...Human Resource manager AT GOLDEN HOTEL Human Resource manager AT GOLDEN HOTEL Table of Contents Introduction2 Human Resource Management3-4 Projected Future Trends 5 Effective Customer Service Technology Management6 Social Media7 Ethics and Social Responsibility8-9 Website Summary10-11 Conclusion12 References13 INTRODUCTION This project is to help me reach the career path from where I am now to Director of Human Resources in the hospitality industry. Diverse defines the hospitality industry. Human Resources Management Human Resources Management includes enforcing labor and wage laws regarding pay and break periods. Ensuring that employees understand, and that supervisors fairly and consistently adhere to the organization's policies and procedures, helps HR protect worker and company alike. Projected Future Trends Workers’ compensation claims and litigation will continue to be on the rise, resulting in the need for more proactive human resources management of safety in the workplace. Effective customer Service technology management It is well documented that the hotel industry has tended to fall behind in technological advances, opting more for labor intensive operations and service delivery. Therefore, it is perhaps now more important than ever for hotels to make use of technology as a means to provide better guest service quality and increased satisfaction. Social Media Human resource directors...
Words: 2224 - Pages: 9
...XLRI, Jamshedpur 'Outside-In' - Cultural shift in Human Resource Management in Corporate India in the age of the social media BY: RIYA RASHMI HUMAN RESOURCE MANAGEMENT BATCH OF 2014-16 XLRI, JAMSHEDPUR SOCIALISING HR The report deals with analyzing the past, present and future of HRM with reference to the entering of social media platform in the corporate world. With many of the companies thinking over the issue, it has become very important to evaluate the scope of social media in the field of HR so as to leverage the share of HR as a business partner. Earlier HR being just a cost centered function of a company was into little notice of the stakeholders. But now as the importance of the aspect of people has sparked, the corporate world needs to emphasize on this differentiating function. Sandwiched between the management and the employees, the HR department forms the crux of a corporate. So, the transformation that needs to come through this function shall be of great importance. The use of social media is a very new concept and we need to evaluate the system so as to use it effectively. Table of Contents 1. HISTORY OF HRM IN INDIA - 2 - 2. NEED FOR A CHANGE - 2 - 3. SOCIAL MEDIA AND HRM: - 3 - 3.1. WHY SHOULD HR USE SOCIAL MEDIA? - 3 - 3.1.1. Influence analysis: - 4 - 3.1.2. Engagement and Retention: - 5 - 3.1.3. Employee Onboarding: - 5 - 3.1.4....
Words: 2710 - Pages: 11
...Effective Date: March 2, 2015 Affected Employers: All full-time and part-time U.S. employees Purpose: • Social Networking: The use of dedicated websites and applications to interact with other users, or to find people with similar interests to oneself. o Examples include using sites to post images, communicating with other people through the Internet, or participate in online games. • Social Media: Websites and applications that enable users to create and shard content or to participate in social networking. o Examples include LinkedIn, YouTube, Facebook, or Twitter. • Although social media can produce many advantages, much research has concluded that it has negative effects on productivity in the workplace. It has been stated that policies within companies should be implemented to avoid these negative effects. • The goal of this policy is to implement a new code regarding the use of social media to limit social networking on computers, smart phones and tablets within the Pfizer workplace. Policy and Procedure: Social Media In the Workplace Pfizer Inc. Department Of Human Resources 235 East 42nd Street NY, NY 10017 1-212-733-2323 Policy: • Pfizer employees must refrain from the use of any social media networks on devices (such as smart phones, tablets, or computers) during the hours one is working at Pfizer. • All full-time and part-time U.S. employees are responsible for complying with this new policy...
