STAFFING:

HUMAN
RESOURCE
MANAGEMENT
OPERATIONAL
MANAGEMENT IN
HOSPITALITY PRESENTATION BY:
MANAGEMENT 2021 ARABELO, Lance
ROMAN, Melissa
OBJECTIVES
PART 1: ISSUES IN HUMAN
RESOURCE MANAGEMENT
PART 2: FITTING PEOPLE TO
JOBS
PART 3: RECRUITING

PART 4: SELECTION AND

EMPLOYMENT
PART 5: TRAINING

PART 6: RETAINING
EMPLOYEES

PART 7: STAFF PLANNING

PART 1: ISSUES
IN HUMAN
RESOURCE
MANAGEMENT
#1 Recruiting New Staff
Companies sometimes need to recruit new talent for many
reasons such as increase in workload or project scope, new
operations. Human Resource Management faces major
challenges and that is selecting the best candidate and
making the hired candidate familiar with the environment and
culture in the workplace. And not only that Human Resource
Management has to select candidates which are not only
technically expert but socially too because the company
cannot receive expected output from the employees who are
unable to socialize this might affect the performance and
productivity of the company.
#2 Retention
Hiring or recruiting employees is not only the challenges of
the HRM but also retaining these employees. Retention of
employees is essential to minimize employee turnover rate
this is a major challenge for HRM because of the following
reasons:

a.CONTINGENT WORKFORCE
b.DEMAND OF EXPERT EMPLOYEES
#3 Payroll
HRM is responsible in payroll of the employees of the
company. HRM often leading to problems with accurate
payments to staff HRM maintains records about salary,
benefits, bonuses and attachments of searching, whilst
accounts are tasked with actually making the payments. This
creates a potential disconnect that can lead to the payroll
being run later or employees receiving the wrong sums in
their wage packet.
#4 Employee Queries
The HR department provides the interface between the
company and the staff. This means that when it comes to
employment issues, disputes or queries relating to work HR
department is the point of first enquiry. Dealing with queries
on pay, perks and performance management reviews on a
reasonably regular basis routine, but also extremely time
consuming, particularly where data is not readily available.
Every time a member of the HR department needs to chase
down a payment detail, or the specifics of a contract variation,
they are unable to focus on any of their other responsibilities.
#5 Health and Safety
This is one of the essential functions of HRM to collect it’s
staff’s complete information, including health information. It
is necessary for employee’s personal safety and also keeping
health information about employees help the company in
knowing what kind of tasks or activities are safe for their
employees to participate in. Maintaining health information is
also necessary to avoid the risk of legal complications. Several
companies at present provide health insurance to its
employees as a fringe benefit. In lack of proper health
information about employees, various legal issues may arise
when such insurance is claimed.
#6 Discrimination and Diversity
When the company has a policy regarding diversity, where it
should be able to demonstrate commitments to diversity and
a desire to reduce discrimination. HR department is the one
who is responsible in making record demographics data when
a new recruit is hired. As part of the employment contract
these will be added to record demographic and diversity data
which should be kept and stored in the HR system. And also
it’s their job to record workplace incidents that appear to
involve any form of discrimination.
#7 Discipline
Discipline is always one of the least popular issues to tackles
in the workplace, and also the point at which the HR
department can help resolve incident satisfactorily for
employer and employees. The disciplinary process requires
plenty of evidence and the HR department will often need to
obtain statements, records and other supporting data to
resolve issues legally and ethically. HR department should
keep accurate records of any disciplinary issue to ensure that
the issue is deal properly.
#8 Productivity
With the workforce headcount issues sorted, the Human
Resources team must next look at productivity levels to ensure
that business is operating efficiently. where productivity is
low, HR needs to know whether the problem I cause by poor
working practices or lack of resources.
#9 Advancement in Technology
With rapid advancement in technology, companies nowadays
must be quick to adapt to new technology or there are high
chances that they will be left in the dust by their competitors.
The challenge for small business owners is getting employees
to embrace innovation and learn new technology.
#10 Compensation and Benefits
The organizations specially small and medium enterprises to
keep up with compensation and benefits offered by big
names. The increasing costs of benefits, training, taxes, and
other human capital investments pose an additional threat to
organizations progress and success. The recent benefits being
offered in addition to attractive compensation packages, make
it challenging to keep pace in order to still be strong
contender among sought-after employers.
PART 2: FITTING
PEOPLE TO JOBS
Person-job-fit (P-J fit) is a structure, which measures the compatibility
between an individual’s characteristics (psychological & biological needs,
goals, values, personality and abilities) and those of the specific job they
are going to do. Job fit is a concept that refers to how well an employee is
suited for his or her position. Hiring employees who are the best fit for
their positions

