The potential of benefits and challenges associated with management of wellbeing in the hospitality workforce. Accor Hotels as an example

Essai , 2020 , 11 Pages , Note: A

Gestion des ressources humaines - Styles de management

This essay describes the specific approaches that are being taken to manage the workforce and retain them. It also examines the potential benefits and challenges associated with the management of wellbeing in the hospitality workforce. Accor hotels performs different practices for the wellbeing of the employees which are analysed in this essay.
The hospitality industry is very dynamic and diverse and it is not easy to meet the customer expectations. Managing the staff and retaining them is a critical job which the human resource team performs. Human resource management is crucial for the survival, performance and success of any enterprise.
Accor hotels is a multinational hotel group which owns a franchise of over five thousand plus hospitality outlets in 110 plus countries all across the world with several different brands. The brands which Accor owns are from budget, economy to five-star accommodation. Accor is a French multinational organisation that owns and manages the hotels resorts and vacation properties and its operations. It is the largest hospitality company in all over Europe and sixth largest all over worldwide. Accor has over forty-three brands from luxury to economy. Accor operates with more than three lacs plus employees. With a corporate example throughout the world, Accor Hotels (Accor) has turned out to be one of the biggest players in the hospitality industry. Accor divides the brands in Luxury, Premium, mid-scale, and economy.

Table of contents

Introduction

Overview of Accor hotels

Human Resourcing
Human Resource in Accor
Recruiting of employees
Role of HR Management in Accor Hotels
Training and development in Accor
Employee Wellbeing
Employee wellbeing at Accor
Employee wellbeing assistance program
Promotions and appraisal’s

Conclusion

References

Introduction

The hospitality industry is very dynamic and diverse and it is not easy to meet the customer expectations. Managing the staff and retaining them is a critical job which the human resource team performs. Human resource management is crucial for the survival, performance and success of any enterprise. (Brewster et al.2016) This essay describes the specific approaches that are being taken to manage the workforce and retain them. It also examines the potential benefits and challenges associated with the management of wellbeing in the hospitality workforce. Accor hotels performs different practices for the wellbeing of the employees which are analysed in this essay.

Overview of Accor hotels

Accor hotels is a multinational hotel group which owns a franchise of over five thousand plus hospitality outlets in 110 plus countries all across the world with several different brands. The brands which Accor owns are from budget, economy to five-star accommodation. Accor is a French multinational organisation that owns and manages the hotels resorts and vacation properties and its operations. It is the largest hospitality company in all over Europe and sixth largest all over worldwide. Accor has over forty-three brands from luxury to economy. Accor operates with more than three lacs plus employees. With a corporate example throughout the world, Accor Hotels (Accor) has turned out to be one of the biggest players in the hospitality industry. Accor divides the brands in Luxury, Premium, mid-scale, and economy. Accor has over 43 brands from luxury to economy. Out of which 29 brands come under the luxury and premium category and the rest 14 come under budget and business category .The company is headquartered in Issy-les-Moulineaux, France.

Human Resourcing

Pigors and Myers defines Human resources as method of developing potentialities of employees or staff so that they feel maximum fulfilment of their work and give their best efforts to the organization. It is a process of managing people in an organisation or a company in planned and structured way. The Human resourcing team is supposed to perform the following tasks like staffing, hiring people, retention of employees, managing pays and perks and setting them, performance management, managing the changes and many more.

Edwin Flippo defines Human Resource Management as “planning, organizing, directing, controlling of procurement, development, maintenance of human resources to the end that individual, organizational and social objectives are accomplished”

Human Resource in Accor

The Human Resources teams within Accor play an important role in enhancing organisational performance by improving employee’s opportunities to be productive and efficient. Human Resources provides a career that is dynamic and exciting. Some of the key responsibilities of Human Resources professionals within Accor are to maintain the right mix of employees with the skills, knowledge and abilities to accomplish the work required, for an organisational culture that supports and motivates staff, provide employees with ongoing feedback about their performance and be a key contact within the hotel to answer a variety of employee enquiries surrounding their employment. Accor takes great pride in the perfect quality of their employees. As mentioned above, the Human Resources departments within the Accor hotels have the responsibility of selecting the right people to join the teams, bringing those people on board effectively, engaging them and of course retaining them and training them to Accor standards so they can build a career with Accor. Accor strongly believes that a team approach is the best strategy for staying proactive and leading the way. The Human Resources teams from each region within Accor conference meet regularly to share ideas, improve and learn from each other and have fun. This team atmosphere provides an environment that is perfect for sharing ideas and resources, engaging in open communication, making decisions, assuming responsibility and providing recognition for the HR team’s efforts and dedication. (Accor hotels official site)

