Assessing Human Resource Management Within The Hotel Industry Tourism Essay

Assessing Human Resource Management Within The Hotel Industry Tourism Essay An important part of all the organizations is Human Resource Management. Human resources can be counted in one of the most valuable assets for a company. It is very necessary that human resource management runs smoothly for the benefit of the organization. In order to gain competitive power for the hotel, human resource management is an elementary issue. Human resource management can be regarded as the foundation for the hotel to acquire competitive advantage. Honoring the employees through effective communication, training programs for the employees and benefit programs is what effective hospitality management is all about. Human resource management and effective hospitality management is the corner stone of successful business in hospitality industry. The Human Resources Management (HRM) function includes a variety of activities, and key among them is deciding what staffing needs you have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing with performance issues, and ensuring your personnel and management practices conform to various regulations. Activities also include managing your approach to employee benefits and compensation, employee records and personnel policies. In todays quality-driven, empowered, hospitality workplace, practices that encourage greater employee performance must become integrated into the way a hotel, restaurant, resort, or any other form of hospitality service organization does business. Getting it right the first time (one of the sacred tenets of total quality management) can only be achieved in the hospitality industry through a motivated, empowered, and trained team. At times guest problems are not foreseen; therefore, employees have to feel empowered to correct a problem on the spot. In a service business, you cant have a rigid set of rules. It is possible to have guidelines, but people must be allowed the freedom to make different interpretations. A mature, well-trained hospitality team is capable of making better quality decisions than a single individual. The use of a team approach improves the overall quality of decision making, and the level of commitment to the team becomes much higher. When team members share the process of problem solving and decision making, they are more likely to become owners of the organizations plans, and to do everything possible to transform the plans into reality. Collective wisdom is virtually always superior to individual wisdom. what are the staffing issues for hotels ? i m writing u the case study which is have it. please give me a solution about staffing issues. The Courthouse Hotel is a large, privately owned establishment located in the centre of a large city. Once the major hotel in the city, it has in recent years struggled to maintain profit margins in the face of competition from three new hotels operated by well-known national and international chains. The Courthouse maintains a three-star standard of service, competing primarily on the basis of cost. Its prices are therefore kept considerably lower than those charged in the newer hotels, while the range and quality of food and accommodation are also of a lower standard. The hotel has 150 bedrooms, a bar, a carvery style restaurant, and a function room which is used for private dinners and business meetings. There are no large-scale banqueting facilities, no porters and no room service. While there are one or two part-time members of staff, 95% are employed on full-time permanent contracts. With the exception of a few senior managers, administrators and night workers, the staff work either early or late shifts (ie 6.30-3.30 or 3.00-11.00). Because the vast majority of the hotels guests are business people staying on week-nights, staff are required to work only one weekend in every four. Three months ago a well-known businessman purchased the hotel with a number of interests in the city. He has decided to change the business strategy by moving the hotel up-market to a four star standard and offering a wider range of services. A major refurbishment is planned, together with the opening of a new banqueting suite, an à   la carte restaurant, a leisure club, a full portering service and extensive lounge / room service operation. In staffing terms there is a need to improve the interpersonal skills of staff and to raise general standards of customer service by a substantial margin. The rationale for these developments is the impending opening of a new convention center a short walk away from the hotel. From January next year it is expected that the volume of trade will increase by 60 per cent, provided the Courthouse can raise its standards to those expected of a wealthier and more international clientele. The problem, from a people management perspective, is the likely erratic nature of business patterns once the convention centre opens. Periods of several weeks will go by with relatively little occurring in the centre, punctuated by shorter periods of frenetic activity when major conferences, exhibitions, concerts and sporting events take place. A more specific opportunity presents itself next summer, when as part of a bid to publicise the citys new convention centre, the