Download docx - Roles and fuction of Human resource management

Table of contents

Introduction 2

Discussion 3

Conclusion 6

Reference List 8

Privacy Policy 9

Appendix 1(organizational chart) 12

The Role and Functions of Human Resource Management Page 1

Introduction

The aim of this assignment is to critical discuss the Roles and functions of Human resource

management. We supposed to meet a Human resource practitioner or a Manager of any

organization and conduct a meeting. As in our group all of us are International students, it was

nearly impossible for us to find a Human resource manager. However, we have tried online and

also called up several Companies and proposed them to meet the Human resource manager. But

in the end we got only one answer that Human resource managers are not available for Interview.

With the consent of our Human Resource lecturer, we have contacted the human resource

manager of Farmington Country Club, Charlottesville, Virginia, USA. As one of our group

member used to work in this company and were able to get in touch with the HR manager Mrs

Allyn Gutauskas, who works in Farmington country club since November 1998 as a Human

resource manager. Allyn reports to the General Manager and is responsible for all aspects of the

Club’s human resource activities, including recruiting and staffing, new employee orientations,

training and development, performance management, employee relations, internship programs

and workplace safety. Allyn assists the Controller with compensation and benefits

administration. She was agreed for the Telephonic interview on 7 th of January 2011. While

interviewing her we have asked several questions over the phone. Our phone was on the Speaker

mode so that everybody could listen to her carefully. We will discuss about all the questions and

answers in the discussion part and finally we will follow the conclusion of this chapter.


Discussion

Farmington Country club is a Private Heritage golf Club; its history derives from year 1744 and

was first built upon at some period prior to 1780. A business man comes up with an idea to

develop a country club and residential community of a quality. Farmington, an estate of thousand

acres was ideally suited for this purpose. In May 1929, the Farmington country club was built;

the club house and grounds were formally opened for the memberships. At present Farmington

country club is considered to be, one of the best Golf Country clubs in USA. 27 holes of golf, 15

outdoor tennis courts, 3 indoor tennis courts, 3 paddle tennis courts, state-of-the-art, fitness

center and 25-meter zero depth entry pool. It also has two restaurants one of them is Fine dining

restaurant, which is also called terrace room, because it has a very beautiful view of blue Rocky

Mountains. And another restaurant is a casual restaurant, which is also Called Grill. For holiday

meals and special occasions, the elegance of the Jefferson Room, Main Dining Room and

Ballroom set the stage for memorable meals with family and friends. There is a pool snack bar

right beside a very big swimming pool. Farmington has forty overnight rooms, Including one

master suit and two junior suits. Farmington has a very large golf course has area of approx 278

acres of land, which is a paradise for golfers with 27 holes. The Farmington country club is

private golf club, where one has to be member to use the facilities of the club; this separates the

club from the competitive business market. As to get the membership of the club, one has to

have a very good social reputation and also has to pay a handsome amount of money to be a part

of this club. The members of the club are regular customers which often visit club and use the

facilities on the daily basis.


The mission statement of Farmington country club is “A proud history, rich traditions and

commitment to the customs of southern hospitality and gracious living”, (ONLINE) which

clearly states that the values of the club are enriched by its rich history; the general philosophy is

to keep up with the standards which Farmington has created in last couple of centuries. Their

main motive is to provide consistent member services. Their main approach to its market is,

retaining existing club members and providing them full satisfaction. The satisfied member will

definitely recommend this club to his or her friends. Every new employee at Farmington club

goes through a proper introductory program, which allows them to understand the needs of the

club. The core employees and employees at the front desk of the club are trained to be

personalized with the members. Core employees, Front desk employees and employees who are

working in Farmington from a long period of time personally know the names of the regular

members of the club. Farmington country club also put lots of efforts in training their employees.

Club also has a International Trainee programme, which is derived by Human resource

management in which HR hire Students from famous Hotel management institutions of

Switzerland and France, Which really helps them to maintain the diverse culture at the club.

In order to understand the role of personnel functions and human resource management; one may

consider different approaches, which could be used in order to explain similarities and

differences. A literature suggests a range of definitions on HRM. Some of these interchange with

the personnel management. Other regard HRM as a distinct approach aimed at integrating the

management of people into an overall business strategy and organizational goals (storey 1995b).

