Description Of An Organization Human Resource Management System

Balanced scorecard is a methodological tool that businesses use to get a measure by which someone can determine whether the set goals have been met or exceeded. It adds non-financial metrics to traditional financial metrics to give a well-rounded view of the performance in an organization. Balanced scorecards also help organizations to predict their success in meeting their overall strategic goals.

They upgrading a hotel first upgraded employee facilities. When a survey at London hotel showed dissatisfaction with workers’ areas, installed new floors, lockers, and showers within three months. Four-seasons needed to get it down to the front line: clerks, bell-staff, bartenders, waiters, cooks, housekeepers, and dishwashers, the lowest-paid and in most companies the least-motivated people, but the ones who would make or break a five-star service reputation. Four-seasons needs employees able and willing to respond on their own to whatever comes up, employees who can spot, solve, and even anticipate problems. That means delegating authority as well as responsibility. Four-seasons pay attention on how to treat employees and make them feel confortable when they work in hotel because employees could bring positive attitude towards customers if they in good mood.

A balanced scorecard is a performance measurement system, which takes into account the customers, internal business processes, learning and growth, as well as financial

People, who work in the hotel industry, must be aware of some basic principles of good management like objectivity, genuine feedback, and clear appraisal processes. When employees are aware of these skills, it will reduce friction and improve productivity.

The balanced scorecard is a strategic planning and management system is used to help align activities of the vision and strategy of the organization, and apply it to the overall

The balanced scorecard uses short- and long-term, internal and external, and financial and nonfinancial measures to evaluate performance. Management can analyze these measures and compare

"This system should be tailored to suit the company’s corporate culture, capabilities, information system, technological level of development etc" (Malvutova, 2013) because it is a framework that is aligned throughout the entire organization. The balance scorecard is so vital that in order to produce the best quality performance, it has no limits and reaches down to a hospital department level (Pane, 2011). Pane gives an example in his article of how the balanced scorecard "can be used to determine whether an

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

The Balance Scorecard (BSC) was originated by Robert Kaplan and David Norton in the early 1990 's as a strategic approach, and performance management system that would enable organisations to translate a company 's vision and strategy into implementation. It essentially gives managers and executives a more ‘balanced ' view of the company 's

Hotel business should undergo necessary changes periodically to sustain in the dynamic business market environment. In this change Process for any organization human aspect i.e. employees play a vital role. It implemented change in process to adopt modern day business culture for being competitive in the market.

It will broaden the mind of the employee and sound decision making to the organisation.

It helps in providing job satisfaction to the employees keeping their morale high with proper training and development programmes their efficiency improves and they feel assured of their carrier advancements.

It can improve productivity and customer service and supply employees with their own choices to achieve a balance between their work and personal responsibility.

The balanced scorecard is a strategic planning and management system which is helpful in business and industry, government, and nonprofit organizations worldwide to align business activities to the vision and strategy of the organization, improve internal and external communications, and monitor organization performance against strategic goals.

HRM functions must be integrated with each other and with strategic issues if they are to make a contribution to HR outcomes or the “bottom line” for the organisation. Discuss this statement, with reference to relevant HRM structure.