Human resource is an important department in a hotel. This department is important in assisting the organization reach its goals. It helps to ensure effective utilization and optimum development ofÂ human resources. The department ensures the right of workers protected, as well as to identify and satisfy the needs of individuals. HR department are responsible to provide the organization with well-trained and well-motivated employees, so that it may increase the employee's job satisfaction and self-actualization to the customer. It is also a department to develop and maintain a quality of work life for the labour. After the labours hired, HR is to develop overall personality of each employee in its multidimensional aspects. HR may merge labours with different characteristics, with that it could inculcate the sense of team spirit,Â team workÂ and inter-team collaboration.
Human ResourceÂ Management: Mission Statement
Human Resource Mission Statement is essential as it could helps staffs of HR to give great effort and good accomplishment to the department's mission. Human Resource plays a significant role in building a good relationship between each department. Besides, "Human Resource Foundation Principles" emphasized on understanding the business environment on what to perform, protect dignity of workers and work in a true service orientation, often in teamwork spirit as well as captain must show a responsible leadership, so that could act with integrity and high ethical standards. Image of HR department would be enhanced by assisting to achieve the organization's plans.
Responsibilities of Human Resource Department.
Human Resource Department is fully responsible on the employee management in an organization. This department is the key for effective management of people. Their responsibilitiesÂ are included to attract and retain the most qualified employees that match with the organization's profile. There are nine categories of Human Resource management responsibilities, which are organizational tasks, resources for the organization, performance management, employee development, reward management, employee relations, health and safety, employee welfare as well as administration. Thus, the department become important for several initiatives in the organization. For the purpose of retaining the employees, good labour relations are significant in order to ensure that employees feel comfortable and satisfy about their work result. On the other hand, Human Resource Department has to influence the fundamental business decisions, so that it would be easily to build more competitive organization and also need to maintain as well as develop human resource policies. Award benefits, processing salaries, ensuring general employee welfare in a good working environment and ensure appropriate communication at all staff level, must be manage well by this department. Therefore, the job scopes of Human Resource department are wide and challenging.
Functions & Roles of Human Resource Department
The roles of Human Resource Department are recruitment, selection, training, evaluation and orientation for the employees, where recruitment of employees is the most significant. This department would choose the most skilful and competent person among the applicants through interviews to fulfil the company needs or vacancies in proper time. There are a few ways of interview, such as writing and face to face. With these, they would get more information of the employees. With the information gathered, the company could evaluate those candidates on their decision making or and ability to solve problems or critical situations. At the same time, HR Department is responsible on motivating the company employees. Rewards in variety forms might be given to employees with great performances. Besides, training also one of the department aims. They provide internal trainings and development for the employees. These provide chances for the company employees to join and partake in internally offered training session. The sessions may offered by co-workers on their expertise field or by outside presenters and trainers.
Terminology of Human Resource Department
Absence: Employee is not present at work during the work period
Acculturation: A socialization process by which new workers adjust to become part of the company's worker.
Age discrimination: An adverse work treatment of an employee based on one's class or category that one belongs to.
Absolute rating: A rating method by assigning a specific value on a fixed scale to the behaviour or performance of an individual based on comparisons between other individuals.
At-will employment: The relationship between employers and
Appraisal: Manager examined one's performance and future goals are set.
Benchmarking: Measures standards of performance against others by doing similar works.
Brown Bag Lunch: An opportunity for employees to learn during work. It is used to convey work information occasionally, but mostly used to enhance employee's knowledge about non-work or job specific issues.
Business Units: Their own Trading Accounts operate with relative autonomy from the other department of the company.
Buddy system: Is a training method in which an old employee help the new employee quickly absorb the organisation's culture
Change management: The deliberate effort of an organization to anticipate change and to manage its introduction, implementation, and consequences.
Coaching: A one-to-one process between a manager and subordinate, whereby the former will 'trainer' the latter.
Collective Bargaining: A process which an employer will negotiate employment contract with a union.
Communications: The sending and receiving of messages.
Competency-based pay: Is a compensation system that recognizes employees for the depth, breadth, and types of skills they obtain and apply in their work.
Confidentiality agreement: An agreement restricting an employee from disclosing confidential or proprietary information.
Contract for services: An agreement with an independent contractor.
Contract of service: An employment agreement.
Delayering: The removal of middle layers of the management, resulting in a flatter management organisation.
