HRM Challenges For Accommodation And Food Service
Discuss about the Effects of human resource management on hotel performance.
Human resource professionals play a significant role in developing the career of workers in every organization. They are responsible for recruiting, training and other development of the employees which have been recruited by them (Purce, 2014). Present report emphasizes the discussion relating to human resource management challenges relating to accommodation and food service. Further, the manner in which organization develops the career of the worker in order to enhance their personality as well as the existing level of skills. The report ends up with focusing on the variants which I have been focusing on the development of my career.
HR is facing many problems specifically in the hospitality industry, as workers are moving from one job to another due to the unsatisfied environment as well as payments made to them. Although job opportunities are available in the hospitality industry but workers are left jobless. The main challenges faced by accommodation and food service are as follows:
In spite of online rebellion, the hospitality sector is the industry under which direct communication between customer and staff takes place. The discussion will keep on continue that whether human interface will ultimately be overtaken, but in heart, retail is an association which pays attention to business, yet for pure-play online who still wants to connect customer service legislature to communicate with customers through online or phone (Reiche, Stahl, Mendenhall and Oddou, 2016). Thus, employees are not ready to compromise in every situation and adjust to the available environment. Due to the same reason, they are not able to coordinate with each other and thus not able to perform in the best way. This compels the requirement to consider, plan that how the business will stimulate the culture which is chosen by the company.
Giving the stress on things which is recognized above, under traditional places, there is an urgent need to reorganize the manner in which they use to perform, the manner in which relations takes place under place of work and also the rule or law that brunt’s it. This can be explained by taking an example of supply and delivery cuffs since there is need of changing the manner of providing service to a customer with a change in time (Kramar, 2014). In the present scenario, it is necessary that management should be cautious about maintaining the good relation among who delivers purchases to customers (Sheehan, 2014). Attaining this revolution in united negotiate environment is a major challenge in most of the workplaces that model which is created about a conventional adversarial connection among employer and employee. Flourishing companies nowadays implementing a complicated approach which includes guarantees employees are not only input for the business but are united through the business planned direction.
Coordination between employees
To fulfil the consequence of globalization and to harness the advantages of latest technical modifications it is important to make sure that the company has elasticity especially related to labours. A business which is elastic and adaptable needs equal HR support in order to make and apply modifications efficiently. Hence, we’ve stated above that to reduce the obstacles like preventive terms under enterprise harmony, efficient working is vital (Stone, Deadrick, Lukaszewski and Johnson, 2015). Similar to many employers, the hospitality industry has a record of agreements that fix the terms and conditions which might be crooked among market situations and requirements of the contemporary business. There are lots of methods the network, but after that also it is vital for the business to plan and organize care for the outlook to maximize the scenario for constructive change (Knies, Boselie, Gould-Williams and Vandenabeele, 2015). Thus, appropriate culture should exist in the Accommodation and Foodservice organization so that employees are able to provide to the best extent possible for them.
Under hospital industry, there are some HR practices which will be analytical of elevated executing companies. Human resource management practices are the prime ways through which company can spend for their staff. In order to improve human capital, there are certain ways which are stated by the Snell and Dean they are Selective staffing, training assessment and equitable incentives (Brewster, Mayrhofer and Morley, 2016). The same HRM practices comprise: Selective Staffing, Training, Equitable pay, Performance Appraisal. The specified practices will be followed by Accommodation and Food Service organization in order to develop existing workforce:
Understaffing one of most apparent means for firms to develop their human capital is by employing the individuals. In an ideal world, each and every employee includes regularly high levels of job performance (Brewster, Chung and Sparrow, 2016). From the time, humans cannot work as robots so there will be a significant disparity in productivity of every employee. Hull had established that in comparison to poor employees good employees perform twice work. Hence, benefits of utilizing a good selection technique look apparent. Selective staffing is imagined to be linked to alleged organizational performance into hospital industry.
Another way of through which company can develop human capital is training. In case if employees are not accessible “on the market” an organization can enhance the ability of employees in the house (Brewster, 2017). Through this increased level of ability would improve the level of human capital in the company and enhance effectiveness thus comprehensive training must result in increases in apparent performance.
Changing the place of work
For managerial or development function conventionally performance appraisals are carried out. Under hospital industry development element is considered as the one the most significant towards the human capital (Bratton and Gold, 2017). It is considered that administrator who allocates his time in giving a response, converse with their staff about the difficulties that they are facing and also recognizing the parts which need enhancement will boost employees target setting and future-oriented approach towards execution (Cascio, 2018). So speculations into performance appraisal are probably to raise the apparent executive performance.
