The Human

Resource
Department
One of the most important department of any hotel
staff is human resources
management. There are several different areas in which
human resources
management is very important.

One of these areas is for newly hired employees. That

employees that are hired in a
hotel can really alter the quality of service and the
whole atmosphere of the hotel.
Retention of employees is another large problem in the
hotel service business. Since
so many of the employees do not have hotel work as
their ending career goals,
many of them only work in a hotel for a short amount of
time. Other employees may
have to be let go because of poor work ethics or other
issues. Managers can provide
good training and incentive programs that will cause
employees to stay longer at the
hotel. Having a clear progression plan to advance to
higher levels of service will also
cause employees to stick around much longer.
The issue of employee progression and promotion is
also another large issue for the
hotel industry. The importance of human resources
management for hotels is proven
in this area. Hotels which provide ways for employees
to advance in position, or that
provide training for employees so that they can gain
skills necessary for an
advanced position are very important to the retention
rate of the employees.
The importance of human resource management for
hotels is also important in the
area of employee services. If the employee know they
can come to the human
resource manager whenever they had a problem or
issue then it is easier for them to
work in good conscience. Many human resource
departments implement different
games and activities to make the work environment
interesting and fun for the
employees. There are many different services that a
human resource manager can
think of to help employee morale.
The human resource (human capital) department has
staff relationship with other
department/managers in the total organization. Human
Resource Department also
performs various functions of employment, training and
development. It represents
management in many of the relationships that affect
the organization as a whole.
As a Source of help:

In certain situations, experienced human resource managers

assume line responsibility for personal matters. Human
Resource managers should learn the reputation and
confidence of line managers being source of help rather than
a source of threat to line managers. Staff assistance is likely
to be effective when it is wanted rather than imposed.
As a Change Agent
Human resource manager should work as an enabler and
change agent regarding personnel areas and he should be
familiar with different discipline like management,
technology, sociology, psychology and organizational
behavior as organizational adaptability, viability and
development are dependent on the human resources
development.
As a Controller

Nevertheless, it is still true that effective personnel

executives advise on policies that help managers in
implementing their programs and provide service ad exercise
the monitoring and control functions sparingly.
As other managers the manager personnel is also a line
manager in relation to
subordinates within the personnel department. Human
resource manager is
responsible for the success or failure of his department
in contributing to the
organizational goals and to the operations of personnel
manager at a divisional and
branch levels.
As the Chief of the Human Resource Department the
Human Resource Manager
has to get effective results with cooperation of all the
employees working the
department by showing the validity of the concept of
the teamwork. The success of
the human resource department should bemeasured in
terms of its contributions to
the personnel programs.
Human resource is exactly it says: resource for humans
– within the workplace. Its
main objective is to meet the organizational needs of
the company it represents and
the needs of the people hired by that company.
Employee Training & Development: As a company and
the requirements of a
position evolve, a company needs to take certain
measures to ensure a highly skilled
workforce is in place. The HR department oversees the
skills development of
company’s workforce, acting as in-house training center
to coordinate training
programs either on site, off site, or in the field. This
might include ongoing company
training, outside training seminars, or even college, in
which case an employee will
receive tuition reimbursement upon earning a passing
grade.
Employee Compensation
Benefits
This covers salaries, bonuses, vacation pay, sick leave
pay, Worker's compensation, and insurance policies
such as medical, dental, life, and 401k. The HR
department is responsible for developing and
administering a benefits
compensation system that serves as an incentive to
ensure the recruitment and detainment of top talent
that will stay on with the company. When an employee
is hired, the company's Benefits Coordinator is required
to meet with employees one-on-one or in small group
settings to explain their benefits package. This often
requires an employee to make an informed decision
and to provide their signature for processing purposes.
Employee Relations
With the increased in unethical practices and
misbehaviors taking place in today's workplace such as
age, gender, race, and religion discrimination and
sexual harassment, there needs to be mandatory
compliance with governing rules and regulations to
ensure fair treatment of employees. In short,
employees need to know they have a place to turn
when a supervisor abuses his or her authority. Whether
corporate or union, the HR department will get involved
to act as a liaison between legal entities, regulatory
agencies such as human rights, supervisors, and
employees to properly address and resolve at hand.
HRIS
The Human Resource Information Systems
(HRIS) keeps track of the vast amount of data,
planning, tracking costs, monitoring and
evaluating productivity levels, and the storing
and processing of employee records such as
payroll, benefits, and personal files.
Thank you, Ga.