Importance of Staff Management tools and their use Use of the function of Staff Management Series of steps we have taken to resolve our making decision process of our staff problems Leadership style chosen for our hotel & importance and frequency of meetings Techniques for increasing motivation & importance of having a motivated staff in the hotel Incentives policy for the productivity Importance of good Human Resources Management & how we are going to get our staff work like team
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In our Skyvia hotel it is very important how to use these tools, because our employees are the main element of our hotel. The main objective of our hotel is to increase the level of satisfaction of our customers. Therefore, we take special care of the choice of our workers, from the selection process, and the performance of them until their job training. In this way, we will ensure that they are always 100% motivated in their work. In addition, we will be able to provide excellent service to our customers.
The Staff Management Tools are: Selection: Our objective is to find in the selection process the most appropriate employee for the position job to be covered and that meets the appropriate profile for each job in the hotel. Measurement: We will check that the employee does his / her tasks correctly and that it leads us to achieve our goals. Monitoring: It is the way that we will have as staff manager to verify that the employee is correctly developing his work, for example through check-list of self-evaluation processes. Interaction: Our hotel highlights the importance of the interaction between the staff to be able to reach the objectives of the company and this; we carry out by means of a good daily communication between all the work team. Reward: Is the recognition to those employees who stand out for their achievements. In our hotel we attach great importance to this tool to promote and maintain the motivation of all of them. Discipline: We will always try to carry out a continuous monitoring of the results of the work of our employees, to avoid a possible firing.
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The Staff Manager must make the next functions: First she/he has to plan the management oriented to an objective, he/she must create methods, procedures and structures in an organized way. Also to integrate the staff he must know the number of employees needed, to hire the most appropriate employee to integrate and train them in the group. To manage the staff manager have to select the most suitable leader type, to lead employees to achieve the objectives. The staff manager has to carry out a control that the planning is being carried out properly monitoring all the processes. The motivation of the staff is very important, because in this way the expected objectives are more easily achieved and there will be a better environment.
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We have two Staff Problems, the first is between the Executive Housekeeper and the Reception Manager, and the second one is between the Receptionist and Reception Manager.
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------STAFF PROBLEM BETWEEN EXECUTIVE HOUSEKEEPER AND RECEPTION MANAGER------
1. IDENTIFY THE PROBLEM
The Reception Manager of the hotel Sky Via has noticed that the Executive Housekeeper has left a little of their responsibilities. The Executive Housekeeper has been an exemplary worker until now but during two months her work has not been the same and we do not know the reasons.
2. GATHER INFORMATION AND ANALYZE THE SITUATION
The Executive Housekeeper doesn´t show concentration on her daily tasks ignores the requests that are asked from the reception department.
She has made mistakes like:
Too bad organize the work of the housekeeper team member thus delaying the entrance of two important clients (VIP), so the rooms are not ready
Complaints made by housekeeper team member for lack of material (amenities, cleaning products)
The reception manager, tired of this situation that is repeated, decides to go to the Department of Human Resources and raise this problem.
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3. DEVELOP OPTIONS (SEARCH SOLUTIONS)
The human resources team values the seriousness of the problem and decides to interview the employee. In this interview, the staff manager asks her the corresponding questions so that she explains the reason of her attitude in the last months. The Executive Housekeeper explains that her personal situation is not currently favorable since she is going through a complicated divorce process that is also affecting her children. The staff manager listens to her explanations and informs her that they will soon be given a solution.
The Department of Human Resources discusses what would be the most appropriate solutions given the personal situation of the employee, are the following:

Give a second opportunity to the worker, offering the possibility of taking temporary leave while we will hire a substitute who correctly performs the tasks of the housekeeping department

Dismiss it for the low performance in the work as this affects the operation of the hotel, more specifically, to the interdepartmental relationship of housekeeping and reception
4. CHOICE AND EXECUTION SOLUTION
After carefully evaluating each of the alternatives taking into account all the factors that influence, we believe that the most convenient decision is to give the worker the temporary leave.
