Human Resource Management in the Hospitality Industry

Running Head: MANAGEMENT PRINCIPLE 0
MANAGEMENT PRINCIPLE

MANAGEMENT PRINCIPLE 1
Table of Contents
Introduction................................................................................................................................2
HR- retention, compensation, training and benefits...................................................................2
Conclusion..................................................................................................................................5
References..................................................................................................................................6

MANAGEMENT PRINCIPLE 2
Introduction
Employees will always on the frontline of creating satisfying customers. With success
hanging on the quality of its employees, a hospitality organization requires of effective
human resource management. In any hotel, the brand ambassadors will be the employees who
directly deal with the customers. Their performance will be the main aspect, which makes the
business stand above and beyond its competitors. In respect with HR department, the best
way to gain the competitive edge is to recruit, develop and retain employees who are skilled,
knowledgeable, and liable in their work (Namasivayam, Miao & Zhao, 2007). The role of HR
does not stop at hiring, as they have to strive in keeping their employee's skills sharp with the
help of ongoing training, compensation and benefits.
HR- retention, compensation, training and benefits
Human resources are the various individuals in an organization who make up the
workplace and contribute to the business economy and economy (Beugelsdijk, 2008). In
addition, this charges the HR to fulfil their responsibilities relating to recruitment process,
compensating them, and training and motivate them to match their specific goals to the
organization vision.
Retention related to the extent to which an employer retains its employees. High
turnover of employers may lead to decease in the productivity, delivery of service, and spread
of organization knowledge (Nadiri & Tanova, 2010). The turnover of employees leads to
both direct and indirect costs. Direct cost relates to the leaving and replacement costs whereas
indirect cost occurs when there is a productivity loss, decreasing production levels and
unnecessary overtime of the other employees.
In a hotel, there are various ways for the employee attrition. For examples, differences
in the compensation packages, inferior facilities and tools, low growth opportunities and
recognition, poor training and supervision by the employer as well as less work-life balance
practices.