Human Resources Management

EMG 272-3

Lecture: MR. Janaka Siyabalapitiya

2nd year 2nd semester

Group Assignment

Group No. 5

Application of Human Resources Practices in Institute of

Contributors

• Karunanayake.K.M.P.D.B(ENM/06/0014)

• Kariyavasam.K.H.G.T.D(ENM/06/0013)

• Harshana.S.L.S(ENM/06/0008)

• Shifan.M.M.M(ENM/06/0029)

• Sanjeewa.T.M.A(ENM/06/0025)

Department of management since

Faculty of Entrepreneurship and Management

Uva Wellassa University

Passara Road

Sri Lanka
 INTRODUCTION
Human resource management is a most important function in an organization in achieving
its goals, because the overall outputs of the organization depend on human resources. In
this report what is going to expressed is how they applied HR techniques that it lectured
in the lecture series. According to that purpose it is focused Ceylon Hotel School’s human
resource functions.

Content

1. Who are the human resources?

2. Distribution of the organization

3. Hierarchy of the organization

4. Selection and recruitment

5. Motivation

6. Training and development

7. Compensation management

8. Performance appraisal

9. Disciplinary actions

10. Identified trends

11. Conclusions
Who are the human resources?
According to their operations they have mainly identified their human resource under five
categories

1. Administrative staff (white choler)

2. Senior lectures

3. Junior lectures

4. Students

5. Bottom line workers

But they believe students are the most valuable among them, so due to that they are highly
concentrating on students.

After student this organization has provided considerable amount of effort to generate
good human recourse in lecturing staff. To maintain easy administrative activities and low
cost they have out sourced bottom line works in the fields of both securities and cleaning.

To keep a good human resource they have applied following HRM techniques to out
source their techniques. Now it’s being gone to discuss each and every one step by step.
Distribution of the organization

As the explained and we observed it’s highly centralized system rather than decartelized
one. Though there are five sub institutes lot of HR related activities have done through
head office. It’s difficult to see any job title as a HR manager. They have appointed
separate director for all HR activities. Using his authority Colombo head office has
undertaken,

• Job analysis and developing job description.

• Advertizing and receiving applications.

• Selection and recruitment.

• Compensation management.

But in following step they have delegated some sort of authority and responsibilities for
the lecture in charge at starlight campus level.

• HR Planning

In here at the beginning of every calendar year the lecture in charge at each sub category
should provide plan about following arias.

1. Available lecture post vacancies.

2. Available students gaps

3. Needed financial budgeting.

4. Work shops and fields training.

5. Social harmony.

6. Academic curriculums.

According to our subject knowledge our idea on this approach is like this,

Since this is not highly profit aiming organization. And due to having relatively limited
HR activities it’s better to have centralized control on HR. on the other hand since its semi
government institutes its inherent factor to see central authority. We know other five
starlight’s institutes highly concentrating on academic activities rather than administrative
purposes. So our conclusions are it’s better to have high authorities in main unit to have a
uniqueness and good transparency.

If we move to the decentralized parts actually it’s a plus point to give those authorities to
the lecture in charge in it sub section because he is the well-known person in his unit than
white collars of Colombo.

Hierarchy of the organization

We can show their hierarchy in both ways within one unit and overall.

Within one unit:

It’s liked to showing from this diagram,

Lecturer in charge

Senior lecturers

Supporting Lecturers

Students Internal Staff Bottom line

Securities

Cleaners

When we are talking about one unit level, when you analyzing the chart you can see
lecture in charge at the top so he is the rank one person in the sub unit. He will take the
every important decision with the assistance of senior lectures. Mainly he is the
responsible person about

1. Sending annual plans & sending performance reports

2. Main training regular operations.

3. Solving important issues within unit

So as we shown in our chart authority & responsibilities flow to bottom in simple manner.