government has announced that it will be hosting a major intergovernmental conference in the city. For the duration of this event each hotel will house a particular delegation, with the Courthouse being allocated to the Germans. This means that the entire hotel will be taken over by the German Chancellor, other senior German politicians, advisers, civil servants and 75 accredited journalists for a week next summer. During that period there will be a heavy security operation in the hotel. It will also have to host several press conferences and a series of breakfast meetings at which the Chancellor will meet other world leaders. In addition, it will have to maintain a far higher standard of cuisine and service than it is accustomed to providing. If successful, a large amount of positive publicity can be guaranteed. If, on the other hand, the hotel conspicuous ly fails to provide the standard of service expected by a Government delegation, the ensuing negative publicity way will undermine the whole refurbishment strategy planned by the new owner. One of the most important departments of any hotel staff is human resources management. Proper human resources management can be the difference between a really well run hotel and a poorly one hotel. The human resources manager can control almost the whole feeling and presence of the entire hotel. This makes the importance of human resources management for hotels very evident. There are several different areas in which human resources management is very important. One of these areas is for newly hired employees. The employees that are hired in a hotel can really alter the quality of service and the whole atmosphere of the hotel. This means that it is very important to pick upbeat, dedicated workers for each position. It is the job of the human resources manager to make sure that good people are chosen to work in the hotel. In many cases many hotel workers are only participating in hotel work because they can find nothing else to do. Not very many people have a dream of running or serving in a hotel environment. However, there are some people who do want to work in that capacity, and it is the job of the human resources manager to find those people. 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. However, there are ways that a hotel human resources manager can curb some of the desire and likelihood that employees will move to other jobs quickly. The importance of human resources management for hotels is very large in this area. 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 employees. It is easy to implement services of this nature and the expense is negligible compared to the expense and time necessary to constantly find new employees to replace the ones that always leave shortly after being hired. One of the easiest things to implement is English lessons. Many hotel employees do not speak English very well, and so it is a great incentive for them to stay working at a hotel if they are offered English lessons. The importance of human resources management for hotels is also important in the area of employee services. If the employees know they can come to the human resources manager whenever they have a problem or issue then it is easier for them to work in good conscience. Many human resources departments implement different games and activities to make the work environment more interesting and fun for employees. There are many different services that a human resources manager can think of to help employee morale. Maybe the hotel could implement a babysitting service, or have a park day every year. These little services go a long way towards making happy employees. Happy employees make happy companies and happy customers. As you can see, the importance of human resources management for hotels is very great. There are thousands of ways that a human resources manager can make a hotel run more smoothly and more efficiently. There are many different areas that can benefit from the experience and guidance of a human resources manager. Therefore it is very important to not undermine the managers importance. Without the human resources manager a hotel is not the same or as pleasing to customers and employees. A STUDY ON EMPLOYEE MOTIVATION The project work entitled a STUDY ON EMPLOYEE MOTIVATION with special reference to Hyderabad Industries Ltd; Thrissur is mainly conducted to identify the factors which will motivate the employees and the organizational functions in Hyderabad Industries Ltd, Thrissur. Managements basic job is the effective utilization of human resources for achievements of organizational objectives. The personnel management is concerned with organizing human resources in such a way to get maximum output to the enterprise and to develop the talent of people at work to the fullest satisfaction. Motivation implies that one person, in organization context a manager, includes another, say an employee, to engage in action by ensuring that a channel to satisfy those needs and aspirations becomes available to the person. In addition to this, the strong needs in a direction that is satisfying to the latent needs in employees and harness them in a manner that would be functional for the organization. Employee m otivation is one of the major issues faced by every organization. It is the major task of every manager to motivate his subordinates or to create the will to work among the subordinates. It should also be remembered that a worker may be immensely capable of doing some work; nothing can be achieved if he is not willing to work. A manager has to make appropriate use of motivation to enthuse the employees to follow them. Hence this studies also focusing on the employee motivation among the employees of Hyderabad Industries Ltd. The data needed for the study has been collected from the employees through questionnaires and through direct interviews. Analysis and interpretation has been done by using the statistical tools and datas are presented through tables and charts. 