Executive summary
The research aims at outlining the roles of the human resources in an organization. The paper focuses on the human resources activities of the Delta Hotels. Delta Hotels is a franchise of experienced customer-centered hotels. Its target guests from all walks of life. Delta hotel has grown to become the leading full hotel operator in Canada. The Hotels has a total of 12500 rooms operating from coast to coast. The number of rooms has increased as the demand increases. It is ranked the 50 best employers in Canada. It implies that the training and the remuneration of the staff is competitive and appealing. The hotel boasts of its high customer satisfaction ratings of 4 out of 5, and a recommendation percentage of 88%.
Delta employees’ training programs give the company an advantage of retaining the best and talented workers. The program kicked off by initiating a process of a diligent recruitment process. It also facilitated the career development and talent management programs. The process emphasizes on health and wellness of the staff. Delta Hotels has integrated its internal process with high technological platforms to increase the efficiency, decision-making process, online booking, and operative jurisdiction of the Hotel. The move to digitalize the process is a critical parameter towards attracting and wooing of global customers into the Hotel business.
Human Resource management
Delta Hotel strives towards achieving the top satisfaction levels of its employees in a bid to win more clients. It employs the non-union approach where the issues pertaining the workers and employers are mutually resolved without having a third party to the negotiations. In addition, the organization has taken the initiative of training its employees about the measures or ways to become productive in a working environment. The training program entails factors that would assist the workers to co-exist within their workplaces. The aim of incorporating the training program is to foster for a good employer-employee relationship. It is an approved way of addressing any existing problems in the management of the employees. The recommended rate of 88% shows that the company has the proper mechanism for handling issues arising from the employees. It prevents any emergence of a rift between them. The mechanism involves a good environment for both the employees and the employers to have a conversation on the issues of employees. The process is in line with the objective of bringing harmony between the employees and employers (Cooke, 2003).
Recruitment and Training
Training and recruitment go hand in hand for the realization of the human resource objectives. Recruitment is the process of selecting a suitable employee for employment. It involves the due process of checking the employability of a person before hiring them. The qualified candidates or employees are entitled the right of orientation to the duties and responsibility. Delta Hotels has established training programs that equip the workforce concerning the factors affecting the productivity of the organization. It assists in the growth and development of the employees’ skills. Training and recruitment are the first stages of the interaction between the employees and their future employers. Therefore, it is one of the key opportunities for both parties to build a good relationship (Jayawardena & Tarnowski, 2013).
Training Strategies
The training of the staff is mainly driven by the human resource managers and the managers of the respective departments that are hiring. At Delta Hotels, an employee is taken as both staff and internal customer. Therefore, satisfaction should be revealed by the staff even before the same is extended to the external customer. The training of the employees is accessioned by holistic approaches, where competence and the experience of the selection committee are pertinent. The training program uses approaches that would enable the employee to get a full understanding of the working environment and be able to identify open opportunities for the organization.
Recruitment Strategies
The Delta Hotels human resource uses two key recruitment strategies. They are internal and external recruitment processes. The external recruitment is mainly focused on tapping of fresh talent in the market while the internal recruitment is aimed at growing the already established talent among staff. Delta Hotels use both strategies where suitable to get the best out of its employees in various departments.
Employee’s suitability test
This test includes sessions undertaken by recruiters to test the suitability and the competence of an employee to perform a particular duty if assigned. This test gives an opportunity for the Hotels’ management to instill in the minds of the candidates what is expected of them in the performance of various duties. In the selection process, for instance, an external recruitment process, a group of candidates is assigned a group test where individual abilities are identified and filtered accordingly. A close analysis of the selection process of Delta Hotels shows that after an application by external applicants, the applications are scrutinized by the human resource personnel, and the best candidates are shortlisted for employment consideration.
Training & Development
It is the role of the human resource to initiate training and development of both current staff and incoming new workers. Training is sharpening of skills already known, skills by employees or embedding new skills and culture to new employees after hiring is finalized. Additionally, development of the employee’s skills and career is one of the fundamental aspects that are giving the company the forefront of winning the biggest share of the most efficient employees.
Motivation
Motivation is way of encouraging employees either to improve their performance or keep performance at the highest notch. Various companies have different mechanisms of motivating their staff. Delta Hotels have also initiated various motivational parameters to keep the morale of the employees at the highest level possible. The incentives used are such as awards, holiday trip, prizes, job evaluations, performance reviews, and even promotions or addition of the benefits of the employees, (Kaufman, et al, 2000).
References
Kaufman, B.E. and Taras, D.G. (2000) Nonunion Employee Representation: History, Contemporary `Practice, and Policy, M.E. Sharpe, 2000.
Jayawardena, C., Lawlor, F., Grieco, J. C., Savard, M., & Tarnowski, M. (2013). Challenges and innovations in hotel operations in Canada. Worldwide Hospitality and Tourism Themes, 5(2), 177-189.
Cooke, W.N. (2003) Multinational Companies and Global Human Resource Strategies, Greenwood Publishing Group, 2003.
APPENDIX
Questions
What are the importances of the training program in Delta Hotels?
What are the steps were involved in the training process of Delta Hotels?
What factor facilitated the success or failure of the training program?
How Delta Hotels does conduct its training and recruitments?
What is the relationship between recruitment process and training program?
What are the appropriate strategies used by the human resource?
How the surrounding environment does affect the human resource activities?
How does the Delta Hotels establish the sustainability of the employees?