Words: 777 - Pages: 4
...(DeVry University) September 17th, 2013 We live in an era of technology that is changing the way the traditional workplace operates. Within the last two decades, dependence on technology as a means of conducting business has caused human resources to increase its recruiting functions from utilizing print media to posting vacancies on the Internet to attract prospects. Such practice improves the time it takes to hire a candidate, eliminates steps in screening and overall saves on costs that traditional method drained from a company’s budget. From the job seeker’s perspective, the hiring process is greatly enhanced. “In our fast moving society we no longer want to wait for Thursday's paper, which contains the appointments section, nor do we want to post our CVs in the mail the following day, then wait for weeks for a reply” (Online Recruitment Marketing Counsel, 2003). The use of the Internet means the entire world has access to a vast number of jobs. With the speed and capabilities of such methods, applications are instant and allow for submissions day or night. Using the Internet is not limited to posting the job and searching for candidates, it can also market the organization to highly desired candidates using social media and be the tool used for interviewing to save on costs. These functions can cascade into...
Words: 4007 - Pages: 17
...Health Care Human Resources Management Health Services Human Resource Health Care Human Resources Management As the Human Resource Manager of Harrisburg Community Hospital, I am proposing the following strategies in the Human Resource department in order to improve effectiveness and partnership within the hospital. Current trends for hiring should be analyzed in order to ensure that hospital practices are up to date and relevant to today’s pool of prospective applicants. One current trend that has been growing for several years is the use of social media in researching applicants prior to an invitation to interview. “A recent Aberdeen Group study shows 77% of HR, staffing, and recruiting professionals use an online career site for talent acquisition. Online content - especially popular social networking sites like Facebook, Twitter and LinkedIn - has created a new and rich information source for HR, staffing, and recruiting practitioners sourcing and screening candidates. Social networks offer a free way to identify passive candidates (those not actively looking for a new job), verify a candidate’s résumé claims, unearth undesirable behaviors, and gain insight into a candidate’s skills, personality, and cultural fit.”(Glenn, 2015) Using social media as a hiring tool is not without its challenges and the HR department should take precaution to ensure that managers and interview committees are not making decisions based on race, gender or age, which are all protected classes...
Words: 1410 - Pages: 6
...and gives the company the best returns. Taking the time to put together a well-written marketing plan will make Artemis Sportswear more likely to achieve their marketing goals. In order to improve overall profit margins, the company must tailor their offers to the consumer's needs so they can provide them with a worthwhile product. Focusing their marketing strategy towards the market instead of the product allows Artemis to gain new consumers and strengthens their profit. In today’s market, it is imperative that every business have an online presence regardless of whether or not they have an online store. Today, many consumers use the internet to research and purchase products. Consumers also use social media to spread awareness about products and companies, there are over 955 million Facebook accounts (Kumar & Mirchandani, 2012), and new social media sites are cropping up constantly. Launching an...
Words: 1920 - Pages: 8
...least two hours before the start of your scheduled shift. c.Mobile Devices: Personal electronics such as cell phones, tablets, laptops may not be used while at work, unless required for work purposes. Mobile devices may be used during breaks and before and after shifts just not in public areas. d.Internet: All company computers that have internet access are to be used for official company business only. Employees may not use the internet for personal use, i.e. social media. 2.Company X has an extensive training program to make sure that its employees understand what is required of them during their employment. These trainings happen on frequent bases. Three specific Components for an ethics training program. a.Frequency of Trainings: The Training of ethics will occur when any employee is hired. This will then be followed up with quarterly department trainings. b.Who will conduct trainings: The Initial training when hired will be conducted by the Human Resource Manager. The quarterly trainings will be done by Department Managers and Supervisors. c.How will trainings be presented to employees: The training will be done in one on one...
Words: 597 - Pages: 3
...The article discusses several methods and indicators of quality and strategy when linked to strategic human resource management. What key aspects of this article do you think you can apply most to your current organization? Since the article was published, many things have changed that might make this article of limited use. Please find a more contemporary piece (2010 or after) on the topic and summarize the article. Your response to this should include at least one outside reference from an academic journal and provide a solid overview of your understanding of strategic Human Resource Management. Respond to at least two of your fellow classmates posts. The task in any Human resource department of an organization, is to effectively manage and execute the best of performances (Appleby & Mavin, 2000) – from scouting, hiring, training, promoting and retaining. Quality matters, and lack of it will create an unpleasant organization and possible loss of revenue. Indeed times have change and with the rapid changes in technology such as mobile platforms, use of social media and more efficient machineries, as in the case of the Department of Defense (Case study, 2014). However, with these improvement also comes the need for more precision, accuracy and very little room for error and lackluster performances by organizations, thus requiring more strategic human resource management. These strategies should make all organization members feel valued, appreciated and welcomed. It should...
