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Managers can also find ways of enabling hotel employees to see how their improved actions impact on the hotel’s well-being.
For instance, if the hotel’s training program is centered on the importance of decreasing accidents that take place in the workplace, the management could ensure that the workers are shown how average costs can be saved in their training programs through factors such as reduced medical expenses, employee compensation, and even legal expenses (Cho, Woods, Jang, & Erdem, 2006). Another way to ensure that HR functions are aligned with business objectives is by ensuring that the hotel’s management body is in support of all proposed programs, and generates partnerships with the team entrusted with dispensing the training programs.
To determine the effectiveness of training programs, hotels can create engagement surveys that allow workers to offer feedback on the programs. The hotel could also conduct culture surveys as well as employee satisfaction surveys in order to collect important feedback that functions as an indicator of the impact being had by the program. Other factors that can be used to assess the performance of HR programs include productivity rates, the rate of turnover, and even profitability of the hotel (Davidson, Guilding, & Timo, 2006).
The HR jobs included in the Marriott’s HR department include bell persons, door persons, vacation planners, front desk agents and room controllers, bell captains, supervisors, front desk managers, front office managers, room operations directors, service agents, runners and supervisors, reservation agents and group coordinators, sales and public relations coordinators, house keeping persons and administrative clerks, housekeeping managers, the director of services, loss prevention officers and drivers, casino compliance and supervisor agents, recreation attendants,
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• Sheehan’s (2010) conception of a corporate-guided market. Statement of Authenticity: I hereby certify that the information below is original and authentic and was compiled after extensive research. Signature…………. Word Count: 2418 Table of contents Introduction Zimbalist argued that the objective of members of sports teams is essential because of the influence it has on the behavior of the team members and the performance of the league.
Interplay of KM and HRM 12 6. Role of HRM strategies in effective KM 16 6.1 Selection process and KM 17 6.2 Training and Knowledge Management 18 6.3 Performance management and KM 18 6.4 Rewards and KM 19 9. Knowledge worker and Talent Management in learning Organisation 21 10.
In the year 2003, the international retail sales were alone accounted for almost 7 trillion USD. The topmost 200 retailing organizations including Wal-Mart catered to 30% of global demand in the year 2003. The retail sales are usually determined by customer’s capacity and enthusiasm to purchase (Anand & Nambiar, n.d.).
Organizations have increasingly realized the importance of competitive advantage and how it comes with intangible, knowledge and capabilities, and the relationships created and generated by employees within the organization and rather from making investments in physical assets and access to capital.
Diversity is an important issue which has been countered by the majority of organizations working in the USA. Human resource management departments of almost all organizations are receiving tons of resumes from candidates having diverse cultural backgrounds. Immigrants and expatriates are growing day by day.
The growth of the hotel industry’s market share comes at the expense of the competitor (Martinez, 2005). The competition in the United States is pretty high in the hotel industry. In this report an HR analysis is done of MGM Grand Las Vegas Hotel. MGM Grand Hotel is situated on Las Vegas Strip in Nevada and is one of the largest hotels in the world.
Almost all the sectors of business whether healthcare or any other segment are required to frame effective strategies that would facilitate in sustaining their respective business performance profitably. It is worth mentioning that strategies serve as the road map for all the organizations in the course of attaining established objectives.
From the analysis of the concerned case, the author ascertained that Philips while operating at Victoria faced major problems such as decline in the productivity level. Therefore, it is highly recommended that a program for employee recognition should be initiated in the plant of Manila to avoid low productivity.
6 Pages(1500 words)Research Paper
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