17 Pages
4327 Words
Introduction - MGBBT2: Human Resource Management in Tourism Industry
Human resource management (HRM) is the concept of deploy, hire, recruit as well as control employees of an association. This is often refer as a company’s human resource department, that is accountable for offering, putting into consideration as well as looking policies for workers as well as maintain relationship with employees. Company’s human resource is referred as an important assets and their objective is to make efficient use of staff while analysing maximum returns (Bratton et al, 2021). Companies use human resource management to automate activities as well as strategic areas. This firm’s gains gain access to useful tools and techniques to enhance the hiring procedure. With efficient human resources companies can attract talent as well as allow to take well-informed decisions regarding hiring.
The essay will critically demonstrate evaluation of theories, models as well as concepts used within human resource management. They key features of the essay will highlight on practices as well as principles related to staffing workforce and their development within tourism industry. The essay will emphasize on providing the significance of HR management within the framework of strategies and practices (Pattanayak, 2020). This will evaluate the performance of organizations specially focusing on tourism industry and providing relevant real life examples. The main area of the essay will highlight on awareness of present challenges faced by tourism industry in human resource management within business operations. This will also provide use of HRM practices within the organization to increase their performance in long term and provide opportunities for employees to enhance their skills and knowledge.
MAIN BODY
Key HRM Practices for Tourism Industry Success
The roles and function of HRM are to enhance the value of employee retention rate, firm’s objectives and manage talent within organizations. Human resource helps to plan for company’s future requirements. The company’s HR department works with various areas such as employee development, data management and various other areas. HR role is to design job that involve the process of analyzing responsibilities, duties as well as operations of job (Strohmeier, 2020). This also involves skill, qualification and work experience of individual while recruiting. However, there is range of legal obligations within human resource management. The major purpose of HR management is to improve a company’s productivity by enhancing the efficiency of its staff. Performance management is a significant function of human resource administration. It offers an atmosphere where workers are promotes to produce high quality of work.
Human resource management has faced range of changes in the past few years which involve development, application as well as role in success. Leaders have tough time in handling HR within the 21st century because of factors including technological advancement, globalization and increase in competition. In 21st century, strategic HRM remain the major component of attaining companies’ success (Boxall and Purcell, 2022). This has contributed to the growth of improved strategies for retaining as well as attracting individuals within business. The major goals of HRM are to make sure that there is enhancement in return on investment and sales with building an efficient workforce. The firms HR department should put into practice various effective strategies to meet the requirements of employees. The company maintaining proper management of staff welfare assist them to attract skilled people within business and helps to gain competitive advantages.
For instance, Hilton and tourism and Hospitality Company’s Human resource manager acts as a guide that directs the workers in the critical times. The major factor of the company is to increase employees’ morale rather than mentoring. Company’s HR departments believe that lower morale within employees can lead to poor performance as well as will eventually reduce brand reputation of Hilton. Human resource management in Hilton is to manage staff and labour relations (Collings et al, 2021). The function of HR in Hilton is to train, develop employees and train them to ensure that they offer quality services to visitors (Hilton management team, 2023). Proper human resource management at Hilton make sure that initiatives for employees’ development and engagement are formed to increase morale as well as overall productivity of employees.
Human resources role is changing as well as evolving rapidly that is putting drastic impact on employees experience as well as the future of companies. HR is most crucial in assisting tourism companies to move within fully viral atmosphere. Human resource employees are now expected to evaluate their importance through keeping the firm as well as their staff safe from possible lawsuits that can result in workplace accomplishments’. Companies nowadays have seen major change on strategic techniques and are becoming more employees centric. The companies aim to enhance staff engagement so that they can pull skilled and qualifies staff and retain their trained workers (Mousa and Othman, 2020). The human resource staffs plays a crucial role in company’s decision making process as well as strategic planning process.
Human resource practices plays important role in building critical firm capabilities, improving employee contentment as well as enhancing customer as well as stakeholders satisfaction. Better human resource management practices improve the work efficiency and effectiveness of organization. They progress internal activities of the companies to handle present challenges faced by them (Carnevale and Hatak, 2020). Positive human resource practices support the satisfaction as well as well being of the staff of company. The companies with right human resource practices can offer a sustainable to handle internal performance as well as to face external challenges.
