Customer center

We are a boutique essay service, not a mass production custom writing factory. Let us create a perfect paper for you today!

Example research essay topic: Human Resource Management Order To Achieve - 2,127 words

NOTE: Free essay sample provided on this page should be used for references or sample purposes only. The sample essay is available to anyone, so any direct quoting without mentioning the source will be considered plagiarism by schools, colleges and universities that use plagiarism detection software. To get a completely brand-new, plagiarism-free essay, please use our essay writing service.
One click instant price quote

... hours and employ fewer staff. Ownership: It may affect recruitment (staffing) by its influence on the scale of operation and through the owners altitude to hotel keeping. Group-owned hotels tend to be larger and more standardized than the independent hotels, which tend to be more individualistic. Age and layout of the buildings: Affects the efficiency of hotel operations and therefore the staffing levels.

Modern purpose built hotels with a view to ease and economy of operation can operate with fewer staff than older hotels, which are more difficult and expensive to operate. Range and type of facilities: They influence the number and type of staff required to provide them. The greater the variety of food and beverage facilities and of other guest services within the hotel, the greater the staffing requirements. Quality of staff: It has a bearing on the output and therefore on the number of staff required to provide a particular volume and standard of hotel facilities and services. This is a matter of altitude, motivation and training.

Organization: It influences the staffing of the hotels through the divisions of tasks and responsibilities, the extent of use of labour saving equipment, techniques and procedures, and the extent of which specialist contractors and suppliers are used for a particular hotel requirement. Increase of demand, annually, weekly and during day, given rise to annual, weekly and daily fluctuation in staffing requirements which can be met to a varying extent by the employment of temporally, casual and part time staff. Some companies use recruiting yield pyramid to calculate the number of applicants they must generate to hire the required number of employees. In the figure below, the company knows its needs so new entry-level clefs next year. From experiences the firm also knows the ratio of offer made to actual hires is 2 to 1; about half the people to whom it makes offers accept them.

Similarly the firm knows that the ratio of candidates interviewed to offers made is 3 to 2, while the ratio of candidates invited for interviews to candidates actually interview is about 4 to 3. Finally the firm knows that of six reads that come in from all its recruitment efforts, only one applicant typically gets an interview 6 to 1 ratio. (Source: Human Resource Management, G. Dealer, Ninth edition, Pearson Education, Inc, New Jersey. ) From the above, the firm generated 1, 200 candidates, 200 viable candidates attended interview. The firm interviews 150 of those invited and from these 100 will make offers. Out of the 100 offers, about 50 will accept. Selection refers to identifying the suitable candidates from among those who applied to join the organization.

The following are the tools and techniques used for selection: - Preliminary interviews: Is conducted by a special interviewer and the employment office. It is a process in which the interviewer compares the applicants qualifications with the job requirements. Application blanks: Application blanks are meant to secure desired factual information from an application in a format convenient for evaluating the applicants qualification. They set out the information in a standardized format. Selection interview: It includes questions designed to tests achievement or aptitude and is at present the most commonly used method of personality assessment. Psychometric / Employment tests: A psychometric test is used to refer to tests of personality, motivation and psychological make-up.

It entails the following; Aptitude or intelligence test Work sample/ performance / achievement tests Personality tests Physical and medical examination: Is conducted to determine whether a candidate is medically fit for certain type of jobs which may require unusual stamina, strength or tolerance of working conditions. Assessment centre: They consists of a standardize evaluation of behavior based on multiple evaluations including; job related, simulations, interviews and / or psychological tests. Assessment centre refers to a controlled environment used to predict the problem, managerial success of individuals mainly on the basis of evaluation of their behavior in a variety of simulated situations. References of background investigation: This may include verification from past teachers, employees or public people and even police verification. Final selection and approval by the manager concerned: Here the manager concerned approvals the appointment of the person and conditions of employment and reporting date is sent to the qualified candidate. Training refers to methods used to give new or present employees the skills they need to perform their jobs.

