From this research it is clear that labor costs need to be matched with production and individual employee output by maintaining efficiency among employees and the value they add to the organizations. The department responsible for managing the human resource therefore needs to ensure that it streamlines labor costs and output. Human resources managers have the mandate of controlling service provision to customers, as well as the whole feeling of an entire hotel through its labor force. Labor costs in the hotel industry have been significantly high, considering the fluctuations in customer needs. The human resource functions seek to develop effective and appropriate measures to control labor costs through gathering the necessary information. Human resource decision-making therefore relies on the reporting and accumulation of relevant information about labor costs, which are necessary for productivity. However, assessment of labor costs and productivity need to include both qualitative and quantitative information. With regards to quantitative terms such as customer to labor ratios, the human resource managers may have an insight of lower payroll overheads in case the number of customers served per unit labor is increasing. Higher customer per labor ratio may be an indication that more labor is essential if service provision efficiencies are to be provided. Quantitative aspects are critical in assisting human resource managers to strike a balance and even an improvement between labor costs incurred and output. However, qualitative measures are also equally important and need to place much emphasis, since this may negate the quantitative benefits. Quantitative insights of labor costs and their output can be generally arrived at by using common sense, observing employee customer relations, and asking questions to customers. Poor quality services from the labor force are equally harmful to an organization’s profitability, where the organization loses clients to its competitors due to customers’ dissatisfaction from poor quality services. It is important to note that customer dissatisfaction may not only arise from employee job dissatisfaction and turnover, but also from more complex points of view that includes needs, fears, and feelings of employees. Hotels often place much emphasis on retention of employees to solve quantitative problems. The needs of employees need to be given much appreciation and respect, if customer satisfaction is to be achieved, rather than just retaining employees who are unable to keep up with qualitative considerations. Managerial staff should seek to establish effective and efficient communication to subordinates through the human resource department, which best understands the complexities involved between employees and their work performance. Employees should be well conversant with organization’
The researcher of this essay aims to analyze the hotel human resource department. The human resource department is among the most important functional units of an organization and more importantly, in labor-intensive service industries such as the hotel industry. …
With the overtly and rapid growth of technology, Human Resource Department (HRD) was introduced with the sole purpose of controlling the continued mismanagements. Despite the fact that scholars, policymakers, and business people received it with mixed reactions, the department has gone miles ahead in curbing the problem.
The Chartered Institute of Personnel and Development (CIPD) is a professional institution working for the development of the human resource. It is originally from Europe but it is well known all across the world. The 135,000 members basically work to enhance the talent of those working and responsible for the human resource in the organizations.
This behavior is further supported by the strident media, which holds the minorities and migrants responsible for ruining British culture, values and tarnishing its image across the globe. Among many other calamities, this has resulted in increasingly strict immigration conditions.
The staff strength has grown to 170 but they do not have any HR department in place. This has a negative impact on the organization. In particular, the top management remains under stress as they have the added responsibility to take care of HR
locating staff to the different project activities, getting the fuelling and travel bills cleared on day to day basis, allocating transport to the staff as required for distant sites, and providing the staff with daily training upon the instructions of the project manager.
in managing the company’s financial status rather than focusing on costs alone, improve management processes, tools, and managers so that current workforce produces more output at a higher quality. Hence the goal of the changes in compensation program is reducing the labor
In recent years employees tend to change jobs every few years, rather than have a chronological growth with one company throughout their employment life, as was once the case in the baby boomer generation. To add to that, employees are looking for companies that offer
Workforce is indeed the most important asset of an organization. As the workers spend time with a certain company, they are educated and trained so that they not only understand and endorse the organizational
RIU Hotels and Resorts is a family business for the Riu family, which was founded in 1953. Its first location was in Mallorca in Spain but it currently has 102 hotels, which are located in 16 countries.
12 pages (3000 words)Research Paper
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