Resource based view theory provides companies to accomplish sustainable competitive gains using their human resource. The theory suggests that human resources are valuable, rare, nonsubstitutable and imitate. These resources help the firms to offer the basis to grow companies’ capabilities that can direct to excellent performance in long term. Valuable human resources aids in enhancing the companies effectiveness and opportunities by mitigating threats. For instance, Horizon travel UK’s leading tourism company have efficient human resource within their business operations that works efficiently to increase their performance. Rare resources are not held by any other competitive firms.
Human resource value chain is the well known model which includes daily activities of HR such as training, recruitment, compensation and succession planning. These functions are measured using human resource metric (Davidescu et al, 2020). They achieve goals using training, recruiting and compensating. These goals include motivation, employee satisfaction as well as retention.
In 21st century the expansion of human resource is very much essential than ever. Workers can offer a competitive benefit to the firm using skills and talent of staff. The human resource roles and functions assist managers and leaders to use these assets through employee development, appropriate use of rewards, strategic hiring as well as assist in handling the continuous changes and modification that company go through. Human resource assists the companies in various manner including enhancing employees productivity as well as preparation of change (Ahammad et al, 2020). 21st century human resource techniques have assisted many companies to build staff commitment as well as morale to implement strategic decision making with the firm.
Tourism sector is connecting their human resource management function to the company’s strategies. Strategy refers to how the firm can decide on products and services to sell and reach its objectives and mission in the marketplace. These traits constraints the company’s technology as well as structure that have an impact on specific skills, abilities and knowledge those workers requires to perform within their roles. For instance, Carlson Rezidor completes by making their products as well as services very uniquely form their competitors. This is very crucial for human resource to focus hiring and selecting staff with skills and innovation. The firm has large research and development staff that compete by lower cost (Infante and Darmawan, 2022). Although HRM in 21st century is very vital for the strategic missions of the companies, conventionally the role of HRM was limited. Study suggests that many companies are recognizing the effect that human resource management have the bottom line strategic objectives of the firm. Human resource department is now the main key corporate division with most companies as well as the mangers who are in responsibility of this group are keen in revenues.
Strategic Recruitment and Selection Practices in the Tourism Industry
Recruitment is a major responsibility of the HR department within firm, while HR works in a variety of areas including employee development, data management, engagement, statutory observance and various other key areas that focus for human resource to select, attract as well as onboarding suitable candidates for the company. Recruitment is the procedure of attract skilled candidates for the role as well as selection within the procedure of recognizing as well as select the appropriate candidate for the role. There is an essential role of each employee within the growth of the company (Cooke et al, 2022). The will be huge impact of company by selecting wrong candidates and can harm their reputation in long term. Recruitment is not only functional activity but it is a strategic activity for the company. For instance, the right procedure reflects on Starwood, tourism company where professionalism as well as portrays the company’s maturity within attracting as well as hiring the talent employees. An efficient procedure assist in forming of the talent pool within a proactive way that helps in meeting the long as well as medium term goals of the company (Greer, 2021). Recruiting includes various stakeholders including senior level staff within an organization and can expense a lot within terms of money along with time. Hence a firm needs to make sure that the procedure is well defined and also optimize to meet the requirements of all the shareholders connected with the business.
Direct hire appointment is when a third party present an individual for deliberation to an end user customer. Once hired, the individual can start employment of the payroll of the end-user clientele as well as usually engage a full instance positions. This offers an evaluation period before a direct hire placements as well as provisional hiring survive for limited period’s obligation. Direct recruiting provides range of advantages such as new hires have a great sagacity of accountability towards the firms. This helps the firm to contribute in greater longevity as well as high productivity (Armstrong and Taylor, 2020). This also benefits the firms to hire more candidates who are attracted to direct hire roles. Direct hires also fully integrate within the firm and into their roles as well as staff. This can result in more loyal as well as committed staff which can reduce the turnover. The major drawback of direct placement is high cost in staffing the talent candidate towards the company. These employees’ joins company’s payroll without delay such as insurance plan, retirement plan as well as various other perks that can cost the company.
