Staff Demographic Segmentation
The term management of workforce planning has been considered as the set of the procedures and mechanisms which can be adopted or implemented by the business organization for the maintenance of the most potential workforce within the business corporation. This approach of maintaining will lead to long term success and growth for the business entity. Moreover, work-force planning has been further segmented into two broader concepts that are operational and strategic. Planning workforce has been considered as a continuous concept of identification and also analysis of what an organization is the needs and requirements of the entity in terms of size, nature, knowledge and interaction skills which are used in by the workforce in attaining the organizational goals (Dholakiya, 2017). This planning process aids the business organization in a number of areas, for instance, the business entity will be getting a clear prediction about the type of workforce required by the business corporation and also this approach supports the number of managerial activities and functionalities. The below-executed analysis has been made focusing on the Meadow Country Retreat which is a luxury style boutique hotel and also on the workforce planning for the hotel.
The staff profile for food and beverages in Meadow country retreat hotel has been segmented on the basis of the various segments. The below is the identification of the staff profile on the basis of the various demographics and categories:
Sex: This demographic identifies the gender of the employee employed in the post. Moreover, the designation of the profile decides the type of gender is required to be employed. For instance, male employees are preferred more for the night shifts operations and female employees will be given priority for the reception areas as compared to the male employees. In this case, the hotel staff has been segmented on the basis of the sex for the different designations.
Age: In this segment, the age is the criteria which are related to the experience and also the knowledge for the profile. For instance, the manager .i.e. Justine Amold who is 58 years old has been designated due to her knowledge and the experience in the profile.
Length of service: The term has been considered as the length of time an employee’s stays with the organization. In the mentioned scenario it has been observed that the length of service has been identified on the basis of the designation or the post on which they are employed. For instance, Justine Amold who is a manager has been working since the year 2011 whereas, AI Bowen is the head waiter has been working since 2013.
Labor Demand Issues
Level of education: This concept identifies the level of qualification and the set of skills possessed by a specific individual within the organization (Armstrong and Taylor, 2014). The post of the employee also depends on the level of education he or she has. For instance, Justine Amold, have the degree in management and is also a qualified chief and hence has been designated at the post of manager whereas, Robin sykes, who do not have any such qualifications but is good at following directions and that’s why has been appointed as a waiter.
Ethnicity and cultural background: This segment has been identified on the basis of the variables such as the cultural heritage, origin myth, dialects etc.
Labor demand refers to the working hours for which an employee or labor is hired and the distinct variables which will be faced by the employer such as wage rate, a unit cost of capital etc. The labor demand issues are the problems which can be faced by the business corporation during the process of workforce planning. The below mentioned are the four issues which can be faced by Meadow country retreat:
Wage rate: A wage rate can be determined by an increase or decrease in the demand and supply of the labor. An increase in demand or decrease in supply will show a rise in the wage rates and an increase in supply and reduction in demand dictates the low wage rate (Goetsch and Davis, 2014). Meadow country retreat can face an issue if there is an increase in supply and decrease in demand then the entity will have to pay more wages.
The selling price of output: This variable is directly linked to the wage rates and the demand and supply of the labor in the organization. If the business organization is paying a high wage rate to the labors then the entity will be experiencing an automatic rise in the output which are to be sold. As the cost of the labor increase, the operational cost and the same gets added to the cost of the finished product.
Low retention of the workforce: In case, Meadow is facing an increase in supply and reduction in demand and the same will tend the entity to lower down the wage rate (Coombs, 2014). A low wage rate will be developing a feeling of demotivation among the workforce. And this will result in low retaining of the employees.
Forecasting of Staff Members
Working hours: The working hours of the labor should be fixed on the basis of the wage rate they are offered and if not done so it can come up as a problem for the employer.
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Staff for dining area |
· Head Waiter: 4 (Each handling a team of 3 Waiters) · Waiter: 8 · Waitress: 4 · Busser: 4 · Security: 2 · Drive Thru-operator: 4 · Host: 2 |
The below mentioned are the skills which are required to be possessed by the staff for an evening function held at Meadow country retreat:
Drive Thru-operators:
- Calm and cool under pressure
- Cash handling skills
- Excellent people skills
Waiter and Waitress:
- Communication skills
- Excellent memory power
- Work with effectiveness and speed
Busser:
- Work with ease and calmness under pressure
- Ability to work quickly and effectively
Head Waiter:
- Excellent leading skills
- A good sense of maintenance and managing
Host:
- Highly organized
- Excellent communication skills
- A high patience level
The above research for the forecast has been conducted by reviewing the past experiences and records of Meadow country retreat (webstaurantstore 2017). These are the internal resources which have been utilized for conducting the forecast. Moreover, the external sources such as some books and journals over the related concept have been referred.
