Companies in the hospitality sector like chefs in restaurants often compete against employees for talent in different industries that need people with equivalent skills and efficiency. Hotel managers or hospitality managers are not only competing with each other for talent but also with other employers for the same skills that can be used. Another problem is the lack of divergence at top levels of the industry. Many hospitality sectors started assessing their worth in the workplace for hiring talented employees with enlarging talent pools.
Let’s give a minute to read this article with Pritish Kumar and get full knowledge about the HR Life Cycle.
Hospitality and unemployment crisis due to pandemic
During the early days of the pandemic the hospitality businesses had to shut their doors for how to curtail and decrease staffs. It has been the biggest challenge to reduce workforce to compensate the recess and administer loyalty in the current management team. Next thing is, retaining trained employees is vital even when there is huge unemployment and low labor market, also giving responsibilities to the trained workers helps in building pride and increasing the retention rates.
There are 5 different stages in the HR life cycle:
i)RECRUITMENT AND SELECTION-
This process begins when the organization starts looking for a new employee. It surrounds the organizational brand and configures the potential of employees for the overall comprehension of the company as well as brand marketing in creating public opinion and acts as a strong motivator.
Recruitment is about searching for a good candidate for ensuring to have the best employee available for every role whereas selection is the process of success which is determined by the recruiter and candidate relationship with loyal employees being the champions.
ii)ORIENTATION-
in stage two the employer and employee’s setup their expectations for each other, as in a business it is very important to make sure that the new selected employees must be inspired by their new role, ground in the company’s culture and settle in the team. During the induction and orientation, the employees should be welcomed and valued with gratitude and engrave in their place of work from the first day.
iii)PLANNING & DEVELOPMENT–
once the employees are accepted in the company the focus is on giving the opportunity to the employees to grow and how to deal with the performance management. The performance appraisal of the employees lets them gain reward in the aspect of everything they achieve and they can also offer new incentives of the team to set up new goals in the organization.
iv)DETAINMENT-
the best way to retain employees is to give them good tools and better working environment in order to do their job effectively and efficiently. Organization must generate work culture where the employees feel confident about there doing and what their purpose is in the career path which should be defined well through transparency.
v)TERMINATION-
this stage is extremely propelling exercise and valuable when it is executed properly. Leaving of employees is the understanding key to retain the best people. Having a sound conversation with the employees about their choices for the employees to return and continue recommending the organization to others in the market.
The importance Human Resource plays in supporting, growing and retaining talent applied to a specific hospitality job role-
i)To create a comprehensive workplace–
HR in hospitality management should work together with the senior manager to create a workplace where every employee should be valued and feel appreciated. Comprehensive workplace makes the company more adaptable, attractive, innovative to gather top talented people because the employees want to work in the culture where every talent is promoted and introduced to others.
ii)Tracking of performance–
we should know what our employees are doing by keeping a vigilant track on their performance, for example by using workforce analytics, by this method we will be able to spot and deliver the problems efficiently in a timely manner.
iii)Building of incentive programs–
hospitality industry is not always great in the payment method, for improving this issue the HR in hospitality role should know how we can show appreciation to the employees in every role they play. Out of few surveys of today’s generation it shows that many employees want to work in a company where they offer perks of high incentives.
Recommendations on how processes and documents at each stage of HR life cycle can be improved-
RECRUITMENT– in this stage of HR life cycle, the growth of a business starts with hiring of employees with skills and knowledge. The human resource department need to create a strategic plan to understand the position of the employees that is to be filled and strategizing compensation pack to observe if they can combat to draw top talents.
EDUCATION– in this process, when significantly employees begin in new position, they should be knowledgeable about the part in the company, their belief and duty regarding the workforce in the organization.
MOTIVATION– the HR can motivate the hired employees by keeping them engaged and performing at a higher level in the workplace by showing commitments towards the company.
EVALUATION– in this stage of HR life cycle, the supervisor evaluates and measures the performance of the employees and gives review on the basis of facts and not feelings. The supervisor gives a barometer to the employees and organizational leaders to specify and determine the right person for the right job.
CONCLUSION
The most important function of the organization is communication that helps in working efficiently with productivity. Second most important thing in the organizational function is communication between inter-departmental and public relation institutes. The importance of communication and coordination between specific departments in the organization becomes more apparent when the communication gets disrupting.
References
https://www.strategicpay.co.nz/News/x_post/5-stages-of-the-hr-life-cycle-00178.html
