Target
solution
Solution | Conditions of implementation | |
salary and bonus book for people labor | human resource capacity the | |
Responding to the quality of business labor | Maintain and develop the company's training department | Leadership Determination business in human resource development |
Building and developing the Training program | Human resource capacity the | |
Evaluation of learners after training | Human resource capacity the | |
Building a business training fund career | Financial resources | |
Coordinate with training institutions human resource training for business | Financial resources, workers' efforts | |
Increase workers' ability to withstand pressure | Financial resources, coordination with training institutions, passion for the profession of workers | |
Improving foreign language skills for employees in the enterprise career | Foreign language training for workers | Financial resources, workers' efforts |
Improve IT skills for the team workforce | IT Training for Workers | Financial resources, workers' efforts |
Developing soft skills for the team labor | Training and practicing soft skills for workers in working process | Financial resources, workers' efforts |
Reduce employee turnover | Job placement according to interests school and by training profession | Human resource capacity the |
Improve the work performance evaluation of employees. dynamic | Human resources department capacity | |
Building promotion policies, promotion for workers | Human resource capacity the | |
Building a work environment | Business leadership |
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Target
solution
Solution | Conditions of implementation | |
friendly, positive, multicultural | career | |
Promote other welfare and treatment policies. | Financial capacity and concern for human resource development of the enterprise career |
Recommendations for human resource development in hotel businesses in Kien Giang province:
STT
PROPOSAL | BASE | |
1. | Promoting Kien Giang tourism image | Attract tourists |
2. | Transport infrastructure development | Facilitate development tourism development |
3. | Promote support policies for people hotel apprenticeship | Encourage workers attend vocational training. |
4. | Scale development and quality improvement hotel vocational training | Ensure quantity and quality labor for businesses |
4.2. SOLUTIONS TO DEVELOP HUMAN RESOURCES FOR HOTEL ENTERPRISES IN KIEN GIANG PROVINCE
4.2.1. Develop human resource development strategy and plan
a. Solution objective : Meet the quantity and structure of human resources for businesses.
career
b. Solution content:
Human resource development strategy is considered the guideline for work.
human resource development of the enterprise. This strategy must be linked and consistent with the development strategy of the enterprise. With the forecast of the development needs of the hotel industry in the coming time, enterprises must have a specific orientation in the next five years, ten years how the enterprise will develop? Build more new hotels, add how many rooms, upgrade the star rating or not? Orient the target customer group (domestic, international or specific country). On that basis, the enterprise proceeds to determine the quantity, quality
The amount of human resources needed to serve the strategic direction of the business.
First, businesses need to calculate the number of employees needed for their hotel. According to the EU project report on human resource analysis of the accommodation sector in Vietnam in 2012, the average number of employees per room of a 3-star hotel is 1.13; 4-star hotels are 1.86 and 5-star hotels are 1.64 [2]. This is the data that hotel businesses can refer to. However, depending on the labor needs, businesses can calculate the number of employees suitable for their business characteristics. For example, according to the development strategy until 2025 of a 4-star hotel in terms of specific room size, businesses can determine the labor needs for each year as follows:
Year
2021 | 2022 | 2023 | 2024 | 2025 | |
Number of hotel rooms | 200 | 220 | 240 | 250 | 260 |
Number of workers required | 372 | 409 | 446 | 465 | 483 |
Next, determine the specific number of each functional department of the enterprise. According to the author's research, in 4-star hotels in Kien Giang province, there are 10 functional departments and the labor in each department is counted according to the ratio. Enterprises can refer to this to build the necessary number of labor for their hotel. Specifically as follows:
S TT
PART | % of labor | Number of employees required by functional department | |||||
2021 | 2022 | 2023 | 2024 | 2025 | |||
1 | Lobby | 10 | 37 | 41 | 45 | 47 | 48 |
2 | Room | 21.5 | 80 | 88 | 96 | 100 | 104 |
3 | Kitchen | 20.4 | 76 | 83 | 91 | 95 | 99 |
4 | Technique | 15.1 | 56 | 62 | 67 | 70 | 73 |
5 | Cuisine | 20.3 | 76 | 83 | 91 | 94 | 98 |
6 | Accountant | 1 | 4 | 4 | 4 | 5 | 5 |
7 | Security | 4.8 | 18 | 20 | 21 | 22 | 23 |
8 | Administration - Human Resources | 1.9 | 7 | 8 | 8 | 9 | 9 |
9 | Business | 1 | 4 | 4 | 4 | 5 | 5 |
10 | Gym & Spa | 4 | 15 | 16 | 18 | 19 | 19 |
Total | 100 | 372 | 409 | 446 | 465 | 483 | |
After determining the quantity for each functional department, the enterprise needs to build the demand for the quality of human resources to be recruited during the period.