In particular the organizational behavior literature has extensively explored commitment of

employees. In her book Legge (1995, p.66) argues that the HRM functions may be described as

“soft” and “hard” models of HRM. . The “hard” approach stresses HRM’s focus on the close


integration of human resource policies with the organizational strategic issues . While the “soft”

version traces its roots to human-relations school (Storey 1989 cited in Storey 1995, p.88), which

means emphasizing communication, motivation and leadership. Further on, the “hard” model

could be linked to Tyson and Fells’ (1992, p.23) “architect” model, Tyson and fells said that an

architect can be related to the “hard” approach, who is a long term designer and has a control

over his work, however if we look at “soft” approach, it can be related to the “clerk of works”

who maintains data, record keeping first interviewing etc and does the same thing in routine.

Therefore, one may argue that recruiting process should include performing the job analysis,

which is defined by Dessler (1997, p.83) as determining the duties, skills and human

requirements that an individual might need to perform in the available position. Job analysis

therefore may assist in improving the job description, which according to Dessler (1997, p.83)

represents a list of a job’s duties, responsibilities, reporting relationships, working conditions,

and supervisory responsibilities, which refers to “human requirements” generally expressed in

terms of behaviour. Farmington has a same approach to their employees; each full time

employee has to go through an employee orientation programme. Farmington also trains their

employees and gives them freedom to take decisions in their particular area. Each employee has

been given responsibility to keep the members fully satisfied. Managers, supervisors keep track

of each employee performance. Managers of each department conduct a meeting once a month

with each employee and discuss issues at work, in which they discuss about any kind of

obstacles an employee facing during their shifts and duties. If an employee is facing any

obstacles and has a solution to that, managers try their best to implement that and modify the

check list of duties which an employee has to perform. This gives employee a feel of freedom at

work and also feels satisfied by being involved in the organization.


Farmington country club also created a “Lend a hand foundation”, as Farmington members often

refer to the club as a home away from home. People who work at Farmington country club has a

strong belief that they are a part of a community that stand ready to help in times of need. In the

past, when an employee suffered serious problems, like serious illness, death in their house,

unexpected financial problems, loss of home, in those times Farmington country club has

collected donations to help the one in need. However these kinds of kind gestures were

considered inadequate in the face of very serious problems or situations. Therefore Farmington

country club decided to create a Farmington Lend a Hand Foundation, which this foundation

Farmington believed that they can do a lot better to help the one in serious situations. This

foundations was proposed by the Human resource department, this is a employee-funded 501(c)

(3) organization designed and managed by Farmington staff to help one another in times of need.

This foundation was established in 2007 and have been doing not only well but also recently got

awarded from the Albemarle/Charlottesville Human Resources Association (ACHRA) as one of

four 2010 Human Resources Excellence Award winners.

Conclusion

The area of Compensation and benefits belongs to the most specialized area of Human resource

management. HRM generally controls the compensation, benefits, setting the rules and

procedures around the salaries, variable pay and benefits. Allyn told us that Compensation and

benefits is one of the most important functions of their HRM, which is directly connected to

competitors of the market with influence to set the compensation policies. The policies are fully

competitive with the job market but at the same time policies meet the targets defines by the


market. Allyn said that, they hire international students on a minimum amount of base pay and

fare amount off short term benefits; they train international students in different departments

with different roles. At the same time they hire very skilled workers for the food and beverage

department and housekeeping etc. They need to maintain the balance between experienced

employees and new international trainees. However the skilled worked wages are very high, club

needs that to maintain the high standards of their services. Therefore by hiring International

students from the famous institutes they can utilize their potential and provide them good

experience for their future. This strategy keep their; payrolls well balanced. She also said that the

clear processes in compensation and benefits are very important as the processes are directly

under attack by the line management on the daily basis. Since there is no day in which there is no

salary review at the individual basis. Similar to this occupational health and safety is a major

concern for the HRM. As a new employee has to be informed about the work procedure, safety

measures, Farmington provides full information to its employees, that how to use specific tools,

machinery and chemicals etc. If we look at over all practices of the Human resource department

at Farmington, we can clearly see that, the HR department is using unique strategies for

compensation. Also by creating Lend a hand foundation is a perfect example for a employee

engagement strategy. In which an employee feels that he or she is part of the organization.

According to us Farmington is doing very good from an HR point of view.


References

DESSLER, G., 1997. Human resource management. 7th ed.

New Jersey: Prentice-Hall, Inc.

http://www.farmingtoncc.com/Club/Scripts/Home/home.asp (ONLINE) (Accessed on 11th Feb.

