The importance of planning human resources in the company’s performance
JUSTIFICATION OF PRACTICE AND OBJECTIVES.
In this practice of the Human Resources Directorate subject in tourism companies I have selected this issue because people management is a fact to get the goals in the objective of any company, not only tourist if not any area. Companies have detected the value provided by HR to reach the business cúmine and maintain competitiveness in a changing environment and without a certain future, for this reason companies want to take it to a more decisive or valuable point of view. They have not always given people the importance that companies currently assign to their workers.
The aforementioned characteristic can be acquired as a strategic form which indicates that there must be a balance between the management of the company and the framework or environment in which habitat (strategic or fundamental direction) and on the other, a coherent management between the strategy of the strategy ofThe company and the functions included in HR management.
Today, human resources are the most important Slavon within any tourist company where their product is intangible and this makes people convert the axis of production, and by which exhaustive selection processes are carried out andInvest large amounts of money and time to form them. Another fundamental aspect after the selection is their monitoring and evaluation to be able to verify that these are doing their work according to the expected criteria.
The objective of the work will, therefore, verify how human resources affectThe company Accor Hotels that has made it an international reference within the tourism sector.
Methodology.
To carry out this work for this subject, it will be done through the case method “The case study or method of the case is the study of a specific situation to learn or improve in a field of knowledge”
To carry out this method I have searched for the services given by the different universities of Spain. In the end, I have found at the Polytechnic University of Madrid, through the educational innovation system that is on the web. The procedure they follow is:
- Analysis of the topics studied in the Master with the work to be done in the subject.
- Selection of the company and case to be done at work and check if our case agrees with reality.
- Finally, analyze our work and obtain conclusions from this.
HR planning in companies in any field
General framework of the company.
When founding any company they all define key concepts to know the ability to maneuver: where we start, how we intend to develop and what objectives to mark ourselves. Therefore, as says Wars and Navas (2007), the objectives must always be affordable and attainable to not bring the company to bankruptcy.
There are 4 basic pillars in a company and according to their development they can reach the objectives or not. These areas are: production, commercial, financial, and human resources.
Although, in the end these four areas are supervised by one of them alone. The person in charge of the supervision is the HR area for the simple fact that they have been in charge of the foundation of the company to design the jobs and carry out a recruitment of these. Apart from the monitoring of these employees.
The department of human resources.
The HR department as we have said before is only one more than its main farming is the selection of personnel but, in my view it is a design department rather than of selection. This department is responsible for selecting the staff and designing the job for these people, without this department the company would never achieve its objectives.
This department encompasses the objectives, politics and analysis, planning, recruitment, training and personal development management and personnel evaluation as well as its compensation.
- Objective of HR, any company its main objective is to improve its productivity. To begin this first point, we must understand the term of “human resources” as the personnel that form an organization or company, regardless of its position within this.
"The purpose of the Human Resources Department is to improve the productive contributions of the personnel to the organization, so that they are responsible from a strategic, ethical and social point of view". Considering the importance that this department charges within the company due to its objective of contributing to the achievement of the general mission and the services it provides, the profiles within the human resources departments must be very well defined. The function of this department has become very complicated and in the end it is as we have already said leads us to the company’s objectives.
- Policy and analysis of jobs, when a personnel selection process is carried out, the first thing is to analyze the work for which candidates are being sought to be able to do an objective analysis and descirpction of the work of this job. Therefore, HR in charge must prepare a document with which the characteristics of the position are addressed in order to design the ideal job.
- The third point, I would define it as the policy of the company that in my view would be in charge of deeding the needs of the company’s employees. According to the book by Mondy & Noe (2005) on this subject, they defend that HR planning is based on the balance of staff supply and demand. They say that if the company lives with a surplus of personnel, the workforce should be reduced or the number of hours to these should be reduced and if on the contrary there is a lack of workers we carry out a selection and recruitment process.
- Recruitment and selection, after having checked in the hypothetical case of point 3 of having a lack of personnel we would have to apply this point. To begin the most used methods to recruit are personal questionnaires and interviews. To look for a candidate there are two ways to do it: internally to company and externally. It is much more beneficial to do it internally in the company, for various reasons, the first is because being a worker of the same company we will not have a process of integration into it, but that our worker is already integrated into the workforce and fromThe first moment can have optimal performance. Another reason is for the support of your own work and imply that within the company you can ascend and develop your professional career efficiently. This helps psychosocial venephic. Finally, as stated in class if to cover the position, a staff is needed without experience but with training and we have to look externally we can go to universities, professional formations etc. On the contrary, we need one experienced in the position we would go to the competition.
- The formation of human resources its foundation is the personal and individual enrollment of the different people who make up the company’s staff to overcome weaknesses or problems that the employee has in their job through courses, conferences etc.
- The following function of the HR department is your personal career management. This career is basically the employee’s working life, the jobs he has played and the groups and merits obtained in these. With these data the HR must select where to place its workers and where to move them internally in the company so that the responsibility of these of enriching their career is fulfilled, as well as this career is useful to the company.
- To finish the Human Resources Department, you must evaluate your performance and compensation policy of all its workers to be able to create motivation between them and handle these psychosocial policies. Although this policy can be a double -edged sword, since it can be very beneficial but also quite bad because of envy for example, the Human Resources Department should know how to play its "letters" very well in this type of policy. For this method there are two types of remuneration policies: the first that is intrinsic remuneration that is based on personal recognition and values and the second that is extrinsic remuneration, that is, monetary. The latter can be direct as the fixed or variable remuneration month by month or indirect as compensation in kind or social benefits.