2. What is a Motivation? Robbins and Judge (2007) explain that motivation is the process that account for an individuals intensity, direction and persistence of effort toward attaining a goal (Robbins and Judge, 2007 p.186). However, this process has to be worked between the managers or supervisor of the business and its employees as the manager or supervisor is in charge of studying methods of encouraging employees to work hard and efficiently on a constant basis (Cited on: Guerrier, 1999 p. 100). In addition, many motivation theories were developed during the 1950s; such as Maslows Hierarchy of Needs, Theories X and Y and the two factor theory    but those would not be examined here as their validity has been questionable (Cited on: Robbins and Judge, 2007 p.186). On the other hand, the Expectancy theory will be carefully studied in order to understand why managers should focus more on providing to its employees reasons for putting effort into their work and therefore generate good work performance that could lead to rewards that are Employee motivation in the workplace The job of a manager in the workplace is to get things done through employees. To do this the manager should be able to motivate employees. But thats easier said than done! Motivation practice and theory are difficult subjects, touching on several disciplines. In spite of enormous research, basic as well as applied, the subject of motivation is not clearly understood and more often than not poorly practiced. To understand motivation one must understand human nature itself. And there lies the problem! Human nature can be very simple, yet very complex too. An understanding and appreciation of this is a prerequisite to effective employee motivation in the workplace and therefore effective management and leadership. What Does it Mean to Lead? Leadership, as defined by most dictionaries, means to go before, or with, to show the way; to induce. Every organization needs a leader (and preferably several leaders) to show the way to others as the organization strives to define and achieve its goals. Whether these goals are entrepreneurial or humanitarian or both the leaders work is to instill a sense of purpose and passion to the work that the organization undertakes. Identifying, developing and sustaining leadership in your organization must be one of your strategic objectives. Without leaders at every level of your organization, your organization may well under-perform. It may miss strategic opportunities, stifle innovation, underutilize your employees, and fall short of its goals in customer service, quality, productivity, and profitability. Russell Consulting, Inc. can guide your organization in identifying and developing your leaders. We can help you develop the key competencies that will help develop and sustain leadership, but also sustain your companys long-term success. Leadership at every level make all of the difference as to whether your company will be around for the long haul. Invest in leadership today to sustain your success for tomorrow and beyond. The Core Competencies of Leadership RCI has been developing leaders in its client organizations since 1987. We have designed and developed leadership programs that help define an ambitious role for leaders at every level and then build the competencies to fulfill this role. Some of the competencies that we have defined as core to the role of leaders include: Defining and Assessing Leadership Competencies We can help your organization define what it seeks to develop in its leaders and then design a customized leadership development program for you. Once we guide you in defining what leadership means in your company, we then conduct a 360 ° leadership assessment (of these core competencies) to provide a baseline measure of each leaders effectiveness. Developing leadership at every level of your organization helps sustain your long-term success. When you work with us to develop your leadership, we help you grow your leadership at every level through customized training programs and guide your leaders in applying what they are learning to real issues and challenges facing your organization.

Examine the different ways in which ‘good’ is used in meta-ethics Essay

