Human Resource Management in Hospitality Assignment Sample

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Introduction Of Human Resource Management in Hospitality Assignment

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Human Resource Management plays an integral part in the success as well as the failure of the business organization in the hospitality industry. In general, HRM refers to the people management for accomplishing desired behavior as well as the performance that can aid in enhancing the overall effectiveness of the business organization (Al-Swidi, Gelaidan and Saleh, 2021). Human Resource Management is also a function that is accountable for helping the manager in recruiting, planning, selecting, training, and developing, while also maintaining the overall performance and productivity of the human resources of the business organization.

In addition to that, Human Resource Management also aid in empowering the employees or the workforce of the business organization in the hospitality industry by giving them quality opportunities for skill development (Ngoc Su et al., 2021). Talent management and workforce planning are among the crucial components of Human Resource Management which can improve the overall performance of the business organization.

Why Resourcing and Talent Management is Critical?

Any business organization conducting business in a competitive industry like the hospitality industry put a huge emphasis on increasing the productivity of the human workforce while also generating healthy profits in the procedure. Employees are the most important and vital component of a business organization. As per Wilkinson et al. (2019); Storey et al. (2019), there is a rising need for the business organization to engage in innovation as well as learning that can empower the human resources and it can also provide a quality competitive advantage in the competitive hospitality industry.

According to Taylor (2018); Collings et al. (2018); Caligiuri et al. (2020); McDonnell et al. (2017) regardless of the scale, sector, and structure of the business organization, the talent management as well as the resourcing are among the vital components of Human Resource Management. Many businesses believe that there is a strong need of linking talent management with the goals and objectives of the business organization in order to succeed. As per Chubb and Phillips (2008), approaches to talent management are vital and important and there must be a link between the talent management purpose and the overall strategy of the business organization. This can aid the business organization to maintain the employees or human resources effectively and efficiently, it is also vital for recognising the suitable talent to be recruited for accomplishing the various goals and objectives.

For example, Ryanair increased and created the value of the human resources by focusing on the speed of the turnaround hence, the ground staff are the most valuable employees for Ryanair even though it is not the highest-paid job (Pickard, 2007). These types of jobs are very vital to gaining a competitive advantage over other companies.

After effectively acquiring, the most important role of talent management is to use effective retention strategies which can help the business organization in its future endeavour or mission. Providing effective training and development, and growth opportunities to the employees or the workforce can help the business organization retain the employees, especially the employees or the workforce that are skilled and valuable for increasing the success probability of the business organization. Talent management activities must be created and conducted in harmony with the organization’s aspirations which means the internal system and the procedure including the common beliefs and being able to recognise any type of mismatch between the talent and the business organization’s vision (Powell, Lubitsh, 2007).

What is Workforce Planning

According to the suggestion of the Chartered Institute of Personnel and Development (2012), planning is among the vital tools that can help the rapidly changing economy that can develop the adequate capacity for adapting to new emerging opportunities as well as trends. The revival of the planning interests is linked with the distribution because of the upskilling of the employees, as well as the recession. In the problematic times, it is very essential that the employers are having the right quantity as well as the right quality whenever the need arises and in these types of problematic circumstances, the planning is critically vital and important (Taylor et al. 2008).

One of the suitable examples of Workforce planning will be how National Health Services is implementing workforce planning to improve overall productivity and profitability. In the National Health Service, workforce planning is an important means for attaining a workforce that is competitive and suitable for providing effective delivery of the service while also maintaining quality (Brady, Edmondson and Murray, 2019). Workforce planning is not a “homogenous activity” and workforce planning can be utilized at the different levels; it can be utilized at the national level as well as the international level.

The demand for the workforce or the employees is immensely influenced by the objectives as well as the different strategies of the business organization (Arasanmi and Krishna, 2019). The supply of the individuals is estimated from the existing employees through conducting the conclusion regarding the estimated number of people that are going to leave, promotions as well as the recruitment.

