I just started in the hospitality industry with a HR role and I have been asked to provide some key ideas on HR strategy for the company next year.
Our division has about 150 staff members. Although we primary provide services to a lot of customers we do not have a sales department since the services has been contracted to our company on a long term basis.
However, we are getting some poor feedback from our customers in terms of service levels, and the staff doesn't really feel motivated as people are used to the way things are.
If anyone has any simple PPT or similar materials or any pointers on a few simple bullet points and suggestion it will be really helpful!
From Hong Kong, Central District
2Our division has about 150 staff members. Although we primary provide services to a lot of customers we do not have a sales department since the services has been contracted to our company on a long term basis.
However, we are getting some poor feedback from our customers in terms of service levels, and the staff doesn't really feel motivated as people are used to the way things are.
If anyone has any simple PPT or similar materials or any pointers on a few simple bullet points and suggestion it will be really helpful!
From Hong Kong, Central District
A Suggestion.
- You can train staff of your organization on :Business Etiquette and Customer Service Orientation. These two things will help them in understanding how to handle different clients in different situation.
Regards
Noopur
From India, Mumbai
- You can train staff of your organization on :Business Etiquette and Customer Service Orientation. These two things will help them in understanding how to handle different clients in different situation.
Regards
Noopur
From India, Mumbai
Those are a couple of helpful ideas. What I am really looking for are some suggestions for me to put together in a PPT for our HR strategy presentation to senior management.
From Hong Kong, Central District
From Hong Kong, Central District
Hi
I suggest you to go through some articles on Balanced Scorecard, Workforce Scorecard and HR Scorecard....Really helpful ...Aligning HR Strategy with Business Strategy....There are books also available for these....
This is all what i can help with.
Tarun
I suggest you to go through some articles on Balanced Scorecard, Workforce Scorecard and HR Scorecard....Really helpful ...Aligning HR Strategy with Business Strategy....There are books also available for these....
This is all what i can help with.
Tarun
People don’t do as expected because they:
1. don’t know it’s expected
2. think they’re already doing it
3. don’t want to do it
4. don’t know how to do it
Training will help with reason 4, but not with the other reasons (or, at least not initially). Your HR straegy will need to correctly identify the cause/s and propose a cost-effective solution.
From the way you pose the problem, it is clear that you feel that the employees have low levels of motivation (reason 3). Your proposed HR strategy could focus on motivating and training managers and supervisors on management skills. Effective employee management encompasses a range of skills, from goal-setting, performance feedback and claritfying roles to providing incentives, etc.
Your HR Strategy could identify which are the critical skills in short supply and then propose how to lift them. It could also put in place the measures that will show how successful the implementation of your strategy was. There is much more that I could say, but that’s a start. I have a neat little employee performance diagnostic tool
at http://www.businessperform.com/html/...rformance.html
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
1. don’t know it’s expected
2. think they’re already doing it
3. don’t want to do it
4. don’t know how to do it
Training will help with reason 4, but not with the other reasons (or, at least not initially). Your HR straegy will need to correctly identify the cause/s and propose a cost-effective solution.
From the way you pose the problem, it is clear that you feel that the employees have low levels of motivation (reason 3). Your proposed HR strategy could focus on motivating and training managers and supervisors on management skills. Effective employee management encompasses a range of skills, from goal-setting, performance feedback and claritfying roles to providing incentives, etc.
Your HR Strategy could identify which are the critical skills in short supply and then propose how to lift them. It could also put in place the measures that will show how successful the implementation of your strategy was. There is much more that I could say, but that’s a start. I have a neat little employee performance diagnostic tool
at http://www.businessperform.com/html/...rformance.html
Les Allan
Author: From Training to Enhanced Workplace Performance
http://www.businessperform.com
From Australia, Glen Waverley
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Hr strategy.ppt
HR Strategy EPG- Final Online.pdf