As organization do savings for employees’ development even after that also they are not accomplishing the own the resultant human capital, it is suggested that hospitality industry device manner in order to make sure employees must perform in the company’s best concern (Armstrong and Taylor, 2014). For this wisdom company must keep in mind theories of management while employing compensation. Theory of Equity states how employees view causes of equity for joining the company, continue and generate output for the company (Brewster, Houldsworth, Sparrow and Vernon, 2016). There are two types of equity that are internal equity and external equity. External equity refers to level to which workforce of the company is compensated in contrast to the outer labour market. On the other hand, individual equity can be defined as the level to which staff of the company is remunerated according to their work. Hence outcome of equitable rewards are expected to superficial company performance.
The hospitality industries are facing difficulty in the relation to creating attention and preserving talent. According to me, skilled and trained workforce is essential in order to make sure the survival of company which can be received only if the company gets success for long period of time. This might be done by paying concentration towards how they can attract, retain and improves the career of capable individuals. However, I accessed that accurate employee’s result in superior customer services, and also lead to cost effectiveness where profits of the company are condensed. During my training period, I emphasized the changes which have been adopted by the organization and the manner in which management accepts the same. This assertion will assist me in future to encourage my workforce to accept the required changes. I focus on my personality development along with enhancement of knowledge required for various operation of the organization. As personality development is the main variant which can be excelled in best way during the training period. The reason behind same is that one gets information about the obstacles which senior executives face while managing as well as motivating other employees to provide the best they could. The execution of career development practices has been analyzed by me on continuing basis as a technique forward. For instance, I focus on policies through which staff can be encouraged are by job design and compensation and those that improve the skills of the market with a sense of importance towards the company. Some of the policies which company can use to attract and preserve skill for career development from company’s point of view consist of:
- Development program within the organization
- Providing mentoring opportunity
- Changing of Jobs
- Work –Shadowing
Training culture of the organization
Hence, frequently the high labour return rates act as an obstacle for the company to spend in employees, simply to drop them afterwards. I had recognized that human resource management must focus on three areas: people performance, flair services and work replica.
Conclusion And Recommendation
The above study concludes human resource management comprises clear progress prospects during staffing, offering training to old employees from outside the state. The same is done through outlining instructive institutions to align ability requirements and to obtain best from instruction. However, as a result, the lack of ability and difficulties of staffing and preserving skill individual for the hospitality industry looks not likely to be resolved in the future. Hence it is recommended to focus on optimistic gains that skilled employees fetch under place of work; any means to promote the procedure has to think about. The same can be done through providing appropriate training to the employees and providing them satisfied return along with the environment.
The main variants which is considered by each employee in order to sustain in an organization is payment and environment of the organization. Thus, Accommodation and Foodservice organization are recommended to focus on both of these variants in order to resolve the challenges relating to human resource management. Appropriate returns are necessary in order to bring out the best from employees or to motivate them to perform in the best manner (Al-Refaie, 2015). Further, organizations are required to focus on training provided to employees. As the more focus on the availability of expert will be provided the more appropriate results will be attained by the organization (Chelladurai and Kerwin, 2017). They are responsible primarily for the results which they get from their management. Thus, the prior focus should be made that they have not left any absence of any facility which might have resulted in enhancement of skills of employees.
References
Al-Refaie, A. (2015). Effects of human resource management on hotel performance using structural equation modeling. Computers in Human Behavior, 43, 293-303.
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.
Brewster, C. (2017). The integration of human resource management and corporate strategy. In Policy and practice in European human resource management (pp. 22-35). Routledge.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan Page Publishers.
Brewster, C., Mayrhofer, W., & Morley, M. (Eds.). (2016). New challenges for European resource management. Springer.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Chelladurai, P., & Kerwin, S. (2017). Human resource management in sport and recreation. Human Kinetics.
Knies, E., Boselie, P., Gould-Williams, J., & Vandenabeele, W. (2015). Special issue of International Journal of Human Resource Management: Strategic human resource management and public sector performance.
Kramar, R. (2014). Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management, 25(8), 1069-1089.
Purce, J. (2014). The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Reiche, B. S., Stahl, G. K., Mendenhall, M. E., & Oddou, G. R. (Eds.). (2016). Readings and cases in international human resource management. Taylor & Francis.
Sheehan, M. (2014). Human resource management and performance: Evidence from small and medium-sized firms. International Small Business Journal, 32(5), 545-570.
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.
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