Reflective Journal
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HOS301ATopic9PowerPointv11.pptxHOS301A Hotel Management Simulation
HUMAN RESOURCE MANAGEMENT
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HUMAN RESOURCE MANAGEMENT
Introduce the subject and the class lesson for today.
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Overview
HRM
HOTS program
Human Resource Management
Video Link https://youtu.be/NPiCYoX-S_I
Richard Branson: Put your Staff 1st, Customers 2nd,, & Shareholders 3rd
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HRM
DEFINITION
All those activities associated with the management of work and people in organizations”. HRM is concerned with a set of practices and their application and can be viewed as a ‘system’ for management of people at work
(Boxall and Purcell, 2016)
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HRM
HRM METRICS
Headcount
Productivity
Staff Satisfaction
Customer Satisfaction
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HRM
HRM METRICS
Key positions days to fill
Average performance appraisal score of new hires
Turnover rate of new starters
Preventable turnover in key jobs
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HRM
FORECASTING HUMAN CAPITAL NEEDS
Determine Labour Demand
Determine Labour Supply
Determine Business Activity
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HRM
DEVELOPING PAY LEVELS
Price of your product/service
Price is partly determined by cost of production(labour)
Companies control cost (labour)
Product Market competition
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HRM
DEVELOPING PAY LEVELS
Competitor Hotels
Competitor companies in other industries
Industry Reputation – hospitality lower paying industry
Labour Market competition
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HOTS
Select the period
TEAM DECISION
Enter the number of staff per line you wish to employ
Determine and enter the pay level for your staff
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HOTS
HOTS YEAR 2:
30 minutes
2 DECISION CYCLES
JULY AUGUST
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HRM
TRAINING & DEVELOPMENT
Training – technical and refers to skills related to a person current role
Development – building skills for a person's future role
Learning – on going process of development of all employees
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HRM
BENEFITS
ROI
Attracts new employees
Retention
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HRM
BENEFITS
Improved performance
Succession plan
Increased job satisfaction
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HOTS
TEAM DECISION
Select the period
Training Budget
Enter the amount you wish to spend per staff member, per department
Allocation is per employee per week
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HOTS
HOTS YEAR 2:
30 minutes
2 DECISION CYCLES
SEPTEMBER OCTOBER
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HRM
DEFINITION
Retention plans typically focus on a combination of reward planning, increased employee benefits, diversity planning, job satisfaction initiatives, development opportunities and career planning
(Boxall and Purcell, 2016)
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HRM
REASONS FOR TURNOVER
Employees are overworked
Team members are treated differently
Pay and benefits
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HRM
REASONS FOR TURNOVER
Company culture
Dislike their manager
Reconigtion
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HRM
GALLUP
Description of Employees
Engaged – work with passion
Not Engaged – turn up and participate
Disengaged - unhappy employees, affecting productivity
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HRM
COST OF TURNOVER
Hard Cost – recruitment fees, job advertising, client or customer retention, wastage
Soft Cost – customer satisfaction, reputation effects, interviewing time
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HOTS
Select the period
TEAM DECISION
Index on several staff indicators such as morale.
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HOTS
HOTS YEAR 2:
30 minutes
2 DECISION CYCLES
NOVEMBER DECEMBER
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Balanced Scorecard – Year Two (2) Review
Review the first six (6) months of year two (2)– share the balanced score results for year 2 and 1 ½ year performance with rankings.
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Assessment
DISCUSSION
Introduce assessment three (3), due date and requirements.
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Next Week
Teams to conduct detailed review of year two (2) performance
Teams to work on the plans/decisions for for year three (3)
Complete pre class Activity
Participate – post your thoughts on the discussion forum
Assignment Three (3) due end of week Sunday by 11:55pm
Remind students that this subject requires out of class work.
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