Human Resources Strategy in Multi Unit Service Organisations Assignment

Human Resources Strategy in Multi Unit Service Organisations - Assignment Example According to the research findings the hospitality industry mostly comprised of small and medium organisations, often administered by the owners. It provided series of suitable services and attractions within local range. However, with respect to global perspective, the appreciation of customers and corporate effectiveness of hospitality industry started to transform during 1950s with the growth of large scale groups or hospitality chains. These hospitality chains are devoted to the long-standing business plan to global expansion, demonstrated by the numerous brands. These expansions have predictable outcomes for the organisational structure as the hospitality businesses are becoming increasingly large, multi-site corporations, regulating business operations and manipulating the supply chain from central production to arranged service distribution systems. This structural transformation resulted in a rising hierarchy of management in order to control complex network, including the se lection of multi-unit managers. In present times, the hospitality sector is ruled by global brands and chains. The succeeding development of managerial structures and arrangements has been characterised by a prerequisite of ‘middle management layers’ with respect to multi-unit managers. Such managers create the level of direction instantly upon division managers and are vital interface between the divisions and the strategic hierarchy of the administration. (D'Annunzio-Green & et. al., 2004). Purpose of the Study The report is intended to gain an understanding of the role of multi-unit manager in one of the biggest hospitality chains named Westin Grand Hotel. The investigation is focused on obtaining information from the employees including role of multi-unit managers, selection, training, remuneration, business and other conversion matters in Westin Grand Hotel of Munich. It also identifies the human resource strategies designed by Westin Grand Hotel for business opera tions. The purpose of this report is to recognise the importance of multi-unit managers in service organisations and understand their job roles and significance. Human Resource Strategy in Hospitality Organisations Traditionally, human resource was more suitably named as â€Å"personnel†. In this role, professionals are liable for recruiting, employing, compensating, program planning, negotiating, and managing collective bargaining settlements, strategy development, workers record keeping and serving as a channel for employee opinions and concerns. Role of human resource experts are expanded to include communications, training, safety, employee relations and recognition and reward programs (Rutherford & O’Fallon, 2007). Human resource strategy in hospitality organisation is directorial in nature. A nationwide tendency in human resource is to shift from directorial role to the combination of human resource in strategic planning. This drive was supported by growth of hum an capital or human asset in a company. Human assets can be described as talent, judgement and cleverness of organisation’s employees. In large hotel chains, human assets are regarded as one of the three constituents of organisations which include intellectual assets, customers and operational assets. The measurement of human resource strategy as competence can be identified as improvement in systems, intellectuality, dexterity, performance, assertiveness and enthusiasm (Boella & Goss-Turner, 2005). According to a