Upholding HR Relevance: The Key to Business Success - Essay Sample

Introduction

An organization's success is largely dependent on the competency of its employees. Employers strive to ensure that their subordinates own the company's vision in addition to possessing then relevant skills according to their (employees') job description. Even so, the possibility of becoming redundant is rife and it is upon the employer to take measures that will uphold the relevance of not only the employee but also the technological resources of the business. Such is the role of human resource development (HRD) programs. These are fundamental initiatives for organizational success (Werner, 2017). HRD emphasizes on training and education for the employees after they are hired to an organization. This paper analyses the case of a hotel franchise in Taiwan whose stakeholders opine that their subordinates require managerial training. It also explains incompetency as the predominant underlying issue facing the franchise.

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The 360-degree feedback survey consists of the summary person analysis and diagnostic person analysis. The varied data from both quarters can be used to not only determine individual employee performance but also reveal the reasons for this performance (Werner, 2017). Since the survey encompassed trainees, supervisors, peers, and subordinates of the managers, it is given that data from both effective and ineffective performers will be collected. Therefore, the data from effective performers provides ideas that can improve performance while that from ineffective performers can establish the necessary interventions that can improve performance.

Hotel managers require communication and time management skills. Communication skills encompass both verbal and written. The importance of competency in both divides is to enable the accurate delivery of information from the manager to the subordinates. The hotel industry relies heavily on communication in matters such as the preparation of meals and booking of accommodation. Therefore, accurate information must be passed on promptly. Otherwise, poorly delivered messages are disastrous. Time management skills are rudimentary in the hotel industry. The goals set by hotels are time-bound; therefore, managers must learn to work within a schedule.

Communication and time management skills are developed and sharpened over time. The hotel can offer in-house training to promote effective communication skills. In-house training is ideal since the trainer understands the organization's core competencies. The managers are clustered in small groups and a trainer with the relevant skills is called upon to teach various topics (Werner, 2017). The training should provide room for practical application since adult learners retain theoretical information better when they are allowed to practice. For example, the managers can be called upon to coach new trainees on the job.

Ineffective management in the hotel attracts legal and financial consequences. In this case, supervisors participated in the survey meaning that they were part of the management problem. In most cases, supervisors are in charge of overseeing hotel hygiene and overall maintenance. Supervisors are supposed to ensure that workers are well trained on environmental regulations. A lapse in this department may lead to problems with health sanitary inspectors who may file suit against the hotel. These suits, in turn, have a negative financial impact on the hotel. Also the hotel's customers may consider a different service provider and in the long-run the hotel suffers further financial damage. Additionally, training the staff or management on competencies has financial implications. To cut on such costs, in-house training is prescribed for managerial competencies. This way, the hotel saves on costs while managing to conduct human resource development programs.

Reference

Werner, J. M. (2017). Human Resource Development (7th ed.). Boston, MA: CENGAGE Learning.