2021-2025. For example, a business determines the quality of human resources for the front office department in the period 2021-2025 as follows:
Year
2021 | 2022 | 2023 | 2024 | 2025 | |
Education level (person) - University - College | 37 22 (60%) 15 (40%) | 41 27 (65%) 14 (35%) | 45 31 (70%) 13 (30%) | 47 35 (75%) 12 (25%) | 48 39 (80%) 10 (20%) |
Professional qualifications: - Vocational skills level 4/5 - Vocational skills level 3/5 | 37 26 (70%) 11 (30%) | 41 31 (75%) 10 (25%) | 45 36 (80%) 9 (20%) | 47 40 (85%) 7 (15%) | 48 43 (90%) 5 (10%) |
English proficiency - IELTS 6.5 - IELTS 5.5 | 37 26 (70%) 11 (30%) | 41 31 (75%) 10 (25%) | 45 36 (80%) 9 (20%) | 47 40 (85%) 7 (15%) | 48 43 (90%) 5 (10%) |
Human resource development strategy for businesses with full information on quantity and quality of human resources in each stage according to the business strategy of the business.
c. Conditions for implementing the solution
To implement the solution requires business leaders to really care about developing human resources in the business. Because only when hotel leaders care, human resource development strategies will be proposed by the HR department based on the business's development strategy.
4.2.2. Promote and innovate human resource recruitment
a. Solution objective: Meet the quantity and structure of human resources for businesses.
career
b. Solution content:
Recruitment of personnel in the hotel business has a great impact on the development of the
Developing human resources of enterprises. According to research, the human resources of Kien Giang province are not enough to meet the labor needs of hotel enterprises in the coming time. Therefore, enterprises need to prepare plans to recruit personnel from other provinces in the Mekong Delta region, domestic provinces and cities, and foreign workers. To have a labor supply, enterprises need to:
- Coordinate with training institutions to receive interns as a source of labor during the peak season of the tourism industry . During festivals, the number of tourists coming to hotels will increase, the number of regular employees of the enterprise is not enough to meet the demand, so the enterprise needs to take advantage of the source of interns from training institutions. The source of interns not only provides temporary labor but also is a future source of recruitment for the enterprise when the students have graduated. It can be seen that through the internship process, the enterprise has implicitly tested the candidates it wants and the students also implicitly decide to choose the enterprise as the place to work after graduation. To be able to do this well, enterprises must coordinate closely with training institutions to determine the time of internship, internship duration, and number of students. Enterprises must assign staff directly in charge to receive information as well as human resource needs from departments in the enterprise to arrange internship positions for students. When students come to do internships, businesses need to arrange orientation training and professional training at the internship location for students. The arrangement of working shifts, means of transportation, and accommodation also need to be taken into consideration to stabilize the psychology and health of interns. In addition, businesses must consider supporting internship costs for students as well as a bonus system to encourage work spirit.
- Coordinate with training institutions and job placement centers in the provinces to organize recruitment for businesses . These are units with a large number of employees and a large level of information to employees. Recruitment coordination needs to be selected at a time that is suitable for the graduation time and the end of the course of students. Businesses can choose multi-disciplinary training institutions as strategic partners to supply human resources for businesses. The hotel business is a comprehensive economic sector, so coordinating with multi-disciplinary and vocational training schools as strategic partners in supplying human resources helps businesses have a diverse source of recruitment in terms of occupations according to the requirements of the hotel. In addition, in the case that students in the tourism industry in general and the hotel industry in particular are not enough to supply the hotel, the hotel can choose to recruit students in other industries instead. Because the work of the hotel industry can be easily trained, businesses can recruit students in other industries for training.
create hotel services.
