Human resources

Human resources

Purposes

* Reduce staff as high staff cost. Furthermore, the current situation of the hotel isn't suitable for so many unnecessary staffs

* Have plans to give solutions for high staff turn over. More specifically, we will archive it through recruiting, training, staffing and orientating

* Provide resources for each department. We want to maintain the quality of service by training. This part also means to provide knowledge, understanding within the organization to improve attitude, skills and abilities

Organizational chart

The hotel's organization primary authorization will be put under one General Manager with an assistant. The other seven departments are: Facilities, Human resources, Financial, Sales & Marketing, Security, Room Division and Maintenance. Each department also has their own different tasks and responsibilities to concentrate to:

* Human Resources: one of the most important parts which is responsible in recruiting, training menpower for the hotel. In this time, this department is a key element that will lead the refurbishment into succeed

* Facilities: in charge of F&B and Conference management, also applies new menus with new service. The Conference will be opened on year 3

* Financial: budgeting, calculating everything relating to costs and revenues

* Sales & Marketing: does marketing management, creates marketing plan, actions, activities…

* Room Division: responsibilities in customer's first contact, manage Front Desk and Housekeeping

* Security: keep contact between each department, security and customers

* Maintenance

Staffing

Number of staff required

Year 1

Year 2

Year 3

Year 4

Department Heads

6

6

6

6

Hotel services

16

16

21

21

F&B

14

14

14

18

Front Desk

10

10

10

10

Conference & Banqueting

0

0

3

3

Other

0

0

0

2

Total

46

46

54

60

Year 1

There will be 6 Department Heads at year 1:

* 1 for Facilities

* 1 for Human Resources

* 1 for Financial

* 1 for Sales & Marketing

* 1 for Security and Maintenance

* 1 for Room Division

Base on our calculation, the occupancy of the hotel can't surpass more than 50% in year 1. So that's:

* 16 Hotel services of 12 for 100 occupied rooms (250*0.5*12/100 = 16)

* 14 F&B services can cover 200 seats for menu type 1 or 2 (7 per 100)

* 10 Receptionist to make sure that the Front Desk will be always 24/24

* We don't need Conference and Other services staff during refurbishing and renovating time

For the following years

* We will apply the training process into each department so that the staff can be changed as the reason of rehiring, promotion, resign…

* In the year 3, the Conference will be opened so that we need to hire more Hotel services staff. The Conference office also needs recruitment, which leads to staff increasing by 3. Crossing training is required for the Hotel services staff this time

* In the year 4, there will be 2 other positions working as shop assistants whom are in charge of end of day reports, wages sheet, undertaking weekly administration…

Training

Year 1

Around this time, the new Conference will be built and we start to create an image to attract more customers to the hotel. We don't have so many guests, it's not necessary to hire more staff. Our main training program will be mostly during all quarters so we will be flexible in time and we can do observations to see if some individuals are appreciated for cross training and multi-tasking ability. Level 1 training will be put in all Department Heads and staff is the minimal. In the other hand, because we have a little number of customers, we will focus more on their satisfaction and take care of comments

Year 2

Continue with what we are doing in year 1. Now the customers start to come more and there will be a lot of works to do. We will reduce some positions and make new replace recruitment if needed. We also need to satisfy needed of staff to make high standard of performance. A cross training program plan should be ready. Some positions such as F&B, Sales & Marketing and Room Division with individuals from Hotel service that have high potential will receive level 2 of training for the up coming Conference

Year 3

About 5-6 people that had a cross training will have their working shift at both hotel and Conference service. Obviously we need more menpower for the center. A lot of tasks with the increasing in revenue that need more management and training.

Recruitment and selection

Each department demands appreciated staff to bring effectiveness to training program. In other to archive our goal to be the high class 4 starts hotel in town, we have to focus more on recruiting high qualified potential staff so that they can bring the best quality in service to our customers. The recruitment has to be based on the budget as well as the marketing position of the hotel so that why we have to be very careful in selection progress

* Prepare job analysis, job description and job specification if the information is correct. Check the law, religions, political to make sure that it will avoid discrimination

* For external recruitment: base on the local economic factors and demographic, it has a lot of students in town around the hotel. So we can do training for those students who want to practice in the hotel. A training period over 1 year can help reduce the staff turn over as well as the costs for hiring new employees. The percentage of local workforce demographic in hotel plus catering is 20.3 of the total population as well as high skilled ratio in majority of population will be an advantage for recruitment

* Practice internal recruitment is also a good ideal since it will bring knowledge and skills necessary to staff to understand more about their company and working environment. It also has an advantage as motivation

* Right need matches with right positions

Orientation

* Employees that are lack of orientation can lead to high resign

* Prepare all necessary information of the hotel (vision, mission statement, organizational chart, job description…)

* Indentify the role of organization, managers and supervisors

* Introduce to new staff when they first come to the hotel

* Take them to a tour around and point out the main facilities, structures, management…so that they will have first impression and first contact with other staff

* Provide to them clear schedule, working shift, responsibilities, supervision…and answer their questions when needed

* Provide incentives, benefits and promotions to hard working staff

Training

Satisfy your staff means satisfy your customers

* The training will be cost $400 per staff per year

* Everyone will be involved in the training process. It will be provided to all of the staff within the hotel from upper management to top service

* Make sure everybody understood what and how the process going to be (through job description and analysis)

* Cross training will be applied obviously, especially when we open the new Conference in year 3 and when we expend our restaurant's capacity. So that the Hotel services and F&B staff will have enough motivations and skills required. It's also a solution to prevent high turnover

Salaries payment

* Each staff will receive their salary before two days at the end of the month. Because some staffs they have to pay for their rent due to some policies

* Each month, we will have ‘Staffs of the month' to honor those who have high performance that month

* Concentrate about those who give a lot of contributions to the company. They can get an increasing amount in salary

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