Academic Master

Human Resource And Management

Human Resource Plan


Any business can perform well if talented people are deployed in it, and it takes optimum results out of their performance. It is crucial to have adequate functioning in an organisation to implement right talent at the right place. To achieve all these objectives, an organisation should cope up with the changes such as changing needs of business, workforce and work nature (Nankervis, 1993). Therefore, the human resource department of a company must work on its employees to make them enabled of all the job requirements. Here is a human resource plan for a hotel where the steps the HR department of a hotel needs to take are discussed. All these steps are applied to the company to make workforce efficient. This planning may differ from company to company depending on the circumstances, but some of the primary things remain the same.


Specific steps and procedures are necessary for every business to work efficiently. To identify potential people for the required job and train them accordingly, a company needs to make a proper plan. Some of the essential components of a human resource plan are as follows.

Internal Training

Internal training of a hotel is an essential component of the training plan. Not all the training programs can be outsourced. The primary part of internal training is orientation training. In a hotel, whenever a new employee will be hired, he will be given orientation training so that he can correctly understand the environment and culture of a hotel. It is also known as entry course that is helpful in knowing how the system works out. It builds some expectations for the employee and shapes his behaviour and ideas according to the company requirements. On the job, training is an essential component of internal training that is as follows.

On job training

In the hotel industry, on the job training will ensure that employees are provided with the appropriate knowledge that is required at the time of need. It also involves peers so that the experience of other employees will be helpful in the learning process. The deficiencies of employees are identified and removed during a job in this continuous process. In training program, the social aspects of training will be covered in a hotel to make employees more friendly and understanding. Technology is also used during this training process to engage employees (Rosenberg & Foshay, 2002).

Off job training

This training is carried out at sites that are far away from the work environment. It is done to improve the knowledge of employees creatively. In the hotel industry, this training can be implied in the form of classroom lectures to tell them how to carry out the operations. Also, the use of simulation is helpful in this regard. The management staff or waiters should be taken to a place that is similar to hotel environment, and then they should be engaged in activities they experience in their routine. It will help in analysing the quality of service they deliver and how they handle different situations at hand. This works like a role-play where they assume roles, and they behave accordingly. It can be done in a fun way and activities that teach a lot to a person. Some like long lessons can be learned because of these training because employees are in the relaxed environment.

 External Training

External training are provided to specific employees depending on the nature of the job they are performing. In the hotel industry, language training is an essential component of learning. In this industry employees contact with customers coming from different areas, and they should be familiar with different languages. Therefore, the employees hired from different regions will be taught imperative language especially English so that they can contact customers fluently (Tanaka et al., 2015). It is a crucial training step for hotels that work on the national or international level.

Leader promotion training is also another essential component of external training. Mostly lower level employees are good at dealing with the customers in hotels. So having a program that develops leadership skills in employees will help helpful to promote them. Once they are trained up to the mark of requirements that are needed for a higher position, they should be encouraged by internal recruitment. It will be helpful in increasing the employee loyalty with the company and employee retention with better staff that top positions.

Outward bound training

Outbound training is related to experiential learning. These programs are carried out to enhance the performance of an organisation by carrying out outdoor plans of management (Martin & Franc, 2017). In the hotel industry, this training will be helpful in improving the leadership skills, planning, communication, teamwork, motivation and delegation. The teams will be divided into different parts, and the various tasks will be assigned to them to perform collectively. The behaviour and performance of employees will be observed during these activities, and then the responses having a positive impact on performance will be motivated in future.

This activity will be carried out in a way that people will be collected in an outdoor environment provided with tasks. The route through which that activity can be performed successfully will not be defined. The participants work collectively to find a solution. In the hotel industry, services are provided, and many spontaneous situations require effective decision-making, these activities will be helpful in making employees capable of carrying out these activities.

Training effect assessment

The help of this assessment determines the effect of training on the performance of an employee. Actually when an employee is working in a corporate environment for some time, he needs to understand his performance. This assessment determines the gap that exists between the current knowledge of employee and the level of skill that is required of him. Any weakness that exists in training is identified, and then the improvement sessions are conducted.

Different plans are implemented to access the training efficiency. It is a key to analyse the performance and effectiveness of training sessions. It will have a direct effect on the employee work quality, the quality of work done by him and the overall performance of the organisation as well. Clear objectives are set after assessment to analyse the performance at different time intervals. Based on these assessments, the employees in a hotel will be provided with training.

Training evaluation form

Once training is provided to employees, their performance will be evaluated by the hotel to see whether it is having any positive effect or not. This form is filled for the official use and served as a feedback and observation tool (Steele et al., 2016). The competencies of employees will be assessed to identify their performance. According to the plan of a hotel, these forms will be filled in routine to access the performance. This form will not only assess the performance, but the attitudes, skills and comfort of employees will be analysed.

After delivery of every training, the evaluation will be conducted by the name of post-training assessment to identify all the aspects covered during training. These are the instruments for observation helping the hotel to develop an appropriate human resource for their company.