As one trainer puts it we dont just concentrate on the traditional training objectives any more. We sit down with management and help them identify strategic goals and objectives and the skills and knowledge needed to achieve them. Then we work together to identify whether our staff has the skills and knowledge, and when they dont thats when we discuss training need 4 (C. Ellis and S.

Gate A seat at the table/ Training March 2001, PP 90 - 96) The training division of the department aims to contribute to: Improving employees knowledge, skills and altitudes to work. Increasing input and sales. Improving recruitment. Increasing employees loyalty. Improving the image of the company in the outside world Reducing breakages, waste of materials and misuse of equipments Reducing absenteeism Reducing labour turnover. Reducing stress on management.

Figure 1: Organization of training function in a group of hotels. Source: Food and beverage service, A. Cousins, seventh edition, 2001. Role of training division In order to achieve its aims, the training division has the following main functions: - To formulate a training policy for the approval of the general manger and the board and to report regularly to them on income and expenditure. To identify quantitatively and qualitatively the training requirements for all grades and categories of employees and keep them under review.

To establish and operate induction, orientation, refresher and other appropriate course for different grades and categories of company employees. To motivate all necessary procedures for training within the company. To represent the company in all matters concerned with training both within and outside the company and advice general manager and board on all such matters. 5) Job evaluation, conditions of employment and welfare of employees: It is the function of HR department to carry out job evaluation in the organization. This is done in order to determine the areas, which are not performing well so that they can be able to train them.

It is also done to determine the workload of an organization and the need to add more staff in the understaffed and reduced human labour where there is over-staffing. Job evaluation is done towards increasing productivity. It is through job evaluation that the organization is able to determine whether there is any training needed for the employees in a particular department. The conditions of employment should be clear and favorable to the employee depending on the terms of employment. The employees are entitled to be paid. The employees should be paid directly or through his bank account in goods time.

Payment of wages shall be made on a working day, during working hours at or near the place of employment. The employee may recover any balance due to him from an employees salary. The wages of employees shall be cleared due; For casual employees at the end of the day For someone employed for a period more than a day but not exceeding one month, at the end of the period. For someone employed for a period exceeding one month, at the end of each month. For someone employed for an identified period on a journey, at the expiry of each month, or on completion of the journey. Where an employee is summarily dismissed for lawful; cause, he shall be paid on dismissal all moneys, allowances and benefits due to him up to the date of his dismissal.

Upon termination of a contract the employer must ensure the employee is paid the entire amount of wages earned and payable to him and also the allowances due. No wages will be paid to the employee in respect to of a period during which he is detained or serving a sentence imposed under the law. 6). Promotion, termination and retirement of employment The HR department should train the employees and after training they should promote the employees. Promotion should be based on work performances, skills and experience.

While promoting the HR should be fair to all employees without favoring anybody. Termination of employees should be based on the terms of services of an employee. Where the contract is to pay wages daily, it can be terminable by either party at the close of any day, without notice. Where the contract is where wages are paid periodically, at intervals of less than one month, a contract terminable by either party at the end of period next following the giving notice in writing.

Where a contract to pay wages or salaries periodically at intervals of or not exceeding none month, a contract terminable by either party at the end of the period of 28 days next following the giving of notice in writing. Each party only terminate the contract without notice upon payment to the other party of the wages or salary, which have been earned by the other party in respect of the period of notice required to be given. Retirement can be voluntary before the specified period or upon attaining the mandatory retirement period. Once an employed has retired either voluntary or upon attaining the mandatory retirement age he should be paid all his benefits occurring from the date of employment and any other benefits due to him after retirement. 7. Employee condition, negotiation and handling of disputes: - It is the function of the department to consult employees on various issues regarding their work and more especially, along their time of professionalism. This will assist the management to acquired new methods and skills of tackling issues.

