Assessing Manpower Planning Requirements For Marriott Hotels Tourism Essay

In hospitality industry human resources management is very important, to look after the organization. Human Resources management is to recruit the employees, and solve their problems in organization. Human Resources management need for staff members with variety of knowledge, skills and experience to produce the products and services to the consumers. HR has to see the problems of staff in the organization, and also arrange the accommodations and their facilities of the staff. This industry of often has been described as a ” people business”. Human Resources management to run organization he has to be familiar with all aspects like political view, economic condition, competitions and social views. Here we have a case study how human resources management works in hospitality industry.

Manpower planning, this term has to be explained very carefully and confidentially to human resources. To recruit the people in the organisation with the specific activities and specific positions to make profit for the organisation. Maximum to help staff to get the basic profit to organisation.

Manpower is choosing the right kind of a people in the right organisation depends on their experience in the relevant field for a defined job. Human Resources management and planning is the main source of organization to get the maximum profit to the company by recruiting the staff. Once the company recruit the staff it is the duty of human resources to explain the rules and objectives of the company. So that staff can know about the organisation as well, if the staff is not well trained than human resources have to be trained the staff. In Marriott’s culture human resources practices including manpower planning, employee retention, selection and recruit, develop and training these common things are included in Marriott’s culture.

2. Steps in Manpower Planning:

Giving good opportunities to youngsters appointing them in higher positions and to give them a new opportunity in the organization.

Encouraging the staff by promoting them in the good positions, depending on their output and experience in the relevant field. It is good to organization and makes profit by internal promotions to the staff.

While recruit the staff it has to be clearly mention by manpower or human resources to describe the staff about the job description.

Manpower has to recruit the staff with enough sources, because it is over staff there is a problem in organization on the salary views. So manpower has to recruit only enough sources of staff.

3. Advantages of Manpower Planning:

According to Hayes and Ninemeier, (2008);

Manpower will give guaranty the employee future promotions as an incentives in the organization.

It educates the people in the organization, by communicating with different nationalities people, it is an advantage from manpower to staff.

Manpower gives smooth working to the organization by recruiting the staff, as working even expansion of the organisation. According to this facilitate manpower gives smooth working in the organization.

Hayes and Ninemeier, (2008), (Introduction to Human Resources Management and Manpower planning to HR, John Wiley and Sons Publications Ltd. Publication date 13th Feb 2008).

4. Need for Manpower Planning in Marriott Hotels:

The main aim of Marriott hotels are to satisfy the guest with proper facilities and excellent services. To achieve these things from guest staff has look after their skills and efficiency this turn would help for the company or organisation to achieve their defined targets or goals.

Since Marriott hotels are renowned international hotels through out the world wide and its very busy all times with guests. So manpower is important to avoid of shortage of staff to perform the job.

5. Labour Market Strategy:

Labour market strategy means, lack of qualified in various level with skills and efficiency is know as ” labour strategy”. In hospitality industry they need more qualified and efficiency in different levels. This means supply and demand of the labour to work in thee industry, this is most happen in hospitality industry. To avoid this situation they required of staff to do a particular job in the hospitality industry. Human resources planning is concerned with making sure that the organisations has the right number of employee of the right quality. The main problems for the human resources planning are skills shortages, competition for employees and labour turnover.

According to this in hospitality industry labour turn over is more. Because there are new aspects to develop the hospitality industry and to make more difficult in the labour market.

( www.dawsonera.com)

B. External Factors that influence and quality supply for the Organisation:

External factors the influence of a range of organisations are Political, Economical, Sociological and Technological and this is also know as (PEST).

About these external factors, before that some factors are influence for the organisation that is know as SWOT( strength, weakness, opportunities and threats).

In these some are internal and micro environmental, strength and weakness are internal factors. Opportunities and threats are micro environmental, and PEST comes under the aspect of External factors of the organisation.

The following are some of the external factors:

Political Factors:

This factor is mostly include with government bodies and legal formalities in both formal and informal activities which is under the rules operate. This political is huge arena which is having the background of government, it depends on the business and spending power of consumers on with other business. For example political factor means intellectual property protection, legal frame work, trade regulations and tariffs.

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Economical factors:

Economical factors mostly effected in purchasing the customers potential of power cost of capital and costs. Economical factors which grows the economical growth in the market as well in organisation also. But it over the interests rates and also exchange rates in the economic way of growth. Economic factor inflated the rates of growth in the economic market strategy

Social Factors:

Social factor which includes the aspects of the external factors in macro environment which is demographic and culture. Firstly social factors goes on population growth of rate which should be control by social factors. But in organisation it should look after the staff of health consciousness and organisation is tally the staff with career attitudes. Social factors problem with the age distribution and emphasis on safety. Social factors which is important to control the organisation in external methods.

