Challenges to the Human Resource Department in the Hospitality Industry

Running head: CHALLENGES TO THE HR IN THE HOSPITALITY INDUSTRY 1
Challenges to the Human Resource Department in the Hospitality Industry
NAME:
INSTITUTION:
COURSE:

CHALLENGES TO THE HUMAN RESOURCE IN THE HOSPITALITY INDUSTRY 2
CHALLENGES TO THE HUMAN RESOURCE IN HOSPITALITY INDUSTRY
Importance of HRM in organizations
Every staff has to personally contribute and again cooperatively to accomplish
companies’ mission. At the lowest stage, they must take part even in contributing towards
achieving the objective of the company. It is the responsibility of the HR to make sure things
are done the right way. In that case, the human resource must define the role of each
employee to help the smooth operation of the firm.
INTRODUCTION
In the midst of converting itself into a knowledge-based economy, the hospitality
industry believes that constructing a knowledge-based labour force is vital, particularly in the
hospitality sector. This is because hospitality accounts for one-third of the GDP and more
than 80 per cent of most nations' trades, and donates considerably towards the economic
growth of most nations.
As an effect of training and development of human resources in the hospitality sector
is dynamic in formulating a proficient and capable workforce with the skill to meet present
and future challenges by offering them with technical skills as well as critical intellectual
aptitudes. This is because the hospitality companies believe that investment in human capital
is crucial to the success of the company's economic growth. Though, notwithstanding the
support, inducements and creativities implemented for HR, the fact remains that glitches or
challenges to the operational management of HR can arise.
A practical indication from other developed and developing companies has
acknowledged significant challenges to the management of HR. Nevertheless, there is an
incomplete empirical suggestion of challenges in managing HR in most hospitality
companies. Consequently, the objective of this research is to scrutinize challenges to the

CHALLENGES TO THE HUMAN RESOURCE IN THE HOSPITALITY INDUSTRY 3
effective management of HR activities, mostly in hospitality firms. It is anticipated that the
results of this study will give HR experts a clear appreciation of the numerous challenges to
the effective management of HR. Henceforth, pertinent and applicable policies and measures
can be advanced and applied for the effective management of human resources.
Human resource training and improvement in hospitality firms is a serious feature of
the progress of a knowledge-workforce in the industry. The objective of this learning is to
scrutinize challenges to the operational management activities in hospitality firms such as
tourism industry (Henry, Butcher, Browne, Hinds & Jayawardena, 2004). In order to realize
these objectives, in-depth discussions were directed with HR management employees'
preparation and improvement, employing a purposive or critical sampling performance.
The research discovered major challenges to the effective organization. These
comprise of a shortage of intellectual experts to manage undertakings, coping with the
response for informed workers and nurturing learning and advance in the workplace. It is
hoped that the results of this research will provide HR experts with a clear understanding and
consciousness of the numerous encounters in managing effective training and growth. Hence,
pertinent and appropriate strategies and actions can be advanced and executed for an effective
HR management.
Main challenges faced by HR in Hospitality
The major challenges faced by the Human Resource in the Hospitality Industry are:
Managing Knowledge Workers
Managing Technological Challenges
Competence of HR Managers
Managing Change
Developing Leadership

CHALLENGES TO THE HUMAN RESOURCE IN THE HOSPITALITY INDUSTRY 4
A range of challenges are faced by hospitality establishments and HR authorities in
administration and executing effective HR, mainly in the climate of globalization, and the
new industrial revolution starts with the status of human capital in HR practice, their teaching
and technical preparation, and also their communication and language abilities (Mitchell,
1997). Human resources' learning and inspiration are also labelled as significant features of
effective HR practices. Nonetheless, their insufficiencies in assisting the effectiveness of HR
position a challenge to the growth, organization and operation of effective HR in hospitality
organizations. Additionally, the staff's changing demographics are also seen to have an
influence on HR practices, alongside the organization's HR approaches and investments in
HR (Zopiatis & Constanti, 2007).
Pertinent Factors HR NEED to Consider in Hospitality Industry
Human Capital in HR Practice
The dominant factor in HR is the human resources or the human capital in an
organization. They are seen as the motivating force for the accomplishment of most
hospitality organizations as a result of their abilities, aptitudes, information and knowledge.
Furthermore, it has been recommended that for the hospitality organizations to participate
effectively in a global economy, it is vital to hire satisfactorily educated and skilled workers
and offer them with lifelong education (Hayes & Ninemeier, 2009).
Nevertheless, these are some of the difficulties faced by companies and organizations
and seen as a limitation to the effective organization, preparation and growth of human
resources in global economies. In the explicit context of HR authorities, the literature has
shown that there is a lack of HR experts who are accomplished and knowledgeable systems
thinkers, and who have the capability to be able to cope with the vast and specialized function
of HR across organizations. For example, it was stated through previous research that the