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HR ISSUES

Employee turnover in the Hospitality


Industry often average as much as 200
to 300 percent year.

ORIENTATION
SOCIALIZATION
CULTURE
HUMAN RESOURCE & CAPITAL
PERSONNEL MANAGEMENT
As defined, resources are the total means available or an available supply
that can be drawn on when needed. Resources, quite simply, can be drawn on
until exhausted. Capital, however, is defined as any form of wealth
employed or capable of being employed in the production of more wealth.
Capital can grow with investment to produce more capital.

Traditional personnel management often focuses on managing a workforce


from an administrative standpoint. The function is to ensure people are hired,
oriented, paid on time and have their complaints and needs addressed. On the
other hand, HRM treats employees as a resource much like a factory, a
machine or cash.
HR functions Human capital management
Human resource function Human capital management is
performs work according to related to all employees’
the law and company issues and other elements
directives. such as employment,
utilization, compensation and
development.
Uses simple bench marking Uses complicated evaluation
techniques. techniques.
Host as default body to all the Host only default outcome
process in group. processes.
Only expose integration of Only executes interaction of
HRM. human capital management.
Can driven regularly by HR. Can only be driven under
some special case of
organization performance.
Never defines its true Defines its true objective with
objectives. perfect reputation.
Hr function often delivers a Can able to deliver solution
major solution with perfect for minor instances.
end.
STRATEGIC HRM
Strategic human resource management can be defined as the linking of human resources with
strategic goals and objectives in order to improve business performance and develop
organizational culture that foster innovation, flexibility and competitive advantage. In an
organisation SHRM means accepting and involving the HR function as a strategic partner in
the formulation and implementation of the company's strategies through HR activities such as
recruiting, selecting, training and rewarding personnel.
Corporate Culture

LEADERSHIP EMPLOYEE CUSTOMER VALUE


ACTIONS ATTITUDE SATISFACTION CREATION

Management Model

….. and Why Worry About Human Capital Investment ? ….


HR OBJECTIVE
The objective of Human Resources is to maximize the return on investment from the
organization's human capital and minimize financial risk. It is the responsibility of human
resource managers to conduct these activities in an effective, legal, fair, and consistent manner.
Human resource management serves these key functions : Recruitment Strategy Planning,
Hiring Processes (recruitment), Selection, Training and Development, Performance Evaluation
and Management, Promotions, Redundancy, Industrial and Employee Relations, Record
keeping of all personal data, Compensation, pensions, bonuses etc in liaison with Payroll,
Confidential advice to internal 'customers' in relation to problems at work and Career
development

Its objective is the maintenance of


better human relations in the organization by the
development, application and evaluation of policies,
procedures and programs relating to human
resources to optimize their contribution towards the
realization of organizational objectives