Human Resource And People Managing Management
Human resources and people management is using different types of human resources policy and implement into management activities.
The human resource management activities include the staff recruitment and selection, development of human resources strategy, training and development, management of employee performance, wages management, and plan of employee mobility, strategy of employee relationship, management for staff safety and health. It is means enterprises through modernistic management strategy like employee recruitment (selection) and training (educating), and other type of the strategy to perform the business development goals.TrainingDefinition of Training
Today is a competitive era, no matter children, student, employee or any organization. People are afraid to lose to their competitors in the same area. It is the reason why people will go for training to improve their own skills like much of Chinese send their children to study abroad, they want their children gain more experience and broaden the horizon of their knowledge base to facing the future career life.
The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies.
Nowadays, any company or organisation wants to occupy more marketing share or get more performance from their employee. It is why they sent their employee to variety of training. Audi is one of biggest brands in Germany, Audi seen training as "future investment". Audi cost about 270 Million Deutsche Mark for employee training every year. Audi set up the training center in all over the world, and purchase variety of facilities for trainging employee (Wang 2005).
Training about understands your position (see the current situation, whether good or bad) now, and where you will go through a period of time.It is necessary strategy for the employee or organization to gain more chance in their job and marketing.Training in Hospitality &Tourism industry
Success in hospitality and tourism industry is inseparable from the effective training as a basic element. Bill Marriott is the hospitality man always pays more attention for training the operational people, and trying to affect the operational people has on the bottom line. Marriott have more than 140,000 staff in different hotel and F&B outlet, he always says that is a "human business." Even the housekeeper, waitress or bus captain, the staff needs to be pleasantly with others whole day. He also says the staffs needs to contract with customer more than 6 million in Marriott Hotel every day. In the Marriott, the most important is the chance to contract with customer. Marriott cost about 20 million USD for staff training every year. The other hand, they in order to enhance the impacts of training, each staff have own document for their performance and join into a variety of profit-sharing plan.2.1 Importance of Training
Hospitality industry is labor intensive. Even new technology can save the needs for employee in each department like front office and accounting. It was not really effect on the number of employees needs to provide and deliver the product and services for the guest's desire. Nowadays, the employee needs to get more knowledge and skills to improve their performance in their job. The older employees needs to learning new skills and knowledge to keep up with a competitive workplace. Effective training is very important to get these goals (Hayes 2008).
Training is mainly related to industry and to bridge the actual performance of individuals and groups committed to the objectives and the achievement of the performance gap. These objectives may include the expansion of such a thing, get repeat sales, increase sales, increase profits and raise standards. In other cases, training is in order to retain the staff's position in the business (Boella 2005).
Both authors' view show the training is quite important for any organization especially in hospitality industry. It is because hospitality industry is needs to through the employee to service the customers, the attitude or behavior is most important to H&T industry. Both of them talk about through training the employee to improve their performance and increase the quality of service to the customer.
However, there are some differences to the two authors. The first more focus on the training the existing staff to improve the skill to keep up the new staff and improve the performance of the staff. The second author was more focus on training's benefit to the hotel and whole organization.
In my opinion, the training is necessary in the HT industry. Hotel can through training the employee to increase the satisfaction of guest. The most important is training can help the hotel to keep up in this competitive industry.3 Implementation of Training
Big amount of small businesses always lack the staffing flexibility of the larger operations. The needs analysis of consultancy find out the staff lack of time to join the formal training programme was the key point for owner of hotel didn't conduct the training programme (Malhotra 1997).
No matter how, the owner of every hotel will filled up staff working hours in every department. They ignore the training of staff to improve performance; only through the training can maximum the benefit from employee.
Typically, the main objective of the training is improve the performance in the short term, and in the concrete work will increase the competencies of employees. Most of the work of the knowledge and skills training is completed within a few hours or days (Cathy 2010).
For existing staffs, technological changes, the current work and possible loss of job redesign to create new work skills needs. Staffs may also need to learn the new knowledge or skills, because they needs to promoted or transferred. In many cases, staffs needs to join the skills training to get the new skills they haven't use it, as used in emergency situations (Jackson 2008) .
However, the implementation of the training is in a hotel is a short process. Implementation of the training not only to improve staff efficiency, the large parts is to meet the skills needs within a short time. Hotel managers must complete the staff training in a short time; so as to maximize the benefits will be effective.
The manager wants to implement the successful training, there are much of works need to be done. The most important are the four processes for the implement of training, setting up the training plans, prepared everything needs for training programme, implementation and training follow-up plan. Implementation of training plan to conform the training topics; human resource through preparation provide protection of property for the training; through on-job training at any time to resolve implementation issues, and through follow-up services to evaluate the outcome of training (Cassidy 2009).
