Ways in which the overall performance of Grand Inn can be improved by developing their employees.
- TWO key areas of employment legislation that need to be considered by HR department of Grand Inn.
- Conclusion
- Recommendations
- References
Requirement
Assignment based on Introduction to human resource management.
HR PRACTICES
Solution
Introduction
The Human Resource Management (HRM) is a useful term for the description of the formal systems which are devised for the proper management of the people present within any organization. The issues related to staffing, compensation and benefits of the employee, designing or defining of work are the three major areas of responsibility of the human resource. In short, we can state that HRM is a process where the effective and efficient human resources are done so as to achieve the prior goals and objectives of the company. (Swanson, R. A., 2001).
Human resource management is a series of integrated decisions that form the employment relationship; their quality contributes to the ability of the organizations and the employees to achieve their objectives. (George T. Milkovich and John W. Boudreau)
This report deals with the medium-sized hotel called, Grand Inn in London where the business is seen to undergo a large pressure in order to improve their profits and their performances. The hotel has been experiencing a great loss from the last year, and the reasons are quite unknown. Therefore it has been a very difficult situation for the company and the employees as well. This report has been prepared after reviewing the staffing strategy and the development of the employees.
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Discussion
THREE HRM functions that are appropriate for Grand Inn.
The three HRM function that is highly appropriate for Grand Inn includes: Hiring, Training, Performance Evaluation (Cardy, R. L., & Selvarajan, T. T., 2006).
Hiring:
This function of HRM deals with determining the type of person to be hired and then to recruit the prospective employee and then to select the best employee from all the people. The HR administration of the company needs to select the person with appropriate physical and the mental characteristics of all the applicants. The company should hire people on the basis of the qualities and attitudes which are desirable for the business and can add to the value of the company. The HR administration needs to hire qualified applicants for filling the vacancies of the job.
The HRM of the company should constantly monitor and then plan on hiring the total number of employees, their skills, knowledge and qualifications and finally where these employees would be required. There might be the case of the poor selection process in the company which has lead to the lower productivity. Therefore the HRM must improve their poor selection process in order to increase their revenues. Appropriate devices must be used for screening the applicants who can then be narrowed down until the company finds the best person possible. The HRM department should first develop a shortlist of suitable applicants and then limit them in the follow-up interviews and the test papers.
Training:
A proper training must be provided for introducing the employees to the job and their coworkers. This is beneficial in understanding the operations of the work to be processed. The main purpose of the training is to provide long- term knowledge, skills, behavior and attitude to the employee so as to improve their work performance. The company is seen not to spend enough on the training of the employees which is unfortunate as the training session is highly beneficial for the employees as well as the employer. Some of the benefits of the training program in an organization are given below:
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1. Opportunity for promotion as well as self-improvement
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2. The objectives and the goals of the company are met effectively.
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3. Better job performance, as well as effective use of the human resources, contributed to higher productivity. (Noe, R. A., 2010).
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4. Better job performance leads to improved job satisfaction among the employees
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5. A challenge — the chance is provided to the employees to learn new things
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6. Less absenteeism and labor turnover result in reduced cost and fewer accidents and errors.
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7. The employees are seen to become adaptable — greater ability to adapt to and cope with changes
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8. A more capable, ‘mobile’ workforce
Performance Evaluation:
Evaluation of the performance is helpful in improving the performance of the employee as well as the organizational performance. This can be done by relating the performance objective of the organization to the performance objectives of the employees. For example, the company needs to increase its revenue then the employee must work their best foot forward to improve the situation. The company needs to evaluate the performance of the employees accordingly so as to make sure that the jobs are well-designed, and the employees have the right amount of skills for undertaking the work with their skills. Furthermore, with the evaluation of the performance, the HRM needs to the come up with appropriate reward and recognition programs so as to increase the likelihood of the proper evaluation of the performance and the performance management appropriately (Need, W. C. D. H. P., 2006).
Along with the performance evaluation of the employees, the organization needs to manage the individual performance of the employee which is known as the performance management and take care of the appraisal and rewards of the employees. The HRM of Grand needs to concentrate on the various aspects of the compensation, rewards, benefits, etc. of the employees.
TWO suitable workforce planning methods that can be used in their organization.
