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HR in Hospitality Industry

   

Added on  2020-10-22

12 Pages3602 Words272 Views
HR in hospitality industry

Table of Contents1.1 Purpose and role of HRM.................................................................................................12.1 Current state of employment relation...............................................................................62.2 Presenting how employment law affect HRM in hospitality industry.............................7REFERENCES..............................................................................................................................10

INTRODUCTIONThe success, survival and gaining a good competitive advantage over competitors of aservice industry business hugely depends on the effectiveness of their human resource, humanresource management and human resource planning strategy. Therefore, there is a great need forthe business to have an effective human resource management department either internal orexternal to the business. Service industry business involves the provisions of good and servicesto businesses or, and final consumers. Service industry businesses include nursing, teaching,foods services and hospitality etc. The hospitality industry is built around the relationshipbetween the guests who want a service and the hosts who provides the required services inexchange for money or any other agreed exchange terms. Hospitality industry include restaurants, hotels, travel provider, managed food services, tourismbusinesses, private clubs, etc. In an organisation, Human resources management (HRM) is amanagement process that establishes an integrated series of polices consistent with theorganisational strategy for ensuring a good working quality environment, employee’scommitment and better performance. 1.1 Purpose and role of HRMHuman resource management can be defined as all the practices, procedures and systemsimplemented to attract, develop, acquire and manage human resources to achieve the goals of anorganisation. Within the hospitality industry there exists huge organisations that deliver servicesto customers. As explained by Reynolds (2015) the three basic areas of the industry are food andbeverage, accommodation, tours and travel. Therefore, for the industry to function or to deliverthe appropriate services to the consumers it has to recruit people. This is HRM strategy, Forexample, Only Chefs a recruitment platform agency where employers for food and beveragespost jobs and trained chefs apply for them (Milner, 2016). HRM influences the perception of theorganisational climate, performance, employee’s productivity and organisation revenue. Thefollowing are some roles of the Human resource management within an organisation.Role: In hospitality sector, the HRM suggest the management team in order to managethe entire workforce. As this includes managing, recruiting and hiring employees and alsoprovide training sessions as well. Apart from this, they also maintain employee relation and keepengaged their employees so that they are more productive and creates positive impact upon1

business. It is the duty of HRM to keep adhering all the employment laws at the workplace andpromote a healthy and safe working area for their team. Purpose: HRM main purpose is to coordinate with the people within an organization inorder to achieve the defined goals of a company. Such that only HRM defines and implement theprocesses and some policy that is necessary to attract new employees. They also identify theneeds of their staff and then develop new strategy in order to satisfy their employee's needs.Performance appraisal is another purpose of HRM that helps to keep their employees hold withina business. Planning, Recruiting and selection of the employees:Planning is the most important part of human resource. An effective human resourceplanning involves transparent recruitment and selection of the right people in the right place withthe right skills. It involves awareness of the needs of the company through clearly stateobjectives and job specification and how to forecast the supply and demand of the availableservices. Milner([2016) the founder of ‘Only Chefs’ emphasises his unique approach torecruitment that involves chefs posting their profiles and employers contacting suitablecandidates directly. Also to gain full access to the chefs, employers and private operators have toregister on the site for a fee such that they can access great talent at competitive prices.An organization can be planned in better way on the basis of forecasting such that it candevelop innovations and new ideas that helps to leads a business towards success. Further, if HRof the firm have effective plan then they can easily attain the defined objectives and leads abusiness towards further level of success.Training and Development:After the selection of the right candidate is completed, the management arranges thedevelopment and settling in for the new employee into the organisation standard and businessprocedure. HRM arranges for the continued career development of the staff based on theenvironment the organisation is operating in. The HRM also continues with the monitoring andreviewing of the employee during the period of employment to ensure that the employeeperforms to the organisation’s overall objectives and in return, the organisations fulfils theemployee’s work objectives. Only chefs has over 1,000 registered chefs from trainee level toexecutive chefs thus showing progression in career. They also pride in focusing on quality ratherquantity which is a key point to development.2

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