Words: 649 - Pages: 3
...many new ways to recruit the right talent. Many human resource generalists are discovering that a combination of both old and new methods works well for them. Human resource departments are still using traditional recruiting methods such as newspapers, bulletins, and job fairs. Yet since the boom of the Internet, advertising online often offers a lot more bang for the recruiting buck. There are hundreds of online-only job boards such as Monster, Hot Jobs, Career Builder, and Indeed. Using the traditional methods along with online job boards and social media like Facebook, LinkedIn, and Twitter allow recruiters to reach a larger range of people more effectively. I have worked in the Human Resources department for the past four years and I recently took on a position of recruiting this past May. I wanted to write my paper on something that would make me a better employee now and also carry with me in the future. As a recruiter I am always looking for new and effective ways to reach more job seekers without going over the allowed budget. After doing my research of recent articles and books I consulted with a colleague of mine here at Fastek regarding best practices for recruiting he has used in the past. I have a personal Facebook account, but until I did my research I had no idea that it could be used as a recruiting tool by setting up a company’s Facebook page could essential lead to more candidates. I have recently broadened my use...
Words: 2794 - Pages: 12
...TOYOTA MOTOR MANUFACTURING COMPANY The purpose of this paper is to clarify the role of Human Resources in an organization. The research will discuss the social responsibility track record, the environmental factors, the strategy, mission, and vision statement of Toyota Motor Manufacturing Canada Inc. (TMMC). An organization could function and could perform high qualitative services only if that company own the human capital. Human capital gives the economic value of the organization. Human resources management (HRM) has the responsibility to manage human capital, planning and making recruitment, staffing and training, communicate and compensate, looking for benefits and labour relations. Toyota Motor has a great impact around world by its brand and not only. As Kimberly Gardiner, the national interactive marketing manager, said” Toyota and who wants to assure customers that we are making every effort to do the right thing. ... It humanizes the brand.” Social responsibility of Toyota Motor TMMC started its activity in 1988 when they built 153 vehicles. Today, they hold the ability to build 500000 vehicles annually. Their activities have been appreciated with a total of 11 Plant Quality awards including Platinum and 6 Gold awards. Knowing this short history about TMMC, it is easily observable that the company’s reputation was improved, so the percentage of people who would recommend that this company increase. The company showed up with the most innovative commercials,...
Words: 1016 - Pages: 5
...Administrative Ethics HCS335 April 29, 2012 Administrative Ethics In the modern age of society, social networking has a strong influence on everyday life for many individuals. When social networking interferes with the health care industry, multiple problems may arise. Violating personal health information may occur with the slip of a key. Medical advice may be given with consequences. Social networks can be helpful, but may also be damaging. Having a policy within a facility will assist in reducing the risk of a privacy violation. A social network site is an online community for individuals to meet and share information along with discussing common interests. The issue arises from a health care professional violating patient privacy and other HIPAA laws within the social networking sites. Leaking patient information through these sites can be damaging to the patient and the physician at the same time. Social media sites tend to be relaxed and not always handled in a professional manor. This can lead to personal health information leaking through the sites. Although the leaks may not be intentional, they are still a violation of privacy laws protecting the patient. As a society, personal information that could possibly be damaging to a person is both personal and potential gossip. Not all leaks of personal health information are gossip, and damaging, but it could be for any person. The damage will reflect the person being spoken about and the medical facility...
