Human Resource Management

1. Introduction:

Human resource management has been existing since time immemorial. It always operated under various names depending on the type of organizational culture. Every organization big or small, needs this specific department that handles the human resource available, working in the organization. The importance of human resource management in the hospitality industry is important as this industry is a people business which is customer driven and quality focused (“Importance of HRM in the hospitality industry,” 2015). Therefore, to handle man power and manage their goals along with the organization’s personal goals, it is a necessity to have a clear idea about the human resource management in a facility.

Similarly, the facility planned below is a casual Italian dining restaurant, named Amore which has a capacity of hundred covers with a personnel of twenty five. They are further categorized in the following departments:

[pic 1]

The above mentioned personnel is further divided in a hierarchy for easy management and accountability; (Fig 1)

[pic 2][pic 3][pic 4][pic 5]

Food and Beverage                                       Kitchen                                                      Utility[pic 6][pic 7][pic 8][pic 9]

              2 managers                                                  1 Executive Chef                                                  [pic 10][pic 11][pic 12][pic 13]

                                                                                                                                                                            [pic 14][pic 15][pic 16][pic 17][pic 18][pic 19]

            7 servers                                                        6 Cooks                                                                                              [pic 20][pic 21]

Each department is headed by a manager, in the kitchen’s case it is an executive chef. The above hierarchy is a flat organization system. The facility functions in the evening, from 6 p.m. to 12 a.m. This indicates that we are targeting our customer base on the basis of our operating hours. Therefore, the personnel in complete numbers will be available during that specific period of time. The HR of every organization considers this following aspects:

• Recruitments
• Selections
• Job Rotation
• Human Resource Forecasting
• Performance bonus
• 360 degree feedback
• Termination Approach

In recent years, two basic concepts in HR have distinctly come under prime focus. They are:

[pic 22][pic 23][pic 24]

Capacity building                                                                                            Capability building                                                                                                                                                                   [pic 25]

                              [pic 26]

Capacity building refers to development and progress of human capital on all levels of existence that is, the responsibility towards self, towards the organization and the well-being of the entire society which lead to long term and quantitative outputs. Whereas, capability building refers to the utilization of the above mentioned factors to manage people effectively to gain a competitive advantage. These advantages differ from one organization to another.  The facility discussed too, has a capacity building and capability building plan which encompasses recruitment, selection, job rotation and several other aspects.

1. About the Facility:

[pic 27]

[pic 28]

              [pic 29][pic 30][pic 31][pic 32][pic 33][pic 34]

(Fig. 2)

The recruitment and selection process is mentioned in the further chapters. The 100 cover restaurant needs a personnel of 25 to function smoothly in accordance with proper distribution of work and labor. This facility also avails jobs for all mediums of the society and ensures training in the department opted by the employee depending upon his qualifications.

1. Capacity building in the Facility:

The restaurant under operation has a manager for each of the three departments, to blur the line between managers and HR. The system of accountability and hierarchy followed will make the managers more accountable for the people and culture in the workplace (Watson, 2013). The facility has a manager in each department as it divides responsibility and makes each individual responsible for his own actions. The chances of miscommunication and blame game is considerably reduced. It also gives easy accessibility to the employees to approach their managers and share their personal goals and problems openly. Availing three different managers in all three departments lessens the work load and helps the manager to focus on one single task or department which results in better leadership tactics. This also makes the atmosphere of the workplace friendlier and reduces the communication gap between the employees. The managers have a better chance at achieving, both, the facility’s goals and the employee’s personal goals.