For example, employees referrals are a way for Festicket, a tourism company to find qualifies staff by promoting the networks of their present staff. When staffs refer a friend or a family member for a role at the Festicket, they are typically provided a financial benefit for doing so (Adikaram et al, 2021). The major advantage of employee referral is that enhance the probability of finding a better applicant as well as workforce hired by referrals be inclined to continue with the firm long. These programs also save lot of time of the company. The major drawback of employee referrals is that there is the lack of diversity within the staff and limits the pool of talent within the organization.
To ensure demand availability of talent staff within company recruitment, section and induction are significant and continuous process with a human resource department. Modern human resource is a long way from the days of staff management. Selection is the procedure of indentifying a candidate from a pool of employment applications formed during recruitment process with competencies as well as qualifications to fill jobs with the firms. This is a human resource procedure that assists variations among unqualified and qualified applicants through applying various strategies, the term selection come with the connation of placing the appropriate person in the suitable role. This process includes various strategies to assist recruiters to decide which applicant is best for the role (Priyashantha et al, 2022). Screening is a first step this includes telephonic interview, case solving, pre-selection assignment as well as group discussions. Interviewing is the most used method within selection process. This allows both candidate and selector to understand each other and conclude with final decision. Background check is the next step that verifies applicant personal along with professional details and background. This is done to make sure that all the applicants have a better historical record that can impact their performance within the company. Most of the companies before offering job letter conduct a medical test to take data about their medical condition. The aim of test is to make sure that candidate does not have any serious illness that can have impact on his performance.
For instance, British Airways travel and Tourism Company allows interested candidate from inside and outside of the company to apply for role, this includes detailed requirement and information (Pham et al, 2020). Then British Airways collect information about professional and personal data to make it convenient to compare and analyze candidates.
Key HR Functions: Induction, Human Resource Planning, Performance Management, and Talent Management
Induction is an essential element of recruitment, induction and selection process. The induction program is the procedure used by various firms to welcome new staff to the association as well as plan them for their new job. The training includes development of realistic and hypothetical skills to get together the communication requirements that exist amongst the new candidate with firm. On the basis of level of candidate recruited as well as the needs of particular talent, these programs differ from company and role (Chaudhary, 2020). Induction is an onboarding procedure that assists the staff resolve along well within the company. This makes sure that fast accessibility of performance of staff. Induction makes the onboarding procedure smoother as well as lower the chance of early leaving problems. These programs make sure that new staff joins their duty fully sorted and informed. This assist in high productivity levels within the organization. The new employees are provided details instruction regarding the company’s behaviour and its culture (Kutieshat and Farmanesh, 2022). There is a less chance of any argument when the staffs arrive at their shop floor. New staff gets a probability to be bring in to their managers, leaders, peers as well as other member of group. This also helps staff for establishing better communication with various departments. This assist in forming the new staff well engaged with overall atmosphere of the firm.
Human resource planning is an ongoing process for systematic plan to accomplish optimizes use of a company’s most valuable assets that is human resource and other staff. This planning make sure that it best fits among employees as well as job while minimizing manpower surplus or shortage. The process of human resource planning includes analyzing labour demands, forecasting present labour, balance project labour needs and also support company’s goals and objectives (Chelladurai and Kim, 2022). This planning is a significant investment for companies as it facilitates to remain both profitable as well as productive. For instance, Human resource planning allows Golfbreaks UK, a tourism company to plan in advance so that they can keep a steady supply of talent workforce. This procedure is also used to assist Golfbreaks to evaluate their requirements as well as to plan ahead to meet those requirements and demands. The planning requires being flexible enough to meet short term staffing issues while implementing to change conditions within the business atmosphere over the long period of time. Human resource planning starts by analyzing and auditing the present capacity of HR in an organization.