- Increase recruitment information of enterprises to employees : Although the recruitment demand in hotel enterprises is quite large, the information to employees is often low. Therefore, enterprises need to increase recruitment information through many means to reach employees. At the same time, enterprises should develop "word of mouth" recruitment information from the employees of the enterprise itself. The image and good impression of employees on the enterprise will help enterprises get candidates introduced by the employees of the enterprise.
- Recruiting high-quality human resources from countries in the region and countries around the world with developed hotel technology: With the conditions of free labor movement between countries in the ASEAN economic community and easy movement between countries around the world, hotels have many opportunities to recruit high-quality human resources from other countries. Hotels coordinate with human resource supply companies and increase foreign labor recruitment information on the hotel's website to be able to have human resources for new professions in the hotel as well as human resources with good professional qualifications and foreign language skills.
- Priority recruitment for Kien Giang workers: Recruiting Kien Giang workers shows the contribution of the enterprise to the locality where the hotel is operating. At the same time, when tourists come to stay at the hotel, they will be exposed to the people of Kien Giang, they will feel the freshness and characteristics of the southern people. Therefore, for workers with the same conditions, enterprises should give priority to recruiting Kien Giang people.
c. Implementation conditions:
The solution is implemented on the condition that hotels have good financial resources, ensuring that they can attract workers to work at the enterprise; at the same time, the solution also requires the enterprise to pay the costs for its own labor recruitment and pay for human resource supply units.
4.2.3. Develop and perfect salary and bonus policies for employees; perfect the work of evaluating employees' work results.
career
a. Solution objective: Meet the quantity and structure of human resources for businesses.
b. Solution content:
To build and perfect salary and bonus policies for employees.
In order to create a dynamic and dynamic business, businesses need to build job positions in the business. The job position system ensures that people working in the same position will receive the same salary. Building a salary scale system according to the position hierarchy in the business ensures the lives of workers as well as encourages development in higher positions in the hotel.
Bonuses for employees need to be specifically regulated: regular bonuses, special bonuses and cumulative bonuses over many years. Regular monthly bonuses are regulated according to the productivity of individuals and the collective unit. For jobs with specific measurable products such as cleaning rooms, it can be based on room cleaning productivity. For jobs without specific products, businesses need to rely on general indicators such as revenue or profit to encourage employees. At the same time, for employees who are rewarded for many consecutive months or years, businesses need to have additional reward policies to maintain and develop the efforts of employees.
Evaluating the performance of employees is a difficult task, requiring the use of appropriate standards and criteria for each job position. To complete the evaluation of employee performance, businesses need to develop specific evaluation criteria. For example, to receive the prescribed salary, how many rooms must a housekeeping staff clean per day, no guests complain about the cleanliness of the rooms, the rooms are cleaned according to hotel standards, etc. Businesses can apply the KPI system to develop specific criteria for evaluating employee performance. This evaluation system needs to be public and transparent so that employees know how to implement it.
c. Implementation conditions:
The capacity of the human resources team is a prerequisite for the enterprise to implement the solution. This solution requires the person who builds the salary and bonus scale to ensure that the salary and bonus scales and tables are fair, objective, transparent, and at the same time encourage employees in the hotel to work enthusiastically. In addition, the enterprise must have financial resources to ensure the payment of salaries and bonuses according to the enterprise's regulations.
4.2.4. Develop recruitment criteria for each job position
a. Solution objective: Improve the quality of human resources in the enterprise.
b. Solution content:
The recruitment criteria of a business are built on the development strategy and selection of the business's target customers. A recruitment criterion must include: job description, requirements for leadership capacity, professional capacity, education level, work experience, skills, foreign language standards, appearance. According to the report of the World Tourism Council, international tourists to Vietnam in 2019 were mainly tourists from Asian countries such as China, Korea and Japan. For example, a 4-star hotel chooses Japan as its target customer, the business must set up recruitment criteria with Japanese language requirements. Some specific examples of recruitment criteria for positions that businesses can refer to when building recruitment criteria for their business.
STT
Recruitment position | Job Description | Request | |
1 | Receptionist | - Perform check-in and check-out duties for customers - Receive and process customer requests - Receive and track guest reservations - Provide information, advertise and sell hotel products - Provide information about guests to relevant departments in the hotel | - University graduate in majors related to tourism, English language, Japanese language. - Fluent in English or Japanese. - Have at least 1 year working experience - Have good communication skills - Good looking |