Having a knowledgeable human resource manager can mean the difference between a successful business versus a poorly run business.
The human resources manager has control of the entire ambiance of the hotel.
The basis of running a good hotel starts with its associates.
This can make customers feel at home or just another place they have walked into to stay at night.
Human Resources is exactly it says: resources for humans – within the workplace! Its main objective is to meet the organizational needs of the company it represents and the needs of the people hired by that company. In short, it is the hub of the organization serving as a liaison between all concerned. Depending on the size of the company, the HR Department might be called Personnel with a manageable workforce that can be handled by a personnel manager and a small staff. For larger, more complex organizations with hundreds of departments and divisions, the task is much more demanding, taking on a life of its own.
Some companies have more than one HR Department – Corporate and Union . For example, a food service industry might have a Corporate HR Department that oversees “white collared” employees and an HR Department that oversees the “blue collar” workforce with an emphasis on labor relations. The organization will, thus, institute these two HR Departments to manage the unique needs of both union and non-union employees.
Having a knowledgeable human resource manager can mean the difference between a successful business versus a poorly run business.
The human resources manager has control of the entire ambiance of the hotel.
The basis of running a good hotel starts with its associates.
This can make customers feel at home or just another place they have walked into to stay at night.
Human Resources is exactly it says: resources for humans – within the workplace! Its main objective is to meet the organizational needs of the company it represents and the needs of the people hired by that company. In short, it is the hub of the organization serving as a liaison between all concerned. Depending on the size of the company, the HR Department might be called Personnel with a manageable workforce that can be handled by a personnel manager and a small staff. For larger, more complex organizations with hundreds of departments and divisions, the task is much more demanding, taking on a life of its own.
Some companies have more than one HR Department – Corporate and Union . For example, a food service industry might have a Corporate HR Department that oversees “white collared” employees and an HR Department that oversees the “blue collar” workforce with an emphasis on labor relations. The organization will, thus, institute these two HR Departments to manage the unique needs of both union and non-union employees.
Nivassundar
should have some technical knowledge