Analysis Of Human Resource Management In The Hospitality Industry

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2.2 Human Resource Management (HRM) This paragraph will be discussing human resource management within the hospitality industry. Nickson (2013) and Torrington et al. (2011) are two of the key authors in human resource, their views have been widely adapted by different studies within this field. Nickson (2013) suggests that human resource management (HRM) is not easy to define, there is no common agreement on what HRM means and there is no single definition that will adequately describe the potential complexity of the topics. It is somewhat subjective and may be interpreted differently depending on what position the people are in (Nickson, 2013).Torrington et al. (2011, p.25) described Human resource management as the basis of all management…show more content…
The hospitality industry has been confirmed as the UK’s fourth largest industry, with 2.92 million direct employments with an additional 775,000 indirect employments totalling over 4.6 million jobs (British hospitality association, 2015). Hospitality is commonly regarded as having high staff turnover, low entry barrier and being an employee focused industry. According to the survey of the British hospitality association(2015) nearly half of the companies show their staff turnover being 21%+, 31% of respondents stated their staff turnover between 11-20%, and only about 23% of the companies reported a staff turnover between 0- 10%. This is extremely high compared to any other industry (UK average labour turnover is 10.6% in 2013 (Xperthr, 2013). From the figures it can be argued that the key challenge for most of hospitality companies is to minimise staff turnover without affecting their service and products (Xperthr, 2013). According to British hospitality association report (2015) the hospitality industry has been at the forefront of the economic recovery over the past five years, creating jobs in every region of the country for people of all ages and skill level. It is the second largest industry that contributes to new jobs during 2010-2014. The quantity of hospitality jobs is unquestionable, however Nickson (2013) has a pessimistic view of the jobs hospitality produced, and also with the workforce category those jobs attract such as woman in hospitality. Nickson(2013, p.2) stated “organisations in the tourism and hospitality industry are facing real challenges in recruiting, developing and maintaining a committed, competent, well managed and well-motivated workforce, which is focused on offering a high quality ‘product’ to the increasingly demanding and discerning
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