• Overall hierarchy

It’s easy to understand this overall hierarchy all the responsible heads are reporting to one
chief administrator simultaneously. Since this an education institute it’s nice to see short
and sweet hierarchy entirely. It will facilitate to have a proper,

1. Chain of command

2. Span of management control

3. Unity of command,

Related to the HR management but according to our best of knowledge what we feel
here is that bit of problematic in parallel communication according to span of position in
lecture in charge in sub office will neglected in this hierarchy. It can be a case to arise HR
issue among sub unit due to lack of communication. What are our conclusions is it’s
better to have simple linkage within them.
Selection and recruitment

As we showing our presentation this is also a duty that fully undertaken by Colombo head
office. After preparing job analyze and job description they advertize these vacancy
mainly in news papers. As a second step they receive application from applicants, so in
the case of lectures first of all they do,

1. Initial screening by application form.

2. Aptitude test fro appropriates.

3. Panel interview for the selectors.

4. Hearing decision by directors.

In the case of students this scenario bit of different according to government regulation
it’s not applicable general procedure as employees due to they are privilege party. Using
their application forms they select suitable candidates who are eligible to follow the
course. In Appling process their GCE O/L results are the selection base. After selecting
them they are ready to follow separate five courses such as..

1. Cookery

2. Food and beverage

3. Front office management

4. Hotel house keeping

5. Hotel management (only available in Colombo head office)

As usually style they have out sourced bottom line operations such as cleaning and
security with the intention of keeping low administrative cost as well as focusing on core
activities.

Motivation
This is a star point in HR management. Where it can be seen lack, it’s obvious to see
failures in both vision and mission. They had applied various motivation methods for each
group.

1. In the case of lectures

Since actually they are the real core employee’s organization applied following methods.

 Flexible work schedule

It’s not mandatory to be appearing in what is mention in the time table. If there is any
unavoidable issue they can share their lecturing section with other lectures. But condition
is any how they should complete their liable lecturing section than mention in the annual
plan.

 Chance for higher education

Since hotel industry is day to day updating one. So lectures can’t be survived without up
dating about the field. On the other hand is not fare decision to used stagnant knowledge.
To avoid out dated human recourse using their priority list its usual pattern facilitate few
lectures in abroad education in every year.

 Free packages

As privilege for them they have provided reasonable free packages to enjoy family
harmony in grand hotels once a quarter. In this step they have singed few contracts in
hotels such as,

• Kandalama Hotel

• Sigiriya Village

• Koggala beach

• Bandarawela Hotel

 Social harmony
With the intention of touching connections between failed and the academia. They have
organized few conferences in each year with the association of Ceylon Hotel Corporation,
five star associations, and colonial hotel group. In advance some time they have permitted
to represent international tourism conference at Bali Island.

 Salary increments

This is a neutralized motivation method that they have used in traditional manner. When
increasing experiences and performance they allocate salary increments to motivate
employees.

2. In the caser of students

Following techniques have used in order to motivate most valuable party.

 Regular training on field

In a practical field like hotel industry theoretical knowledge is less valuable when
comparing to practices. If they pressure up students within theoretical syllabus it’s
neutrality to see their fed up about the system. To avoid those circumstances they have
organized field training at the end of each semester.

 Easy access for jobs

As we described above they provide practical training with the assistance of institution. If
they feel now it’s time to earn something, they can go for the employment where they
perform training successfully.

 On the spot job for merits

After the entire course they evaluate all the students in each sub unite and they watch who
the superiors are. They offer their certificates at the color night of BMICH. And merit
raters received foreign jobs on the spot. According to the level of results it is going to
depend in which hotels their destiny may be.

 Updated syllabus
With the passage of time they closely supervised what are the trends in the fields. And
according to that do necessary adjustment to the syllabus in order to give fruit full out put.

 Clear guidelines

In order to make student life success in time to time they provide clear guide lines for
students closely. As example if any students following front office operation course and if
they observe it’s a bottle neck any kind of characteristics’ in hi life for the future path.
They introduce next most appropriate aria like food and beverage to survived him rather
than neglecting him.

 Scholarship

It’s usual to see some students who are talented but finance is the hurdle for their success
path. To make sure they are walking in the field without fall down they provide financial
assistance by their both internal and external scholarships programs. In external programs
some hotels have sponsored for the students such as around 80 scholarships are provided
by Hilton Hotel PVT (Ltd) annually.

Training and development

In our motivation paragraph we described training and development criteria for both
parties under following categories.

