Within Human Resources there are various things that affect the hospitality industry. This case study situation is between two male friends that work in the hospitality industry. Felix is the Director of Housekeeping at a local resort and Pedro is the Dining Room manager in a local hotel. Each facility has a different perspective on the appropriate way to use their Human Resources departments they even went as far as to say “it’s hard to believe that are employers are in the same basic business, and hire the same types of people, and yet their philosophies about human resources are so different” (Hayes & Ninemeier, 2009).
At the company Felix works for there are staff members that are just at work to collect a paycheck rather than caring about the company and its other staff members. When they are hiring they post jobs with misleading job descriptions, which in turn leads to a high turnover rate. When it is time for an employee’s appraisal the company focuses on the not so good things an employee has done rather that the good things or how to improve.
At the establishment that Pedro works at they have an entirely different philosophy. His employer was described as the “employer of choice” (Hayes & Ninemeier, 2009). Meaning that people wanted to work for the company that Pedro worked for. The company had employees that wanted to be at work, therefore their turnover rate was very low.
Both Felix and Pedro questioned why Felix’s place of employment did not have concerns about the way it was being staffed. However, when they realized that there would be a new hotel coming to town they knew that the way that the Human Resource department in Felix’s place of employment would have to chance or risk losing its employees to the new hotel.
Discussion of Dimension I
The Human Resource department is almost non-existent at Felix’s place of employment. The corporate culture of the organization is to ignore Human resources. The only task that they seem to be completing is posting available jobs, and they are not necessarily doing that correctly. It has been said that the Human Resource Department at the company Felix works for does not post accurate job descriptions; therefore the company creates a miscommunication at the start. This could lead to both under and over qualified applicants coming in to interview for a position that is not right for them. Another issue that the Human Resources department creates is an under trained workforce. There is not a dedicated trainer or training program to make sure new hires are properly trained so they can be successful. The training Felix’s company was giving newly hired employees we based on whatever time was available. This leads to inconsistent training and employees with different work standards. If the company happens to hire an employee they do not get the training that they need to be successful which could lead to voluntary and involuntary turnover. When it come to employee appraisals Felix’s employer focuses on the errors an individual has mad rather than the positive or needs improvement areas. To keep employees motivated they need to hear that they are doing things well, and what areas they need some help in, focusing on negative things will not help the employee do better. In most cases it will make the employee become less motivated and less productive. The appraisal should be a combination of good and bad with more emphasis on how to make the employee a more productive and motivated worker. The top managers at Felix’s company do not focus on the Human Resources. Not being a Human Resource focused company makes the individual managers responsible for the training, and motivation of their employees. Doing this means that the managers are more focused on their individual goals rather than the goals that they should have for their departments and the company. If the department managers are unwilling to work the newly hired employees they will not...
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