This report contributes to the improvement of the human resource strategy of Snow Mountain Resort in two main ways. It proposes the relevance of an alternative strategy of human resource management and development. …
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The paper discussing different types of marketing approach using human resources management. Also, it represents internal and external drivers of the business partner model. The models internal drivers are majorly cost control. The organization makes great cost savings through a shared resource management base. It is also driven by the need to harmonize the various departments with the overall business strategy and goal. This ensures that the company maintains a steady trend of growth towards the present and future objectives of the organization. The model is also is implemented as a solution to a business need and as such it helps in solving the human resource problem such as the fire-fighting condition facing Snow Mountain Resort’s human resource department. The model operates as a solution to the problem of resource allocation. Form the external end, the model is driven by the need to provide uniformity in the level of quality accountability and professionalism in the delivery of services. Snow Mountain Resort is one among a stream of hotels of its nature and the customer associates the level of service of each of the hotels with the name. As such it important to ensure that the standard that is set by the company is maintained across all the hotels that affiliates with the name. The theory is also driven by modernisation especially in the face of technological development and the introduction of virtual management as an administrative option. This makes the reality of resource sharing more realistic. Value to the Business According to (Price, 2011), the adoption of the model presents certain value based issues that go to the approach and actual integral bottom line performance and productivity impact. Like the various other practical human resource models, the business partner model requires a particular set of skills from its proposed
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Recruitment and Retention of the workforce 9 b. Well being and Happiness at work 10 Analysis and critical evaluation of issues and practices 12 Research Method 12 Method of Data Collection 13 Research Analysis 13 Recommendations 16 Conclusion 17 Reference 19 Appendix 20 Questionnaire 20 Questionnaire 20 a.
This trend requires strategic management considering numerous variables to be confronted within an unpredictable business climate. In such phenomenon of uncertainty, innovation is required (Beinhocker, 1997). As such, human resource management should be strategized with sensitivity to uncertain future, of variegated change processes, and of competition inherent to this type of business (Manning, 1998).
This transformation has had major impacts in organizational management. The concept of SHRM has evolved as a bridge between the management of organizational human resource and business strategies. The major impact has been seen through the alignment of the human resources to the performance of the firm to give it a competitive advantage.
The human resources department is critical for the success and profitability of any company. The department is responsible for hiring, looking for specific skills and keeping important data on the workforce. The human resources department can work smoothly leading to profitability.
Likewise, the paper would also provide a detailed description about the utilisation of centralised shared service centres and the devolution of the human resource (HR) responsibilities to the line managers. Line managers are those personnel who possess limited competencies in the field of HR management due to lack of training which possess by them (Terhalle, 2009).With the above concerned subject matters, it can be stated that the major purpose of this paper is to draw up relevant theories along with models related to Human Resource Management (HRM).
Globally it’s rated as a 5 star hotel making it one if the best international hotels. This is partly because of its modern facilities, which include finest health, and fitness facilities with the encouragement of friendly staff and extensive membership benefits.
The Harvard model provides a strategic map intended to guide all managers in their relations with employees (Beer et al., 1984). It emphasizes the human or soft side of human resource management, featuring issues such as
The hospitality industry is one of the most lucrative industries for any investor or businessman to be involved in. It involves a wide range of clientele, from those seeking leisure and recreation to those seeking temporary accommodations while on business. It is a business which is widely inclusive of a variety of services.
The author states that International Human Resources Management deals with the implication of the general practices of human resources management pertaining to recruiting, staffing, training and development, compensation and other appraisal and evaluation methods carried out in the international context.