For lecture's

• Providing scholarship and education facilities

• Organized workshops

• Trainings on the field at spatial leaves

For students

• Training on the field

• Work shops

• Conducting PP development programs

Actually PP means both personal and professional qualification. In this scenario they
conducting integration programs and promote team work both in side and out side of the
lecture room. In this section what they have gone developed is,

• How to work with people

• How to interact with foreigners

• How to communicate in functions

• How to keep confident level

Compensation management

This is also a function fully undertaken by Colombo head office. In this function they are
doing simple things as they expressed salary preparing, paying and recording is the things
they are doing. Finally their salary amounts automatically credited to the own bank
accounts.

Performance appraisal

This is also a simple operation when we comparing to other big organization. Normally
they use simple tools.

• In the case of lectures

To evaluate performance of lectures, currently they are using,

1. Students evaluation sheet

This is a written document that administration going to used against the lectures that is
going to filled by students at the end of every semester about their feelings for particular
lecture.
 2. Deviation analyzes of comparing plan and work report.

As it’s early described in the beginning of every academic year they should prepared a
plan about their expectation that they hope to come up over the year. It should be sent to
the head office at the beginning and finally they should write a report about their
achievement and short comes. This is also mandatory to send at the end. Administration is
going to analyze these reports for every lecture.

• In the cause of students

Since they are privilege party these are the methods that they are using for students.

1. Grades & Results of exams

Like any other academic institution they also evaluate students using their results
of every semester in quantitative manner.

2. Training of the field.

After them completing every training season that employer will provide his
attitudes on that students it is key information in evaluating criteria.

• In the cause of bottom line workers

Since this is an outsourcing services they are not focus them much. Performance
level of that service providing organization will help them to take contract again.

Disciplinary actions

These are the steps of disciplinary actions.

1. Formal warning

In the 1st identification they will give formal warning for any party. If it did not
work,

2. Demotions, transfers & salary reductions

3. Lay off

Identified trends
In this section we present both trends & issues related to the Human recourse
management in Ceylon Hotel School. These are the trends which it’s identified,

• For the Lectures

1. Lack motivation to come to the school field

Since lot of professional bodies can earn good salary being white coaler of the industry
than become lecture in hotel school.

2. Reluctant to be out of Colombo

In Sri Lanka they have identified tree regions where industry is booming.

• Colombo city

• Down south region

• Kandy region

But who are working in near to the capital is highly beneficial. Because all the luxuries
hotel represent capital. Facilities of the city, all conference and function take place
Colombo hotel. That’s a privilege for them.

3. Likeness to go to the abroad

This is also a case of earnings. Friends who are working in an abroad normally earn twice
like them. So due to that they feel overseas are the best kingdom for them.

• For students

1. unlikeness of girls

We know hotels are 24 hours service. And on the other hand it’s usual to see some bad
practices in hotel field. Such as drug usage, miss sexual behaviors. So we can’t avoid that
less participation of girls for this education with subject to our culture.
 2. Most of them tend to be in computer field

In Sri Lanka there is a trend for computer field. Because of due to technological changes
of the world. That trend indirectly effect with the students of hotel schools. Because of
there is less applicant with the school. But in recently there is a positive trend for hotel
schools.

3. Cultural barriers

In above description it’s discussed the culture barrier for girls. And also according to
cultural differences the applicant of school some what dependable. If it’s got Colombo
branch, there is good trend for hotel industry than Bandarawela branch. Because the life
pattern and the thinking pattern of people is effected with applicants.

4. Lack of Languages

Those all courses are conducted by English language. And all so all applicants must have
credit with English language in GCE (O/L) exam. So most of the time due to this reason
there is less attention with those courses. Most of the time in rural aria student reluctant to
the attempt for those courses.

5. Financial Problems

In past years the courses are conducted by free of charge. But due to some fallers and
financial problem in organization, there is a charge for each courses. And organization is a
semi government one. Due to this problem some students couldn’t attach with hotel
schools.

Conclusions
• It’s better to have parallel communication within overall hierarchy.

• Since seniors lecture do human recourses activities within a unit. Their may be
misunderstanding between academic and administrative procedures. So our
subjection is it’s better to keep HR professional body within unit.
• It’s better to use financial motivation method more than what are in current
context.

• As it’s observed they should maintain proper front office hr operations than
currant level.

• In hotel industry since it’s highly personal related one. It’s subjected to increase
integration level with the industry.

• It’s recommended to maintain proper advertizing campaigns in HR activities.