A great example of that is the tendency to fit the job to the person on our
Operations Team. Instead of rigidly defining what the position requires
and recruiting for an exact fit, we define the minimum
education/experience level, find a great culture fit, and find out how to
customize the job to fit them.
PART 3:
RECRUITING
 TYPES OF
RECRUITING
#1 INTERNAL RECRUITING

internal recruiting involves filling vacancies with existing

employees from within an organization.
#2 RETAINED RECRUITING

When an organization retains a recruiting firm to fill a

vacancy, they pay an upfront fee to fill the position. The firm
is responsible for finding candidates until the position is
filled. The organization also agrees to work exclusively with
the firm. Companies cannot, in other words, hire multiple
recruiting firms to fill the same position.
#3 CONTINGENCY RECRUITING

contingency recruiting requires an outside firm. Unlike

retained recruiting, there is no upfront fee with contingency.
Instead, the recruitment company receives payment only when
the clients they represent are hired by an organization.
#4 STAFFING RECRUITING

staffing recruiters work for staffing agencies. Staffing

recruiting matches qualified applicants with qualified job
openings. Moreover, staffing agencies typically focus on short-
term or temporary employment positions.
#5 OUTPLACEMENT
RECRUITING
outplacement is typically an employer-sponsored benefit
which helps former employees transition into new jobs.
Outplacement recruiting is designed to provide displaced
employees with the resources to find new positions or careers.
#6 REVERSE RECRUITING

reverse recruitment is a recruitment model where companies

apply to candidates instead of the other way around
RECRUITING
PROCESS
STAGE 1: IDENTIFY THE
VACANCY
Vacancies can become available in a business when someone
leaves, when someone moves job leaving their own role
unfilled. These vacancies are for existing roles and are
therefore easily identified.
STAGE 2: CARRY OUT A JOB
ANALYSIS
When a vacancy becomes available in an organisation it is
important that the tasks and skills required for the position
are identified. This is known as a job analysis.

A job analysis is important as it can be used to identify

whether a vacancy needs to be filled or whether the tasks and
duties can be redistributed to other staff. It is used to help
write the job description and person specification.
STAGE 3: CREATE A JOB
DESCRIPTION
A job description is a document that states the tasks and
responsibilities of the job. It contains information on:
-Duties
-Pay
-Location
-Hours
-Conditions of work
STAGE 4: CREATE A PERSON
SPECIFICATION
A person specification is a document that states the skills and
qualifications needed to do the job. These skills and qualities
can be listed as either essential or desirable. This will provide
a series of measures against which the organization can judge
people who might take on the vacancy.
STAGE 5: ADVERTISE THE JOB

A job can be advertise either internally or externally.

INTERNAL RECRUITMENT: When you promote or move a

person who is already working for the company

EXTERNAL RECRUITMENT: When you employ a person from

outside the organization.
STAGE 6: SEND OUT APPLICATION
FORMS OR REQUEST OF CV's
Application forms are sent out to candidates who wish to
apply for the position. Or alternatively a curriculum vitae (CV)
will be requested.

Application forms consist of pre-prepared questions set by the

organization. This allows an organization to easily compare
potential candidates. It also ensures the organizations get all
the information they require from the candidate.
PART 4:
SELECTION AND
EMPLOYMENT
Employee Selection is the process of putting right men on right job. It is a
procedure of matching organizational requirements with the skills and
qualifications of people. employee selection

Employee Selection is the process of choosing individuals who have relevant

qualifications to fill jobs in an organization. Without qualified employees, an
organization is in a poorer position to succeed.
The purpose of selection is to pick up the most suitable candidate who would meet
the requirements of the job in an organisation best, to find out which job applicant
will be successful. To meet this goal, the company obtains and assesses
information about the applicants in terms of age, qualifications, skills, experience,
etc. the needs of the job are matched with the profile of candidates. The most
suitable person is then picked up after eliminating the unsuitable applicants
through successive stages of selection process. How well an employee is matched
to a job is very important because it is directly affects the amount and quality of
employee’s work
PART 5:
TRAINING
WHAT IS TRAINING AND
DEVELOPMENT ?
Training and Development is one of the main functions of the
Human Resource Management department. Training refers to a
systematic setup where employees are instructed and taught
matters of technical knowledge related to their jobs it focuses
on teaching employees how to use particular machines or how
to do specific tasks to increase efficiency.

Training is the act of increasing the knowledge and skills of an

employee for performing the job assigned to him.
OBJECTIVES OF TRAINING
PROGRAM
1. ACQUIRING INTELLECTUAL KNOWLEDGE

2. ACQUIRING MANUAL SKILLS

3. ACQUIRING PROBLEM SOLVING SKILLS

 STEPS IN
TRAINING
PROCESS
STEP 1: DECIDE IF TRAINING IS
NEEDED
The first step in the training process is a basic one, to
determine whether a problem can be solved by training.

