Hr assignment

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Hr assignment

  1. 1. WORKING WITH ANDLEADING PEOPLE
  2. 2. Contents1. Introduction ............................................................................................................................. 3 1. a Characteristics required for the post of general public relation officer and methods of recruitment .................................................................................................................................. 3 1. b Selection methods ............................................................................................................ 5 1. C Selection process ............................................................................................................. 6 1. D Legal, regulatory and ethical requirements relation to the selection process ................... 6 2. Building winning teams ....................................................................................................... 8 2. a Mix of knowledge, skills and experience required for a team. ............................................ 8 2. b Dynamics within teams and foster team spirit ..................................................................... 9 2. c Team charter to clarify the expectations of relationships within the team ........................ 10 2. d Difference roles required to build a winning team ............................................................ 11 2.e How team members can be empowered to work effectively using initiative and creative skills. ......................................................................................................................................... 123. Leadership ............................................................................................................................. 13 3. a Leadership theories and styles ........................................................................................... 13 3. b Leader Vs manager ............................................................................................................ 14 3. c ways of improve morale and performance of the employee .............................................. 14 3. d Approaches to effective change management.................................................................... 15 3. e How employee empowerment concepts can be employed to achieve the objectives of the hotel group. ............................................................................................................................... 164. Work and development needs of individuals ........................................................................ 17 4.a work activity plan ................................................................................................................ 17 4.b Effective work delegation techniques ................................................................................. 17 4.c Reviewing approaches ........................................................................................................ 18 4. d Performance assessment methods ...................................................................................... 18 4.e Factors affect the quality of staff performance. ................................................................ 19 4. f Development plan for an underperforming staff member. ................................................. 205. References ............................................................................................................................. 21WORKING WITH AND LEADING PEOPLE Page 2
  3. 3. TO : Board of DirectorsFrom : Manager-Corporate management leadership coordination program teamSubject : Appointment of a general public relation officerDate : 08/03/2012 1. IntroductionIn a every organisation human resource is one of significant area where the topmanagement pays high attention since human resource set the direction of thecompany. Not paying proper attention to human resource of the organisation may leadto the failure of the organisation. Human Resource Management (HRM) is the termused to describe formal process implemented by management in order to manage thepeople in the organization.1. a Characteristics required for the post of general public relation officerand methods of recruitmentThe public relation officer of the Hilton hotels needs to have following characteristics, Good communication skills The hotel expects the general public officer to deal with the customers of the hotel who are the most valuable stake holders of the hotel. Thus the public relation officer needs to have excellent communication skill that helps him to identify the needs of the guests and fulfil their requirements. Strong and pleasing personalityWORKING WITH AND LEADING PEOPLE Page 3
  4. 4. Since the Public relation officer represents the Hilton in front of guests such person needs to have a strong and pleasing personality which in turn reflects the hotels desire to fulfil customer satisfaction. Skill in different languages Since the hotel provide services to guests representing around the world ability to speak and write in different languages will help to improve the image of the hotel. Ability to handle requirements of several gusts at a given time Hotel is serving several customers at a given time and therefore public relation officer needs to have the ability to handle several guests at once.The public relation officer can be recruited by one of the following methods, Internal methods Promotions Transfers External methods Job advertisements Recruitment Agency/Head hunting Personnel recommendations Job centresWORKING WITH AND LEADING PEOPLE Page 4