a) â€Å"Examine the different ways in which ‘good’ is used in meta-ethics.† Meta-ethics is the study of the meaning of moral language. It describes presuppositions and language of morality. There are a number of different ethical theories for the meaning of good used in meta-ethics. The four main headings under which most acceptable theories can fit under in some shape or form. These are Ethical Naturalism (or Definism), Intuitionism, Emotivism and Presciptivism. Definism theory states that all ethical statements are similar to non-ethical statements and can, therefore, be approached in the same way. In the same way that we can verify a scientific fact, ethical naturalism theory states that we can verify an ethical statement. They are both prepositional. Definism states that ethical statements are just a type of short hand for more complex propositions. So therefore, in terms of Ethical Naturalism, if I were to use the term ‘good’ in a number of examples, it would just be a ‘summary’ word to sum up all the other words I wish to have incorporated into my sentence. For example, in the sentence: â€Å"I am good at football,† the word good is used to mean ‘skilled’ or ‘talented.’ This does not mean that ‘good’ means ‘skilled’ or ‘talented’, but simply that both of these words are incorporated in the single use of ‘good.’ In another sentence, ‘good’ could be used as a short hand for a completely different set of words. In the sentence, â€Å"It is good to see you,† ‘good’ is used to mean ‘pleasant’, ‘nice’ or ‘heart warming.’ Again this does not mean that ‘good’ means ‘pleasant’ or ‘nice’, but simply that both these words are incorporated in the single use of ‘good.’ A contradictory theory to Definism is Intuitionism. Intuitionism states that ‘good’ is indefinable. Intuitionism also holds that basic moral truths are objective and stand independently of what people my fell or think. Intuitionism holds that we should pick out our moral principles through what we think or feel. There is no definition of good that can always hold true. For example, if someone were to define good as ‘pleasing’, an Intuitionist would respond by pointing out that not all pleasing things are good. A similar theory to Intuitionism is Emotivism. An Emotivist believes that moral judgements simply express our feelings on a subject. If someone were to claim something was ‘good’, an Emotivist would see this as an emotional exclamation, not a truth claim, and would take it to mean that the person approves of the thing/action/person etc. Another fairly similar theory is Prescriptivism. Prescriptivists believe that in using moral language such as ‘good/bad’ or ‘right/wrong,’ we are simply prescribing our opinions. In other words were are saying, ‘do this, and let everyone do the same in the same situation.’ Therefore, if someone were to say ‘giving to charity is good,’ what he or she is really saying is ‘you ought to give to charity.’ This again, means that ‘good’ not used as a universal truth, but in this case it is used as a universal prescription. In summary: in Definism, the term ‘good’ is simply a ‘short hand’ for more complex propositions that apply to that particular example. In Intuitionism holds that good in indefinable and therefore has no universal meaning. Emotivists believe when we use the term ‘good or make other moral judgements, we are simply expressing our feelings. So, therefore, if I say something is ‘good,’ this is simply an exclamation and therefore cannot be true or false and cannot be reasoned upon. Lastly, Prescriptivism holds that when we say something is ‘good’ we are prescribing a particular opinion and making it known to other that we feel they should do the same. b) â€Å"Anything people approve of must be good. Discuss†¦Ã¢â‚¬  The response to this question depends on how we define the term ‘good.’ Can we loosely define ‘good’ as moralistic? There is a common theory that believes that our morals our simply a product of our culture and background. Therefore, there will be different moral codes in different societies. If each individual society has equal validity, it must be agreed that there can be no universal moral code. This theory is called Cultural Relativism. Cultural Relativism therefore holds that ‘good’ means ‘socially approved.’ Therefore if we rearrange the above statement, replacing the word ‘good’ with the Cultural Relativist’s definition, we find ourselves looking at a slightly odd sentence which looks as follows: â€Å"Anything that people approve of must be socially approved†. Now there are two ways to interpret this sentence. The first would be to question the number of people included in the generalization of the word ‘people.’ If the sentence is intended to mean, â€Å"if anybody approves of something, it must be socially approved†, then the statement is not true. However, we can also take the sentence to mean, â€Å"If the majority of people within a society approve of something, then it is said to be socially approved.† If we swap ‘good’ back into the sentence we end up with a statement that looks like this: † if the majority of people within a society approve of something then it is good.† Thus we have formed the central principle of Cultural relativism. In terms of the other theories that define ‘good’, only one can be applied. Definism would argue that the statement is simply a short hand for more complex propositions. So in this case, ‘good’ is used to mean ‘beneficial’ or ‘correct.’ Since this is possibly true, Ethical naturalists would have a fairly strong argument here. Emotivism, Intuitionism or Prescriptivism cannot really apply here as they are all subjective and based on opinion and in this case good cannot be used an exclamation of opinion.

