Manpower Planning in the Hospitality Industry

Manpower Planning in the Hospitality IndustryManpower Planning Manpower excogitationning dissolve be defined as the suppuration of devise to follow the yield of tameer to the availability of job at an presidential term. Manpower planning involves reviewing the afoot(predicate) work force imagery, and divination the future sine qua non of custody. the main objective of manpower planning is to making authoritative the demand of write out of individuals and skill to meets demand. This is a responsibility of the Human election passenger car to perk up sure the physical composition meets with the demand of manpower. Human Resource Manager when administering a buryview with the panorama has to make sure that thronedidate should meet the requirement of the job, like his fosterage and qualification, Training and Experience, Personal Attri neverthelesses.Source - Buzzle.comNeed of Manpower PlanningMarriott gives a parcel of grandness to manpower planning, as they ca st to decide for near couple of historic period how m any(prenominal) employees do they require as a plan for amplification, right for the entry level to managerial position.This go forth foster the organisation to expand their business.Employer support plan their drive exist and work according to it.By Recruiting current nookydidates will the attend the organisation with new and unique ideas which will help the conjunction to gain much commercialize sh argon.IT helps in innate growth of the employee within the organisation.Manpower planning helps the company to project right number employees to meet their demand. push back commercialize dodge- The operative class Market for Marriott is fluctuating, it keeps on changing as per the customer trend, but manpower st positiongy helps Marriott to work on a plan to manoeuvre how many faculty they require during busy duration.There argon cardinal external factor ins which influence on the summate and quality of tr avail in an organisation. It is c every last(predicate)ed as PEST (Political, sparing, Social, and engine room)PEST Analysis is a useful bastard in visiting for companies cultivation and its position in market, it besides helps to understand the prospective direction for the business, The pest analysis is a contraction of political, Economic , Social, Technology , Legal, Environment.www.businessballs.comPolitical - The Changes in the authorities policy whitethorn appropriate the organisation in many ways, in early this year the regimen changed in Value Added Service to 17.5%, changes in national minimum operate Marriott has a organisation will retain to re-plan their strategies for labour cost, changes in government policies and taxation will hamper expansion plans MarriottEconomic- Due to the world(prenominal) Economic crisis , most of organisation including Marriott had to made severe changes in their development plan and labour strategies. Due to recession organisatio ns be controlling the labour cost as the demand as gone down. Most of the organisation are facing problem of excess labour, there is more supply labour available than the demand, More than 2 million people are jobless in Britain.Social - Marriott has to be updated with the current customer trend, shaping has to be aware of demographic changes such as- age, population, region. To make any changes in their policies, Marriott has introduced Graduate Programme Development Opportunities for meeting the demand for manpower.Technology Marriott is been innovative and is spending good amount from the profit towards technology or alternative ways of service for e.g.- online booking, self check in and checkout. such(prenominal) innovation unavoidablenesss skilled workers and there is a tremendous opportunity for skilled workers. Marriot by Using of new technology helps proper workout of manpower of the organisation.Google docs slide manpower planning Maria PFactors to be Considered in by Marriott to estimate the demand for manpowerOrganization expansion- The memorial tablet looks for expansion of business in future to meet the expectation of customer. The future plan of Marriott is look to accommodate the tourist customer in their hotel for Olympic as these dejection create the future demand for labour. When the expansion of the organization is more then supply and demand ask to balance. The expansion is major factor for demand for labour in future.Internal demand- The internal demand can be promotion and dismal can be the factor for organization to create the demand and supply for labour. The top management and human resource also plays the major part for demanding the labour, such as recruitment of faculty requirement to met the expansion their growth.Economic factor- The economic factor plays the important berth in demanding the future labour. The economic growth can create the bonnie spending power of the customer. The business can be expand as hospital ity industriousness has invested more during the recession as the land rate has been drop and labour cost also. The strong economic of every find outry can create demand for labourSalary and Benefits The Salary and welfares can be one of the factors that can demand the manpower for future. The marriot are providing with erupt and higher pay with benefit were most of the employee are attracted towards Marriott. They are providing interrupt benefit then their competitor so that they can create a demand for manpower in future with this policies and plan of net income and benefit.Labour dollar volume rate -Number of employee leave the firm through dismissal or resignation during a menses to the number of employee on the payroll during the same period.dictionary.reference.com cypher