Critical Analysis of Role of HR in Hotel

RUNNING HEAD: HRM
Critical Analysis of Role of HR in Hotel Industry
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1HRM
Introduction:
Over the years, there have been significant changes in the field of Human Resources
Management (HRM). In the past, HRM was considered to be a trivial policing function focusing
on the custodianship of procedures and policies, but now it has evolved into being significantly
involved in the strategic policing and directions that the organisations undertake. Tourism sector
has also seen its fare share of HRM evolvement. Globally speaking, a continuous growth spurt in
the technological and managerial know how, as well as immense progress in the fields of
communications and integration of political, economical and social structure has seen a
significant rise globalisation of Hotel organisation. Newer challenges with respect to tackling
organisational issues related to human resources have crept up as an after effect. It has become
increasingly significant for global organisations to understand and incorporate the importance of
human resources management. But, it has been past views that catering and hotel business have
always put employment practices and welfare on the backseat, that is they have a poor way of
tacking employee related issues and workplace dissatisfaction (Nohria, Groysberg, & Lee,
2017). Extensive studies done on these businesses have supported the above claims. Specifically
the issues of low wage structure, unstable and long working hours, career structures that were
underdeveloped and hence poorly formed and in some cases even nonexistent, non-structured or
very poorly formed formal hiring practices and recruitment methods, and lastly lack of practice
in human resources and as a result a low employee turnover. The objective of this article is to
search for the level of importance attached with Human Resources Management, and in turn find
effective and practical solutions to the employee issues and hiring practices dogging the global
Hotel business sector.

2HRM
Discussion:
Duties of HR:
Hiring practices, administration of benefits and employee training are the three most important
functions of the human resources department. Labour laws and advising employees and
managers are two of main sections where a human resources director is supposed to have
expertise in. The highest challenge that the human resource department faces is interacting with
other departments of the hotel business. Human resource department deals with the hiring
process up to a certain extent, namely in recruiting, interviewing and screening applicants, but
the decision to hire the employee in a certain department, rests in the hand of that department.
Similar kind of relation holds true for disciplinary actions and promotion. In most cases though
the action of human resources department is limited to acting on legal questions and advising and
acting in legal scenarios. The effectiveness of the human resources department lies in the hand of
its manager, specifically the kind of relation he or she is able to have with managers and advisors
of other departments.
The Hotel Industry:
The most important problems, affecting the hotel industry are employee related. International
Society of Hotel Consultants has cited issues related to shortage of skilled labour as one of the
challenge present in the top tier of the challenge ladder. In the report “Top Ten Issues in the
Hotel Industry for 2007” published by ISHC have established that more and more people are