HR Plan for The Caribian Villa HR Plan for The Caribian Villa ResortResort

Our VisionExceptional and personalized service, exceeding expectations and delighting our guests and inspiring a national connection to our brand in the experiences we provide.

Our Mission "To engage with our guests and exceed their expectations providing them with the hotel's  offerings of products  and services delivering  Refreshing Sri Lankan Hospitality."

Objectives - To excel in providing quality services and product by ;- Recognizing that a satisfied customer is the ultimate goal- Having satisfied and motivated and contended staff cadre- Positioning the hotel to cope with upcoming competition focusing on continuous expansion - Positioning for changing customer needs by brining more variety and customization to our products and services

The Caribian Villa ResortHotel Location This hotel is located in Bentota (South Sri Lanka Coast), close to the Bentota Beach, and Kande Vihare Temple. Area attractions also include Beruwela Harbour.

Only ten minutes drive from the Beruwala Town and in close proximity to the shopping centres which caters to local and foreign travellers in style. The hotel has 25 guest rooms which has been tastefully decorated and provide the guest with all the facilities and comforts.The guests can also avail the hotel’s recreational facilities such as the Indoor games, tennis court and a range of Surfing packages.

Our Target in 5 YearsTo have 50 Guest Rooms with Extended Facilities within a period of FIVE years.

The purpose of Human Resource Planning The purpose of Human Resource Planning for the Hotelfor the Hotel

• To obtain and retain the quantity and quality of people we need• To make the best use of our human resources• To be able to anticipate the problems of potential surpluses or deficits of people• To develop a well trained and flexible workforce, thus contributing to the organization’s ability to adapt to an uncertain and changing environment

(5) Develop Action Plans

(5) Develop Action Plans

(1) Forecast Labor Requirements

(1) Forecast Labor Requirements

(2) Forecast Labor Availabilities

(2) Forecast Labor Availabilities

(3) Conduct Environmental

Scans

(3) Conduct Environmental

Scans

(4) Determine Gaps

(4) Determine Gaps

Basic Elements of Human Resource Planning

Present staff structure of the hotelPresent staff structure of the hotelHotel Manager

Front of house staff

Receptionist

Marketing Executive

Cashier

Porter / concierge

Bell Attendants

(6)

Housekeeping

Housekeeper and chambermaids

(room attendants)

(5)

Restaurant

Manager

Supervisors

Waiters

Bar Attendants

(8)

Kitchen

Head chef

Sous chef

Speciality chefs

Commis chefs

Kitchen porter

(10)

HR & Admin

HR Manager

Personnel Asst

Accounts Clerk

(4)

HUMAN RESOURCE PLANNINGHUMAN RESOURCE PLANNING

FORECASTING HR REQUIREMENTS (DEMAND ANALYSIS)

(Trying to predict future staffing needs) Managerial EstimatesSales ProjectionsSimulationsVacancy Analysis

FORECASTING HR AVAILABILITY (SUPPLY ANALYSIS)

(Predicting worker flows and availabilities)Succession or Replacement ChartsSkills Inventories (use of HRIS)Labor Market AnalysisMarkov Analysis (Transition Matrix)Personnel Ratios

2012 2017

5 year plan

Profit 1 Mn 5 MnRooms 25 50Employees 33 95

Our Strategic Plan

Environmental AnalysisEnvironmental Analysis• Consider Government Policies• Condition of the economy• Location, technology• International influences• Competitors and changing labor force

Forecasting Methods to be used

• Zero based forecasting will be used as this is the starting point of the business (i.e. using current level as starting point for future demanding)

• Simulation technique will also be used to analysis similar business HR requirements (techniques with experimenting with real world situation through a mathematical model)

• The Scatter Plot (i.e. graphical chart on relationship between two variables such as busi. activity and the hotels staffing level

• Yield Ratio

• Regression Analysis

Human Resource Forecasting

Scatter PlotScatter Plot

No. of Rooms Vs No. of Hotel Assistants

0

10

20

30

40

50

60

70

80

0 20 40 60

No. of Hotel Assistants

Size of Hotel (No. of Rooms)

No. of Hotel Assistants

10 20

15 25

20 30

25 35

30 45

35 50

40 64

45 70

50 75

Yield RatioYield RatioHiring Process Yield

Ratio

Ad Generates 2000 applicants 200 are potential

10 : 1

Out of 200, 40 attend interview 5:1

Out of 40, 30 were offered jobs 4:3

Out of 30, 20 accepted 3:2

Overall yield ratio 100:1

Regression Analysis

Statically identify historical predictor of workforce size in 2017

Employee requirement = a + b x Sales + c x No. of Rooms

Project Sales in 2017 to be Rs.15,000,000/-Projected Rooms to be 25

Therefore, ER = 5 + 0.000005 x Sales + 0.6 x RoomsER = 5 + 0.000005 x 15Mn + 0.6 x 25

Employee Requirement = 95

Department / Designation Current Required Net Emp.

