HRM Essay Example: The Brooklyn Hospitality Employee Retention Program

Workshops in the focus areas and monthly group talks

The employee turnover rates in the hospitality industry in the US have been pushing in higher according to a report from the Bureau of Labor Statistics. Indeed, the turnover rate in the hospitality segment rose from 66.7 percent in 2014 to 72.1 percent in 2015. In 2016, the turnover rate remained at seventy percent.

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The Brooklyn Hospitality Employee Retention Program aims to prevent employee turnover by teaching employers the right selection, right benefits package, and bolstering employee’s engagement. The program believes that employees who enjoy their work will engage and employ their unique talents.

The Brooklyn Hospitality Employee Retention Program provides workshops in the focus areas and monthly group talks. The staff of the program visits each establishment after every two months. The program objects to educate HR professionals in the hospitality establishments in Brooklyn.

- The program provides services to fifty clients for six-hour workshops at no cost.

- Languages spoken will be English and French

- Our workshops serve a maximum size of twenty clients on topics including selection of staff, developing appropriate benefits package, and bolstering employee’s engagement. The workshops will allow counselors to discuss the topics in detail.

- Our resources include guidance and referrals in the human resources management.

- Our staff includes qualified contract recruiters, happiness officers, and compensation analysts.

- Additionally, the program will provide monthly group talks and visits to each establishment after every two months for follow up the progress attained. The talks will allow speakers to take a limited time to deliver speeches and leave lots of time for questions.

Assessment of the number of staff and job qualifications

Clients will be required to undergo a needs and intake assessment. The assessment will contain questions that provide knowledge base appropriate to accomplish the objectives of the program safely and with dignity. The assessment should help the staff of the program to understand the needs of the client.

The program will require a program supervisor, two office assistants, two contract recruiters, two compensation analysts, and two happiness officers. The program supervisor and the office assistants will function as administrators whereas the other staffs will engage the clients directly.

The program manager is in charge of the entire program. He or she will oversee and coordinate the activities of the program. Moreover, he or she will handle all the paperwork. The supervisor must have a bachelor degree in Business Management as well as two years of work experience. The program supervisor will be required to operate on a full-time basis.

Office assistants and Compensation analysts

The program will require office assistants to assist in the paperwork. The office assistants will work according to the instructions of the program supervisor. Furthermore, the office assistants will be in charge of scheduling the meetings and workshops. An office assistant must have a diploma in business administration. The office assistants will be required to operate on a full-time basis.

The contract recruiter will guide clients on how to provide full life-cycle recruiting. The importance of having contract recruiters in the program is the fact that hiring the right employees is the single best way to reduce employee turnover. The duties and responsibilities of a contract recruiter will be assisting hiring managers in developing job descriptions that recognize the duties and responsibilities, education skills, experience, and knowledge. The contract recruiters will also guide clients on recruiting strategies such as marketing trends, candidate assessments, timelines, candidate challenges, and interview schedules. A contract recruiter must possess a bachelor’s degree in Human Resources and ten years of experience. Additionally, a contract recruiter must possess excellent oral communication skills and have previous experience in recruiting. The contract recruiters will be required to operate on a part-time basis.

The compensation analysts will help clients to develop appropriate compensation structures. The duties and responsibilities of the compensation analysts will be teaching clients on how to be creative with benefits, offering flexible work schedules and bonus structures. A compensation analyst will be required to have a bachelor’s degree in fields such as Business Administration, Finance, or Human Resources. Additionally, they must possess relevant work experience, good communication, and evaluation skills. The compensation analysts will be required to operate on a part-time basis.

Happiness officers and Staff training curriculum

The program will require happiness officers who will coach clients on how to engage, motivate, and raise the performance levels of employees. The duties and responsibilities of the happiness officers will be guiding clients on the importance of a happiness-driven workplace ad how to redefine the HR process to ensure happiness experiences. A happiness officer will be required to have a diploma in Human Resources. Besides, the officer must believe that happiness makes employees better. The happiness officers will be required to operate on a part-time basis.

The program will provide a training curriculum with activities and resources that will be used to offer staff with information and perspectives required to begin working effectively with the program clients. The curriculum will offer the rules and terms of engagement with clients which will be developed and evaluated by the program supervisor.

The program will provide four questions to clients on the basis of promptness, accuracy, partnership, and helpfulness. The clients can choose to identify themselves or respond anonymously. The questions will be as follows;

Helpfulness

How happy are you happy with the extent to which we help your organization to reduce employee turnover?

Accuracy

How happy are you with the attention of our program to detail and thoroughness?

Partnership

How happy are you with how the program is collaborative and proactive in the way it works with your establishment?

Promptness

Are you happy with the efficiency of our program in responding to your concerns?

Oral presentation

The Brooklyn Hospitality Employee Retention Program acknowledges that the turnover rate has been pushing higher for the hospitality segment. Therefore, the program seeks to provide the best solutions to this challenge by training human resource leaders in Brooklyn’s hospitality establishments. The program believes that the best way to address staff turnover is hiring the right employees from the start. The employees should have the right skills, fit well with the organizational culture, managers, as well as co-workers. Secondly, the program believes that it is essential to set the right compensation and benefits programs. Such programs should utilize the current data on industry pay packages and follow creative and flexible bonus structures. The compensation packages should be reviewed annually to align them with the market trends. Thirdly, the program believes that employees who enjoy their work employ their special talents and live a happy life. Therefore, employers should make the work environment fun by bolstering the engagement of the employees. The employees should be offered a rewarding work environment as well as an opportunity to interact.

The program uses qualified contract recruiters, happiness officers, and compensation analysts to address the issues identified as critical in staff retention. The Brooklyn Hospitality Employee Retention Program utilizes workshops and monthly group talks to educate clients on the vital issues. Additionally, the program conducts visits to each establishment after every two months to follow up the strategies implemented by clients. The program believes that workshops offer a good platform to discuss issues. Furthermore, the workshops serve a maximum size of twenty clients to ensure that counselors interact with the clients effectively. Again, the monthly group talks are mainly for questions. The counselors handle as many questions as possible to address any concerns. Additionally, the program conducts a visit to each client after every two months to follow up the strategies implemented and advice accordingly.