Hr in a Hotel environment
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Hello,
I am an Hr Manager in a 3 star Hotel and i am the first Hr Manager they have ever had since the organization started operating for the past 20 years. Think of that. Everything is backward. So i had to start everything from scratch. Guess what i experience; too hard to implement a change. If at all i want to implement something i have to start with the Directors, General Manger, front line Manager and all the like. This is a battle since i am only alone. As for now i am trying to propose for Directors to seat down and come up with their plan then we start from there. Please help with ideas how i can be successful in this environment.
Comments
First off, I wish you the best of luck!! I started in the exact same position two years ago in a high-volume, fast paced physician's office that was established 35 years ago so I can fully understand and appreciate your frustration.
If you are interested, provide me with your email address to continue networking
Welcome to the crazy world of HR and Hospitality. I was you 14 years ago and I know exactly what you are going through. I was
an HR assistant in a large medical facility and compared to that I had to take steps backwards. I would be glad to help you with any issues you may have.
The only advice I have is to be patient and wait for ownership to gain your trust, along with te managers. I told them I was a tool to help make their jobs easier. I have their trust and we have developed many tools. So just email me at Lnagle@stny.rr.com. I oversee 12 hotels and I have dealt with it all.
Currently I am looking for a social policy, Fraterization Policy - not sure if I even spelled it correctly. Employees dating employees and hotel guests.
Does your hotel have one in thier handbook? Keep in touch.
I saw this article on HospitalityNet by Lizz Chambers and Tommy Beyer that I found very helpful.
http://www.hospitalitynet.org/news/4054108.html
It sounds like many of us have been in a position like this over the years, just maybe not in the same industry. I would start with the basics.
1. I-9's = Does the company have them? Are they completed correctly? Complete them or redo them depending on the answers.
2. Personnel files = Do they have these? If so, do they have the correct information in them?
3. List of employees with job title, department, supervisor, hire date, pay = I have seen organizations that haven't even had this
4. Recruiting = If you are looking for new employees, what recruiting sources are being used, are the job ads worded correctly.
4. New Hire Orientation = Are they completing all of the required information at the time of hire - I-9, tax forms, emergency information sheets, company policy acknowledgement forms (if they have these)
5. Benefits = If you are responsible for benefits, are all the employees that are supposed to have benefits enrolled, are the payroll deductions for benefits accurate, etc.