Performance management is a communication based procedure among managers and staff to plan, review and monitor the staff performance, gaols, objectives, tasks as well as overall contribution towards the company. This helps the companies to boost their accomplishment and also keep a competitive advantage. The major goal of performance management is to analyze an atmosphere in which teams as well as people take benefit from their growth. Performance management is connected with analyzing people gaols under business atmosphere and also make sure each staff works to accomplish the objectives (Nankervis et al, 2022). Component of performance management includes performance planning to determine employees’ objectives as well as major performance that can be analyzed with the performance budget over time. The budget is prepared after the mutual agreement among leaders and staff members. Another component is performance appraisals and reviews. This requires active connection from both appraiser and employees to analyze the root reasons for the gap in performance. The performance management strategy places high importance on counselling as well as feedbacks.
Talent management is a strategic as well as organized approach to attract, retain and develop top talent within an organization. A better talent management approach links with employees’ engagement as well as development within company’s outcomes. Talent management is the procedure of gathering staff requirements at each stage of their life cycle with the organization (Stahl et al, 2020). This includes compensation, recruitment, community connection, employee engagement, company structure, culture, succession planning and training and development.
Strategic Human Resource Practices for Enhancing Employee Relations, Career Development, and Retention in the Tourism Industry
Career management is the procedure of investing assets to gain future career objective and gaols. This is an ongoing procedure that facilitates candidates to adapt changing needs of the firm. Many companies support staff within career management particularly in their career development objectives that links with the firm’s objectives. Advantage of career management facilitates resourcing as well as redeployment throughout industrial and organizational changes. Career management assist to accomplish the intrinsic requirements and personal objectives by assisting and recognizing work in managing career (Zavyalova et al, 2022). This also provides control and empowerment individuals for career choices in future.
Nowadays in an ever changing as well as dynamic business atmosphere, maintaining positive, mutual trust relations among employees as well as employers has become more crucial. As companies continue to grow as well as adapt to the changing environment, it has been crucial to foster and prioritize strong employee relations. The major element that offers to maintain healthy relations with staff include fair treatment, effective communication as well as opportunity for development and growth. These issues include conflicts with team, managers, leaders and unfair treatment, lack of communication, job insecurity and many more (Nguyen et al, 2020). A range of policies, activities and practices that effect the overall work atmosphere as well as the connection among employees and managers is established within human resource function. This involves maintaining and overseeing workforce relations by boost job satisfaction, employee engagement and effectiveness by encouraging a positive brand image and reputation.
An activity including employee communication, grievance handling, workplace health and safety, performance management as well as various other benefits falls within employee relationship management. An efficient employee relation programs encourage transparency, fairness, trust and open communication. This assists organization to mitigate disputes, frictions as well as deadlocks between employees and supervisors of the firm to build up a supportive and helping culture at a workplace and increase efficiency (Mahapatro, 2021). For instance, Jet2holidays UK’s largest tour operator company manages positive relationship with employees. Positive employee relations assist firm in improving employee engagement as well as retention rates that reduce costs of replacement. When staff feels values as well as support they are more motivated as well as dedicated to their responsibility that lead to high job satisfaction.
Effective management of relations among employers as well as employees assist companies to get better performance and productivity by forming a positive work atmosphere where staff feels unavailable, support and stimulated to accomplish their performance. The company when respect workforce lead to boost morale that boosts their efficiency and performance. Sustain better relationship with staff and managers can assist company to comply with employment laws and government rules and regulations. Firms can mitigate the risk of penalties and legal disagreement by offering indiscrimination, fair and stable behaviour with all staff members (Hamouche, 2023). Employee relationships can support a strong employer brand as well as reputation. A firm that treats and values it staff is more likely to get a pleasing place of work. When staff provides positive feedbacks within tourism industry that can work superior for their brand reputation as well as to put up a strong relations.
For example, Tui Grouptravel Plc, a leading tourism company foster an atmosphere of trust, open communication and collaborations. The company’s employee relations help in encouraging innovation, ingenuity as well as creativity within the business. Workers feel comfortable sharing their views as well as perspective to be more probable to the company’s success. An indiscriminative and inclusive work culture brings new perspective and thoughts that convert workers into innovative and creative (Chowdhury et al, 2023). For example: TUI investing in employee relation is essential for forming productive as well as positive work environment and also to build good culture.