Words: 1086 - Pages: 5
...both business graduates. They currently own a night club, called Club IT. Club IT is a music venue that centralizes their business as a night club. They recently have been remodeled in order to build business and bring in more clientele. Club IT offers food, such as appetizers and short orders from the kitchen. They have successfully installed four- pour stations in the bar area, so there is always an opportunity for the guest to order a drink. The owners, Ruben Keys and Lisa Tejada are desperate to find more ways to become successful in the night club business. Their mission is to offer live music, DJ’s, dancing, and a community of friends in the night club. Wiley.com. (n.d.). Lisa and Ruben are excited to move forward with new ways to use technological systems in the night club. Wiley.com. (n.d.). The information system they currently have does not operate well regarding food cost, beverage cost, labor, payroll, concert events, and marketing campaigns. The first step is to install a transacting processing system (TPS) in order to accomplish these goals. With the new TPS system, they can expect to receive a high quality data from management information systems (MIS). Rainer, R. K., Jr., & Turban, E. (2009). Goals and Strategy The night club seems a success to an outsider’s perspective, while that may look the case, the night club has many improvements they can make. Lisa and Ruben are looking for an operating system to assist them with understanding numbers while...
Words: 1733 - Pages: 7
...fail without the right people in place to execute it. Thus, the true challenge for any leader is a human capital challenge. But what exactly is human capital and how does it relate to an organization’s chances for successfully executing its strategy? In short, human capital is the sum of knowledge, abilities, skills, values, personality, ideas, motivation, behaviors and experiences owned and offered by the people within an organization. All things being equal, the better the quality of an organization’s human capital the more successful it will be. The importance of human capital to an organization’s success is even more pronounced today due to a number of crucial trends. These include: * Demographic changes – an aging workforce along with increasing diversity is forcing organizations to fight a “war for talent” * Increased focus on growth – after cutting costs to improve the bottom line there is a renewed focus on growing the top line * Knowledge, innovation, adaptability and collaboration as key drivers of success – to grow the top line, leaders have recognized that the primary sources of success are things that reside within their people * Increased importance of intangible assets, such as brand, reputation, leadership and strategy – these assets are more and more a result of the efforts and skills of the people in the organization * Recognition that human capital is the main source of sustainable competitive advantage – not access to capital or the means...
Words: 5008 - Pages: 21
...1. What are the advantages and disadvantages of using electronic recruitment methods? Recruitment within the Human Resources process is the means of finding and obtaining the best candidates for an Organization. The adaption of technology and the prevalence of the internet have allowed businesses greater access to candidates and made significant changes to the recruitment process, outlined below are the advantages and disadvantages. Advantages of Online Recruitment Cost Effectiveness Whilst the recruitment of the very best candidate is the ultimate goal for the organization, the reality is, that all processes companies undertake ensure that they are both efficient and effective. The use of online jobsites like www.seek.com.au allows the company to place the advertisement for one month for a small fee, as opposed to a more traditional method of an advertisement in the Sunday paper and gives the advertisement 24/7 coverage. The streamlined and standardised approach of online recruitment is estimated to cut the recruitment process down by a third. (Burns, 2011). The higher calibre of candidates should meet the companies criterion and therefore get them into the workforce sooner. Larger Pool of Candidates The online advertisement allows a greater pool of candidates to view the position; this can be nationally or in some cases internationally. The traditional print method would only allow candidates from the immediate area the view the advertisement. This has allowed recruiters...
Words: 1995 - Pages: 8
...HUMAN RESOURCE MANAGEMENT INNOVATIONS & TECHNOLOGY – ROLE IN RECRUITMENT & MOBILITY Abstract— Human resources have been called the “key ingredient to organizational success and failure).In today’s Globalized era Human resource practices have become more innovative and technological. Today HRM Practices uses technology to enhance mobility. The HR and global mobility Departments have a great deal to gain by replacing existing deficiencies with operational efficiencies that can be achieved through the use of technology. In addition, the effective use of technology can enable organizations to track employees and reach out when required. Today the social networking sites viz. facebook, twitter, LinkedIn etc. are used as an innovative tool to recruit the capable and efficient human resources in any organization. Technology is moving beyond its role as a business enabler and become further ingrained in the life and work styles of the future workforce, while also changing employee and business expectations and interactions with one another and the world around them. This Paper critically discusses the Impact of Technology on recruiting and mobilizing the workforce, We specifically put an emphasis on what is often called “new” or “modern” HRM practices—practices that imply use of high levels of technology and innovations in recruitment process. We discuss how individual practices influence innovation, and how the clustering of specific practices matters for innovation...
Words: 2217 - Pages: 9