Then, this decision is communicated to the employee. The executive housekeeper accepts this solution gratefully and compromises to return to full capacity for the proper performance of her tasks.
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5. CONTROL OF RESULTS
During the period of absence of our executive housekeeper, we will monitor on her emotional recovery and in the moment that she is ready, she will return to her job.
------STAFF PROBLEM BETWEEN THE RECEPTIONIST AND RECEPTION MANAGER------
1. IDENTIFY THE PROBLEM
Arthur is a young man who has found his first job at the Hotel Skyvia as a receptionist. He's been in the company for a month and most days he's late for work so the staff problem is the unpunctuality.
2. GATHER INFORMATION AND ANALYZE THE SITUATION
The receptionist has repeatedly made several mistakes like poorly uniformed, in addition to the problem of unpunctuality. The reception manager has caught his attention several times without obtaining a positive answer, reason why he decides to communicate this problem to the Department of Human Resources.
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3. DEVELOP OPTIONS (SEARCH SOLUTIONS)
The team of Human Resources values Arthur's behavior and decides to interview him to clarify the reason of this situation.
In the interview with the worker, they discover that Arthur does not have a great enthusiasm for the daily tasks and he doesn´t give clear reasons for his unpunctuality.
Even so, the responsible value between two alternatives:
Give the worker another chance by giving a touch of attention as an ultimatum
Dismiss and advise you that for future work, you must change your mistakes
4. CHOICE AND EXECUTION SOLUTION
After carefully evaluating each of the alternatives taking into account all the factors that influence, we believe that the most convenient decision is to dismiss the employee.
They have taken this decision because of the employee's lack of interest in the interview with the staff manager. The employee accepts the decision.
5. CONTROL OF RESULTS
The department will carry out a selection process to hire a new receptionist and the new results will be controlled.
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To choose our own leadership style is a main matter on which we have to debate carefully, because that determines our hotel performance. In Skyvia Hotel, we use the Participative Leadership Style. Often known as democratic leadership style. We've chosen it because we think it's the most appropriate to our hotel, inasmuch as through this kind of leadership, the opinion of each member of this work team actually has the same importance and we value their input so much. Therefore, we consider this is a good way to keep our employees motivated because it boosts their morale.
Even though the final decision rests with the participative leader.
Due to this, we give so much importance to organizing staff meetings periodically. This means that once a month, each manager department meets with his employees to talk about how their job was during the last month.
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In those meetings, the topics are: Something that could have happened. (Any kind of issue related to clients, workmates, or their job.) Any kind of order that they have to receive. (About a new way to make a task, or something to correct.) Coming events celebrated at the hotel. Organization for next period of high season. Employee suggestions. To make new schedules, attending to the employee’s needs.
Also, all managers of department meet with Human Resources Department to talk about the staff management. These meetings are organized once a month, too.
In those meetings, the topics are: To keep track of their employees. Control of the hotel management. Resolution of some type of problems between different departments for example communication problems.
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We think that there are several techniques of motivation so that our workers feel comfortable in their job. In our hotel we are going to carry out several techniques of motivation continuously, from the first day of work of our employees. We want our hotel to be a reference in this aspect because it is very important for us the welfare of our employees.
Some techniques that we are going to use are:
1. Let them know that we trust them: It is very important that each of our employees feel that we trust in the development of their work because in this way, we will make them feel boost to improve their daily work.
2. Ask your employees questions: We will ask our employees if we can help them whit anything. They may have some concern or need some explanation.
3. Motivate individuals rather than the team: We will take into account that in the work teams of our hotel have to work towards a common goal, and for this we will focus on motivating each member of the group, and we will ensure that each person has clear information. With this, we will achieve that the team to obtain amazing things
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4. Prioritize Work-Life Balance: As a hotel, it is in our hands to provide our workers with the opportunity to balance work and family. It carries great benefits: o
It improves the image and reputation of the hotel, helping to attract the best talent and new investors.
o
It improves the working climate, reducing absenteeism and employee turnover and, with it, increases its productivity.
5. Have an Open-Door policy: When our employees have a complaint or suggestion, the human resources department will always be available to listen to them, because their opinion is very important for us.