The two suitable workforce planning methods that can be highly useful for Grand Inn to improve their revenues and their productivity include (Parker, J., 2003):
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a. Strategic workforce plan
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b. the operational workforce plan
Strategic Workforce Planning
The organization can adopt strategic workforce planning and look at the various system-wide issues along with related strategies so as to provide support the strategic plan of the organization which is to reorganize the HR department for increasing the revenues. This plan is highly beneficial in addressing the external workforce factors which can affect the entire business which includes reduction of the unproductive staff for the purpose of budget cuts. Furthermore, this workforce planning can be beneficial in maintaining the organization capacity. This function can include the in-service training to the employees. This strategy can be highly beneficial in mitigating the risk exposure which includes the factors like equal employment opportunity training and safety.
The strategic workforce planning usually depends on the right management level and the size of the organization and the structure and management of programs and finally the budget of the company. Grand Inn is the medium sized company, therefore, appropriate amount of budget is required for conduction of this workforce planning. The senior leadership level of the HRM of the company must be involved in the strategic planning. Furthermore, the efficient employees of the organization must also be provided to plan at the division and program level in the organization. A proper plan that makes sense and is vital for the business of Grand Inn must be employed.
Operational Workforce Planning
The work-unit issues and the issues occurring at the supervisor level are dependent on the operational workforce planning. This workforce planning usually focuses on the sustaining the work unit and its ability for executing the business strategies. This level and the planning occurring at the operational workforce planning are involved in this type of planning where all the strategies are being carried out keeping the objectives of the organization. Furthermore, the operational workforce planning must correspond to the external workforce factors that in turn are seen to impact the particular units of the organization. The workforce planning helps in providing the planning tools and then helps in deploying the resources which assist in meeting the demands of the organization. Grand Inn can help in understanding the demand being measured in all the areas of the hotel. The delivery demands of the customers can be met, and the capacity can easily be met. The organization can easily manage all the systems and related processes that can help in deploying the resources on a just in time basis. The hotel is able to optimize the work schedules as well as the hours of the employees using this workforce planning and finally a workforce analytics for reviewing the effectiveness can be implemented in the hotel along with the promise for continuous improvements.
Ways in which the overall performance of Grand Inn can be improved by developing their employees.
Usually, the companies and business with the great team and tight teamwork are seen to be successful. Therefore it can be estimated that in order to be successful the organization needs to manage their employees efficiently so as to achieve the organizational goals. The performance of the employees is a critical factor in estimating the performance and productivity of the business. Various tools and methods have been seen to be invested by the organization in increasing the efforts and performance of the employee so as to gain highest performance output.
Therefore mentioned below are the various methods that can help in improving the development of the employees. (Gelade, G. A., & Ivery, M., 2003).
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Encourage communication
Encouragement in the employee communication is the first step towards improving the performance of the employees and the managers in the business. This can be helpful in getting insights from the employee using the regular meetings, surveys and suggestion box in the hotel. The organization needs to be open-minded and encourage the ideas of the employees without criticizing the suggestions. -
The reasons for underperformance of the employees.
The organization should not jump straight to the conclusions and first approach their underperforming employees with an open attitude. A direct discussion with them and asking direct, precise and open-ended questions would enlighten for the organization to understand all the reasons underlying. -
Create a positive work environment
The environment of the organization should be highly positive and motivating. The staff should not feel restrained at any point in time. In the case of any issue or problem, the organization must work together so as to improve their teamwork. A happy and effective working place helps in increasing the productivity of the organization with less turnover rate of the employees. -
Provide effective training
The in-house career of the employees can be improved by improving their skills by providing them on-the-job-training. The employees must be given allowed to attend various seminars and workshops related to their job profile, in turn, improving their employee performance. These activities will lead to encouraging them to take the class so as to perfect their work skills. Further, Grand Inn should make sure that the training is not a one-time event but should carry on for the undefined period. Grand Inn should use all the technology software for enabling the employees to learn on the go using the various technologies. -
Acknowledge contributions
The morale of the employees must be motivated, and they must be motivated to give out their best to the organization. Therefore Grand Inn must come up with measures for recognizing the contributions and the accomplishments of their employee irrespective of how big and small they were. This will motivate the staff to become more creative and highly eager towards working responsibly. -
Setting clear rules for the business
The organization must be highly clear over the objectives and the goals. The setting up of the ground rules will be highly beneficial in making the team highly effective and efficient towards the achievement of the stated objectives and goals. Grand Inn must create their time and meeting to discuss various problems and issues regarding the business entity of the organization. Furthermore, the development plan template along with the clear set of rules for each and every member of the organization must be followed.
TWO key areas of employment legislation that need to be considered by HR department of Grand Inn.