Moreover, the four steps of training programs for the hotel manager is a complex task. Hotel managers must be careful of the organization, implementation and tracking completion of training program to complete the training program and be successful. If the managers haven't finish any process will bring much of problems in the training programme.
Another problem in the training is about the staff. Many employees satisfied with the status and not acceptable offers of training programs, or training without enthusiasm. This problem often appears in the historic hotel, many of the hotel staff worked at the hotel for decades, they have no competition in mind and ambition. Hotel managers must persuade such employees to let them know about training can benefit to them. Hotel managers must solve the problem of experienced employees not accept training, otherwise it will bring many problems, such as: hotel declining competitiveness, low productivity or poor service (Hoque 2002).
Several of the above authors talking about various problems encountered in the implementation, also can see that the training program is wanted to be careful. Whether in time management, planning and communicate with staff must be completed. Some authors focus on a small hotel on the time management, because the staff low flexibility of small hotel and less of the training is a problem for human resource department. Some authors focus on the big hotels training programs, employee benefits is better lead to the hotel staff less competitiveness in training, this is the hotel manager must consider. In the other hand, if a successful training in the hotel also will bring a great benefit.4 Outcome of Training
Training cannot solve all of management problems, it must seen as provide individuals or organization an opportunity to learn, not as a remedial action, or the opportunities to remedy treatment. Training should be as closely related to the overall operational and strategic, it also part management to achieving goals. It should not be regarded as remedies, should be regarded as a necessary management tool (Cowling 1998).
Thus, training can provide employees the opportunity to learn more skills and knowledge, also can helps organizations achieve the goals more easily. But training can not solve all management problems, any problems can not be started training. Hotel managers must be based on detailed analysis of the facts needs training or not, otherwise training will not bring any help to the hotel and need to cost much of resources.
Training is a teaching and practice, through an organization's human resources to achieve access to knowledge and development skills to improve the performance of the system process. In the main provisions of this definition is 'systematic' and 'performance improvement' (Werner 2008).
Thus, training can help employees to improve work ability, work performance, and systematic. If the hotel's managers need more systematic management of the hotel, they can through employees training to raise the level of service and more systematic. This will help improve the quality of services for gain more benefits.
The outcome of training is through training to find out what extent the employees to improve thinking, behavior and develop good habits of mind and behavior. Finally, training will improve the hotel and individual performance (Ivancevich 2006).
Thus, training not only improves staff ability, skills and knowledge. Training also will make staff thinks; behaviors and habits have a certain degree of change. The hotel only can through these changes to achieve the goals like improving the performance of staff and the hotel.
The outcomes of training after the training often figure out after 9-12 months. So in this period, hotel managers have to maintain with staff to better communication in order to give staff time to provide their opinion. This is the owner of hotel, staff and manager are feeling may be inconvenient, but the implementation must be careful to get good outcome (Kleynhans 2006).
Thus, the outcome of the training is not immediately visible. Often employees feel that the effect is not real results, whether it is thinking, behavior or attitude will take some time to accustom it. Hotel managers can not produce fatigue during this time, and employees must actively communicate and obtain the best outcome.
Focus on outcome rather than capacity. Many employees stay in the impetuous atmosphere and want to get benefit easy and quick. Once the training skills can not be gain the benefit in a short time and they will give up. The much of employee more care about the benefit they get and neglect the ability they get is always wrong. Remember: the good ability will gain more money (Nickson 2007).
View by several authors, successful training is good for organizations and individuals. Most authors believe training not only help staff to improve performance, it also to improve their ideas, behavior and attitudes.
But some authors argue that the real outcome of the training must be 9-12 months after the training to become apparent, mainly because of changes in thinking and attitudes over time consuming for staff to be used. Some authors believe that the training brought results and the interests of employees have some difference, hotel managers must communicate with employees and let them know the ability of work is more important than the short term money they get. One author believes that the hotel must be trained as a tool, and can not rely on the outcome of training to solve all management problems.5 Conclusion
By completing this paper, I have a lot of views about the training in hospitality industry. First, the training of human resources management as a tool to improve staff performance and the effectiveness of the hotel has a great help. On the other hand, hotel manager can not have wanted to use the training to resolve human resources management issues, because the training is more like a tool to improve management. Most of the time, the training is to meet the management needs such as short-term use of new technology. Training can also improve employee behavior and attitudes, and ultimately to achieve improved service levels and functions of the hotel.
The human resource management is changing all the time, the relationship between other management activity and the training programme is also have change. The training programme are same important with other human resource management activities. Last time, training was considered as no effective, waste of money, resources, and time. Today, training is seen as an investment because the other departments such as sales and marketing, finance, production, depend on training for improves performance.
If the owner of hotel didn't pay attention for training, then it is hard to say the human resource management is successful. In the fact, training provides the opportunity to raise the image for hotel to development their business.
Article name: Human Resource And People Managing Management essay, research paper, dissertation