Pay for performance plan requires top management of the organization to be fully in favor. Moreover, all of the departments should agree on the terms and conditions of the new rules and be dedicated to meet them. The inconsistency of the implementation of the plan can be a barrier to its processing. All parts of the team are required to meet the same criteria. Using too many criteria to evaluate the employees can actually destroy the system.
The human resource managers are responsible for employment of the right people suitable for the vacant position in the organization. They are also responsible for designing the plans and strategies or criteria which is most suitable for a job category. The number of health care professionals requires for effective functioning of the hospital is determined and recruited through strict and accurate procedures, trained to develop special skills necessary to take their new rotes or task set before them. The human resources management is required to conduct performance appraisal on the team of healthcare professionals to ensure evidence based practice and encourage them to practice their professions to their full potential which as well gaining more skills through on the job practice and continuing
Hilton Hotels as a business places the people as a key resource of the organization. An individual’s identity is strongly associated with his or her group. They should be considered less an individuals and more as members of the group (Mayo, 2005).In doing so, Hilton Hotels offers an innovative e-learning platform represented by Hilton University online for its employees, varied opportunities for growth such as graduated development programs: “Elevator”, “Finesse Finance”,”MDP”. Another important application of human resource theory is that the Hilton Hotels organizations are structured to support front line workers and provides the resources necessary for them to serve customers effectively. Every Hilton employee is empowered to take actions and do what
Martocchio (2017) explains that compensation professionals promote successful compensation systems by achieving three main objectives: internal consistency, market competiveness, and recognition of individual contributions. Of the three main factors, internal consistency has an interconnection with many, if not most, business strategies and practices. Internally consistent compensation systems compare the value of each job among jobs within a company recognizing differences in job characteristics defined with job descriptions that as a result, represents and establishes the company’s job structure or hierarchy. Job characteristics enable compensation managers to set pay accordingly, i.e., jobs with greater qualifications and responsibilities receive a higher compensation than those requiring lesser qualifications and fewer responsibilities. Compensation professionals use job analysis and job evaluation to achieve internal
It is true; compensation is a major factor when it comes to new and current employees selecting or staying in their current jobs. However, there is a deeper underlying factor involved with compensation and how it can affect companies. Analyzing compensation has brought up 3 major underlying factors in compensation amongst a workplace such as, attracting new employees to make recruiting and hiring possible, retaining good employees and the use of compensation to motivate employees to perform well on their jobs. First, compensation plays a key role in attracting new employees with making hiring easier and or even possible. When looking to recruit new employees it is very important to make the compensation package appealing to those new employees.
The hospitality management focuses on servicing and fulfilling the needs of the customers especially in the hotels, restaurants, hospitals, and other institutions while the tourism management focus on a vast area of activities that involve from booking the tickets to finding a tourists attractions, providing comfortable and entertainments during the trip. However, these two courses cannot be determined which one is a better course since both of the courses has it owns good. Finally, it depends on each person’s opinion and interest whether they choose to study hospitality management or tourism
They priority the needs and wants of their costumer’s that’s why they need to hire competent employees who will work as a team, responsible and trustworthy. A team member should possess sharp skills to really listen to what they’re asking for and satisfy their needs. The employees in your team should have mastered the art of listening, and are able to respond to guests’ questions, comments, and concerns accordingly. Each hospitality industry employee must have an authentic sense of enthusiasm in order to give guests the best experience possible when they visit. Hospitality is way to how to accommodate your guest and have a relation between customer and employee.When we say hospitality industry we are talking to the companies or in a organization that can provide food,
Pay has an important role both on an employee and an employer. This could be an employees’ expectation to fulfill their needs and a concern for the employers to achieve labor costs efficiently, and together it will be a continuous exchange process in compensation system. Mathis and Jackson (2010) state that most compensation systems divided into two main principles which organisations tend to follow one of them. These principles are entitlement and performance. In the public sector, a pay-for-performance system which is also called merit pay or performance based pay has been introduced to compensate the public servants.
There are some unique facets of the tourism industry such as the lively experience that the employees enjoy day by day with its various events and the beauty of meeting everyday people coming from the world. As well, hotels never close. Managing in hospitality industry and tourism sector also involve its labor intensiveness, the high labor turnover, weak internal labor markets, the majority of women working in the sector and being in low positions, the 24/7 52 weeks a year operation and a low level of professional prestige. All these factors contribute in making or factors to stress on for managers to keep the daily operations smooth going and undertake a long-term planning. It has also been that male customers as well as male colleagues would perceive women managers as less capable and network with them in ways that would reduce their abilities and job success (Stalcup and Pearson, 2001).
Since the job evaluations methods are very subjective in nature, it is really challenging to compare the new jobs with the existing one and the evaluation process have to be repeated whenever the employers add new jobs or roles to the organizations as well as the employers need to devote more time in this process. Thus, it is perceived that developing the internally consistent compensation system is a daunting task. 3.0. Challenges of companies in developing market competitive compensation systems On the other hand, the employers need to ensure that the company is externally competitive while they achieving the internal equity concurrently. In order to achieve the external consistent, the employers face several challenges such as analysing their competitors, and setting appropriate pay