Category: Articles – HR Management

Leadership Style and Job Behavior

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Mr. Benny has expertise in the area of Housekeeping. He began from the bottom as houseman in 1974, and through hard work and persistence, was able to reach his current position. He assists the Executive Housekeeper in managing, scheduling, and planning for housekeeping operations and occasionally suggests new ideas, based on his experience, to improve the housekeeping department. After almost 28 years with the Housekeeping department, he has grown to love his work and is contented with the situation. At present, he feels no pressure or stress at work and openly accepts what is given to him by his boss or the management.

As a leader supervising all housekeeping crew, he utilizes a personal approach with his subordinates for he feels that each of them possesses a different character, attitude and behavior. He said that at times, he would personally do a one on one with his staff so that he/she would get a chance to talk and be open. In this way, he would be able to know his staff’s ideas, views and needs. Continue reading →

Developing Motivation for Employee

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Mr. Jonas is a highly motivated worker who gives much effort to complete his tasks. A hard and persistent worker, he would not leave his tasks unfinished. He claims that he feels uncomfortable if problems at work are not settled properly.

A practical worker, Mr. Jonas likes to use shortcuts and past experience in handling his tasks and solving problems. His resourcefulness is proven by using the beringin tree to build mini garden because there are limited plants and materials provided around the hotel area. In his position as Chief Gardener, he admits that he does not just manage or supervise his staff but he still personally works with them. Continue reading →

Manager and People Development

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Mr. Deny is the type of worker who has high sense of responsibility. In his position as Assistant FO Manager, he is able to divide his concentration to do several tasks at a time. Aside from handling major duties, he also likes teaching and giving technical training as he puts much concern on people development. He encourages his supervisors to teach the staff and give them opportunity to conduct technical training on regular basis. Mr. Deny sees his work as something enjoyable. Being one of the ex- back office staff, he has modified his personality characteristics to serve guests and supervise frontliners.

Mr. Deny has good analytical and conceptual skill. He enjoys the time developing training modules, and applying theories and ideas when teaching his staff as well as handling his daily tasks and problems. He is also highly concerned about the accuracy and completeness of data. He is systematic and makes sure that all documents are put on file in neat and orderly manner. He is creative in developing simple forms and work systems so that his staff can handle their tasks more efficiently. Continue reading →

Becoming An Effective Sales Manager

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Mr. Christian Mengko prefers to do things one at a time and sees it to completion. He said that when he works, he likes to do it perfectly, while on the other hand, he was modest in saying that he is not the best amongst the Banquet Sales Managers. Although he projects the hard worker image, his main objective is to see his job done just like the others. It appears that Mr. Christian is only maintaining and servicing existing clients, which he inherited from his successor and does not really exert extra effort in searching or identifying new clients. When probed, he was not able to mention new clients initiated by him. There is an indication that he is a bit bored in his current position and may just be working for the sake of working. Continue reading →

Team Spirit and Great Workplace

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Mr. Sean is a person who likes to finish his work done in a tidy manner. He is a self-starter who learned by doing and is open to new information. Mr. Sean likes to work one task at a time and likes to do things according to his work plan. He makes schedules and tries to put it into practice with his subordinates as a routine program. He is also responsible for what he does and does it till the end.

Actually, Mr. Sean never expected to be a chief. He just likes his work involving mechanical or engineering. He tries his best to finish his job, to maintain or repair the broken equipment. As a chief, he coordinates his crew by informing and by personally communicating the tasks clearly. He also gives examples if necessary. Mr. Sean wants to improve his crew to be more compatible and more competent regarding engineering matters. He always motivates and supports them through fair division of labour and responsibilities. He tells them to do what they can handle first and inform him should trouble arise. He also likes giving training to the crew once in a while. Continue reading →

Manpower Planning and People Development

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Mr. Sody has been working in Hotel Sun for 23 years in the steward division of the Food and Beverage department. He started as a member of steward staff and has been able to advance to become the current chief steward of the hotel. He earned the Employee of the Month award in 1980 and has been able to make developments in his career faster than anybody else in the hotel since then. According to him, unlike the regular career path for stewarding, he was able to skip one level and reached the next higher level of position earlier than normal. Specifically, this incident occurred when he was banquet steward where he was promoted to Supervisor Steward position. He believes that he was given such recognition because he was hard working and did not refuse taking the night shift when he was still a banquet staff member. Continue reading →