Discharge: An employee is terminated by the employer.
Dismissal: When employees are removed from the employment.
Discipline: A process for dealing with job-related behaviour that does not meet expected and communicated performance standards.
Discrimination: Groups of people detriment the others.
Enablement: Strategies that are aimed to give people more responsibility on their works.
Emotional Intelligence: The mental ability of one possess enabling him/her to be sensitive and understanding to the emotions of others as well as being able to manage their own emotions and impulses.
Empowerment: It enables an individual to think, behave, and take action, and control work and decision-making in autonomous ways.
Exit Interview: An interview with certain reason of the employees before leaving the organization.
Flexibility: The changes in the size of the workforce which depends on short term changes in the market.
Forced Ranking: To evaluate employees' performance against other employees, rather than evaluating the performance against pre-determined standards.
Goal Setting: The process of setting and assigning a set of specific and attainable goals to be met by an individual, group or organization.
Garnishment: A legal procedure where one's salary are required by court order to be withheld by an employer for the payment of a debt.
Gift policy: Provides guidance to the company employees about what is and isn't appropriate to accept as present or award from the customers.
Hiring Freeze: Employer decides to stop hiring employees for all non-essential positions.
H.R. (Human Resource): A person who operates a function within the organization.
Human Capital: The knowledge, skills and abilities of an organization's employees.
Induction: Process of welcoming a new employee into the organization.
Interview: A meeting between a candidate and the employer before the candidate is being hired.
Incentive pay: Part of compensation used to reward employees to encourage performance and productivity.
Intangible rewards: Non-monetary re-enforcers such as praise given to an employee in recognition of a job well done
Individual employment agreement: The legal relationship between an employee and employer.
Industrial relations: Study of theories and practices in the workplace relationship.
Job Description: A written summary of tasks, duties and responsibilities of a job.
Job analysis: The preparatory stage for writing job descriptions.
Job evaluation: Process of comparing a job with other jobs in an organization to determine an appropriate pay rate for the job.
Job classification: Determines the relative compensation of the job.
Labour Class: A geographical or occupational area in which factors of supply and demand interact.
Leave of absence: To retain employees when they experience life events that keeps them from concentrating on their work responsibilities.
Layoff: It separates the surplus of employees from the payroll.
Lost Time: Employee absence not covered by allowable leave credits results in a lost-time pay deduction.
Manager: A person who are responsible for planning and controlling.
Merit system: A system that attempts to match people with jobs based on merit, qualifications, and fitness of one's performance.
Minimum qualifications: The minimum standards that one is required to perform work satisfactory.
Multi-Skilling: The increase of skills base on the workforce.
Multi-Tasking: It requires the staff to take in a wider range of task.
Matrix organization: An organizational structure where employees report to more than one manager or supervisor.
Mediation Services: Process of intercession by a specialist in an employment dispute.
Negotiate: Confer with others with an eye to reaching agreement.
Outsourcing: It occurs when management invites external contractors to undertake work that was previously done by in-house staff.
Onboarding: Process for welcoming a new employee into the organization.
Organisational chart: It allows employees and the other stakeholders to see the reporting relationships in the organization.
Overtime: Refers to the time that one's work for over 40hours in a work week.
Observation interview: A process to observe employees while performing their tasks.
Performance Management: A process where identifying, evaluating and developing the work performance of employees in the organization.
Quality management: A system of ensuring a product or service should do what the user needs or wants and has a right to expect.
Recruitment: Process of bringing one into an organization who will possess the appropriate education, qualifications, skills and experience for the post offered.
Strategic Planning: Process of identifying an organization's long-term goals and objectives, then determines the best approach for achieving those goals and objectives.
Suspension: A form of disciplinary action resulting in an employee being sent home without pay for a specified period of time.
Tangible rewards: Rewards which can be physically touched or held.
Turnover: Describes changes in the work force resulting from voluntary or involuntary resignations.
Team Building: The relationship between employers and employees bring together to increase the performance.
Unjustifiable dismissal: The act of terminating an employee's employment agreement for a reason that the Employment Relations Authority or Employment Court regards as unjustifiable.
Variable pay: To recognise and reward employee contribution toward company productivity, profitability and etc.
Wages: Pay for services by employees which are directly related to time worked.
Workweek: A regularly recurring period of 168hours in the form of 7 consecutive 24hours periods.