Recruiting of employees

Recruiting is the process of generating a pool of candidates from which to select the appropriate person to fill a job vacancy. (Heery and Noon, 2001 in Nickson, 2011) Generally recruiting and selecting people to fill new or existing positions is a crucial element of human resource activity in all tourism and hospitality organizations, irrespective of size, structure or nature of the activity. (Nickson 2007,88). Every organization has its own procedure of hiring employees. But with Accor having the principle of Guest First, then your team and at last you this organizations displays a good example of how to select, recruit, train and sustain their employees. The selecting process starts in early months of the year depending on the job vacancies and requirement of staff from each department. The human resources team does the right job analysis. Job analysis is the process of collecting, analysing and setting out information about the contents of jobs in order to provide the basis for a job description and data for recruitment, training, job evaluation and performance management (Armstrong, 1999 in Nickson, 2011). The candidates are provided with the Job description so they know what is the position and the job about. Heery and Noon, 2001 in Nickson, 2011 define the job description as a document that outlines the purpose of a job, the tasks involved, the duties and responsibilities, the performance objectives and the reporting relationships. Right before the interview process the candidates are considered as the member of the Accor family. The recruitment process can take place in 4 types. The screening of the employees starts with the group discussion where there are many candidates for the several or a same position. After which the head of the department takes a personal or face to face interview of the candidate. He checks the theoretical as well as practical experience of the candidate. The last round of the interview is taken by the General Manager of the Hotel who check if the head of the department is selecting the right candidate or no. After the screening and qualification check offer letter is provided the offer letter consists of name stating the prefix (Mr. /Mrs.), this giving a feeling of respect towards the organisation and the candidate. The organization believes in giving respect and get respect policy.

Abbildung in dieser Leseprobe nicht enthalten

Image 1: Hierarchy of Novotel (one of the brands that Accor owns)

Role of HR Management in Accor Hotels

The human resource management is the need of today’s developing, rapidly growing and changing hospitality organisations. The Accor hotels are becoming more customer oriented, resilient, more adaptable and quickly changing the direction of the industry. These hotels have researched and developed a sense about their competitors which will require various talents in future. This realisation has initiated the need for the employee oriented programs and workplaces that often meet the need for of the Accor employees for growth, work, challenge and effective leadership. The organisational structure of the Accor hotels requires coordinating and directing qualities for reaching towards the goal of the organisation. Then the human resources team coordinates with the employees to reach the set targets of the organisation. For this purpose, the Human resource managers try to dived the work by allocating tasks into groups and appointing it specific departments of the organisation. This helps the HR team to identify the optimum number of tasks which the departments have to do. There are total four departments in the hotel. They are Food and beverage, Housekeeping, Front office and kitchen. The human resource management face many challenges at different stages specially while forming an adaptable organisational structure in this competitive world. (Hayes 2004). . The main challenge the Human Resource Management team of the Accor Hotels faces is the vast diversity of employees in the hospitality sector’s and departments. Therefore, organizing is an important challenge in all departments of hospitality that include the marketing, human resources, logistics, transport, production, administration, finance and general operations. The key responsibility of all managers in the Accor Hotels is to make sure that they meet and exceed the customers’ expectations and satisfaction. The Accor Hotels HR managers are always fully dedicated in customizing their hotel services as per the customer needs and wants. Accor Hotels provides a huge selection of services that are optional (Rutherford 2002).

Training and development in Accor

Training and development are noted as a key element in the HRM practices and policies, and there are a number of benefits from undertaking training. (Nickson 2007, 154) A company is nothing without its people and if there is no career progression, the company cannot function without its people. Training is a quite essential part of Accor’s culture, as our corporate university Accor Academy in Paris testifies. Also, the standards of Accor differ from those of other hospitality organisations. The training and development department makes it sure each and every employee will be fulfilling his carrier goals along with the growth of the organization. Monthly trainings on skill development, leadership, team building, sustainable environment are conducted. These trainings are not only beneficial for organization growth but also creates a feeling of belongness in employees towards organization also it helps the candidates growth in the Accor family. The training takes place at all levels. Progress is an ultimate example of Accor’s egalitarian approach. Employees move through bronze, silver, gold and platinum standards, with a hike in their salary increases as they gain new skills and confidence. They have a hierarchy of standards set. The purpose of this program is to introduce new employees to the Accor culture and to motivate them to continue working for the organisation and progress or get promoted in Accor itself. Internships, graduate development programme and accredited management training all ensure that staff in all positions have the opportunity to learn and move up the ladder of the hierarchy.(ref. image 1) This strategy should be implemented by all the organisations to sustain in the business and to be at the top in the world where human capital is the most important resource.

Employee Wellbeing

Employee wellbeing is looking after your employees health, state of mind, and creating a good surrounding to work in the organisation. CIPD Definition of creating well-being at work “creating an environment to promote a state of contentment which allows an employee to flourish and achieve their full potential for the benefit of themselves and their organisation”. (CIPD, 2007)

Health and safety of the employees is an important aspect in every organisation especially when it comes to the hospitality sector. Employees may seek both extrinsic and intrinsic and financial and non-financial rewards at work. (Nickson 2007, 189) . Briner and Walshe (2015) report say that a lack of good quality intervention research around employee well-being and make the case for why a stronger evidence base can help organisations make more informed choices about the actions they choose to take around this. It is important to reiterate though, that without evaluation of initiatives, this prevents organisations from fully understanding the cost-benefit analysis of investing in well-being at work, or not. Investing in the employee well being will be a benefit for the organisation in many ways.

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• Université: University of Lincoln
• Cours: MSc hospitality management
• Note: A
• Auteur: Siddharth Bari (Auteur)
• Année de publication: 2020
• Pages: 11
• N° de catalogue: V945549
• ISBN (ebook): 9783346283481
• Langue: anglais
• mots-clé: Hr, humanresource, hospitality, hotel indsutry, hotels, accorhotels, accor