The minimum standards of the workplace employment which are highly required by the law. These standards have been developed over time with the development of the governing bodies and the various rights of the employees in the workplace.
Various aspects have been covered in the employment standards and this include:
1. OSHA to Continue Aggressive Workplace Inspections in 2011
The Occupational Safety & Health Administration (OSHA) presented various ideas in 2010. Enforcement was done in the year of 2010. Largely the funding took place from the cooperative compliance programs for asking more amount of money for enforcement, hiring a large number of compliance officers, increasing the fines and charges on violations and initiating various enforcement initiatives.
The hotel and hospitality business employers must ensure the health and safety policies concerning their employees and clients. Further, the employee training must be up to date along with the higher emphasis on the non-English-speaking employees and hazard communication. Further, they must be taught about the ergonomic injuries and hazards which must be addressed for lessening the ergonomic stressors. The employer of the Grand Inn must be sensitive towards the increased propensity of unions for using safety complaints to OSHA (Thompson, F. J., & Scicchitano, M. J., 1985).
2. Key Hospitality Wage-Hour Decisions in the Past Year
One of the fastest growing areas of employment law is the Wage and hour litigation. The HR management of the organization must permit minimal wage and hour litigation as served by the law and government so as to make the cumulative experience of the employees permit so as to achieve exceptional case management effectiveness. Gran Inn must develop class and hybrid action, collective and multijurisdictional strategies for allowing to navigate the complex jurisdictional and procedural issues arising due to wage and hour litigation. The organization must review all the practices and policies for determining the federal and state minimum wages along with the overtime requirements. Furthermore, the employer can review the practice and policies related to the compliance with federal and state laws governing minimum wage, uncompensated work periods, vacation pay, regular rate and overtime pay, meal breaks, pooling and distribution of gratuities, the timeliness of wage payments, and Sunday and holiday premium pay etc. (Acs, G., & Nichols, A., 2007).
Conclusion
Grand Inn had a very good reputation among the clients and customers before but due to poor HR practices and dissatisfaction among the employees due to late working hours and no motivation from the higher authorities; the revenues are seen to decrease. Therefore the HRM department of the organization needs to perform the following functions carefully hiring, training, and performance evaluation of the employees. Furthermore, the HRM needs to adopt to the two workforce planning namely the strategic and the operational workforce planning so as to enhance their growth of the organization. Various methods for increasing the overall performance of the employees have also been suggested in the report which must be given consideration. Finally, the HR department of Grand Inn must comprehend to all the employment laws adhering to the law.
Recommendations
This section of the report provides the various recommendations mandatory for Grand Inn to take into consideration so as to improve their performance.
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1. The HR department of the organization should become partners with the line and senior managers present in the strategy execution which will help them to move their planning from the meeting room to the prime marketplace.
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2. The organization must adapt to become an expert in the manner they organize and execute their work so as to deliver their administrative efficiency for ensuring that while the quality is not being compromised the cost gets reduced.
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3. The HRM needs to understand and encourage their employee vigorously so as to represent their concerns to the senior management and further will help in enhancing the contribution of the employee towards the organization. This will lead to the higher commitment of the employees in the organization. These measures will lead to increased revenues and deliver of good results.
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4. The HR must be strive for becoming an agent for continuous transformation. This will lead to shape their organizational cultures and help in improving the capacity of the organization for facing the change.
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1. Swanson, R. A. (2001). Human resource development and its underlying theory. Human Resource Development International, 4(3), 299-312.
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2. Milkovich, G. T., & Boudreau, J. W. (1988). Personnel. Human Resource Management. A diagnostic Approach.
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3. Cardy, R. L., & Selvarajan, T. T. (2006). Competencies: Alternative frameworks for competitive advantage. Business Horizons, 49(3), 235-245.
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4. Parker, J. (2003). U.S. Patent Application No. 10/735,099.
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5. Gelade, G. A., & Ivery, M. (2003). The impact of human resource management and work climate on organizational performance. Personnel psychology, 56(2), 383-404.
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6. Thompson, F. J., & Scicchitano, M. J. (1985). State implementation effort and federal regulatory policy: The case of occupational safety and health.The journal of politics, 47(02), 686-703.
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7. Acs, G., & Nichols, A. (2007). Low-Income Workers and Their Employers.Washington, DC: Urban Insitute.
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8. Noe, R. A. (2010). Employee training and development. McGraw-Hill/Irwin.
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9. Need, W. C. D. H. P. (2006). Human resource management: Gaining a competitive advantage.
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