The first step in the Training process is to determine Training

needs. The overall purpose of the assessment phase is to
determine if training is needed and, if so, to provide the
information required designing the training program.
TRAINING IS CONDUCTED FOR
ONE OR MORE OF THESE
REASONS:
1. Required legally or by order regulation

2. To improve job skills or move into a different position

3. For an organization to remain competitive and profitable

ASSESSMENT CONSIST OF THREE
LEVELS

1. ORGANIZATIONAL ANALYSIS

2. TASK/ OPERATIONAL ANALYSIS

3. PERSONNEL ANALYSIS
STEP 2: DETERMINE WHAT TYPE
OF TRAINING IS NEEDED
The employees themselves can provide valuable information
on the training they need. They know what they need/want to
make them better at their jobs. Just ask them! Also, regulatory
considerations may require certain training in certain
industries and/or job classifications. Once the kind of training
that is needed has been determined, it is equally important to
determine what kind of training is not needed. Training
should focus on those steps on which improved performance
is needed. This avoids unnecessary time lost and focuses the
training to meet the needs of the employees.
STEP 3: IDENTIFYING GOALS AND
OBJECTIVES
STEP 4: IMPLEMENTING TRAINING
The training should be presented so that its organization and
meaning are clear to employees. An effective training program
allows employees to participate in the training process and to
practice their skills and/or knowledge.
METHODS:
Method 1: ON THE JOB: Training is administered at the actual
work site using the actual work equipment
METHOD 2: OFF THE JOB: Training is administered away from
the actual work site. It may be any prominent hall room or
auditorium but the required training environment equipment
and materials should be available or arranged there.
STEP 5: EVALUATION OF THE
TRAINING PROGRAM
PART 6:
RETAINING
EMPLOYEES
Employee retention refers to “an
effort by a business to
maintain a working environment
which supports current staff in
remaining with
the company.”
5 R’s
#1: RESPONSIBILITY

Show your employees you trust them by giving them

responsibilities that allow them to grow. Encourage them to

gain new skills. Provide ample continuing education

opportunities.
#2: RESPECT

Employees want to know they are respected and appreciated.

As the saying goes, people may readily forget the things that

you said, but they will always remember the way you made

them feel.
#3: REVENUE - SHARING

Tie a part of your employees’ wages to the company’s

performance. This will align their interests with the company’s

revenue and profit goals and will serve as an inherent

incentive to stay with the company as it grows.

#4: REWARD
The rewards you give your employees should speak to their
emotional needs and should go beyond their monetary
compensation. Recognition in front of the company, company
and department parties, service projects, lunches with the
boss, logo clothing, handwritten notes. An all contribute to
the positive culture of the company and can be good morale
builders as well.
#5: RELAXATION TIME
Be generous with time off. Despite the hard economy, provide
sufficient time for sick days, family vacations, new babies, etc.
Pacing workflow can be highly beneficial to enduring
employee relationships.
PART 7: STAFF
PLANNING
Staff planning is the process of making sure you have the
right people in your organization now and in the future to
carry out the work needed for business success.
Staff planning is sometimes called workforce planning. It also
relates to succession planning, which is specifically about how
to fill roles with minimal disruption to your business, when
current employees progress or leave. Succession planning also
includes making sure employees can progress internally, with
a development and promotions process that allows workers to
move upwards or sideways, making room for others to step
into their shoes.
5 SIMPLE STEPS
TO EFFICIENT
WORKFORCE
PLANNING
#1: Set Strategic Planning
#2: Analyze your Current Workplace
Profile
#3: Develop an Action Plan
#4: Implement your Action Plan
#5: Monitor, Evaluate, and Revise
your Plan
Thha
annk
k
T
y
yoou
u!!
DISCLAIMER !!!
The pictures in the

powerpoint presentation

is not our property and

retrieved from the

internet.
 RESOURCES !!!
https://www.businesstopia.net/human-resource/challenges-issues-human-resource-
management
https://www.atlasstaffing.net/blog/10-todays-common-human-resource-challenges
https://www.hrzone.com/community/blogs/jamessheehan/top-10-issues-for-hr-teams-
how-to-fix-them
https://www.villanovau.com/resources/hr/human-resource-management-challenges/
https://www.bbc.co.uk/bitesize/guides/z3s9fcw/revision/2
https://www.smartrecruiters.com/resources/glossary/recruitment/
https://open.lib.umn.edu/humanresourcemanagement/chapter/4-1-the-recruitment-
process/
https://zoetalentsolutions.com/top-10-hr-challenges-and-their-solutions/
https://www.exoplatform.com/blog/2016/06/23/the-importance-of-employee-training-
and-development-in-hr-management/
https://www.iedunote.com/training
 RESOURCES !!!
http://www.whatishumanresource.com/training-process
http://www.whatishumanresource.com/training-and-development
https://mitrefinch.com/blog/5-simple-steps-workforce-planning/
https://www.sagepeople.com/faqs/what-is-staff-
planning/#:~:text=Staff%20planning%20is%20the%20process,work%20needed%20for%20b
usiness%20success.&text=You%20need%20to%20match%20up,and%20location%20with%2
0business%20plans.
https://hr.nih.gov/workforce/workforce-planning
https://hbr.org/2012/11/five-ways-to-retain-employees
https://www.peoplekeep.com/blog/what-is-employee-retention
https://upstarthr.com/fitting-the-job-to-the-person/