Consultation is necessary because it solves or finds issues, which might are impending. Further HR function in an organization should be involved in negotiation. There are various issues which need negotiation. For instance issues related to salaries, welfare of employees, working conditions etc.

The HR department has a role of entering into negotiation with the employees so that they can be able to sort out any problem arising before the workers can result to strikes or any other action. Negotiations should involve all representatives of employees and other interested parties. Another function is to handle disputes in an organization. It is a known fact HR department is a disturbance handler 5 (Dynamics of Management, P. Sagimo, 1 st edition 2002. ) This is so because all disputes arising in the organization are from employees who are under HR.

department. Therefore the HR department should be ready to handle such issues amicably without victimizing anyone unnecessary. The disputes might be between employees themselves or between management. Whichever the dispute the HR department should handle such disputes. The HR manger should be one who listens to problems or disputes and who cancels. 8 Summary/ Conclusion To conclude Human resources function is essential to any organization.

It is this function that endeavors to increase productivity to the organization through training of employees in order to achieve their set goals or objectives. This function should be therefore maintained well. Human labour if well managed appreciates in value. Human resource in hospitality management plays an important role. There should be enough staff in this industry so as to cater for the interest of the customers. In this regard recruitment of staff should be done in such a way that there is enough staff and trained to meet the expected targets.

Human resource should ensure the staff has good customer relation since this industry deals with customers directly. It should also ensure that there is a hygienic and comfortable environment where one feeds at home. In order to achieve its set objectives HR department should hire enough staff. This staff can be determined by the following factors: Size of the hotel Location of the hotel Number of customers Infrastructure system available Services offered Quality of staff Ownership Age and layout of the building All said and done leads to achieving the best and meeting the targets of the industry and workers at large by increasing productivity.

Bibliography Human resource management international digest: ISSN: 0967 - 0734, 2006 - 11 - 10 Developing and assessing professional and managerial competence, G. M. McEvoy, J. C Hilton, volume 45, issue 3, Autumn 2006 - 11 - 10 Human resource management, R. March ington, Blackwell publishing, 2006. The journal of Human resource, university of Wisconsin press, August, 2006.

Human resource at work people management and development, 3 rd edition, ISBN: 1843980622, February 2005. Human resource management, strategic approach, K. M. Kacmar, W.

P. Anthony, 2004. Human resource journal, IPM (K), quarterly 2006.


Free research essays on topics related to: job evaluation, order to achieve, human resource management, hr department, conditions of employment

Research essay sample on Human Resource Management Order To Achieve

Writing service prices per page

  • $18.85 - in 14 days
  • $19.95 - in 3 days
  • $23.95 - within 48 hours
  • $26.95 - within 24 hours
  • $29.95 - within 12 hours
  • $34.95 - within 6 hours
  • $39.95 - within 3 hours
  • Calculate total price

Our guarantee

  • 100% money back guarantee
  • plagiarism-free authentic works
  • completely confidential service
  • timely revisions until completely satisfied
  • 24/7 customer support
  • payments protected by PayPal

Secure payment

With EssayChief you get

  • Strict plagiarism detection regulations
  • 300+ words per page
  • Times New Roman font 12 pts, double-spaced
  • FREE abstract, outline, bibliography
  • Money back guarantee for missed deadline
  • Round-the-clock customer support
  • Complete anonymity of all our clients
  • Custom essays
  • Writing service

EssayChief can handle your

  • essays, term papers
  • book and movie reports
  • Power Point presentations
  • annotated bibliographies
  • theses, dissertations
  • exam preparations
  • editing and proofreading of your texts
  • academic ghostwriting of any kind

Free essay samples

Browse essays by topic:

Stay with EssayChief! We offer 10% discount to all our return customers. Once you place your order you will receive an email with the password. You can use this password for unlimited period and you can share it with your friends!

Academic ghostwriting

About us

© 2002-2024 EssayChief.com