2011)

LEGGE, K., 1995. Human resource management. Rhetorics and realities.

London: MacMillan Press Ltd.

http://en.wikipedia.org/wiki/Farmington_Country_Club (ONLINE) (Accessed on 07 feb2011)

STOREY, J., 1995. Human resource management. A critical text.

London: Routledge.

TYSON, S. AND FELL, A., 1992. Evaluating the personnel function. 2nd ed.

England: Stanley Thornes Publishers Ltd.


http://en.wikipedia.org/wiki/Farmington_Country_Club

http://www.farmingtoncc.com/Club/Scripts/Home/home.asp

Privacy Policy

Intellectual Property Rights

All contents of the Web Site including, cannot be copied, downloaded, distributed or published

in any way.

All the data provided are registered trademarks and service marks of the company and no

permission or license would be provided to use any such details. All other marks names and

logos used on the Web Site, materials, signboards are the intellectual property rights held by

company

In relation to any information or materials which are provided to the company by the staff would

grant the company a worldwide royalty-free perpetual license of the copyright and intellectual

property rights, unless restricted by individual has a copyright or intellectual property rights on

the information provided and has given the company a proper written contract to use it.

Use and Disclosure of personal information

The company would use the details provided or collected would be used time and again for any

recruitment purpose, any changes or updates should be provided to the company in case

contacted at any point of time.

The company would at no circumstance would transfer these details to another company or

provide to any other source for any purpose.

DATA PROTECTION AND PRIVACY POLICY

This Data Protection and Privacy Statement relates solely to information supplied both the

customers and employees of the company. The company in all situations would respect the


privacy of the personal information collected by them. Any personal information provided by

customers will be used solely for the purpose of providing them with the all the required

services, letting the new developments, details and offers of the company. This information’s

would be available only to authorized individuals and would be protected from all other

employees; any misuse of these details by the authorized persons would lead to immediate

termination of the employee. As the company shows interest in protecting the information of its

customers, they also take full care to protect the personal information of its employees. These

data is also well protected, and they are accessible only by authorized people only. These are not

available to any other employee working for the organization, but it also has to be understood

that employees have full access to basic details of their co worker’s like name position held,

office contact number and official email ids for emergency contacts.

The information collected from customers be used for better marketing of the company’s range

of services and related products for customer use.

Also the company allows both their employees and customers to log into the company’s website.

For the employees this would help them to learn more about the company, update any private

details of themselves which are relevant or required by the company also this helps them to

search for opportunities within the company and also a role change. In this case the employee

himself would be responsible for his log in ID and password. Same applies to the company’s

customers, they would be responsible for the ID and password used and the company desnot take

responsible for misuse of the same.


As stated earlier it is the responsibility of the employee and customer to maintain the secrecy of

their ID, login PIN and all other Passwords and Security Codes they hold.

Data provided to the company would only be provided to the following entities or individuals:

Other sub companies of the company

Regulators (including agencies or bureaus established by regulators)

Lawyers hired by the company

Auditors

To referee whose details are provided to us by you

Each of the above parties, other than regulators and your referees, are similarly bound by a duty

of confidentiality in respect of all information disclosed to them.

Data collected are retained as long as the purpose for which the data was collected and for

customers as long as their membership continues. The data is then destroyed unless its retention

is required to satisfy legal, regulatory or accounting requirements or to protect the company’s

interests.


Organization Chart of Farmington Country Club

Mr. Philip R. Kiester Mr. Wayne Hall

(General Manager) (Assistant General Manager)

Robyn Evans Patrick Kearns Scott Kinnan Darryl Lawson

(Director of Fitness) (Tennis Professional) (Golf Course Superintendent) (Director of Maintenance)

Janet Rogers Rob McNamara

(Horticulturist/Grounds Manager) (Golf Professional)

Ms. Monica La Rue Camfield

(Member Services Manager)

Ms. Allyn Gutauskas

(Human Resource Manager)

Mr. Colin O’Hanlon Lisa Albert (Director of Catering)

(Food and Beverage Director) Jim Anderson (Executive Chef)

Daniel Kaufman (Terrace Room Manager )

Mr. Tyler Pickens Scott Knepp (Front Office Manager)

(Clubhouse Manager) Russell Napper (Director of Housekeeping)

Ms. Lizabeth Davis

(Chief Financial Officer)

Tom Zimmermann

(Membership Director)