6. Offer solutions to the issues: we will empathize with all our employees so we can resolve any possible issues or problems that may arise.
7. The professional career and the job training: it is very important to have a very well qualified staff; therefore, the job training is fundamental in our hotel. To have good job training for our employees will be useful to improve their professional career in our company. We are going to offer different formation continuously, because we want to give to our employees the option of the internal promotion, so it is very important for us.
8. The teamwork: it is essential that each department work as a team and that there is good interdepartmental communication, because this technique is the first step to motivate our staff.
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9. Provide incentives: we will give individual incentives for each employee or team incentives to motivate employees as a group. We will offer Economic incentives such as salary, bonus, check or gift cards, congratulations letters, among others. And Moral incentives: like as flexible hours and schedule, medical care, extra vacations days or recognition achievement.
10. Show interest in the concerns of new employees: this will make the worker feel cared for and integrated into our hotel.
The motivation is very important for the Hotel SkyVia, due to the following benefits that it provides:
Motivation facilitates our workers to achieve their personal goals, and also to facilitate the selfdevelopment of the person. The satisfaction of personal objectives helps our employees stay motivated to continue producing. Increase Employee Efficiency: An employee needs to have a perfect balance between ability and willingness: This balance can lead to increase productivity, reducing costs of operations and an overall improvement in efficiency, and can only be achieved through motivation. Better team harmony: Creating a suitable work environment is very important to the success of our hotel. Employees will also adapt more easily to changes, which directly benefits the company. Improve of the image of the hotel: The concern for the welfare of our staff will generate a good image before our competition and our target public.
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Provides minor inconveniences for the company: If our workers feel unmotivated may have higher job sicknesses and work accidents, be unpunctual, miss more days of work, create a bad environment, be wrong with his colleagues etc. All this leads to economic losses for the business. Leads to achievement of organizational goals: The goals of our hotel can be achieved only when the following factors take place: The best as possible utilization of resources Co-operative work environment Goals can be achieved if co-ordination and co-operation takes place simultaneously which can be effectively done through motivation.
The motivation is important to SkyVia Hotel as:
The more motivated the employees are, the more empowered the team is.
The more is the team work and individual employee opinion, more profitable and successful is the business.
Motivation will lead to an optimistic attitude at work place.
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Working
through
incentives
increases
employee
productivity,
performance,
commitment,
involvement and motivation. For this, the Human Resources Department has developed an incentive policy for our employees, which will increase or improve the productivity of our employees, and therefore an increase in hotel sales (management practices):
ďƒź We will design economic incentives for all our employees: All the employees of our hotel, whether they are housekeeper team member, executive housekeeper, restaurant waiters, receptionists, head chef, etc... Will benefit from an increase in their salary, which will make them more motivated and more energetic in their job.
ďƒź We will respect each of our employees in all aspects and in the development that they make of their job: When they feel they are respected by their managers, we will make them more motivated, and in turn, the hotel will start to have more success and productivity; because it is very important for the Human Resources Department "the respect towards our workers".
ďƒź We will make sure that we carry out a correct professional training of the workers: this point is very important since Skyvia Hotel will always struggle for the job training of our workers. We will carry out training courses for all the workers of the hotel since they come to form part of the staff of the hotel. For example, there will be English courses to obtain the b1 for the housekeeper team members and courses of management of computer programs for the Reception Department. These will take place during working hours and in the workplace, that is, the hotel.
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We will provide support to employees when it is really necessary: We will provide support when needed, both emotional and work support. With this, they will feel understood, which will generate that they feel comfortable in their work and therefore, will little by little increase the productivity of our employee.
We will recognize our employees: we will carry out recognitions for their work achievements, such as public announcements or mention in social networks for a job well done or an award ceremony for their years of work in the hotel. Also, every month we will hold a meeting inside the hotel and we will congratulate our workers for the good work that they do. This is a great satisfaction for them and they will feel part of the hotel.