Learning and development is an ongoing procedure of boosting the professional growth of all employees. This involve analyzing the talent gaps with the business as well as designing training initiatives that motivate employees with particular knowledge and skills that drive better performance. The firm can offer training courses, mentorship, online learning and development functions to their staff. The company also accomplish success by engaging the behaviour of people, sharing knowledge as well as cultivate attitude that assist staff performance better. Learning and development tends to concentrate on upskilling staff so that they can handle new role within an organization and better perform their roles (Stone et al, 2023). Training also provides staff to develop new skills that advance them for essential promotions with the organization. This allows companies to nurture, acquire, retain and maximize talent. This also boosts employee satisfaction, reduce turnover and enhance staff experience within organization.
Knowledge management is the procedure by which companies collects, analyze and share its experience and knowledge. This includes training documents, technical resources, people skills and asked questions. This also includes data mining to push data to users to make it assessable (Dessler, 2020). This plan includes a feedback of business goals as well as to address the requirements of the company. This offers a place for individuals to put information they have obtain over period, avoid a company for trailing that data when persons leave the organization.
Employee retention concludes as a company’s capability to keep up its staff for an extended period of life. This is a significant part of HRM as well as organizational performance. Staff retention is more than keeping workers onboard but it should also include an environment in which workers feel engaged, motivated as well as satisfied with their roles and helps company to accomplish its vision and mission. Employee retention is an important aspect within an organizational performance (CIPD, 2023). However, employee turnover can be quite costly as resources as well as time are required for onboarding, training and recruiting new employees within company. Companies can lower these expenses as well as utilize resource more successfully by retaining people. Employees gain competence as well as extensive knowledge in their role within long term (Wickramasinghe and Wickramasinghe, 2020). This experience is helpful for handling challenges in maintain high quality norms and offering to the development to the development of the firm. Workers that are retained are more probable to regular providing high quality workers. Consistency is crucial for companies where clients expect continuous level of service quality particularly within tourism industry. For instance, in Hilton workers with more information are more efficient and dynamic. They are also known with the procedures of the trade as well as can function more resourcefully by contributing to more competence and enhanced outcomes.
Conclusion
Human resource management within 21st century includes staff working in group and also involving in decision making procedure. This concept it more focusing on adding the worth of staff by motivating and promoting their skills, abilities, competences as well as job experience. The major challenges faced by the companies with new business atmosphere are the requirement to remain successful and competitive within the market. The company by making good workplace atmosphere can helps employees to give their best outcome and enhance their performance. Accomplishing productivity is extremely crucial for tourism industry for the success of human resource within 21st century. The companies should use various tools and technologies to increase the productivity of their employees that helps them in gaining competitive edge. Technological advancement helps the companies to implement effectiveness and success of the workforce. Company’s HR should have necessary skills and talent for the efficiency to use technology. They should train their staff by investing in various training and development programs that will encourage and motivate them to do their best.
REFERENCES
Books and Journals
- Adikaram, A.S., Naotunna, N.P.G.S.I. and Priyankara, H.P.R., 2021. Battling COVID-19 with human resource management bundling. Employee Relations: The International Journal, 43(6), pp.1269-1289.
- Ahammad, M.F., Glaister, K.W. and Gomes, E., 2020. Strategic agility and human resource management. Human Resource Management Review, 30(1), p.100700.
- Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
- Boxall, P. and Purcell, J., 2022. Strategy and human resource management. Bloomsbury Publishing.
- Bratton, J., Gold, J., Bratton, A. and Steele, L., 2021. Human resource management. Bloomsbury Publishing.
- Carnevale, J.B. and Hatak, I., 2020. Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of business research, 116, pp.183-187.
- Chaudhary, R., 2020. Green human resource management and employee green behavior: an empirical analysis. Corporate Social Responsibility and Environmental Management, 27(2), pp.630-641.
- Chelladurai, P. and Kim, A.C.H., 2022. Human resource management in sport and recreation. Human kinetics.
- Chowdhury, S., Dey, P., Joel-Edgar, S., Bhattacharya, S., Rodriguez-Espindola, O., Abadie, A. and Truong, L., 2023. Unlocking the value of artificial intelligence in human resource management through AI capability framework. Human Resource Management Review, 33(1), p.100899.