Recruitment system

The brand of a hotel is reflected by the type of staff treatment depicted during the stay of a customer. In this system, the job description for every position is determined along with the selection of recruitment channel (Swider et al., 2015). Every post will have a JSP that is job success profile. It will be introduced in a hotel because it describes not only the requirements of a position but also the things that are necessary to perform a job successfully. In this plan, the way or channel company use for recruitment whether internal or external will be defined. For top positions, it is good to do internal recruitment in a hotel because employees who are working before having a better idea about the culture of the company. The complete plan for the benefits and compensations provided to the employees will be made including overtime policy.

Requirement process

Recruitment process includes a complete system of recruitment that is followed to hire a position for a particular job. Such as in hotel industry the recruitment process will go through some of the steps in a process. The first step will be to identify the JSP including all the academic, leadership and communication skills required for the job. The qualification that are necessary should also be determined. Then, the company should decide that whether they should go for internal recruitment or external recruitment. In case of internal hiring, the employees inside the company will be communicated about the news of available vacancy. While in case of foreign recruitment, the job requirement will be circulated by using different channels to create a pool of candidates.

Once the pool is created, and potential candidates are selected, the background check will be conducted. It is particularly vital in hotel industry because employees have frequent contact with customers and their possessions that should be protected. Once it is determined that the person is trustworthy, he should be hired, and then training techniques should be applied to make his up to the mark of the required job. These techniques will help to make him work in a comfortable environment.

Employee benefits

Employees are a valuable asset to a company, and they should be retained only when they are satisfied. Companies perform different steps to keep employees. The most commonly provided employee benefits are coverage of insurance and retirement plans. The benefits increase as the tenure of job increases or the person acquire more education in his respective career (Chatterjee et al., 2011). In this plan, employees will be provided with the free rewards in case of best performance. Training is also a great benefit for employees who want to progress in their career. Moreover, flexibility is a component that most of the employees want in their jobs so they should be granted flexible working hours. However, to have a valid plan of employee benefits, they should be explored at first to determine the type of benefits they value the most. It will be helpful in providing them with the benefits that matter for them.

Employee welfare

The objective of human resource plan is to work for the protection of employees to provide them with better health and life. In this HR plan of a hotel, the workers will be relieved from excess work so that they can have improved intellectual level. It will include different amenities, services, facilities and social status. These things will be provided in addition to the fixed wages. These welfare measures will change with time to provide employees with better future. They are helpful in the development of workforce in a better way. This welfare will offer better mental and physical health. This increase the level of engagement in work and employees have increased productivity. The positive contribution in the attitude of employees results in a reduction of substance abuse and other unhealthy activities.

Employee retention

A constant level of positive interaction is required for the employees working in the hospitality industry (Humphreys et al., 2017). This hectic job requires continuous engagement, so employees sometimes quit or switch towards better opportunities. To retain employees in this hotel management plan, the working will be started from the beginning. Research recognises that the turnover rate is high only when the company does not hire right people. So, at the time of hiring, proper techniques will be employed to get the right type of people.

Keeping the employees occupied in their jobs is helpful in employee retention. When the employees are employed positively, they do not worry about getting any other job. It is associated with the amount of business done by a hotel. Innovation and providing comfort to the employees is also essential. It will create a sense of achievement without any anxiety resulting in better future for company and staff as well.


This is a plan that will be helpful in making the overall working of a hotel successful. This includes complete planning process of employee training. It is necessary to have the high-quality workforce to carry out the operations of the company. In the hotel industry, employee satisfaction is essential for the plan for employees benefits, welfare and retention are helpful. After providing training, the performance of employees will also be accessed by the use of tools including training effect assessment and evaluation of training. All these things will contribute to having a decent human resource plan for the better working of a company in future.


Chatterjee, S., Lauderdale, M. and Gilliam, J., 2011. Employee Benefits in the Hospitality Industry in the US: Inhospitable for Employees?. Regional and Sectoral Economic Studies, 11(2).

Humphreys, J., Wakerman, J., Kuipers, P., Russell, D., Siegloff, S., Homer, K. and Wells, R., 2017. Improving workforce retention: Developing an integrated logic model to maximise the sustainability of small rural and remote health care services.

Martin, A. and Franc, D., 2017. Outdoor and experiential learning: a holistic and creative approach to programme design. Routledge.

Nankervis, A.R., 1993. Enhancing productivity in the Australian hotel industry: the role of human resource management. In CAUTHE 1993: Building a Research Base in Tourism; Proceedings of the National Conference on Tourism Research, University of Sydney, March 1993 (p. 67). Bureau of Tourism Research.

Rosenberg, M.J. and Foshay, R., 2002. E‐learning: Strategies for delivering knowledge in the digital age. Performance Improvement, 41(5), pp.50-51.

Steele, L.M., Mulhearn, T.J., Medeiros, K.E., Watts, L.L., Connelly, S. and Mumford, M.D., 2016. How do we know what works? A review and critique of current practices in ethics training evaluation. Accountability in research, 23(6), pp.319-350.

Swider, B.W., Zimmerman, R.D. and Barrick, M.R., 2015. Searching for the right fit: Development of applicant person-organisation fit perceptions during the recruitment process. Journal of Applied Psychology, 100(3), p.880.

Tanaka, S., Spohr, C. and D’Amico, S., 2015. Myanmar Human Capital Development, Employment, and Labor Markets.



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