Task: Responsibilities and Performance Objectives
Human Resource Management refers to the process of managing the human resources of an organization like employees and staffs (Wilton 2016). There are some major functions of human resource management in a company; like to manage the staffing process; to manage employee compensation and benefits; to design the works and others. On the other hand, some other major functions of human resource management are to prepare the solutions of the work place problem; to formulate the time management strategies; to find out the effective tools for the solution of the problems and others. The main objective of this report is to analyze the various aspects of human resource management in respect of a business. After that, a human resource plan is developed based on the supply and demand of the service industry.
The human resource managers of hotels and restaurants must have some responsibilities and objectives to achieve the ultimate goals of the organization. The responsibilities of the mangers should match the mission and vision of the organization. However, there are some legal duties of the human resource managers that need to be performed by them. The objectives of the human resource managers are to set the professional standard of the jobs; to appraise the performance of the employees of the organization; and to contribute to the achievement of the organizational aims and goals. One of the best ways to appraise the jobs works of the employees is to make SWOT analysis on the employees. The human resource managers should take reviews from all the persons of the organization in order to measure the effectiveness of the human resource strategies. Based on that, the human resource managers should take steps for the improvement like to arrange various training and development programs and others. Another important job of human resource management is to measure the current quality of performance with the pre-set criteria so that the loopholes in the human resource management process can be identified and the authority can take remedial steps (Stone 2013).
A major responsibility of human resource management is to take steps to motivate the organizational people. In this aspect, the human resource management can use different kind of motivational theories like McClelland’s Theory of Human Motivation and others. The human resource management should be able to make effective strategies in order to enhance the performance of the organizational people. I order to solve the human resource related problems, the human resource management can take various strategies like SWOT analysis; GROW model analysis; mind mapping; brain storming and others. Another crucial responsibility as well as objective of human resource management is to build team and to establish a work friendly environment in the organization (Purce 2014). In this regard, the human resource management team can apply effective theories like Belbin theory, Tuckman theory, Bales theory and others. The development of the interpersonal skills is another objective of the human resource management. In this regard, the human resource managers need to analyze the problems and their micro and macro impacts on the organization as well as on the people of the organization. The human resource management should be able to establish proper communication strategies so that the smooth flow of information can be retained. These are the responsibilities and objectives of the human resource management of an organization (Delahaye 2015).
Development of Solution of Work-Based Problems
Service sector or service industry is one of the fastest growing industries in the world. Service sector refers to the sector where people involve in the production of services rather than goods. The existence of different kind of human resource related problems in the service sector can be seen. Thus it is necessary to develop the solutions of those problems. The most common work-based human resource problem is the recruitment and selection problems. It is important to recruit skilled employees for the smooth running of the businesses. In this regard, the human resource management should introduce some criteria which the candidates need to get the job like the educational qualification of the candidates, the past experience, extra skills and others. The next issue is to develop a work-friendly atmosphere at the workplace. There are certain factors that create diversion among the employees like cast, religion, qualification and others. The human resource management needs to apply different theories to establish a cordial ambiance at the workplace (Toth and Vigo 2014).
Another most crucial workplace issue is to comply with various rules and regulations. For example, if a hotel chain wants to expand its business in another country, then the organization needs to comply with a lot of rules and regulations of the other country. In this regard, the human resource management needs to carefully comply with all the rules and regulations of that country in order to avoid further trouble. Another growing workplace problem of service industry is lookism. As per this problem, the employees are more concerned about the looks and behaviors of the employers. This is purely a psychological factor. The human resource management should organize meetings with the employees and discuss with them the pros and cons of this activities. This step will help to eradicate this particular problem. Training and development is another workplace problem for service industries. The human resource management should properly identify the need of training and development and then take corrective steps accordingly. The health and safety related issues are crucial workplace issues. The human resource management should implement proper workplace health and safety related strategies for the protection of the organizational people. On the other hand, the human resource management should develop and implement strategies so that the discipline related workplace problems can be solved (Savery 2015).
Time is the most valuable resource for any business. There is no exception in case of the service industries. Hence, it is necessary for the human resource management to identify and develop the time management strategies in the service sector. The strategies are discussed below:
Time Management Strategies
Time Leadership Budget: Often organizations take haphazard steps towards the completion of the projects and initiatives of the company. This process takes more money and time from the organization. The human resource management should implement time leadership budget where all resources and time will be allocated on each project. This will help in both saving and managing time for the business (Goetsch and Davis 2014).
Organizational Change: At the time of making any organizational change, the human resource management should put attention to the time factor as any new project or change demands time from the management. Ineffective management of time can become a real constraint for the organizations. Hence, at the time of bringing any change, the human resource management should properly allocate time with it.
Measurement and Management of Time: It has been revealed in a study that the executives of any service company spend a lot of misappropriate amount of time in doing less important jobs. In this regard, it is important that the higher executives of the companies should allocate their valuable time in doing the most important jobs of the organization (Bowen et al. 2012).
Refine the Master Calendar: The human resource management of any service company needs to make out that what are the jobs which they need to stop doing. In this regard, the human resource management of the company should revise the calendar in such a way that the time is not wasted. The human resource management can make progress by make sure which activities are important; and then allocate time based on the analysis.
Administrative Support: Strong and high-quality support from the administrations helps to manage time of the organization. The administrative support from the top management like board of directors, CEOs, high level managers and others help to manage time in the organization. These are the major time management strategies in the service industry (Rigby and Bilodeau 2015).