Good Practice in Handling Information Essay

Promote good practice in handling information in health and social care setting Outcome 1 Understand requirements for handling information in health and social care settings 1. Identify legislation and codes of practice that relate to handling information in health and social care. OUTCOME 1 1. Identify legislation and codes of practice that relate to handling information in health and social care. All of the staff need to make sure that confidentiality is paramount. Staff have to read and understand the Data Protection Act of 1998. We have to make sure that we are clear about our standards of conduct, that we are expected to meet. We are encouraged to use the codes of conduct to maintain our own practice is good and we need to look at any area’s where we can improve on. When it comes to Medication, staff have to make sure that all stock is listed on the MAR sheet. The Human Rights Act 1998 details the right to a private life. There is also the GSCC code of practice for social care workers, which provides a clear guide for all those who work in social work, setting out the standards of practice and conduct workers and their employers should meet with regards the handling of information. There is also Caldecott standards which govern the sharing of information based on the Data protection Act. 2. Summarise the main points of legal requirements and codes of practice for handling information in health and social care. DATA PROTECTION ACT 1998 This legal document sets out eight principles which are in essence a code of good practice for processing personal data. These are * Make sure that  things are processed fairly and lawfully. * Processed only for one or more specified and lawful purpose. * Adequate, relevant and not excessive for those purposes. * Accurate and kept up to date – data subjects have the right to have inaccurate personal data corrected or destroyed if the personal information is inaccurate to any matter of fact. * Kept for no longer than is necessary for the purposes it is being processed. * Processed in line with the rights of individuals – this includes the right to be informed of all the information held about them, to prevent processing of their personal information for marketing purposes, and to compensation if they can prove they have been damaged by a data controller’s non-compliance with the Act. * Secured against accidental loss, destruction or damage and against unauthorised or unlawful processing – this applies to you even if your business uses a third party to process personal information on your behalf. * Not transferred to countries outside the European Economic Area – the EU plus Norway, Iceland and Liechtenstein – that do not have adequate protection for individuals’ personal information, unless a condition from Schedule four of the Act can be met. Question 2 – Emma’s Pointer When a new resident is admitted, then they need to have a new care plan. The care plan will show all the medication that they are currently on. If they have any allergies to anything. All personal clothing and possessions are listed. We list how much money they have, if it is over  £20.00 then we take it to the office for safety reasons. Where it is documenated for the resident. 1.2 Emma We have to always make sure that we respect confidential information and clearly explain to any angency workers about policies relating to confidnentialy to both residents and carers. 2. Emma’s pointer Smart sheet does not go up to Handout 6 !!! When maintaining records, you need to record residents : Medication and any changes to their medication Doctor’s visit’s or any other professional bodies Contact with the family Any falls that have occurred Body mapping Any illnesse’s need to be recorded Daily notes need to updated how residents have been during the day and also during the night. Emma’s pointer Question 3 Should there be an incident at work then staff need to make sure that they fill out the relevant paperwork, i.e. if there was an accident on the premises then they need to fill out the an accident form, if there are any injuries sustatained to a resident then a 24 hour observation chart needs to be started.

Women Celebrities of World War II

With the 20th centurys movie industry making many women (and men) into well-known celebrities, and the star system extended into other fields such as sports as well, it was only natural that some stars would find ways to use their celebrity to support the war effort. The Axis Actress In Germany, Hitler used propaganda to support his war effort. Actress, dancer, and photographer Leni Riefenstahl made documentary films for the Nazi Party during the 1930s and Hitlers consolidation of power. She escaped punishment after the war after a court found that she was not herself a Nazi party member. Acting Allies In America, films and plays promoting participation in the war and anti-Nazi films and plays were also part of the overall war effort. Women actresses played in many of these. Women also wrote some of them: Lillian Hellmans 1941 play, The Rhine, warned of the rise of the Nazis. Entertainer Josephine Baker worked with the French Resistance and entertained troops in Africa and the Middle East. Alice Marble, a tennis star, secretly married an intelligence operative and when he died, was convinced to spy on a former lover, a Swiss banker, suspected of having records of Nazi finances. She found such information and was shot in the back, but escaped and recovered. Her story was told only after her death in 1990. Carole Lombard made her final film as a satire about the Nazis and died in a plane crash after attending a war bond rally. President Franklin D. Roosevelt declared her the first woman to die in the line of duty in the war. Her new husband, Clark Gable, enlisted in the Air Force after her death. A ship was named in Lombards honor. Perhaps the most famous pin-up poster in World War II showed Betty Grable in a swimsuit from the back, looking over her shoulder. The Varga Girls, drawn by Alberto Vargas, were also popular, as were photos of Veronica Lake, Jane Russell, and Lane Turner. Fundraising In New Yorks theater world, Rachel Crothers started the Stage Womens War Relief. Others who helped to raise funds for war relief and the war effort included Tallulah Bankhead, Bette Davis, Lynn Fontaine, Helen Hayes, Katharine Hepburn, Hedy Lamarr, Gypsy Rose Lee, Ethel Merman, and the Andrews Sisters. Giving Back To the Troops The USO Tours or Camp Shows which entertained troops in the US and overseas drew many women entertainers, too. Rita Hayworth, Betty Grable, the Andrews Sisters, Ann Miller, Martha Raye, Marlene Dietrich, and many lesser-knowns were ​a  welcome relief for the soldiers. Several all-girl bands and orchestras toured, including the International Sweethearts of Rhythm, one of the rare racially-mixed groups.