Workforce planning also involves the critical component which is the “workforce forecasting” which enables the business organization around the world to make flexible changes in terms of having the right talent for the right job efficiently and effectively (Pepler and Martell, 2019). It can be observed that the problem behind workforce forecasting is that it helps the business organization in making decisions related to the workforce by basing on the past experiences of the businesses that might not be “repeated” for forecasting the future needs.

For example; Many businesses engaged in the decision making regarding retaining the employees or the workforce, especially the employees that are skilled and valuable for the business organization during the time of recession and various uncertainties that were taken due to the Brexit that took place from the year of 2016 – 2020 (Marchington et al., 2020). The problem was very critical since retaining the workforce on “reduced hours” can lead to the situation where the business organization can be required to recruit again in the future where the demand might overtake the suitable labour supply.

The core steps of the effective planning procedure of the workforce as per the website of the Chartered Institute of Personnel and Development; understanding the business organization and its business environment, analysing the current as well as the potential workforce, determining the future needs of the workforce, recognising the gaps in workforce management against the “future needs”, different actions for addressing the shortages, skill mismatch, at last, the monitoring and the evaluation of the actions (CIPD, 2020).

Definition of Job in HRM

A job refers to the series of accountabilities, tasks, as well as roles of the workforce and these, are needed to be followed when the allotment of assignment to the individuals or the employees that are working in the business organization (Newton et al., 2020). There are various roles and responsibilities that many employees working in the business organization follow in order to progress their careers and contribute to accomplishing the different objectives as well as the goals. The job can have different nature in which the involvement of different operations can be recognised, for instance; there is the role of project managers, project engineers, project coordinators and so on.

A job is also including the different pay scales for the employees or the workforce depending on their skill types and capabilities. A job can be a full-time as well as a part-time basis. An individual must learn many skills and make him/her capable enough for various job opportunities. For getting the job of a project manager, there is necessary of having a certification from an educational university and there are certain skills that are mandatory to become a project manager such as quality control and risk management, leadership, communication skills etc (Sang et al., 2018).

Exploring an issue in the international hospitality industry that is relevant to human resource managers and the suggestion is also important for dealing with the issue

Retaining Skilled Employees

The industry of “Global Travel and Tourism” has already contributed around $2.9 trillion to the Global Gross Domestic Production (Abbas et al., 2021). In the hospitality industry, employment was at its peak but due to the pandemic or after the arrival of the deadly virus “Covid-19” has affected the overall employment scenario. Many businesses in the hospitality industry are facing many difficulties in retaining the skilled and prized employees or the workforce in the business organization due to difficulty in sustaining the business effectively and efficiently. The hotels in the United States have lost around $46 billion and 4.8 million jobs that come under the hospitality are lost (Shapoval et al., 2021).

There is no denying the fact that holding or retaining valuable employees that are getting effective training and development is very significant for carrying the business operations effectively and efficiently while also generating huge profits. The hotels around the world are not able to hold retained skilled employees or the workforce because of the losses that are creating some major difficulties in terms of conducting the business operations (Akgunduz and Gürel, 2019). The hotels are engaging in cutting the pay of the employees including the employees or the workforce that are part of the senior management, and members of the board. The restrictions from the Covid-19 such lockdown regulations implemented by the governments of various countries (Soehardi, 2020). The lockdown restriction contributed to reducing the travelling of people to different countries around the world.

One of the examples is the Hyatt Hotel which is an American multinational hospitality company which also engaged in cutting the salary by a large margin and laid off around 1,300 workforce that also include many valuable employees such as senior management, and members of the board (Reuters, 2020). These types of decisions are being made by many other hotels in the hospitality industry as well because of difficulties in sustaining the business in the longer run.