Technological Factors:

Technology factors, now a days technology is very fast grown up, today’s world everything is generated with technology. There is lot rate of technological change. In organisation technology is very important mostly MNC companies and also in hospitality industry. Technology incentives are more useful to organisation, automatic equipments are introduce to run the organisation this is an outsourcing factor which is related to external factor in organisation.

www.quickmba.com

C. Four Manpower Demand Factors Chosen Organisation:

1. Ages:

Marriott hotels been a international group of hotel usually target the manpower between the age of 18 to 32 years approximately. Marriott recruits the young staff to give a quick service to the customers, now a days in hotel industry manpower and human resources are recruiting the young staff to look good and cheerful for the customer and growth make profit in business. Young people are joining the Marriott hotel an offered to get an assurance and quick promotions.

2. Skills and Training:

In Marriott hotels all the staff are go through a series of training session courses, these staff are also given training on the job. So these training helps them to learn about job description and also to improvement in the skills of the staff. In Marriott hotels these on job training will be given because to have quick service to guests. In London Marriott hotels are the best hotels for training for the employees and their skills. The idea both training for the courses and on job training Marriott hotels are best organisation.

D. Labour Turnover:

Labour turnover I defined as the number of ratio of the number of employees that leave the organisation with resignation or dismissal. During this period number of payroll employees on same period. To calculate labour turnover and to do comparison in the organisation is to be calculated like this: labour turnover = the number of leavers in the set period/ the average number employed in that period x 100. Usually this method was used in UK organisations to measure the labour turnover is called ” crude wastage method” so that labour turnover survey organisational comparison survey could made.

Labour turnover will be differentiate between different group of employees and measurement by department or section or according to such factors length of service or age of occupation.

(http://www.eurofound.europa.eu/eiro/1998/01/feature/uk9801193f.htm

Last Publication Date: 28 Jan 1998)

1. Fast Food Sector and Labour Turn Over:

Fast food business mainly facing problem of labour turn over, this is because inadequate wage levels leading to employees moving to competitors. Senior citizen increased percentage target market problems. Because they staff is not having proper training, and mostly jobs are recruit for part time jobs. According to this more casual workers and part time employees have not seen growth of career.

Employee benefits could be increased by birthday off’s, maternity/ paternity leaves to be increased. These following strategies have to be taken by sector to reduce these factors. In order to this staff have to be suggest the HR to definitely to help employees opinions and suggestion. Because this will help to increase their and improve their performance and accept it, and also team understand their role clearly and effects the productivity of business. To improve the productivity of business there should be greatest feedback and should be implement on them. They will be treated with respect and assuming them with rewards with low staff turnover and motivated willing team.

Marriott hotels have taken such a few steps, this regards which are procedures and providing early promotions to young recruits. If you see about the history of Marriott hotels in fast food sector is excellent. In the year 1939 Marriott hotels won the U.S. treasury building against the excellence service in food management. With this growth in productivity in the year 1940 Marriott hotels opened five new restaurants and in 1955 Marriott hotels enter in food service market at the children’s hospital in Washington. Marriott hotels continues and started hospitality industry to serve the people with good service.

(http://www.answers.com/topic/marriott-international-inc

England, Robert Stowe, “Are Two Marriott’s Better Than One?,” Financial World, November 10, 1992, pp. 28-29).

E. Supply and Demand of Labour:

In any organisations labour are very important because to run the organisation properly required of labour. Demand of labour the principle of supply basically depends on the corporate plan. When the events are there in hotels like Christmas, Olympics games and Happy New Year, during these events labour on demand, obviously there is limited labour supply in labour market. The factor including working patterns, better salary and wages economic state and ever changing government rules and regulations. The supply and demand of labour is much like supply and demand for any other service.

(http://www.statistics.gov.uk/cci/nugget.asp?ID=949.com)

F. Improvements and Implementation:

We will now discuss about various improvements which we need to focus on.

Talent Pool:

It is important that we recognise our staff ability and encourage them to take on higher responsibility. This will give them a growth opportunity and also job satisfaction. We will choose the staff who are performing well on the recommendation and suggestion from the managers or supervisors. We will than view their profile and past achievements to see that they are fit for to take on this new role.

Salary increment and benefits:

Salary is the most important factor. We can see that major labour turnover is due to salary package. We need to re-structure our appraisals and increment procedure. Appraisals need to be held every six months so that we review our staff performance and give them feedback so that they can improve and excel. Increment should be done atleast once in a year taking consideration of their past appraisals. This is will give lots of boost in the employee performance.

Agency / Consultancy:

We should hire some new agencies to do short listing of candidates while recruiting. This will help us to reduce our cost and we can concentrate on final interviews to choose right candidate. According to this work load will be reduced and perspective working. This is the best way of the recruiting the employees in organisation.

Flexibility:

As most of the employees working in Marriott are students, we need to take care on their availability. We need to be flexible with the timings they want to work. This will give them good motivation and the turnover can be reduced in our company.

(http://www.businessballs.com/pestanalysisfreetemplate).

