Expert answer:HRM in Hospitality Mission Vision and Goals Discus

  

Solved by verified expert:Explain why vision, mission, and goals are important to an organization. After explaining the importance of each, select an organization that has an organizational culture that is appealing to you. Why did you select that particular company or organization? What are you looking for in a culture? Grading notes:Your original post should be at least 5 sentences at the very least. Considering the content of this discussion, I’m expecting at least 2-3 full paragraphs.
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Workforce Planning
and Organizing
Chapter 4
Learning Objectives
1. Provide an overview on the
importance of mission, vision,
culture, and core values.
2. Discuss operational planning, goal
setting, and strategies.
3. Provide an overview of the role of
forecasting in human resources.
4. Define and explain the role of job
analysis, job descriptions, and job
specification.
Human Resources
Planning
• HR Planning starts with a clear
company:




mission,
culture,
values, and
goals
Mission




What do we do?
What is our purpose?
Where should we put our current focus?
How do we want to be perceived by guests?
• Marriot International:
• “We are committed to being the best lodging and
foodservice company in the world, by treating
employees in ways that create extraordinary
guest service and shareholder value.”
Vision
• What does the company aspire to be?
• Ritz-Carlton:
• “The Ritz-Carlton inspires life’s most
meaningful journeys.”
Culture and Core Values
• Culture
• Moral and social values, beliefs, and
behaviors
• How people interact with each other
• Way things are done
• Core values
• Important foundational behaviors
• Define the culture of an organization
Goals
• Address the shortcomings between
the vision and the current state of an
organization
• Strategic vs. Tactical Goals
Strategic Human
Resources Leadership
• Ensuring HR is fully integrated with
the mission, vision, and goals
Human Resource Core
Functions
Talent recruitment and selection
Policies and procedures development
Employee training and development
Compensation and benefits
Managing employee performance
Employee relations
Labor relations
Operational Planning
• Establishing the basis for other
functions
• Two parts include
• Goals
• Strategies
Operational Planning
Process
Setting goals
Determining
alternatives
Evaluating
alternatives
Controlling
and evaluating
results
Implementing
the plan
Selecting the
best solution
Forecasting Employment
Needs (Supply and
Demand)
• Market dependent
• Supply = available employees who
possess the skills the employer needs
• Demand = number of full-time equivalent
(FTEs’) employees a company needs
• Analyze day-to-day operations to
understand the needs of your
employees and company
Policies, Procedures,
and Rules
Characteristics
of effective
policies and
procedures
Applied consistently and fairly
Reflect the company
Set guidelines for managers
Written in response to company needs and requirements
Developed with input from management
Introduced at appropriate times
Police introduced effectively
Budgeting
• Planning months in advance
• Usually need someone else, such as
the corporate office, to sign off on it
• Relies on sales forecasts from
marketing
Job Analysis
• Process to identify job duties and
responsibilities and assess how each
job contributes to the organizations’
goals
• Process:
1. Collect job information
2. Review information with job holder and
verify it is complete
3. Determine what information you want
to include in the job
description/specification
4. Develop job description/specification
Job Descriptions
• Ensure employees know what their
job entails
• Includes how the job is done and what
the working conditions are
• Job specification lists the knowledge,
abilities, and skills needed to do the
job
Discussion Questions /
Topics
1. Explain why vision, mission, and
goals are important.
2. What makes an organizational
culture appealing? What are you
looking for in a culture?
3. Give three examples of operational
goal setting.
4. Why are job analysis, job
descriptions, and job specifications
important?

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