labour turnoverNumber of staff leaving in a yearAverage number employed in the same period x 100This method of calculating turnover helps the organisation, to calculate manpower requirement for the future.Calculating labour turnover for Marriott for the year 2009, in different discussion sectionDepartmentNo of employee left the organisationNew Employee dollar volume %Kitchen81942.10526316Front Office223562.85714286 regimen Beverage16620780.19323671House keeping11015073.33333333Employee turnover has a crucial consequence on the supply of the labour to an organisation, the turnover can classified into devil category (1). Voluntary turnover ( 2). Compulsory turnoverVoluntary Turnover -Employee leaving job as he or she has found a new jobEmployee leaving the job callable geographical mobilityLeaving the job receivable to pregnancy.Employee leaving the job referable to ill-related problemsRetirementChanges in immigration lawworks conditionsCompulsory Turnover -Release for misconduct.Made bare due to recession.Release due to aesculapian condition.John StredwickEffects on organisation due to labour turnover-There is a direct expenditure involved in permutation process by th e organisation for Recruiting, Hiring and Training.At sequences organisation have staffs which are under-performing, if the under-performing staff decides to resign, it is advantageous for the organisation as they can apply somebody who is more productive and more skilful then the under-performing staff.2008/09 in the U.K due to recession most of the skilled/Unskilled workers were made redundant more than 2 million were unemployed during this period, As major eccentric approaching in 2012, the hospitality industry has to invest a lot direct cost in recruitments to match with the demand.Retention of an Employee- Means toilsome to stop the employee from leaving the organisation.Marriott can offer rise in salary/wages to retain the employee, depending on his skills and experience.Offer the employee an opportunities for in house teaching programme, which will help his development within the organisation.If the Employee is planning to resign due to the long working hours, the organ isation can offer him flexible working hours.If the Employee is not keen on continuing with a particular department for example Food and Beverage(Service), and wants to explore his skills in Front Office. Marriott as a organisation do have policy in place for inter department transfer.Marriott conducts a Exit Interview before the employee leaves the organisation, It helps Marriott to understand what they need to exercise or make changes in their work culture, which will help to control employee turnover.John StredwickForecasting for Manpower PlanningForecasting is a important action in setting up the business plan, forecasting can be from 1,2, or 5 years depending on for whom the plan is to be presented, Marriott needs consider the upcoming event in count as well.Share-holderBankPrincipal of motivation and Supply of LabourDemand and SupplyDemand HighSupply HighDemand first gearSupply LowTraining DevelopmentSelectionChanges government PoliciesLabour cost controlInternalPlacement ForecastingRedundant recruitmentDemotionTable above helps Marriott to forecast manpower demand and supply, if there is a rise in demand, and supply is high then the Human Resource Manager should recruit staff member and Manager should promote internal staff member to meet the requirement of the company, If demand and supply is moo than the manager should focus on forecast and training, if demand low and supply is high then the organisation has to control labour cost. Or may go to extend redundant some of the members of the staff.In Hospitality industry Demand and Supply of labour keeps on varying depending on the shells, Market trends, and Global crisis. There are few events which can be considered by human resource manager to predict the manpower demand.members.tripod.comMajor Event in United Kingdom in next 5 years2010- Women Rugby World Cup2011- Ryder Cup.2012- Olympics.2012- ICC Twenty 20 World Cup.2015- work force Rugby World Cup.http//www.code13.co.ukWorking Arrangement for Marriott as RecommendedFull -Time Employee -As a Full Time employee they are authorize to work 40 hours a week, Marriott has a ratio of 60 to 40 i.e 60% of their employee are full time, and 40% are part time employee. Full time are flexible when its comes to working hours. crash-Time Employee-As a parting Time employee they are authorize to work 20 hours a week, Part timers do get all the benefit as an employee, As they are students in United Kingdom they can hardly work for 20 hrs workAgency -Marriot should outsource labour through agency, When Marriott has event plotted they can contact the agency and outsource staff for the event. Marriott can practice this format of hiring outsource staff for a event as cost would be minimal then hiring a full time staff or a part- time staff.Contract-Marriott should employ, staff on contract. Employee on contract is beneficial for Marriott, as per the contract the employee can be associated with Marriott only(prenominal) last for 6 months. Contract employee would be getting the same benefit as a full time or part time staff of Marriott.Causal -Marriott can appoint causative staff which is beneficial for the organisation, as they dont have to give contract hours, they can use these causal staff depending upon the business of Marriott.Job Sharing-One job is divided up by two people, in this episode the benefit is which organisation provides is also shared. It is beneficial to the employer.Internship -Marriott Should hire students who are on internship through their college, this not only help their manpower planning, but