Implementation of the strategies, plans and programs requiered to attract, motivate, develop, reward, and retain the best people to meet the organizational goals and operational objectives of the hospitality enterprise.
-forces external to the firm
-managers have little or no control
-rapid change- trend and environment
-workforce diversity- majority of hospitality workers will be from minoriy groups
-rise of internet: efficient but..
-legislation-complex and always changing
-evolving work and family roles: dual career families
-skill shortages: end of baby boomers
-natural disasters: HR concerns
-concerns or problems internal to a firm.
-managers have some control
-competitive position:cost(labor cost)quality(recruiting and training quality workers)distinctive capabilities(i.e. brand image)
-Organizational restructuring: active Mergers and aquisations.
-self-managed work teams
-organizational culure: different generations of workers & various beliefs/values
-technology: ethical, privacy, security issues
Total Quality Management (TQM)
An organization-wide approach to improving the quality of all the processes that lead to a final product or service. (involved in organizational challenges)
Transferring responsiblity and decision-making authority from a central office to people and locations closer to the situation that demands attention. (organizational challenge)
-Matching people and organization(job satisfaction-->customer satisfaction)
-ethical dilemmas and social
-responsibility: unethical business practices and whistle blowing.
-productivity: ability and motivation.
Determine the HR contributions as well as the processes and activities required to achieve the goals and objectives of the business plan.
- right amount and right kinds of people to deliver a particular level of output or services in the future.
Benefits of strategice HR planning
-encourage PROACTIVE behavior: e.g. service failure
-explicit communication of company goals
-stimulate CRITICAL THINKING and REEXAMINE ASSUMPTIONS
-identify gap b/w current situation and future vision
-encourage LINE MANAGERS' PARTICIPATION.
*HR personel's limitation
Challenges of Strategic HR planning
-maintaining competitive advantage
-avoiding excessive concentration of day-to-day problems
-developing HR strategies suited to unique organizational features
-coping with the environment
-securing management commitment
-translating the strategic plan into action
-combining intended and emergent strategies
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