1. Introduction
As the Recruitment consultant of this five-star hotel needs to find a suitable candidate for the role of Human Resources Manager for the new Human Resources Department that the hotel is about to create. The hotel is suffering many problems due to poor service in its four food & beverage outlets. Apart from that, employee turnover is increasing and union disputes over pay rise and lack of employee development in hotel caused many issues.
Without having a separate Human resource department to handle man power issues hotel’s management shows lack of interest to improve hotel standard. All the HR related work has been done by executive manager and he had to manage different six departments which caused these problems.
Need to develop proper management procedures to overcome above issues in this hotel by the new Human resource manager. For that planning, organizing, Recruiting, Directing, controlling, implementing, and evaluating employee work force and human resource policies, programs, and practices. Should focus to improve new methods to retain staff to run smooth operation.
2. Position Description
POSITION DESCRIPTION
POSITION IDENTIFICATION
Title: Human Resource Manager
Service Unit: Human Resource
Level: Senior level
Reporting to: General Manager
Date Effective: March 2016
Position No: 00004
PURPOSE OF POSITION
To create a new organization 's human resources department. Required duties include planning, organizing, recruiting, directing,
Starting with Chapter 3, each chapter contains a segment of the “Hotel Paris” case that focuses on integrating, interpreting, and applying relevant chapter concepts to the case. Each segment of the case indicates options the hotel’s HR Director, Lisa Cruz, should consider in creating HRM policies and practices to produce the employee behaviors, competencies, and
The study will focus on and examine training and development needs of only three star hotels in Bangkok & Retraining needs for current employees. The employees lack training and required training in specific areas. They need to be trained on Human Resource Management Concept & Theory.
The opening vignette gives a somewhat pessimistic view of the role of people in the workplace.
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As Director of Human Resources my goals are to formalize the recruitment and selection process, establish policies regarding compensation, provide job analyses and determine descriptions for new jobs as the need arises. I anticipate that the challenge will be to lead the organization through a cultural shift away from its current recruitment and selection model and to successfully manage organizational change across a global workforce. Currently we are in the middle of a recruitment and selection campaign for two administrative assistants to support the Human Resources unit as we lead organizational change.
The role of human resource management is being increasingly affected and reshaped by the growing diversity of the workforce, global and domestic compensation, and complex legal and ethical issues (Kabene, Orchard, Howard, Soriano & Leduc, 2006). Human Resource management is faced with the hardship of balancing its responsibilities towards the organization it serves as well as to the society in which it operates in. HR Departments need to work with individuals in the organization to ensure the organization is successful and make sure every employee understands his or her duties (Gomez-Mejia, Balkin, & Cardy, 2010).
According to a press release distributed by the Equal Employment Opportunity Commission (EEOC), fiscal year 2014 “had 88,778 charges of workplace discrimination” (EEOC, 2015). In contrast, the comparatively low number of cases publicized is a testament to the efficiency of the EEOC’s processes. The EEOC is not out to get employers, but was “Established to administer and enforce the Civil Rights Act at work” (Dessler, 2015, p. 28). The EEOC’s processes are well defined, fair and offer various options and opportunities that can lead to resolution rather than litigation. They are an impartial body, just as Christ in Romans 2:11, “For there is no partiality with God” (Biblegateway, 1993). This paper will provide a company or manager’s a need to know overview of the EEOC enforcement process and will discuss the personal application from the perspective of a Human Resource Manager.
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Q1. Discuss the relationship between corporate human resources structure andoperations at the plant level. What impact, if any, did that relationship have on thesituation described by Newcombe?
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