There are certain methods and tools that help to solve various kinds of organizational problems. These tools and methods are discussed below:
Definition of the Problem: It is needed to define the problem as it states the difference between the current situation and the desired situation. After that, the desired situation needs to be stated in clear and concise words. This process gives a clear understanding of the problems (Hoon, Kee and Kamalu 2016).
Root Causes: It is needed to identify the root causes of the problems. In this regard, Fishbone diagram is an effective tool to identify the hidden causes of the problems (Reilly et al. 2014). After that, Brainstorming is used as a tool to generate large number of ideas.
Alternative Solutions: After the identification of the root causes of the problems, the alternative solutions are generated. Evaluation is not done in this step. The main aim of this step is to generate as many as possible alternative solutions so that the probability of getting the best solution can be enhanced.
Evaluation: The main objective of this step is to evaluate the alternative solution to get the best fit solution based on the nature of the problem. In this method, the general characteristics of the problems are matched with the characteristics of solutions (Griffin 2013).
Getting the Best One: After the completion of the previous step, the human resource management is left with the best possible solutions. There can be disagreement over the selection of the best solution. These disagreements are the effective tools to reach to the best solution of the problems.
Action Plan: The successful completion of the previous stage leads in the making of action plan. In this stage, it is determined that when, how and by whom the solutions will be implemented. After that, the job responsibilities are divided among the employees of the organization.
Implementation and Evaluation: This is the stage where the solutions are implemented. After the implementation, the solutions are implemented on a routine basis. Evaluation is necessary to measure the success of the implemented solutions (Unce.unr.edu 2016).
There are certain steps in the human resource planning of the hotel industry. The hotel industry of United Kingdom is taken to make the human resource plan.
Figure 1: Demand and Supply of Human Resources in United Kingdom
The main objective of human resource planning of hotel industry is to hire effective and skilled employees for the hotels. It can be seen from the above diagram that there is a fluctuation between the supply and demand of the employees in hotel industry. However, as per the above diagram, the supply of the employees was more than the demand; and the supply of the employee were less than demand in 2014. Looking at this trend, it can be said that there will be demand of employees in the near future. There are always job requirements in the hotel industry in UK. Hence, the plan of human resource management of hotel will be to hire skilled employees looking at the supply and demand trend (Akingbola 2013). Hiring is not the only aspect. The hotels need to arrange training and development programs for the new employees so that they can become more efficient and skilled (Bratton and Gold 2012).
Conclusion and Recommendation:
As per the above study, it can be understood that the human resource management is a vast area. There are certain responsibilities of the human resource managers like to appraise the jobs, to develop work friendly environment, to design and analysis the jobs and many others. It is crucial for the human resource managers to apply various problem solution tools like Fishbone methods, Brainstorming and other methods and to find out the optimal solution. It is the duty of the human resource manager to make effective time management strategies. After that, based on the supply and demand of employees in UK, a human resource plan is prepared.
Based on the above study, some recommendations are provided:
- It is recommended that the human resource management of the service industry should make effective strategies in terms of time management as time is the most important resource or an organization.
- It is recommended that the human resource planning should be done after the successful analysis of the demand and supply trend of human resources. Otherwise, the human resource planning will not be as effective as expected.
- It is suggested that the necessary tools and methods need to be considered at the time of finding the solution of the work-based problems.
- It recommended that there should be proper and effective training and development programs for the new hired employees. Training and development programs are needed to make the employees more efficient towards the jobs of the organization.
These are the necessary recommendations that are made based on the above study.
References:
Akingbola, K., 2013. A model of strategic nonprofit human resource management. Voluntas: International Journal of Voluntary and Nonprofit Organizations, 24(1), pp.214-240.
Bowen, P.A., Cattel, K.S., Hall, K.A., Edwards, P.J. and Pearl, R.G., 2012. Perceptions of time, cost and quality management on building projects. Construction Economics and Building, 2(2), pp.48-56.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Delahaye, B., 2015. Human resource development. Tilde Publishing.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. pearson.
Griffin, R.W., 2013. Fundamentals of management. Cengage Learning.
Hoon, T.S., Kee, K.L. and Kamalu, N.S.M., 2016. Self-Management Strategies in a Student-Driven Learning Environment. Student-Driven Learning Strategies for the 21st Century Classroom, p.62
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Reilly, J.B., Myers, J.S., Salvador, D. and Trowbridge, R.L., 2014. Use of a novel, modified fishbone diagram to analyze diagnostic errors. Diagnosis, 1(2), pp.167-171.
Rigby, D. and Bilodeau, B., 2015. Management tools & trends 2015. London, Bain & Company.
Savery, J.R., 2015. Overview of problem-based learning: Definitions and distinctions. Essential readings in problem-based learning: Exploring and extending the legacy of Howard S. Barrows, pp.5-15.
Stone, R.J., 2013. Managing human resources. John Wiley and Sons.
Toth, P. and Vigo, D. eds., 2014. Vehicle routing: problems, methods, and applications (Vol. 18). Siam.
unce.unr.edu. (2016). publications/files/cd/other/fs9726.pdf. [online] Available at: https://www.unce.unr.edu/publications/files/cd/other/fs9726.pdf [Accessed 5 Dec. 2016].
Wilton, N., 2016. An introduction to human resource management. Sage.
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