In this case, Mr. Wright was the interviewee. He is the human resource manager at Avari Hotels. I conducted it on October 8, 2013. According to Wright, this company has put a lot of efforts in order to build the right team. In the preliminary stages, the human resource department consults the operations manager to identify the human resource needs. After this planning, the HR department conducts a job analysis. This is followed by a description of the job itself. Given that this company is in the hospitality industry, most of the posts are for adequately skilled and also experienced chefs and unit managers. In order to obtain the right individuals, the company describes each post extensively. In addition, the qualities and skills needed to fill each post are outlined clearly. For most of the positions, a college level of education is required, and at least two years experience. In accordance with the ethics of the human resource profession, the company uses an unbiased criterion of selection and allocation of jobs. Hiring is based on how excellent an individual performs in the interview process and not on any considerations of race or gender.
In order to maximize employee performance, Avari Hotels emphasizes on training for its employees. In each year, there is a one week training session that is carried out by professionals in training camps. Some of the skills that are imparted include team work, creativity at the work place and customer satisfaction. According to the human resource manager, this training has contributed to the success of this hotel immensely; since it began five years ago. Avari Hotels recognizes that training may not produce the desired results if there is no follow up. This is the reason why these employees sign performance contracts, with reviews carried out annually. Employees who have performed exemplary are rewarded with bonuses and. For those who have demonstrated a lot of devotion and career advancement, promotions are awarded. However, the ones who have performed poorly are posted to other sections where they are deemed to fit.
According to Mr. Wright, employee retention is one of the major challenges that his department face on a day to day basis. Since this hotel concentrates a lot of efforts on improving the skills of employees; some competitors attempt to poach some of the key members of staff from this hotel. In the past two years, the hotel has lost three senior managers and seven key chefs to its competitors. Mr. Wright notes that this is a decreased number from the scenario five years ago. He explains that they have reduced this figure by increasing the compensation for the well performing employees and giving them additional benefits such as hefty allowances and bonuses. In addition, such employees are promoted to higher positions. This, of course, comes along with increased salaries and associated benefits.
Given that Avari Hotels is an established company; there is a lot of diversity in the members of staff. The diversity comes in terms of religion, race and culture. Since the employees interact in all quarters, the different aspects of diversity have characterized reasoning and approach to issues. In order to avoid any potential negative effects of diversity, Avari Hotels encourages a culture of cohesion, unity, and enjoyment of the diverse characters. The company uses sports as one of the tools. There are sports events that Avari Hotels’ employees engage in. In these events, the employees interact outside the work place and hence there is unity. In addition, the hotel mixes employees of different backgrounds across all levels in order to manage diversity.
References
Cooper, S. (2011). The Employee Selection Process . Journal of Human Resource Management , 13-15.
Fischer, P. (2009). The Benefits of Employee Retention. SA Journal of Human Resource Management , 23-25.