  5. 5. 1. b Selection methodsThe public relation officer can be selected by one of the following methods Interviews Interviews are the most common method of selecting an employee to the organization. Hence to choose a general public relation officer to the Hotel interview is a preferred method of selection. Application evaluation The suitable person for the post of public relation officer can be selected by evaluating the application submitted by the applicant. Tests Different types of tests can by used to select the applicant such as language tests, knowledge test, practical test and aptitude tests ect. Background information The applicant can be selected by checking the background information of the applicant.WORKING WITH AND LEADING PEOPLE Page 5
  6. 6. 1. C Selection processIn order to ensure that a highly motivated public relation officer is selected, followingfacts need to be considered in the selection process. The selection activities needs to be conducted by the hotel personnel whose having significant knowledge and experience in public relation. The selection activity needs to be conducted in accordance with the Human resource policy and selection policy of the hotel. Steps needs to take to ensure that the outcome of the selection process is not affected by the personnel preferences of those who involved in the selection process The applicant’s requirements need to be identified in order to ensure that such objectives are in line with the corporate objectives of the hotel.1. D Legal, regulatory and ethical requirements relation to the selectionprocessWhen selecting the right person for the post of public relation officer due considerationneeds to be given to the laws and regulations applicable in the county in which the hotelis operating. For example if the hotel is operated in UK, laws and regulations affecting tothe recruitment, selection needs to be considered. The best method to overcome suchnon compliance is to incorporate such compliances in the recruitment and selectionpolicy of the company.In UK laws such as Race Relations Act (1976), the Sex Discrimination Act (1975) andthe Disability Discrimination Act (1995) requires comply with certain requirement whenrecruiting and selecting employees.WORKING WITH AND LEADING PEOPLE Page 6
  7. 7. Accordingly as per those laws and regulations disability, race, religion, colour should notbe considered as factors for recruiting and selection. Moreover due attention needs tobe given to the female applicants as there are laws and regulation where equal orreasonable opportunity needs to be given to the female applicants as well.WORKING WITH AND LEADING PEOPLE Page 7
  8. 8. 2. Building winning teams2. a Mix of knowledge, skills and experience required for a team. In order to build a successful management and leadership coordination program team the Hilton needs to have following knowledge and skills in the team,  Leadership skills There should be appropriate personnel whose having leadership skill to lead the team.  Communication skills The team members need to have appropriate communication skills to communicate across the Hilton employees.  Relevant experience The team need to have appropriate level of experience to carry out its duties.  Marketing knowledge In order to carry out its tasks the team need to have marketing knowledge to design the business strategy and marketing strategy.  Overall knowledge of the company and the industry Knowledge of the company as well as the industry is required to set to long term goals and objectives for Hilton.WORKING WITH AND LEADING PEOPLE Page 8
  9. 9.  Interpersonal skills  Team building skills  Self discipline and self confidence2. b Dynamics within teams and foster team spiritTeam dynamics refers to the unseen forces that operate in a team between differentpeople or group.It is noted that there are several factors that affect to the team dynamics, Shared vision When working as a team all team members of the team needs to be work towards a common goal. Therefore the team should follow a shared vision instead of different visions. Using shared vision helps to create team dynamics among the team members and to accomplish goals and objectives of the hotel. Personality styles Different people have different personality styles. If a team members as almost same personality styles the spirit of the team is very high and can perform well. Layout of the work place The layout of the working place plays a key role in a team dynamics. If the work place is having fewer obstacles and if the team members work collectively by seeing each other, this will help to create team dynamics. CommunicationWORKING WITH AND LEADING PEOPLE Page 9
  10. 10. Methods used to communicate within the team will help to improve the team spirit and performance. Therefore team members needs to take necessary steps to build a effective and efficient communication network among team members. Participation All team members need to participate for the team activities and this helps to improve the motivation among the other members. Thus steps needs to be taken to make sure that all team members understood their roles and responsibilities and provide their maximum output to the organisation. Following actions can be used to foster the team spirit, Displaying the team achievements in the office area such as trophies photographs of winning teams ect. Organising group activities after the working hours and holidays that encourage team members to relax. Using unique items such as cloths, equipments ect that separate team from others. Organising sports activities.2. c Team charter to clarify the expectations of relationships within the teamIt is very essential to have strong relationships in a team to become a winning team.Accordingly a relationship within the team has following expectations. To create a cohesive team To provide good service to the organisation that will help to overall goals and objectives of the firm To achieve the targets set by the management. To create a good rapport with the external parties who deals with the organisation. To build or maintain the strong image of the organisation.WORKING WITH AND LEADING PEOPLE Page 10