also fill in the requirement of the organisation, Internship programme student get the same benefit as a full time employee.BIBLIOGRAPHYBOOKSStredwick, J. (2005)Human resource management.Second edition, UK, Elsevier Buttersworth-Heinemann 55-58.Marchington m and Wilkinson(2008) A Human Resource Management at work, People Management and development Fourth Edition.INTERNEThttp//www.buzzle.com/editorial s/9-12-2004-59200.asp Last Assessed on 17th January 2010http//www.businessballs.com/pestanalysisfreetemplate.htm last Assessed on 9th January2010http//dictionary.reference.com/browse/employee%20turnover Last Assessed on 2fifth January 2010www.members.tripod.com Last Assessed on January 5th 2010http//www.code13.co.uk/index.php?option=com_contentview=articleid=1412010-the-golden-decade-of-sport-beginscatid=39blogsItemid=2 Last Assessed on January 29th 2010 ledgerEvening Standard 24/01/2010. Page 1Marriott Handbook canon for an OrganisationAvinash Nayak767689Task 2Legislation for an organisationRecruitment and oeuvre - Is a process of hiring in the right candidate for the job to met the requirement of staffing.Working Time Regulation - This Law was brought into practice from October 1998, This law applies all the business and to all workers. Marriot has to comply with law, this law include -Maximum Working hours should not exceed more than 48hrs a week.Employee is entitled for daily counteract as per the contract.Employee is entitled for weekly break. For example- if he is working 6 days a week, he is entitled for 1 day off.Employee is entitled for Annual holidays.The law is in place for different age groups- 16-17 and 1816-17They are entitled to work 40 hrs a week,(8 hrs a day)They are entitled for a 30 mins break if the shift last more than 4.5 hrsThey are entitled for 2 days weekly off18They are entitled to work 48 hrs a week, not more than 6 days a week.They are entitle for a 20 mins break if their shift last more than 6 hrs.They are entitled for 1 day off a week.www.businesslink.comImplication-Employer should make sure working hours and breaks regulation are mentioned in the contract.Employee are entitled to get their break after 6 hrs, at least for 20 mins.Employer should make sure they give enough rest time between two shifts i.e 11 hrs rest time every 24 hrs.Application-A Line Manager should be appointed to monitor the daily time in and clock out thro ugh, Muster Book, latest software where an employee can clock in and out as well his breaks.Line Manager should make sure working hours of an employee should not exceed the contract hours totally Employees should be sign a copy of contract and understand the importance of complying with law, as it is beneficial for both the employee and employer.Statutory Provisions-Health and gumshoe Act 1974-This Act was brought into practice 1974 to make sure employer are providing a safe place for their employees to work.Implication -To make sure the working environs is safe for the employees of Marriot.Training Should be conducted on all the employees, so that they are aware what do they need to do in an event of accident.Equipment in use should be safe for use, in case of accidents should be reported. attack Exit should be free from any obstacles.Application -Have a Health and Safety committee, conduct the meeting on periodically bases, bump assessment should be completed on all employees.Tr aining files should be updated on monthly basis, as well Re-Fresher course should be conducted on all the employees every 3 to 4 months.Health and Safety teaching should be displayed as well the contact details in case of emergency.www.direct.gov.ukCodes of Practice -Disciplinary -Employer use this method to tell the employee that their act or their conduct is not up to the standards as likely. Needs to be improved.It is a 4 step process-1.Verbal Warning 2.Written Warning 3. Inform the employee about the conclusiveness 4. Appeal if the employee wants to make a appeal against the decision.Implication -Marriott can conduct the disciplinary with an employee only when there is a violation of organisation policies or in the case of employee is under performing.Marriott should have enough evidence to address disciplinary action against the employee.Application-Marriott should follow disciplinary procedure in a formal method, everything should be recorded for reference.Proper investiga tion needs to be done by the employer before coming to a decision.Employee will get a opportunity appeal against the decision.Employee has the right to demand report for the employer, on the decision.Employer may suspend the employee during the disciplinary process is going on.www.acas.org.ukOrganisation - field of study Minimum WageAct-This Act was brought into practice in 1998, the objective loafer this law was to a minimum wage that the employer(Marriott) needs to pay his employee. National Minimum wage differs depending on the employee age5.73 to 5.80 an hour for aged 22 and over.4.77 to 4.83 an hour for aged 18 to 21 years.3.53 to 3.57 an hour for aged 16 to 17 years.Implication -Labour cost of Marriott would be soaring, has they will have to give out a major portion from their income towards wages.Marriott will have to cut working hours of the employee to keep a control on labour cost.Marriott may layoff few of their employees, which will lead to unemployment.Application -Ma rriott should re -plan their systemMarriott may have to increase their room charges or menu hurt as they have to cover the rise in employee wages.Latest changes in the wages needs to be communicated to all departments and effective date as well.During the Peak time of the business, Marriott will have to hire temporary workers to meet the demand.www.direct.gov.uk