The concept of the labor supply determines the actual working hours which a labor wish to work for and that too at the given real wage rate. This can be presented with the help of a supply curve, which represents hypothetical wage rates and the amount the employer is ready to labor which an individual is wishing to supply at the offered wage rate. The below mentioned are the issues of labor supply:
- Remuneration more intricate than a straight-time wage every hour worked. Pay is organized to influence efficiency (an expensive hosting staff for attending the prime customers) (unionstats.gsu 2017). There are such things as piece rates, commissions, rewards, benefit sharing, and so on. The standard model takes profitability/exertion as given, yet in true exertion shifts with the level and structures of pay.
- The determination of the working hours is done jointly by employees and employers. The workers are allowed partly to choose the working hours and time. Employers are held responsible for coordinating the working hours and the shifts as productivity varies with scheduling and hours, whereas demand varies with time sessions etc.
- Wage constraints are not required to be easy and linear: Due to this an important share of compensation is benefited but most of the time they are not measured and are also not proportional to the working hours. Wages vary with the working hours and this is possible in case of the hourly workers. Whereas, earnings do not vary with the hours of the salaried labors.
- Wage constraints do not start at origin: A pressure is developed due to the non-earning shifts and is difficult to measure.
The below mentioned are the strategies for sourcing the skilled labor for Meadow country retreat:
Rising pay: Monetary terms are considered as one of the factors, which motivates the labors and make them more dedicated towards their work (Schwartz 2016). So making the rise in the pay scale can be considered as a strategy which can be utilized by the business corporation for sourcing the skilled labors.
Social media: Meadow country retreat should make use of the social medium as a platform or sourcing the skilled labors. Social media is not only a powerful tool but also highly effective for recruiting the same. Using this tool will be proven beneficial for the business entity as this platform has been widely used by a huge number of audience.
Hold an open interview day: Holding an open interview day on the weekend or a job fest will be proven a quicker way and will also boost the hiring process. This can also be considered as one of the strategies in sourcing the skilled labors.
Incentive employee referrals: Incentives and referrals bonuses can be considered a great way to incentivize the existing employees for finding skilled and new labor.
Ensuring diverse workforce
- Advertising and promotional campaigns so as to develop and create awareness about Meadow country retreat (Schachter 2013)
- Recruitment and promotion of diverse pools of individuals should be done
Sourcing skilled diverse labor
- Creating awareness through social media and advertising campaigns
- Incentives and referrals bonuses to the existing workforce
Retaining skilled and diverse staff to reduce staff turnover
- Investment should be focused on the training sessions to be provided to the workforce
Managing the cross cultural differences of staff
- Meadow country retreat should start opening operations to differing cultures and lifestyles
- Open communication should be promoted within the organizational structure
In the limelight of the above-executed analysis, it has been concluded that Meadow country retreat is a luxury style boutique hotel and the above report has been conducted for planning and managing the workforce for business operations. The analysis has been segmented in various divisions and which are presented as follows. The division includes the demographic segmentation of the staff which is currently employed in the organization. The next is the labor demand issues which will be faced by the business entity and the same are impacting the workforce planning process. Moreover, a data has been presented which includes a forecasting of the number and type of staff. After that, the identification of the issues related to the labor supply has been described and also the strategies which can be employed for sourcing the skilled labor. The last part includes the recommendations which should be implemented.
References
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Coombs, W.T., 2014. Ongoing crisis communication: Planning, managing, and responding. Sage Publications.
Dholakiya, P, 2017, 3 Tips for managing cross-cultural a workforce, Assessed on 31st August 2017, https://www.entrepreneur.com/article/288796.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Schachter, H, 2013, Eight tips to increase diversity, Assessed on 31st August 2017, https://beta.theglobeandmail.com/report-on-business/careers/management/eight-tips-to-increase-diversity/article14707577/?ref=https://www.theglobeandmail.com&.
Schwartz, K, 2016, How to find skilled workers during a labor shortage, Assessed on 31st August 2017, https://www.craftforce.com/qualified-skilled-workers-today/.
unionstats.gsu, 2017, labor supply issues, Assessed on 31st August 2017, https://unionstats.gsu.edu/8220/Hirsch_Labor-supply-problems_8220.pdf.
webstaurantstore, 2017, The essential guide to restaurant positions and job descriptions, Assessed on 31st August 2017, https://www.webstaurantstore.com/article/120/restaurant-positions-and-job-descriptions.html.
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