  11. 11. To provide opportunity to team members to share their views with other team members and to solve problems that team members faces. To improve communication among team members by eliminating communication barriers.2. d Difference roles required to build a winning teamAs described by “Belbin” there are team members, who are having different team rolesto build a winning team, Plants Plants are referred to those who bring innovative ideas to the team. If the team needs innovative ideas they should seek ideas from plants. Resource investigator They are team members who give enthusiastic start at the beginning of the project using their contacts and opportunities. Further they are having the tendency to forget to follow up at the final stage of the project. Coordinator They have the tendency to become the team leader. They allocate work among the team members and has the ability to see the big picture. Shapers They are the team members whose ultimate objective is to win the game. They are very aggressive and make sure the team is moving forward without a delay. Monitor evaluator They logically evaluate all the opportunities and the implications. They are slow in decision making and will be overly critical. Team workerWORKING WITH AND LEADING PEOPLE Page 11
  12. 12. They are the team members who have the ability to carry out the team work with all the parties by helping them to understand other team members. Implementer Implementers obtain other team members ideas and implement them. They are efficient and well disciplined. Completer finisher They take extra effort to make sure that the work is completed. Specialist They are the one who having vast knowledge and share the knowledge with other team members.2.e How team members can be empowered to work effectively using initiativeand creative skills.Each team member may have their own ways of performing tasks assigned to them andthe way they think. Therefore team members need to identify the areas where they thinkthey can be successful and such activities needs to be carried out by the respectiveteam member. Further the team leader should encourage the team member to bringcreative ideas to the team in order to work effectively and efficiently.WORKING WITH AND LEADING PEOPLE Page 12
  13. 13. 3. Leadership3. a Leadership theories and stylesFollowing leadership theories can be identified with regard to the Hilton hotel leadership Role theory It assumes that people defines roles on behalf of them and for other and establish expectations about their roles as well as others. Trait theory Trait theory states that people are born with inherited traits and among those traits there are some traits which suits for leadership. Traits such as self confident, cooperative, ambitious are among those. Contingency theory This theory states that the leadership style is contingent upon the situation faced by the leader and one leadership style may not be suitable for another situation. Following leadership styles can be discussed in relation to the Hilton hotels, Autocratic/authoritarian style Under this style all the decisions are taken at the central of the organisation and those who take decision does not wan others suggestions for decision making. Democratic/participative style This is the opposite side of the autocratic style. The leader invites all the team members to make suggestions when making decisions. Free rain style This type of style allows other team members maximum freedom in their work and allows them to take their decisions on their own.WORKING WITH AND LEADING PEOPLE Page 13
  14. 14. 3. b Leader Vs manager Manager Leader Manage the resource that the Innovate and discover opportunities organisation has for the organisation Mainly targets to maintain economic Concentrate on developing new balance activities Makes decision based on control. Decisions are made based on trust Manager follow success stories Leader create success stories Concentrates on efficiency Concentrates on innovation3. c ways of improve morale and performance of the employee Regular staff meetings Managers need to organise regular staff meetings which should be participated by all the staff members. At such meeting the staff members should be given the chance to raise their questions and suggestions with regard to the matter discuss. Appreciate staff achievements When a staff member accomplish something the managers needs to celebrate it to indicate that the managers are willing the success of staff members. Obtain feed backsWORKING WITH AND LEADING PEOPLE Page 14
  15. 15. The managers can ask for feedback on their management styles from the staff members. Hire a professional team builder Since the team building is a vast area there are specialists who can help the managers to improve morale and performance of the employees. Performance based remuneration packages The company can implement performance based remuneration packages to the employees so that all employees are encouraged to concentrate on their performance.3. d Approaches to effective change managementChange management refers to the structured approach to shift the current state of theorganisation to desired future status.There are several approaches to effective change management. Lewin’s three step model This method outlines three steps that should be followed when implementing a change. 1. Unfreeze This step refers to where the organisation needs to prepare for the change by explaining to the employees and allow the organisation to feel that a change is necessary for them to survive. 2. Change At this step the process of change is started and the unfroze environment is changed through a long process. 3. Freezing Once the change process is completed the environment become familiar to the organisation and keeps moving as usual like before the change.WORKING WITH AND LEADING PEOPLE Page 15
