Human Resource Evaluation in Hotel Units

In order to engage the employees the Portman must be dedicated to a performance management system. This cannot be the “system of the month” that simply creates hype for a time and then fades away, as they experienced with the 5-Star system. The hotel must set goals, monitor and evaluate these goals, provide feedback and create a reward and recognition program. (Krasner, 244). With the introduction of the 5-Star Program, the Portman relied on the PV’s to participate in the problem solving for the hotel. The Portman should again rely on the employees with the establishment of a performance management system by using a Management by Objectives system. This type of system would incorporate participation from the employees for decision making, goal setting and objective feedback (Kreitner, 246). This program should begin with the strategic plan of the hotel and then set goals for employees that will align with the hotels organizational objective. These goals should be set using the SMART method (Kreitner, 248). Once the goals are set, management must get commitment from the staff that they believe these goals are attainable and that they believe in why they are pursuing these goals. If the Portman uses staff to set these goals, commitment will be easier to

This report is going to present the importance of planning, recruitment and selection, training and development, reward management in the human resource management of hotel industry. For detailed consideration,

(Activity A) Based on the information you have at the end of Part 1, what do you think the key

They also help us to eliminate the language barriers by providing French lessons / conversations – and provide us with the French Cooking Lesson.

In particular, the rapid expansion of hotels of an international standard in the region is creating a high level of demand for skilled and experienced staff. The nature of the decisions facing hotel management is continually expanding. For their business to remain competitive, managers must be skilful in many diverse areas. For instance, they must possess a good understanding of how current events and the economy affect the market and develop skill in marketing their products. They must also strive to keep up with the technological innovations in the operational side of the industry. As part of the service industry, tourism is labor intensive and generally requires well developed social and language skills in a cross cultural working environment. These demands have placed considerable strain on small, independent operators, who cannot rely on the broad management expertise available to their multinational hotel chain competitors.

I will be evaluating the guest services department at the Hilton Garden Inn in Charlotte, NC. The hotel is part of a much larger Hilton family that is quite successful, but this particular property is suffering from lower guest satisfaction scores, several recent management changes and the resulting low employee morale. The new guest services manager expects that once the new management both in guest services and the hotel overall gets settled, the low morale and slipping guest satisfaction scores can be assuaged by using specialized customer service training. This analysis will follow the progress of the Guest Services Team

Melissa- Kikizas is one of the two biggest pasta production companies in Greece .The most important departments in the company are the mill , the production department and the quality control department. Through the years the company has an even more distinct human resources department . It seems that Melissa – Kikizas is trying to invest on the personnel by applying practices regarding the human resource management . According to Schuler (1984) the key HRM practices include : staffing ,appraising, compensation ,training and development. These practices will be discussed in the following paragraphs.

With the hotel attractive atmosphere, a sophisticated design, is expected to make money, then it is invested, in order for this to happen the manager needs to lead their employees to maximize the potential their business may have.

A) The Human Resource (HR) unit has a challenge to allocate the older employees in suitable positions that is beneficial for both the hotel and the aging workforce. The HR unit also has to ensure that the hotel would maintain a good image and increases their productivity. There is also a need for the HR unit to create a supportive culture for the older workers in order to manage such diverse workforce.

Hotel industry Gurus are already thinking of ways to attract and retain qualified workers by increasing the pay scales and by reducing the long working hours. The top management is now devising constructive methods that will retain the existing workers by sponsoring education and creating attractive

Today we realize that organizations can fulfill the needs of the customers by providing then appropriate products and services and all this is possible only when the Human Resource of the company is taken case of. The Human resource

• Associates (Employees) Risk If Ionian Hotel Enterprises S.A. cannot attract and retain talented associates then business could suffer. Ionian Hotel Enterprises S.A. compete with other companies both within and outside of industry for talented personnel. If unable to recruit, train, develop, and retain sufficient numbers of talented associates, hotel could experience increased associate turnover, decreased guest satisfaction, low morale, inefficiency, or internal control failures, Insufficient numbers of talented associate could also limit the ability to grow and expand

Department of Tourism Management, Greek Open University, and Department of Business Administration, Athens Technological Institution, Athens, Greece

A standout amongst the best associations in the tourism industry is the "hotel", which is the principle dialog of the present exploration. Hotel chiefs assume the most essential part and obligation to the having so as to flourish of the hotel, the learning of how dealing with their human resources, or employees. In hotels, employees assume the most imperative part in light of the fact that the majority of the critical errands there are finished by the employees as these individuals are in direct connection with the visitors, so they can leave viable effects on the clients. No association can accomplish its objectives and goals, without individuals, Drucker, 1999 referred to in Jordan, (nd, p.3), states that "employees are viewed as a vital data for the generation of merchandise and conveyance of administrations" (Alawi, 2005, p. 225). So now this can be expressed that human resource administration is exceptionally fundamental because of the effects and parts that employees leave on the execution and accomplishment of the association. Mihaela, Daniela and Ionel,(2006, p. 54) contend that "human resource administration is the whole arrangement of exercises that spotlights on

Given the disadvantages outlined in the above previous paragraphs the resort and spa sector needs to consider strategies to increase employee engagement and reduce employee turnover. One such strategy as quoted in Murphy (2007) is Baskrsky (1996) concept called total quality management. The first principle of this approach is “to agree on the requirements of both guests (external customers) and staff (internal customers)”. To overcome the problems with poor employee relations the total quality management approach views both groups as symbiotic. The principles of this method of people management include; a culture of continual improvement, value adding at every level, creativity through development are encouraged and finally proactive not reactive to business problems. This viewpoint is significant to developing a good human resources strategy and should be considered for any hospitality business.