Hotel Operations And Management Business Essay

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Director of Human Resources is responsible for the overall operation of personnel departments, as it pertains to the employment function, labor relations, welfare and social administration, policy and procedure, employee incentive programs, government regulations, training and employee orientation. He/she develops and implements human resources strategies, policies and programs for the staff, employee, management training, performance management, career development and compensation.

HR directors is responsible for all the decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people.

Director of Human Resources develops organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; and establishing human resources objectives in line with organizational objectives.

Director of HR implements human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, employee relations and retention, AA/EEO compliance, and labor relations.

Director of HR manages human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; and implementing change.

He/she supports management by providing human resources advice, counsel, and decisions; as well as, analyzing information and applications. He/she also, guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.

He/she maintains a pay plan by conducting periodic pay surveys; scheduling and conducting job evaluations; preparing pay budgets; monitoring and scheduling individual pay actions; as well as, recommending, planning, and implementing pay structure revisions. At the same time, comply with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; and advising management on needed actions.

The Director of Human Resources must be able to deal with the pressure of employee conflicts and deadlines, and flawless oral and written language skills are a must because wording may make all the difference in conflict resolution and negotiations. He/she should possess exceptional interpersonal skills to interact with colleagues of all demographics and know how to tactfully deliver negative information.

In a large corporation, the director of human resources may supervise several departments, each headed by an experienced manager who most likely specializes in one human resources activity, such as employment and placement, compensation and benefits, training and development, or labor relations.

Staffing Management - deals with strategies, tactics and processes for sourcing, recruiting, hiring and retaining the human resources needed to support business objectives. It includes sources on pre-employment screening and testing, contingent staffing, retention strategies, recruitment technologies, recruitment process outsourcing and workforce planning.

Compensation - deals with the various forms of direct compensation that employers use to attract recognize and retain workers. It includes designing and administering compensation systems including base pay, differential and incentive pay, and overtime.

Benefits - deals with the various forms of indirect employee compensation that employers use to attract recognize and retain workers. It includes designing and administering benefits such as paid leave, insurance, retirement income and various employee services, as well as various benefits mandated by federal, state and local laws and regulations

Organizational and Employee Development - deals with organizational performance and the means by which it develops its human resources. Resources address improving organizational effectiveness and training employees to meet current and future job demands.

Employee Relations - deals with maintaining a positive, productive and cohesive work environment. It includes the processes of analyzing, developing, implementing and administering the employer-employee relationship; performing continuing evaluation of it; managing employee performance; ensuring that relations with employees comply with applicable federal, state and local laws and regulations; and resolving workplace disputes.

Labor Relations - deals with the elements of formal labor-management relations-protected activities, unfair practices, union organizing, recognition and representation elections-as well as collective bargaining and contract administration.

Business Leadership - deals with the processes and activities used to formulate objectives, practices and policies aimed at meeting short- and long-range organizational needs and opportunities, and focused in particular on human capital issues. It includes the strategic planning process and the process of aligning the human capital management plan with the strategic plan.

Safety and Security - deals with enterprise and employee safety and security. It includes the organization's efforts to prevent and/or mitigate loss, risk to or from personnel, threats to its physical assets, damage to its technology and intellectual property, and risks arising from all elements surrounding the work environment.

Technology - deals with the use of technology of all types and in all functional areas of human resources in support of human resource and business goals. It includes matters involving human resource information systems, automated scheduling and timekeeping systems, the technology aspects of workplace security, trends in technology, effective practices, and vendor and software selection

Diversity - deals with the differences and similarities that make individuals unique, such as individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences and behaviors, as well as how organizations can leverage those qualities in support of business objectives.

Major Challenges

Change management represents a particular challenge for personnel management. The WFPMA finds that "This may also be the reason why it is cited as the foremost issue as HR continues to attempt to help businesses move forward. An intensified focus on training may be needed to develop added competencies to deal with change management." (Villanova 2013)

The second of the biggest challenges for human resource management, leadership development needs to be a critical strategic initiative. HR professionals are faced with being expected to provide the essential structures, processes, tools, and points of view to make the best selection and develop the future leaders of the organization (Villanova 2013).

Career Path

Rising through the ranks of the human resources field to the role of HR director is a solid career goal - and with the right combination of education and experience, it's an achievable one.

Most HR director positions require a minimum bachelor's degree and several years of work experience. Many colleges and universities do not offer degree programs in personnel administration, human resources, or labor relations until the graduate degree level. However, many offer individual courses in these subjects at the undergraduate level in addition to concentrations in human resources administration or human resources management, training and development, organizational development, and compensation and benefits

Because an interdisciplinary background is appropriate in this field, a combination of courses in the social sciences, business administration, and behavioral sciences is useful. Some jobs may require more technical or specialized backgrounds in engineering, science, finance, or law. Most prospective human resources specialists should take courses in principles of management, organizational structure, and industrial psychology; however, courses in accounting or finance are becoming increasingly important. Courses in labor law, collective bargaining, labor economics, and labor history also provide a valuable background for the prospective labor relations specialist.

Many employers prefer to hire candidates with professional certification or a master's in HR. HR professionals can gain in-demand skills and specialized knowledge by enrolling in a Master of Science in Human Resource Development degree program. Coursework typically includes human resource technology solutions, workforce planning, benefits and organizational training.


"Human Resource Management Challenges." Villanova University Alliance. Bisk Education, Inc. 2013, Web 8 Feb 2013