ManpowerManpower

in 5 yrs RequirementResort Operations Resort Manager 1 1 0Front office FO Manager 1 1 0Asst Fron Office Manager 1 2 1Front Officer Supervisor 1 3 2Snr Front Office Assistant 1 2 1Receptionist/Tel Opr 1 3 2Bell Captain 1 1 0Bell Boy 2 6 4Guest Relation Executive 1 2 1F&B ( Service ) F&B Manager 1 1 0Asst F&B Manager 1 2 1Restaurant Manager 1 1 0Snr Captain 0 1 1Snr Steward 5 15 10Trainee Steward 2 7 5F&B ( Production ) Executive Chef 1 3 2Sous Chef 1 4 3Jnr Sous Chef 0 2 2Pantry & Continental 0 1 1Bakery Chef 0 1 1Utility Worker 1 5 4

Gap Analysis to cater for the five year plan

House keeping Executive House Keeper 1 3 2House Keeper Supervisor 0 1 1Floor Supervisor 0 1 1Linen Keeper 1 3 2Maintenance Manager - Maintenance 1 1 0Executive - Maintenance 0 1 1Supervisor 1 2 1Electrician 0 1 1Plumber/Carpenter/Painter 0 1 1Maintenance Helper 1 2 1Stores Stores Officer 0 1 1Accounts Resort Accountant 0 1 1Executive - Accounts 1 2 1Accounts Assistant 1 3 2HR & Admn. Manager - HR 1 0 1Executive - HR 0 1 1HR Assistant 1 3 2Events Division Events Executive 0 1 1Events Assistant 0 1 1Gardner 1 2 1 Total 33 95 62

StrengthsStrengths

Staffing Alternatives to Deal with Employee Surpluses & Shortages

Factors That Influence CompensationFactors That Influence Compensation

Level ofCompensation

and Benefits

Level of Responsibility

Employee’stenure and

performance

Kind of jobperformedSize of

company

Managementphilosophy

Kind ofbusinessGeographical

location

Labour- orcapital-intensive

Companyprofitability

FOM 9.29

Robbins et al., Fundamentals of Management, 4th Canadian Edition ©2005 Pearson Education Canada, Inc.

Source: Management, Seventh Canadian Edition, by Stephen P. Robbins, Mary Coulter, and Robin Stuart-Kotze, page 274. Copyright © 2003. Reprinted by permission

of Pearson Education Canada Inc.

Required Staff Skills and Required Staff Skills and attributesattributes

•Self Motivated•Customer Oriented •Team Player•Flexibility/Adaptability•Innovative•Results Oriented•Competitive Insight•Detail oriented

Career PlanningCareer Planning

•Orgnization structure

•Position Analysis

•Skills gaps

•Future plans for growth

•Performance evaluation

•Identification of Hi Potential Candidates

HR Planning Check HR Planning Check ListList

Identify Business strategy and needsIdentify pressures and opportunitiesClarify your business strategy and directionIdentify aspects of the business that needs helpConduct a job analysis and write a job descriptionReview current workforceIdentify skills and knowledge gapsSet an appropriate salaryDetermine the feasibility of hiring (contract, casual, permanent etc)Understand the costs of hiringUnderstand the benefits of hiringUnderstand the risk of not hiring

As an initial step, a workshop will be conducted at As an initial step, a workshop will be conducted at the hotel for ice breaking and confidence buildingthe hotel for ice breaking and confidence buildingexplaining the vision, mission and objectives to key explaining the vision, mission and objectives to key

stakeholdersstakeholdersin order to totally gear the team for the business.in order to totally gear the team for the business.

An employee handbook will be provided to ensure employees of having read and understood company goals policies benefits and expectation

as well as responsibilities

““Because business profits are Because business profits are squeezed by inflation and a weakened squeezed by inflation and a weakened economy, management is also economy, management is also concerned with personnel costs and is concerned with personnel costs and is seeking to achieve increased output seeking to achieve increased output with the same or fewer staff. with the same or fewer staff.

On the other hand, the Government at On the other hand, the Government at all levels both Nationally and all levels both Nationally and internationally is interested in how internationally is interested in how employers treat their employees. They, employers treat their employees. They, therefore, add factors that must be therefore, add factors that must be considered in any human resource considered in any human resource plan (work and wage laws, labor laws, plan (work and wage laws, labor laws, etc.). etc.).

ConclusionConclusionThe importance of Human Resource Planning in an

organization cannot be denied. In case of the Hotel

industry it gains more importance where a large

number of diverse workforces have to be handled by

the Management. Hence, the best that can be

accomplished by predicting the probability of

multiple successful solutions.