Essays on Strategies to Employ for Specific Learning Needs - Ritz-Carlton Hotel Company Assignment

Download full paperFile format: .doc, available for editing

The paper "Strategies to Employ for Specific Learning Needs - Ritz-Carlton Hotel Company " is a good example of a business assignment. A workforce that is strong not only save money for the company but also improves the overall performance of an organization. It should be a continuous process for the management to assess employees’ progress as well as communicate their findings to the employees. Employees feel like part of an organization if they are effectively developed. This improves the employees’ morale and to successfully engage the employees in the development process five areas that need to be focused on are Coaching, Counseling, Mentoring, Teaching and training bearing in mind the current and future needs for development.

The management should however understand that investing in people is not similar to investing in machinery or equipment. Equipment cost is depreciable but development cost is incurred in the current year and it tends to be expensive to invest in employee development than investment in equipment. Evaluation of employee development is measured by how the employees reacted and how they think about the process, how much they have learnt as facts and techniques, how their performance is affected as well as the obtained results after the process and how the process impacts the set organizational objectives. Assessing Development Needs of Staff In order to assess the development needs of the staff from Ritz-Carlton Hotel Company, a training needs assessment survey needs to be carried out so that the needs of the employees can be determined.

Training needs assessment is the process through which data is collected and gathered to determine the training needs of workers so that training can be geared towards improving the effectiveness of workers.

This in the long run will help Ritz-Carlton Hotel Company to meet its business objectives. The reason for conducting a training needs assessment is to identify problem areas in the hotel company that require training so that these problems can be addressed to facilitate development.

References

Afiouni, F. (2011). Human resource management and knowledge management: A road map toward improving organizational performance. Journal of American Academy of Business, Cambridge, 11(2), 124-130.

Allred, S. (2012). Human resource management texts: Paradox, practice, and practicality. Public Performance & Management Review, 24(4), 440-442.

Altschuld, J. W., Kumar, D. D., Eastmond, J. N., White, J. L., Stevahn, L., & King, J. A.(2010). Needs assessment. Thousand Oaks, Calif, SAGE Publications.

Bacon, N., & Blyton, P. (2010). High road and low road teamworking: Perceptions of management rationales and organizational and human resource outcomes. Human Relations, 53(11), 1425-1458.

Cai, L., & Kleiner, B. H. (2012). Effective human resource management in employment agencies. Management Research News, 27(4), 91-98.

Chitakornkijsil, P. (2011). The internationalization of human resource management in the host nation context & strategic approach of ihrm. International Journal of Organizational Innovation (Online), 3(2), 379-400.

Choi-wa, D. (2009). Human resource management in hong kong preschools: The impact of falling rolls on staffing. The International Journal of Educational Management, 23(3), 217-226

Daley, D., Vasu, M. L., & Meredith, B. W. (2013). Strategic human resource management: Perceptions among north carolina county social service professionals. Public Personnel Management, 31(3), 359-375.

Gannon, J. M., Doherty, L., & Roper, A. (2009). The role of strategic groups in understanding strategic human resource management. Personnel Review, 41(4), 513-546.

Guerra-López, I. (2008). Performance evaluation: proven approaches for improving program and organizational performance. San Francisco, Jossey-Bass.

Harris, C., Cortvriend, P., & Hyde, P. (2009). Human resource management and performance in organisations. Journal of Organizations and Management, 21(4), 448-59

Kamoche, K., & Mueller, F. (2010). Human resource management and the appropriation-learning perspective. Human Relations, 51(8), 1033-1060.

Keating, M., & Thompson, K. (2008). International human resource management: Overcoming disciplinary sectarianism. Employee Relations, 26(6), 595-612.

Lin, H., Lee, Y., & Tai, C. (2012). A study on the relationship between human resource management strategies and core competencies. International Journal of Organizational Innovation (Online), 4(3), 153-173.

Montoro-Sánchez, Á., & Domingo, R. S. (2011). Human resource management and corporate entrepreneurship. International Journal of Manpower, 32(1), 6-13.

Offen, L. M. (2008). Meeting Communication Needs: Assessing Current Hotel Advertising and Marketing Strtegies and Channeling Change. Capstone project (M.A. in Strategic Communication)--University of Minnesota.

Patricia Ordóñez, d. P., & Lytras, M. D. (2008). Competencies and human resource management: Implications for organizational competitive advantage. Journal of Knowledge Management, 12(6), 48-55.

Royse, D. D. (2009). Needs assessment. New York, Oxford University Press. http://site.ebrary.com/id/10288445.

Seyed-Mahmoud Aghazadeh. (2008). Human resource management: Issues and challenges in the new millennium. Management Research News, 22(12), 19-32.

Download full paperFile format: .doc, available for editing
Contact Us