  16. 16. Bullock and Batten’s phase of planned change This method recommends exploration, planning, action and integration for planned change. Exploration is where the management identify the need to change and collect the resources need for change. At the planning state the key decision makers create and approve the change plan. In the next step, action the plan is carried out the. Integration refers to the final stage where all the changes are taken place and formal policies and procedures are established in the organisation. Kotter’s eight steps This method outlines eight steps that needs to be followed for change management 1. Establish a sense of urgency 2. Form a powerful guiding coalition 3. Create a vision and strategy 4. Communicate the vision 5. Empower others to act on the vision 6. Generate short term wins 7. Consolidate improvements and produce still more change 8. Institutionalise new approach.3. e How employee empowerment concepts can be employed to achieve theobjectives of the hotel group.Empowerment refers to the process of enabling the employees to think, behave andtake decisions o their own. Each employee has the right to decision making on theirown with regard to the work they performed.Using employee empowerment the hotel can create a pleasant working environment toits employees and thereby the hotel can create self motivated employees. This in turnwill help the organisation to achieve its goals and objectives.WORKING WITH AND LEADING PEOPLE Page 16
  17. 17. 4. Work and development needs of individuals4.a work activity planFollowing work activity plan can be used for the hotelNo. Objective Activity Time line Team member responsible1. To reduce the guest Identify requirements of the 30 April Public Relation complaints by 10% guests in advance 2012 officer4.b Effective work delegation techniquesEven though the organisation has well trained and highly skilled employees if themanagement does not delegate the work to the appropriate personnel the output of thework will not reflect the ability of the employees. Multitasking Some people can work on several activities in parallel. Such persons are having the multitasking ability. Managers can delegate several tasks to such persons where such person will attend to all the work in parallel. Downward delegation This means the delegation of work to the team members who are below the reporting line. The managers can delegate tasks to assistant managers and associates. Sideway delegation Work can be delegated to the peers who are in the same level.WORKING WITH AND LEADING PEOPLE Page 17
  18. 18. 4.c Reviewing approaches Development needs and the activities of the organisation can be reviewed in several methods. Development needs can be reviewed by paying attention to the industry trends and identifying the needs that should be taken place in the organisation to remain in the market. Moreover development needs and activities can be reviewed by using pre determined targets and comparing actual performance with the targeted performance.4. d Performance assessment methodsHotel can use following performance assessment methods Critical incident method By this the performance evaluator note down the positive and negative performance behaviour of the employee throughout the period. Performance ranking method Performances are ranked from greatest to lowest. 360 performance appraisal Under this method the employees are received confidential feed backs from the employees around them Management by objectivesWORKING WITH AND LEADING PEOPLE Page 18
  19. 19. In this case managers set targets for employees and evaluate periodically and reward them based on the achievements.4.e Factors affect the quality of staff performance.Following factors affect the quality of the staff performance. Ability of employee Skills and competence of the employees affect to their performance. Effort of employee The energy that the employee provides to the work he performs will affect to the quality of the performance. Motivation If the motivation of the employee is high the quality of the performance also will be high. Environmental factors If the working environment is pleasant the performance of the employees will be in high quality.WORKING WITH AND LEADING PEOPLE Page 19
  20. 20. 4. f Development plan for an underperforming staff member.When making a development plan for an underperforming staff member following needsto be addressed. Identifying the areas where the staff member underperformed Identifying the reasons for underperform. Planning to overcome from such underperformance by addressing the reasons for such underperformance. Setting new development targets for the staff member Evaluating and reviewing the achievements.WORKING WITH AND LEADING PEOPLE Page 20
  21. 21. 5. References 1. Team technology 2012, Team technology, United kingdom, viewed 8 March 2012,< http://www.teamtechnology.co.uk/> 2. Merton, R.K. (1957). Social theory and social structure, NY: Free Press 3. Pfeffer, J. and Salancik, G.R. (1975). Determinants of supervisory behavior: A role set analysis. Human Relations, 4. Change management coach 2012,change management coach, cape town,viewed 8 march 2012,< http://www.change-management-coach.com>. 5. BRITISH STANDARDS INSTITUTION. (2005) ISO/IEC 17799:2005 Code of practice for Information Security Management. London: BSI. Available at: http://emea.bsi-global.com/InformationSecurity 6. CHARTERED INSTITUTE OF PERSONNEL AND DEVELOPMENT. (2008) Learning and development: annual survey report 2008. London: CIPD. Available at: http:www.cipd.co.uk/surveys 7. GOODGE, P. and BURR, J. (1999) 360° feedback: for once the research is useful. Selection and Development Review 8. ARMSTRONG, M. and BARON, A. (1998) Performance management: the new realities. London: Chartered Institute of Personnel and Development 9. LONDON, M. and SMITHER, J. (1995) Can multi-source feedback change perceptions of goal accomplishment, self, evaluations and performance related outcomes? Personnel Psychology 10. Armstrong, Michael (1999) A Handbook of Human Resource Management Practice. Kogan Page Limited.WORKING WITH AND LEADING PEOPLE Page 21

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