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Human resource management case study of all star hotel
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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
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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
Kusluvan, S., Kusluvan, Z., Ilhan, I., & Buyruk, L. (2010). The Human Dimension A Review of Human Resources Management Issues in the Tourism and Hospitality Industry. Cornell Hospitality Quarterly, 51(2), 171-214.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Accor Hotels is a multinational hotel group which owns, operates and franchises over 3700 in 92 countries representing several different brand names. The brands they represent range from budget, economy to five star accommodation. This hotel group is classed as a large organisation, they call their Human Resource department Talent and Culture this department consists of managers and staff who 's main focus is the Human Resource Management roles and responsibility. The Human Resource role and responsibility within the Accor company is the human resource manager as it a large business, this department supports business and running of the business. The human resource manager is responsible for employee engagement, employee relations, recruitment and selection, health and safety and legislation.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
For this assignment I have carried out a job study for the Hotel Management industry.
In this report I have also shared my personal thoughts on managing diversity and equality in the hospitality industry, future trends, and how these may influence the work environment and employee
As we know, the term ‘human resource management’ underlines a belief that people really make the difference, only people among other resources have the capacity to generate value. However, the human resource management is considered as the ‘Cinderella’ in the organization as its importance has not been discovered by the senior managers, in addition, it has to share responsibilities with line managers, sometimes it takes more work than it is expected. Actions should be taken to help the Cinderella find her glass shoes.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
Starbucks, begun as a single store as a roaster and retailer of whole bean and ground coffee, tea and spices in 1971 in Seattle, Washington. As of 29th September 2013, Starbucks has grown to more than 19,000 stores in over 60 countries with approximately 200,000 employees worldwide and $14.9 billion in revenues in fiscal 2013 (Starbucks, 2013; Starbucks, 2014). Starbucks is dedicated to inspiring and nurturing the human spirit. Committed to serving the finest coffee, creating an exceptional customer experience, and being a great place to work. Starbucks call and treat their employees as partners and honored to be acknowledged for their efforts (Starbucks, 2012). Fortune magazine has published a list of the 100 best companies in the United States every year since 1998, Starbucks is rewarded this award ever since the first year, only except the year of 2001(Hinkin & Tracey, 2010; Starbucks, 2012).
According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding
Recruitments are important in the hospitality industry. It is mean the recruitment can apply in lots of hospitality industry workplace. Such as, theme park, airline, cruise ship, shopping mall and hotels. For example, every hotel has human resource office. Human resource manager have response for recruiting employees. All of them know that a good employee can bring lots of benefit and make customers have a good impression. Good employee can give more hands to other stuffs to make them work easily. So the recruitment is the first step also is an important step in a successful hotel or other hospitality industry workplace. At the same time, for some people who want to find a job in the hospitality industry, they should to know how to prepare themselves for recruitment and they need to learn some skills of recruitment as well. In general, recruitment in the hospitality industry occupies a main position.
Due to mad rat race competition in organizations, they are inventing and enforcing new strategies in the market as well as within the company too. Hospitality industry faces several critical business challenges which in turn require organizations to build new capabilities in order to achieve targets. Some of main challenges are profitability through growth, Technology, skilled workers and employee’s motivation. Interestingly, Human resource department is playing a vital role in order to make these strategies effective and efficient. Before implementing the process, they need the important component which is analyzing the workflow and job desi...
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.