Importance of Staff Manpower Planning-Free-Samples for Student

Question: Discuss various Employee problems which are faced by a hotel with respect to maintaining the staff in the Rooms Division. Answer: Introduction The human resource department comprising of the staff of the organization and other relevant managers comprises of the backbone of the organization. This is very accurate in the case of a hospitality industry like a hotel where the customers need to be satisfied with staff contact directly. This is the reason why man power planning of the staff forms a critical aspect of the organization (Cascio, 2018). If the organization engages in an efficient man power planning then it will be able to serve the customers effectively and efficiently, however, just planning is not that simple and very often the organizations fail to motivate the staff to work efficiently towards the completion of the goals and objectives (Mok, Sparks Kadampully, 2013). The given report concentrates on a descriptive analysis comprising of a review of literature which will highlight the various aspects of why a hotel faces the problem of staffing in its various departments. Importance of Staff manpower planning Staff manpower planning is considered important because: It is an essential part of the managerial functions The primary functions of management which comprise of planning, organizing, staffing and controlling are based on man power. Without efficient man power planning, these factors would remain incomplete. Helps in efficient utilization of resources A proper man power planning also goes a long way in utilizing the resources efficiently. An organization is a powerhouse of various resources which will go waste in if the staff is not present to manage the resources effectively. Large scale hotels and organizations require proper planning in order to set out a path that allows efficient planning Motivation The staffing planning and program not only helps the organization to engage the right person for the right job but also engages in indulgence of various motivational programs. These motivational programs comprise of various incentives, bonus and other programs which help to improve the dynamics within an organization (Bratton Gold, 2017). Maintain better relationships An organization should always work in a harmony. It is extremely important for an organization to maintain clear communication with staff in order to ensure that there exists no organizational gap (Riley, 2014). If such a scenario is possible, only then the organization can carry out operations easily. Staffing helps in improving the relationship between the various employees which then goes a long way in long term goal achievement. Higher productivity Lastly, if proper staffing is done, the employees will be able to engage in high production and efficient customer satisfaction which is important for any firm (Alfes et al., 2013). Review of Literature The given review of literature will be reviewing various authors and their perspective on the given areas: Employee talent as a problem in Rooms Division The rooms division in a hotel comprises of three major areas which comprises of the front office, uniformed services and housekeeping. Out of these only the front office is the primary revenue producer of the hotel. The other areas consist of staffing related problems. These departments comprise of a Guest Service Agent, cashier, Night Audit worker, Housekeeping department and the uniformed services like the doorpersons, valet and others. According to Alfes et al. (2013), this job in the rooms division of any hotel is one of the most tedious tasks which involve constant customer contact and fulfillment of their demands. This particularly involves trained staff which has the ability to deal with the customers and fulfill their wishes (Marco-Lajara beda-Garca, 2013). The customers who visit the hotels are often very demanding and rude. Whenever they place a demand upon the housekeeping staff or the uniformed services for that matter, they want it to be fulfilled within an hour or so. This is always not possible, hence they demean the staff and this is the reason, the rooms division staff is often replaced with new staff. Renwick, Redman and Maguire (2013), states that there does exist a talent problem at this division because the staff needs to have adequate skills to meet up with the varying needs of the hotel industry, and they do not possess the required talent. This is because, the ay at this level of the hotel is quite low and highly talented staff cannot be employed because of cost constraints. Due to these factors in the background, employee talent has become a problem in the Rooms division as those who are willing to work at a low pay, lack adequate skills and those who possess these skills, do not want to work at the given remuneration rate. According to Purce (2014), the turnover rate in the Rooms division is around 13% which is comparatively low. Motivations behind employees wanting to work in front office and housekeeping Although working in the Rooms department of a hotel is a tedious task, there are certain employees who would like to work in the front office and housekeeping department. The motivations for working in front office are as follows: Superiority- Marchington et al., (2017), states that the employees engaged in the front office department of the hotel often feel a sense of notional superiority among workers of other staff like food and beverage, housekeeping and others. Thus, these workers consider their job as white-collared and get motivated thinking the same. Less manual work- Working in the housekeeping department has less manual work and more management tasks. Hence, when employees realize that they do not have to work hard physically as compared to the other departments in the hotel, they tend to get motivated. Authority- Working in the front office department as a duty manager gives an employee a high degree of authority. No task in a hotel can be completed without consultation with the manager. According to Jackson, Schuler and Jiang (2014), when the employees are given a sense of responsibility and authority, they often tend to be inspired to work harder for the goal achievement. Career growth- It is generally perceived that working in the front office department is the work of a manager and that this department involves high potential for growth in the career of the employee. For this reason many employees prefer working in the given department. Less working hours- There are various shifts in which the employees can work in a front office job and due to this reason, the employees often feel motivated to work in flexible hours. For housekeeping the motivation can be: High tips- The housekeeping staff is present to serve the customers. Hence, they often get huge tips for the service they provide