welcome to human resources of jaz hotels & resorts annual gms meeting 09.02.2014 by ayman abo...
TRANSCRIPT
Welcome to Human Resources
of Jaz Hotels & Resorts Annual GMs Meeting
09.02.2014
BY Ayman Abo Zied & Moustafa Salama Regional Directors of
Human Resources
Agenda
Human Resources Achievement 2013.
Human Resources Challenges.
Human Resources Strategy Year 2014.
Jaz Hotels & Resorts 2013
Total Hotels in Jaz Hotels & Resorts is 37 Hotels.
Total Number of Rooms 9359 Rooms.
YTD Team Members, 2013: 6350 Members.
Room Ratio. 0.67, with YTD Occupancy 47 %.
Human Resources Achievement 2013
Salaries and Benefits .
Development of the work structure of the HR Department.
Team members satisfaction program.
Salaries & Benefits
0
500
1000
1500
2000
2500
3000
3500 3187.0
58.5 %
1176.0
18.52 %368.0
11.5 %
Series1
Developmentthe work Structure
of the HR. Department
Performance appraisals review for all level
Check reference system for newcomers
Exit interview System with analysis report
Employment Services , HR Treatment
Implementation of Complaints Procedures
Recruiting Support .Priority for our Team
Implementation of HR Contingency Plan
Government relations in terms of Licenses ,……
Staff Facilities Check up in terms of, Cleans,….
Team members Satisfaction Program
achieved, 2013.
Team members communication meeting with GM Monthly
Selection employee of the month Monthly
Team members birthday party Monthly
Team members outingcinema, staff trip, day use in beach, Monthly
Annual staff party Yearly
Appreciation certificate
Sports activities / two tournaments internal and external Twice
Selection employees of the year Yearly
Best room Monthly
Best idea Monthly
Human Resources Challenges 2014 .
Employees Turnover.
Competitions.
Staff Turnover
Turnover indicator rate.
From 10 % till 20 % considered ideal .
From 20 till 35 % considered average .
Higher than 35 % is indication of real problem.
Comparison Turnover
Employees Turnover 2012 Vs 2013
Per region
Upper Egypt-
Pioneer - Red.
South Sinai
region
Marsa Alam- Red.
Little Venice-
Inc.
HRG- Makadi-
Inc.
North Coast-
Inc.
Total 0.0%
20.0%
40.0%
60.0%
80.0%
100.0%
120.0%
43.9
% 52.0
%
67.0
%
66.7
%
109.
5%
81.0
% 95.7
%
73.7
%
13.8
%
45.2
%
60.0
%
64.6
%
85.2
%
85.9
% 100.
3%
65.0
%
2012 2013
Comparison Turnover2012 & 2013
Per Level
Executive & DH SUB Department Heads Supervisory Rank &File0.0%
10.0%
20.0%
30.0%
40.0%
50.0%
60.0%
70.0%
80.0%
27.6%34.0%
63.7%
72.9%
17.6%
30.2%
48.0%
69.7%2012 2013
Classification of Employees Turnover Per
Service period,2013
Within 3 Month Wthin 1 Year One Year to 5 Years More Than 5 Years 0%5%
10%15%20%25%30%35%40%45%50% 46%
31%
20%
3%
45%
30%
21%
3%
2012 2013
Comparison Turnover2012 & 2013
Per Department
F&B St
ewarding
F&B Se
rvice
Laundry
House Keeping
Gardens
Recreation
F&B Kitc
hen
Accounting
Engineerin
g
Pest Contro
l
Human Resource
s
Front O
ffice IT
Execu
tive office
0%
20%
40%
60%
80%
100%
120%
140%
160% 155%
135%
106%
94%86%
94%86%
60%49%
0%
27%
61%
25% 25%
85.1% 81.3%
64.8% 61.0% 58.3% 55.5% 51.2% 51.1%43.0%
35.6% 26.2%
23.5%
0.0% 0.0%
2012 2013
Turnover Per Reasons
Better opportunities
Change Career
Unsatisfactory performance
Travel abroad
Military
Dissatisfied With Work Condition
Transfer
Medical reasons
Retirement
Education
4%4%
32.1 %
23%
20%
1.9%1.8% 1%
0.7
Classification of Turnover Result
4%4%
20%
57 High stability in managerial level .The highest turnover in the co-workers level, Worked less than one year,the major reasons for leaving arecompetitors, change career and unsatisfactory performance .
Opportunities
Implementing the work supporter system.(Godfather)
Some of the excellence in the treatment with newcomers.
Reduce total working of hours, managing time.
Adjusted salaries to be matching with average market. done
Training , we must send newcomers for training.
Human Resources Challenges .
Competitors
Privileges Compensations
What the Competitors Offer ?
Career
Jaz Hotels, Resorts & Cruises
Accommodation,
All level
Meals, All level
Privileges and Entitlements survey analysis
2014
Medical Treatment, All level
Laundry All level
Birthday & Yearly Party, for Staff
Air tickets for managerial level, Full cover big medical operation for all level, now we cover 50 %
Life Insurance , Natural Death Yearly Bonus ( EL Adia ) for Staff
Strength , we are in line with the best hotels, in terms of
We Need To Develop
Stewarding SalesDH & EX Life Insurance
Transportation, All level
Human Resources Strategy Year 2014.
We want our company to be an attractive employer where people do not work for a job – but for a company with values".
Our Objective
Human Resources Strategy Year 2013.
Performance appraisal process for all levels.
Systematic departmental induction program for all newcomers as well as for transfer and promotions.
Increase team members satisfaction program.
Increase the quality of our management force through focus on the recruitment and selection.
Motivate your team members to be eager to learn and perform .
Human Resources Strategy Year 2014.
Monitoring the implementation of Human Resources standards as well as the staff facilities.
Through three different sources:
Monthly Internal Audits & Coaching.
Exit Interview System.
Human Resources Training.
Thank you for Your attention