Conclusion:

According to this report as I came to know about Marriott Hotels, how we understand the different importance of various trends and issues on the organisation. Which reflects the room division, house keeping and food service and fast food restaurants.

As long as core competencies are recognized and never forgettable, then this business continues. If the organization has to run and get good business than all hotels as to follow these implements and they should apply these in organization. In this organisation all get good business and benefits also like share holders, etc the corporation is never too far and the success of the company.

( Marriott Hotels).

HUMAN RESOURCES MANAGEMENT

TASK : 2

Legislation Implied on Human Resources:

The legislation act preparing and enactment of laws, United Kingdom is one of the original signatory of the European Conventions of Human Rights 1950 (ECHR) than parliament passed the act in 1998 of the conventions rights in domestic law. For example at a normally looked and transferable an employee to less desirable job in industry for not only look the matters of equal rights, equal pay, but also look in the matters of maternity/paternity and right to disabled. If any organisations found illegal practises of manpower doing this kind of activity will be taken under this act.

http://mavrkylawcenter.blogspot.com/2006/10/human-rights-act-1998.html

Terms and Conditions of Recruitment and Employment Act 2005:

Discrimination happens when the employee treats one favourably than compare to others. It also treats like female employee is being paid less and male being paid more, comparing to female, but the job description is same for both. Also minority ethnic being refused to give the training with white people.

There are specific laws against some type of discrimination it has been called unlawful discrimination. This is means if your employee treat less with the others employee like been paid less, comparing genders or martial status than you can able take an action against this unlawful discrimination act. Comparing race, colour, sex, ethnic background, nationality, religion, martial status, and disability these are some of the laws comes under discrimination. This discrimination act was exactly in 1995 but government amended some the laws to Act 2005. These act implies on disability, the physical challenge employees are disadvantages of this act because reasonable adjustment for the disabled people.

http://webarchive.nationalarchives.gov.uk/+/www.direct.gov.uk/en/Employment/DiscriminationAtWork/DG_10026557

2.0: Statutory Provisions- Health and Safety Act 1974:

The Healthy and Safety act 1974 is the primary legislation covering working related health and safety in Marriott Hotels. The main responsibilities for this act is organisation when staff at work place this is the responsibilities of executive health and safety manager.

2.1: Risk Assessments:

Your employee has to be responsible for your health and safety at work. In Marriott Hotels manager has to appoint one competent person to look after you while at you work. Under this act employer has to provide personal protective equipment (PPE) to the employees free of charge. This is usually when the firm is smaller one or industry is large they have to trained with health and safety act. There should not be any risk assessment in company to staff, they have to be look work place should be safe and clear. Prevent the risks to health, ensure that plant and machinery should be work and should be placed on right place at right work. Ensure that organisation should provide first aid facilities and to set up the emergency plans. In each and every department there should be plan of fire exit, so that in case any fire, staff can evacuate the place immediately these are plans in Marriott Hotels are to followed in risk assessment.

http://www.direct.gov.uk/en/Employment/HealthAndSafetyAtWork/DG_4016686

3.0: Codes Of Practices Act 1995- Disciplinary Procedures:

According to Boella M.J.:

In Marriott Hotels, it is very important some of the rules which we are set should followed by us. These defines the professionalism standards which member must maintain as a condition of membership. those who are adheres these rules is obligatory, they will be failure to do such disciplinary action and these act will be taken against the member in accordance with Bye-Laws 56-71.

3.1: Personally:

Human resources team is responsible for this, because should regulate their professionalism affairs in all respect of standards to uphold their integrity and statutory responsibilities. Human resources should look after the employees whether they are login accurate time and log out on time, if employee is not feeling well on work should inform to Human Resources department. When in pursuit in personal ambitions and interests should taken on others account.

3.2: Rules Of Conduct:

Now let us focus on grievance procedure, it is a code of practice which lies under the employment relation act 1999. This means the employee has rights to raise any kind of problems at work such as pay working condition, not getting his/her statutory employment rights. That means these rules implies on every staff, should be equal while comparing with others.

Boella M.J. ( Appendix-5; Page no 315-316; 7th Edition).

4.0: Organisation Act- National Minimum Wage Act:

National minimum wage is very important for recruits in the company for existing employees. It is very important offer wages up to £5.80 for 22 years old and above it is £4.28 per hour. The second volume to be appear and address other issues such as the youth rate the age at which comes into force currently 22 years and the accommodation off set. Development rate should be increased from £3.20 per hour to £3.50 per hour as per the national minimum wage act. This wage act was taken in 1998.

4.1: Implementations :

This national minimum wage act entitles in UK for all the workers in UK to receives this minimum national minimum wage. The national minimum wages entitles for all employees in UK, the worker has right to make minimum wage in a tribunal or civil court. It is very important to understand employees national minimum wage act is not implied appropriately by them. This could be criminal offence would refuse or wilfully neglect to pay the minimum wage.

http://webarchive.nationalarchives.gov.uk/+/http://www.berr.gov.uk/whatwedo