Human Resource Management Recommendation Towards Organizational Goals and Objectives As evidenced in part 2, and 3, for several decades, organizations have failed to achieve both short term and long term organizational goals. These failures have been attributed to mismanagements within organizations. With the overtly and rapid growth of technology, Human Resource Department (HRD) was introduced with the sole purpose of controlling the continued mismanagements. Being a department that possesses knowledge, skills, creativity, ideas, and aptitudes within the organization, any problem within the organization is solved through this it. Therefore, any organization that considers success an option must put in place human resource managers with the necessary skills to enhance progress of the organization.
This will be achieved through controlling the problem discussed in part 1, dealing effectively with the environmental factors analyzed in part 2, and ensuring proper financial analysis as discussed in part 3. In this part 4, recommendations that can help deal with the problem of staff retention will be put forth. To achieve this, I will summarize three recommendations that if put in place; the organization can maintain its brand name.
First, it is advisable to put in place training and internships. Though some potential employees might have done extremely well during the interview, they need orientation to familiarize them with the new environment. This ensures that they understand the Company’s functions thus in case they have new skills, it is possible to improve the efficiency of the Hotel. Alongside improving skills, employees put under training improve their attitude. Many of the employees who quit or are relieved of their duties in Hilton hotel lack proper training hence cannot deliver their duties appropriately.
Second, through the human resource, the hotel must ensure that every staff makes better use of time. This ensures that all the knowledge and skills are put into work. When time is properly used, it is essential remunerate the works efficiently. Good remuneration is a source of motivation that will make the staff work and manage time properly. Although it is an intangible asset, time plays a great role to organizational success. Many organizations have failed due to poor salaries and wages.
It is important to pay people as per the amount of work they do and the benefit they bring to the organization. Additionally, working conditions should be improved with the introduction of risk allowances to those employees continuously working in the kitchen. With such, every employee will feel motivated and work exhaustively. On motivation still, rewards should be given to those workers who show improvement and competence in their work to pose a challenge to other employees. Lastly, the Hotel must improve its organizational culture. Having diversified to over 77 countries, Hilton has diverse cultures as their clients.
The needs, beliefs, and values of clients are diverse in reference to their cultural backgrounds. It is therefore important to meet the requirements of every client. Therefore, this means that any change that is incorporated in the organization should be thoroughly evaluated to ensure that it is to the best of every staff. In bringing these changes also, the consequences should be evaluated and deadline execution is essential. In conclusion, Hotel management could be difficult if the right strategies are not put in place.
However, though faced with a number of problems, Hilton Hotel remains a brand. The manner in which it has diversified and the positive comments received from many of their clients prove that the organization has achieved to a certain percentage. It is also recommendable how through the HR department the organization has managed to provide unequalled services. Therefore, if these recommendations are executed, the organizational goals and objectives will be a dream realized. References Mathis, R. L. & Jackson, H. J. (2010). Human Resource Management. New York: Cengage Learning. Wood, G. (2009).
Human resource management: a critical approach. New York: Taylor & Francis.