Marler and Fisher (2013), states that this often works as a high source of motivation for the workers to engage themselves in this jib. Meeting new people- The housekeeping staff often come in contact with employees from all walks of life, therefore they like to gain experience of coming in contact with different kinds of people. Furthermore Budhwar and Debrah (2013), states that this job does not require a specific educational qualification and hence, many people like to work in the given department. Challenges of work front office and housekeeping Working in the front office and the housekeeping department is not an easy task. Many perceive it as a very difficult job which has absolutely no growth prospect. The challenges of working in a front house and housekeeping have been given as follows: Poor leadership is considered to be one of the most dominant challenges of the work in the front office and the housekeeping department. The managers are very stringent and tend to blame the employees for anything and everything that goes wrong. For this reason, the employees often prefer not working in the given department. Less promotion chances- The work at the room divisions department is very static. The work has little or no chances of employee promotion. Any employee would like a growth in their career and for that purpose; the Rooms division department lags that which then leads to a challenge. Unhealthy social life-The timings in the Rooms division department is varying. According to Baum (2016), the lack of work life balance serves as a huge challenge for the various employees working in the Rooms Division department. This is because the working hours is very long in this given department and leads to an unhealthy lifestyle. Poor communication channel- The communication channel in the Rooms division of the hotel is very weak. The managers do not feel the need to communicate the essentials of the organizational visions to the employees which makes them feel as if they are unable to associate themselves to the goals of the organization. Lack of job security- There is no job security in the job of a Rooms Division. It consists of mainly manual jobs like housekeeping, cleaning, laundry and others. These jobs are very tedious and require special skills, which is not possible for everyone to possess. Therefore, for this purpose, the hotels often sack the employees. This gives a lack of job security to the employees which serve as a huge challenge. Best practices adopted by hotels to retain and attract Rooms Division staff Incentives- According to Hoque (2013), incentives tend to serve as a huge source of motivation to the employees and can be considered to be the best practices which can be adopted by an organization. If the workers who have been performing well, be provided certain performance incentives, it will give rise to a good cultured environment which will be good for the hotel. Work in shifts- The employees should be provided a comfortable work shift hours. This will lead to better productivity as the less number of hours they will be working in a firm, they will be working hard for the welfare of the firm Conclusion Therefore, from the given analysis it could be witnessed that the job of a Rooms Division is a very difficult one and requires highly skilled and trained employees. The pay at the Rooms Division department is extremely low and this is the reason why employees often tend to leave the job because of various factors like low job security, poor management and tedious working hours. The management at the hotels needs to make an effort to see to it that they work well towards the goals completion of the hotel and take an effort in order to make the working environment better for the employees. Satisfying the employees will automatically lead to satisfaction of customers. Recommenations on how to retain the staff Retaining the staff forms an essential component of the Rooms Division staff. This is because that exist high costs of training the employees, again and again and certain measures are taken to keep them in the hotel, the company would save costs. The given four essential steps to keep the employees in the organization are as follows: Start from the scratch and at the very beginning The process of retention of the employees can begin at the very initial phase of interview. The primary key is to see to it that the right employees are hired for the right purpose of the hotel. Right techniques of employing the right kind of staff should be adopted. This may include proper screening of employees, going through their background and relevant work experience. It can be stated that if it is observed that a particular employee has been leaving and taking up work continuously, then there exists a fault in him. Keeping the employees occupied According to Nickson (2013), it is very important for an employee to see to it that the staff is well occupied. Giving a sense of purpose to the staff is the key to long term relationships. If the various tasks of the employees have the tendency to keep themselves busy then they will remain for a long time. For this purpose, the employees need to be given out proper schedules and activities which then will be able to keep them busy and in the firm. Innovative practices Innovation is often considered to be the key aspect of any organization. Giving rise to innovative practices in an organization may engage the employees. This innovation might be new ways of staffing, motivating and recognizing their achievements. The innovation practices mainly concentrate on the new ways of making the employees feel valued and respected. There should be an innovative way of rewarding the employees in front of the whole organization and other relevant programs in order to satisfy the employees. Providing them comfort Any worker if provided an environment of comfort will be happy to remain in the hotel. The comfortable environment needs to be created for the staff who will then feel appreciated. The company can engage in a get together function for the staff in order to see to it that they are satisfied and will be able to face the challenges easily. References Alfes, K., Shantz, A. D., Truss, C., Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: a moderated mediation model.The international journal of human resource management,24(2), 330-351. Alfes, K., Truss, C., Soane, E. C., Rees, C., Gatenby, M. (2013). The relationship between line manager behavior, perceived HRM practices, and individual performance: Examining the mediating role of engagement.Human resource management,52(6), 839-859. Baum, T. (Ed.). (2016).Human resource issues in international tourism. Elsevier. Bratton, J., Gold, J. (2017).Human resource management: theory and practice. Palgrave. Budhwar, P. S., Debrah, Y. A. (Eds.). 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