Case in company: Accor Hotels.
This company owns a French origin group founded in 1967 by, consolidating as the first travel and tourism service operator with a presence around 100 countries in the world.
Apart from being a world leader, this company has more than 250,000 employees worldwide by service in more than its 4,300 hotels with an income around 6.100 million euros. This company its main logo coined in 2015 is “feeling welcome” to its hotels having a program towards its excellent clients and workers according to them, thus creating an environment in their centers that manages to have a lot of fixed clientele.
As we can see the Accor group tries with its 22 brands, cover the entire hotels market from luxury brands to cheaper brands. Apart from this each brand specializes in a hotel market sector such as gastronomic, urban, mountain, work etc. That is, under the analytical point of view we can see how we said before it is the largest world chain. They define themselves as slogan "discover our universe of hotels …"
Another fundamental aspect of Accor Hotels is the innovation and use of new tactics not used above and thus be able to have access to new opportunities and experiences both employees and their customers. These innovations refer to a care of the environment, as well as a avant -garde culture within the life of its clients as local services, a healthy lifestyle helped by sports or well -programs apart from having a rich gastronomic menu in allYour hotels.
Human Resources at Accor Hotels
Group Accor’s success is more than justified, for being a world leader of hotels. In addition to this, this group is famous for its human resources policies taking care of each of its employees with its multiple programs.
His HR program is not only lacking for his good selection and recruitment process but, he has been involved from the first moment with his employees in this way to retain great professionals and thus making the company the best of its sector. This is how it has defined its great business culture and shows it without capujos on the website of the group. This is the policy followed to achieve its objectives.
The great importance of this department has led to the best professionals and thus get great talents. This department is great with great well -defined areas but, at the same time, cause synergy among themselves to achieve excellence.
We can affirm that the synergy between the departments, its selection and recruitment processes in addition, of the care of its workers is the great motor of Accor Hotels.
Recruitment and staff selection
The recruitment and talents of Accor Hotels is fieled according to them in the "talents and personalities". Each year they welcome thousands of talents and most importantly, within the company they find new challenges. Bases in respect, diversity and equality its group is founded. Its employment website every year obtains 8 million visits and are from the most wanted companies on LinkedIn. For recruitment the HR department holds an event to select talents in a more dynamic way and thus promote via Instagram, Snapchat, Facebook etc.
Career within the company
Their slogan "fast scale to any job" thus proud to be very easy to reach positions of responsibility in the company and endorse saying that 90% of their positions of responsibility are covered by people who promoted to them from lower position.
Other of its strong are their mobility programs both within the company and international benefiting from its presence in more than 100 countries have mobility policies with health support and a good standard of living in all of them. They say that by using these program they gratify you with monetary incentives. In parts of social aid. In these countries the employee will also have training and it will be easier to advance in the company.
Compensation policy
Accor thinks that well -paid employees is their highest priority. They have a benefit policy for their employees, if the company obtains more benefits to them, the salary raises.
Apart from this global benefit, good individual work is also rewarded in each of its hotels with a mixed salary system where there is a variable part. The salary is the same in all its hotels, both in an underdeveloped country and in a developed country. They are proud of their policy since they say it has worked perfectly.
In addition, they have savings policies for the possible future of the worker as well as social and health benefits where health is not public for example.
Finally, its workers are given a card to use in the group’s hotels and thus help on their vacations with discounts on their hotels giving attractive services. This is a very widespread practice in all the big hotel chains.
CONCLUSION
After the completion of this practice, we can reach a series of conclusions concerning the Human Resources Department of any company as to the successes achieved by the company Group Accor thanks to its policies within the department.
Regarding the second section, it has been possible to verify that each department of the company is important, since each synergisticly complements the essential objectives for the company. We have consequentSelection and recruitment, after this the department is responsible for the monitoring and compensation of these workers so that there is no leakage of talents in the company. A more productive worker thanks to human resources policies we can translate as a more efficient worker towards the company and thus create a better value to reach the goals of this. Therefore, with respect to this section we can conclude that a good human resources department is indispensable for any company.
Finally, the third section regarding Group Accor, we have analyzed its human resources policies. We can affirm with total certainty that not only thanks to the services and their business conglomerate that provides worldwide services has achieved its fame but it has been largely thanks to its business policies to become the first hotel group worldwide and notOnly this, if not as a referral to the Human Resources level.
BIBLIOGRAPHY
- Albizu Gallastegi, and. and Landeta Rodríguez, J. (2014): Strategic Directorate of Human Resources: Theory and Practice. Larousse – ed. Pyramid
- Street, m.C. & Ortíz de Urbina, M. (1st ed.) (2004): Human Resources Fundamentals. Editorial Madrid: Pearson Education
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- Wars, l.A. & Navas, J.AND. (4th ed.) (2008): The strategic direction of the company. Theory and applications. Thomson Civitas.
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- UPM Educational Innovation Service (2008): The case method. Available online: http: // innovacionucative.UPM.is/guides/mdc-guia.PDF. Revised in October 2015.
- ACCOR HOTALS WEB PAGE: https: // group.Accor.eat
- Werther, w.B. & Davis, J.K. (5th ed.) (2001): Management of Personnel and Human Resources. McGraw-Hill.
- Wikipedia: https: // is.Wikipedia.org/wiki/Accor
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