Strategic Resource Management - Assignment
Added on 2019-12-04
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Strategic Resource Management
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................3ACTIVITY 1....................................................................................................................................31.1 Objectives of Ritz Carlton and contribution of HRM in achieving organizational objectives......................................................................................................................................................31.2 Critically evaluating the role of HRM in Ritz Carlton..........................................................42.1 Evaluating recruitment and retention strategies of Ritz Carlton............................................52.2 Critically assessing the technique used for development of employees...............................62.3 Evaluating contribution of development techniques in employee engagement.....................72.4 Using systematic analysis of the effective strategies to support organizational objectives...81.3 Appraising the process of planning human resources requirement.......................................9ACTIVITY 2..................................................................................................................................113.1 Identification of organization's objectives and requirement of physical resources for theachievement of objectives..........................................................................................................113.2&3.3 Critical evaluation of the role of physical resource management and appraisal of theprocess of planning physical requirement..................................................................................12ACTIVITY 3..................................................................................................................................134.1 Investigation of the marketing activities contributing for the achievement of organizationalobjectives...................................................................................................................................134.2 Critical evaluation of marketing operations of an organization...........................................144.3Appraising the process used by the organization to develop its market...............................15ACTIVITY 4..................................................................................................................................165.1 Contribution of information system management for the achievement of the objective ofthe Ritz Carlton..........................................................................................................................165.2 The role of information system management in the Ritz Carlton........................................175.3 Appraising the process for planning information system requirements..............................18CONCLUSION..............................................................................................................................19REFERENCES..............................................................................................................................202
INTRODUCTIONStrategic resources management (SRM) is an imperative aspect under which corporationaligns its strategic objectives with human resource department. The concept of strategic humanresource management consists of various components such as hiring, payroll, discipline andworking with employees in an organization. However, activities of SRM are performed to reduceattrition rate, improvement in work quality and maximization of profitability. It enablesemployees and employers to achieve collaborative success and create competitive edge in themarketplace.Present report is based on Ritz Carlton which has 87 luxury hotels and reports in 29countries and territories. It has several resorts in major cities that cater the needs of large numberof users (Ritz Carlton, 2016). Further, study covers contribution of human resourcesmanagement in achieving organizational objectives. Moreover, study will focus on theevaluation of recruitment and retention strategies of selected organization. Apart from this, studysheds light on the management of physical resources. Along with this, there is also an aim ofstudy that is related to investigate the contribution of marketing activities in achievingorganizational goals as well as objectives. In addition to this, contribution of information systemmanagement has also been explained.ACTIVITY 11.1 Objectives of Ritz Carlton and contribution of HRM in achieving organizational objectivesRitz-Carlton is one of the renowned hospitality organization within UK that generallyfocuses on rendering quality customer services that is accommodation services, food andbeverage services etc. so that customers have leisure and pleasant stay within their hotel. Themain objective of cited hospitality organization is to provide finest and quality personal servicesas well as facilities to their guests and clients who visits their hotel (Alidrisi and Mohamed,2012). Another objective of Ritz-Carlton is to focus on treating their customer with respect anddignity so that in future they can revisit their hotel that result in enhancing their overallperformance. In addition to this, it is the key objective of Ritz-Carlton is focus on providingquality products and services to customers to meet the requirement of customers. 3
In order to accomplish all these objectives of Ritz-Carlton it is essential to focus onfunction of Human resource management (HRM) that support the hospitality organization inmanaging the human resource within the organization. HRM function within the hospitalityorganization generally focuses on different function that is they must contribute their services inrecruiting and selecting the qualified personnel for the hospitality industry (How Does HR FulfillOrganizational Goals and Objectives, 2016). As, selection of qualified or competent personnelin the Ritz-Carlton results in contributing to the achievement of objectives and goals that is toprovide finest and quality personal services and facilities to the guests. Therefore, with the helpof recruiting and selecting competent employee for the Ritz-Carlton HRM contribute inachieving their overall goals and objectives. In addition to this, HRM of Ritz-Carlton also support in conducting training anddevelopment of