PERSONNEL ADMINISTRATIONTan Chin Khoon 226879Nik Muhammad Faiz bin Nik Idris 227105

Muhamad Mustaqim bin Md Sepian 226352Anis bin Kamal BasahEsmael Hakimi bin Ahmad Safien

Personnel administration flow

Recruiting (Attracting potential employee)

Selection

- select based on details in job application form- avoid discriminatory questions- pre-screening interview by a well-trained person- check applicant’s details before interview- interview evaluates applicants’ technical skills, general temperament and personal traits- if rejected, applicants should be notified and their form kept for other job openings

- Testing done by certain companies for supervisory and managerial positions- Examples : intelligence tests, attitude tests and interest tests

- Induction process welcomes new employe- Paperwork completed before beginning work

- Effective induction and orientation decreases labour turnover

Hiring (Accepting the applicant)

Personnel orientation introduces new employee to the company’s goals, house policies and general job details

Department orientation explains specifics of the job, tour of hotel given

- Large numbers of unskilled labour in hospitality industry- Thus, training are needed especially in:

Training

- ongoing training programs to make sure staffs do not forget hotel concepts and standard procedures

- If productivity and quality of work decreases, retraining also needed

- Training provides opportunity for job promotion

- Labour turnover and absenteeism can be reduced if training can increase staff self-esteem and rise their willingness to work and increase earning power

Worker Motivation

- Motivation needed to deliver excellent service

- Some people look for challenge, recognition and opportunity to be part of a successful organization

- Manager needs to find out how to create a conducive environment to motivate staff

Maslow

’s Theory of Motivation

Herzberg’s Ideas on Motivation

- Manager needs to create an environment where individuals can function to maximum capacity

Recognition, feelings of

achievement, job

responsibility,

Opportunity for growth

and achievemen

t

Practical motivational techniques

- Design work areas that suit the job that needs to be done- Good communication reveals problems of poor working conditions, low morale - Employees must be respected and given credit for what they do

Employee Evaluation- Evaluation needed to provide feedback about employee’s job

Creating Worker Satisfaction- Create worker satisfaction so that employees stay with the company for

extended periods of time by the following suggestions: Career path programmes

- show the clear level of position so that staff can work for it

Incentive programmes- staff paid more if they excels

Wellness programmes - promote healthy lifestyle for the staff

Transportation assistance - provide transport to go and back from the workplace

Participative management- staff given opportunity to make decision

Employee Discipline

- Besides motivation, discipline of the staff must be monitored- Unacceptable behavior includes insubordination (protest), absences, tardiness (lateness), theft, etc.- Disciplinary action to be taken consist of oral warnings, written warnings, etc.

Personnel administration flow