However, these problem holds greater importance and there is a requirement for hotels around the world in retaining employees or the workforce including the employees that are valuable and skilled. Various hotels can engage in using effective communication means to connect with the employees and even if the hotel has to fire the employees, they must ensure that they can get that employee back when everything returns to normal. For that, the employees that are being laid off must be getting some type of compensation payment which will affect the business in terms of profitability but it can provide advantages to the hotels in the longer run conducting business in this hospitality industry.

Evaluation of the impact of the practice of HRM that is being utilized in the Hospitality Industry from the international perspective.

Flexible Working

There is no denying the fact that flexible working is one of the Human Resource Management practices that is going to become the future of the hospitality industry (Sharma and Gursoy, 2018). As discussed, the workforce or the employees are among the vital stakeholders that are accountable for the development as well the formation of the business’ social capital and human capital and these are also among the important source of the support as well as the knowledge that can play a big role in enhancing and improving the overall business.

The “labour market” is actively and persistently evolving and changing, the employees’ roles are very important and the ability to choose working hours as per the convenience of the workforce can empower the workforce or the employees and it can even motivate them and the employees will spend a long time doing the job (Davidescu et al., 2020). In these recent times, it can be identified that the whole work culture is transforming and it is also contributing to increasing the autonomy of the employee, rising participation of the employees in the time of decision making, rising focus on innovative and creative thinking and ideas are evident in the business environment.

Flexible Working is gradually becoming the new normal and it can be recognised being the most impactful human resource practice. Premier Inn is one of the hotels that also conduct business in other countries in the world in the hospitality industry. It can be recognised that the hotel has also adopted the impactful human resource practice which is flexible working. Premier Inn is offering a hybrid working to all the employees working in the business organization. Hybrid working is enabling the individual to maintain an effective balance between work and life efficiently with the help of the hybrid working (Premier Inn, n.d.).

Furthermore, the Hilton Hotel is an American company engaged in providing flexible means of working to the employees in the branches of Hilton India (Chaturvedi, 2016). The hotel has introduced 5 days a week, and an option for flexible working for maintaining the work and life balance. From these international perspectives, the

How the above HRM Practice Can Improve the Business Organization in the Hospitality Industry

Flexible working practices are among the essential human resources practices that can help the various business organizations that are operating the business in this competitive hospitality industry. Flexible working aid the employees or the workforce to maintain a balance between the life and the work more efficiently as compared to the people or the employees that cannot switch to the flexible work in an emergency time such as during the pandemic when there were so many restrictions like Lockdown constraints which prevented people to go to work and hospitality industry requires the physical presence of the employees and the employees or the workforce has to attend the hotel for serving the customer effectively (Rahman, Kistyanto and Surjanti, 2020). The flexible working contributed immensely to the employees since it enabled the employees to choose their preferred time of working as per their convenience.

The flexible working is not just only providing the convenience to the employees but it can also help many hotels in the hospitality industry to retain their skilled and valuable employees or the workforce including the employees working in higher positions such as people working in the senior management positions, the individuals that are members of the board (Sharma and Gursoy, 2018). In addition to that, it can also increase the overall productivity as well as the profitability of the various hotels in the hospitality industry.

Hyatt Hotel is one of the hotels that has launched a programme named “Work from Hyatt” in which the travellers from various parts of the world can book a room for the business meetings, and travellers can make use of the private room for their personal use and furthermore, they can also extend the time of staying at the hotel conveniently (Hyatt Corporation, 2020). This is one of the examples that shows how the hybrid working and the remote working are unlocking the various means of working from the hotel efficiently and effectively.

Conclusion

It can be concluded that Human Resource Management and Resourcing, as well as recruitment, are among the essential means of improving the overall organization in the hospitality industry. Talent management aids in managing the talent effectively and efficiently and it also helps in retaining the workforce while also providing the essential growth opportunities and keeping them motivated as well. There is no denying the fact that the hospitality industry is changing and evolving and flexible working or hybrid working is going to become the new normal since it can benefit the business organization as well as empower the employees working in the hospitality industry.

References

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