personnel that results in improving and amending the skills and abilities of staff.However, the objective of Ritz-Carlton is that they must treat their guests and client with properrespect and dignity so that they can have comfortable stay within the hotel (Mayhew, 2012).Therefore, with the help of training and development they can develop their abilities andcapabilities that support them in respecting the customers those who visits their place.1.2 Critically evaluating the role of HRM in Ritz CarltonHuman resource management (HRM) is the most significant aspect which facilitatescorporation to carry out all business activities effectively. Here, employees are the best sourceswho contribute towards organizational success by rendering good quality of services to largenumber of buyers. However, company or management needs to devote much of their time insharpening the skills and knowledge of workforce. Furthermore, it is the only HRM departmentwhich performs several functions like recruitment, selection and development of workforce. Atthis juncture, company needs to provide right kind of training so that employees can contributetheir best towards achieving long as well as short term objectives. Thus, it is very critical forcorporation to manage its resources because huge amount of finance is required to carry out allthe tasks effectively (Kash and et.al., 2014).HR department performs several activities for removing the stress of workforce andcreating their interest towards work. Similarly, human resource department of Ritz Carltonensures different learning programs at workplace through which employees can work with4
integrity. The most common examples of learning methods are on-the-job and off-the-jobtraining that lead to resolve issues which are being faced by individual at workplace. Apart fromthis, HR department aids to ensure effective working condition. This aspect facilitates to delivergood quality of services among end users (Gannon, Doherty and Roper, 2012). Apart from this, employee relation is also ensured as it is a main part of HRM. Underthis, management takes into account the needs as well as expectations of employees andaccordingly, provides them benefits. Not only this, but management of Ritz Carlton alsointegrates employee recognition programs into promotion policies. This way, it motivates theemployees with higher level of satisfaction and caters the need of users in an effectual manner.Moreover, compensation and benefits are two imperative aspects which are directly associatedwith HRM (Warnier, Weppe and Lecocq, 2013). Thus, department of HR prepares pay structureof employees in accordance with their skills, experience and job profile. Likewise, list of extrabenefits is prepared by HR department in order to motivate workforce and create goodwill offirm in the marketplace.2.1 Evaluating recruitment and retention strategies of Ritz CarltonRecruitment and retention are two major practices associated with the HRM of everyorganization. Especially, these are used in hotel industry which is people oriented whereworkforce matters a lot in comparison to services or products. This is because personnel play anactive role in improving the quality of services and retaining consumers for longer time span.Owing to this, Human resources department of Ritz Carlton adopts effective procedure for therequirement of employees (Perrault, Aversa and Wohlmuth, 2013). At this juncture, hotel useseffective strategies for the recruitment of personnel. Sources like internal and external are used inorder to select the most suitable candidates. Similarly, job transfer and employee references areinternal sources which generally take less time to recruit new employees. Apart from this, digitaljob search and social media are used to post information related to vacancies in the hotel. In thesame way, employment agency is also used for targeting potential employees for the hotel. Forexample, referral programs are used with effective strategies to provide incentive if employeesrefer suitable candidates. This serves as a motivation for existing workforce.Following retention strategies are used by hotel to motivate employees-5
Monetary reward- Management of Ritz Carlton offers monetary reward to the workforcein case they achieve their targets on right time. However, criteria are pre-decided andsame are communicated to employees. It proves to be effective in motivating workforceand meeting their expectations (Potter, 2015). Similarly, need assessment is done by HRdepartment and accordingly, monetary rewards are set for those who perform well inaccordance with set criteria. The common form of rewards are incentive, cash coupon etc.Non-monetary reward- It is also an important method to retain employees in thecorporation wherein methods like promotion, job transfer, enrichment are implemented.However, such kind of rewards are offered employees working at higher level or devotedexpected time in hotel. For example, an employees working from 4 years is likely toexpect promotion as well as monetary reward. Otherwise, he cannot be retain in RitzCarlton (Enders, 2012).2.2 Critically assessing the technique used for development of employeesDevelopment of employees is the most common aspect in hotels like Ritz Carlton. It isbecause it is the only workforce who direct contact to end users and meet their expectations byoffering them good quality of services. Ritz Carlton uses number of techniques for developmentand learning of employees. These are explained as follows-Performance appraisal-It has dual aspects; evaluation and development. It is because atfirst management assess performance of workforce for particular time spend and identifypositive and negative points in the same (Mello, 2014). Accordingly areas ofdevelopment are identified through which learning can be provided to respectiveworkforce. However, 360 degree appraisal is the effective method wherein managementget feedback for employees from different parties like staff, peers and colleagues whichleads to ensure overall development and growth of individual at workplace (Learning,Training & Development, 2016).Seminars and workshops-These kind of development program initiated by Ritz Carltonduring work time where employees are sent to attend training program of expertpersonnel. It provides information related different field of their job so they caneffectively contribute towards achieving long as well as short term objectives.6
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