We will offer flexible schedule: we will give our employees the opportunity to change shifts when they want. Also if they want to change their days of rest, they can raise it to the staff manager. We will give them the opportunity to choose their vacations, always without generating problems for other employees, too. Finally, they will have the opportunity to rotate the job position. All this, will cause them to develop their work with more enthusiasm. In the short or long term, it will improve the productivity of the employee and as a consequence, of the hotel. The possibility of having flexible hours will facilitate the reconciliation of our workers' work and family.
We will propose challenges to overcome: this is a way to increase your productivity, since once a month, we will set a goal for example the receptionists; they must sell 8% more rooms than the amount they have established. If they do, we will give them some kind of reward, such as congratulation, job category increase, etc ...
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At Skyvia Hotel we believe that, as in all companies, it is very important that there is a good human resources management, as this will mean that the hotel obtains a series of benefits that improve both its activity and its income.
The effective management of your employees’ performance should: Contribute to business success by ensuring that individual efforts are linked to business objectives Improve the motivation and performance of staff by giving them positive feedback and by providing them with opportunities for training and development Provide a basis for linking rewards to performance Give the company more information about individuals and their needs
Employees who are well-managed and receive continuing training and evaluation are better prepared to do their jobs and to serve your customers. This can lead to better profits, more satisfied clients and an increase in repeat business.
Efficient staffing management begins by hiring the right people for open positions. When you conduct in-person interviews and ask potential employees pertinent questions as they relate to your industry, you get a better feel for who will best represent your company. Hiring efficient, knowledgeable employees will help your business attain a reputation for quality products and service.
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To achieve this good management employees, we follow a series guidelines with the employees which to help everything goes correctly.
Successful teamwork is the cornerstone for creating functioning, contributing teams: The team understands the goals and is committed to attaining them. This clear direction and agreement on mission and purpose is essential for effective teamwork. Team members must have an overall mission that is agreed upon and that provides the umbrella for all that the team tries to do. This team clarity is reinforced when the organization has clear expectations for the team's work, goals, accountability, and outcomes. The team creates an environment in which people are comfortable taking reasonable risks in communicating, advocating positions, and taking action. Team members trust each other. Team members are not punished for disagreeing. Communication is open, honest, and respectful. People feel free to express their thoughts, opinions, and potential solutions to problems. People feel as if they are heard out and listened to by team members who are attempting to understand. Team members ask questions for clarity and spend their thought time listening deeply rather than forming rebuttals while their coworker is speaking. Team members have a strong sense of belonging
to
the
group.
They
experience a deep commitment to the group’s decisions and actions. This sense of belonging is enhanced and reinforced when the team spends the time
to
develop
team
norms
or
relationship guidelines together.
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Team members are viewed as unique people with irreplaceable experiences, points of view, knowledge, and opinions to contribute. After all, the purpose of forming a team is to take advantage of the differences. Otherwise, why would any organization approach projects, products, or goals with a team? In fact, the more that a team can bring out divergent points of view, that are thoughtfully presented and supported with facts as well as opinions, the better. Creativity, innovation, and different viewpoints are expected and encouraged. Comments such as, "we already tried that and it didn't work" and "what a dumb idea" are not allowed or supported. The team is able to constantly examine itself and continuously improve its processes, practices, and the interaction of team members. The team openly discusses team norms and what may be hindering its ability to move forward and progress in areas of effort, talent, and strategy.
By following these steps and increasing the accountability of our office staff, we create trust and respect in the workplace. With these changes, our sense of teamwork and trust will grow, while decreasing our levels of stress and conflict.
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http://www.hotelogix.com/es/blog/2014/04/18/estas-motivando-al-personal-de-tu-hotel-para-mejorarsu-desempeno/
http://www.eleconomista.es/emprendedores-pymes/noticias/7018410/09/15/Tecnicas-de-motivacionpara-aumentar-la-productividad-de-los-trabajadores.html
http://www.eoi.es/blogs/mintecon/2015/05/06/la-importancia-de-motivar-a-nuestros-empleados/
http://www.managementstudyguide.com/benefits-of-performance-management-system.htm
http://aib.edu.au/blog/teamwork-is-important-in-the-workplace/
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