EULOGIO “AMANG” RODRIGUEZ INSTITUTE OF SCIENCE AND TECHNOLOGY

COLLEGE OF HOSPITALITY AND TOURISM MANAGEMENT

BS TOURISM MANAGEMENT

BMECOPMN – Operations Management in Tourism and Hospitality Industry

PEOPLE, JOBS AND ORGANIZATION

Submitted by:

CORONEL, CYRENE REIGNE

CUADRA, FAITH JOY

GAMAS, MONICA

LOSENADA, AIRA

NADERA, GERALDINE

QUIMORA, JOVILLE

Group # 8

Submitted to:

MS. MORESA JOY V. GREGANA

April 5, 2022

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 I. Report Abstract

The strategic business function that focuses on putting the employee first by humanizing impersonal
systems and continuously improving employee engagement, development, and retention is reffered to
people in operations. Many of the largest and most successful companies have replaced traditional HR
teams with People Operations with the aim of building tools that optimize people practices with the
advent of modernization and globalization, as well as advancements, it is necessary for human
resources to update their knowledge and skills on a regular basis. The human resources strategy notion
refers to an organization's strategy for integrating its culture, workers, and system by coordinating a
series of actions to achieve the desired business goals.

II. Objectives

1. Discuss the functions and importance of human resource in the operations

2. Describe how human resource strategy affects the wellbeing and performance of people
as they carry out their jobs.
3. Differentiate the types or organizational design and structure
4. Compare and contrast the different job designs and their impact on the deliverables of
employees

III. Detailed Discussion

Human Resource Management is the process of hiring and developing employees so that they can
become more valuable to the organization. The importance of it is without a good human resource, an
organization can't build a good team of working professionals.

Human Resource Strategy identifies and manages current and future needs to achieve organizational
goals. Effective strategy often relies on managers who are willing to great closely to assess current
conditions and develop a game plan that enables to firm obstacles and sustain success

There are three core elements of a HR Plan: Strategy is an extension of a mission, a bridge between the
organization and its environment. Goals are a statement of desired outcomes toward which effort is
directed. Actions are the most important things that can be done to reach goals. HR Planning is a link
between the human resource management and organizations strategic plan. The goal is to ultimately
improve organizational outcomes.

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 Operations management is an area of management involved planning, conducting the process of
production and redesigning business operations in the production of goods or services. It requires
planning, organizing and inspecting the organizations process to balance revenues and cost to get the
highest possible operating profit.

The Duties of Operation Management is to ensure that they are all working efficiently and effectively. In
order to reach the the desired goal of producing useful goods and services for customers.

The Responsibilities of Operation Management are;. Product Design it means planning, creating a
product that will be sold to the customers. It involves new developing concept or expanding on current
ideas in a process that will lead to the production of new product.

•To ensure that the products hold to customers to meet their needs as well as that is following the
current market trends.

•To predict the customers demand for the company's product.

•To make sure the goods are delivered to the consumer from time to time.

Job design is an important method that managers can use to enhance employee performance. Let's take
a look, when work design is addressed at the individual level, it is most commonly referred to as job
design. It can be define as how organizations define and structure jobs.

As we will see, properly designed jobs can have a positive impact on the motivation, performance and
job satisfaction of those who perform them. On the other hand, poorly designed jobs can impair
motivation, performance and job satisfaction.

For a general desire to explore ways to create less monotonous jobs, manager began to seek
alternative ways to design jobs. Managers Initially developed two alternative approaches, job rotation
and job enlargement. These approaches, along with job enrichment remain common today.

Job rotation involves systematically shifting workers from one job to another to sustain their motivation
and interest. Under specialization each task is broken down into small parts, 1 worker might perform
step 1 another step 2 and so forth.

Job enlargement or horizontal job loading, is expanding a worker's job to include task previously
performed by other workers.

Job rotation and job enlargement is seemed promising but eventually disappointed managers seeking to
counter the ill effects of extreme job specialization. They partially failed because they were intuitive
narrow approaches rather than fully developed theory driven methods consequently a new and more
complex approach to job design, job enrichment was developed. Job enrichment is based on the two
factor theory of motivation and entails giving workers more task to perform and more control over how to
perform them.

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 IV. Conclusion

In summary, companies are more likely to be successful when all teams are working towards the same
objectives. Therefore, the Human Resource strategy should be helping their employees improve their
skills, attitudes and behavior. Additionally, being in Human Resource Management isn't as simple as
some people assume. It also plays a very significant role in the daily life. They are involved in looking at
ways that human resources can have a direct impact on a company’s growth. HR personnel need to
adopt a strategic approach to developing and retaining employees to meet the needs of the company’s
long-term plans. In the future, the Human Resources Management will continue to play its role in each
business.

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V. Ppt Slides/Video Report Screenshots (4 slides per page)

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 VI References

12 Key Functions of Human Resources Erik van Vulpen Year: 2019 from

https://www.aihr.com/blog/human-resources-functions/

What is People Operations? Anon from https://www.betterteam.com/what-is-people-operations

Sagulin, M. (n.d.). Oppaat: Project guide for researchers: Working time allocation. Libguides.uniarts.fi.
https://libguides.uniarts.fi/c.php?g=665385&p=4711295

The Benefits of Using Time Allocation Software. (2018, January 29). TimeCamp.
https://www.timecamp.com/blog/2018/01/time-allocation-software/

How to Create a Human Resource Strategy. (2018, November 14). AIHR.

https://www.aihr.com/blog/human-resource-strategy/

Polc, L. (2022, January 17). Four HR Roles by Dave Ulrich. Hrmhandbook.com.

https://hrmhandbook.com/hro/model/dave-ulrich-four-roles/

https://www.indeed.com/recruitment/c/info/human-resources-strategies (2022)Human resources

strategies: A guide for managers, Job Search https://www.tcgco.com/consequences-of-poor-human-
resource-management/ Teigeler, 2019, Consequences of Poor Human Resource Management, Tcgco

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