Human Resource Management in Tourism

This assignment focuses on Human Resource Management (HRM) within the context of the tourism industry. It examines key HRM practices relevant to this sector, analyzes the unique challenges faced by HR professionals in tourism, and explores the ethical considerations that arise in managing human resources within a dynamic and often service-oriented environment. The assignment draws upon academic literature and research to provide a comprehensive understanding of HRM's significance in shaping successful tourism organizations.

Human Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK2.............................................................................................................................................1
TASK3.............................................................................................................................................1
3.1 Job description and personal specification for McDonald...............................................1
3.2 Compare the selection process of different service industries businesses.......................3
TASK4.............................................................................................................................................5
4.1 Assess the contribution of training and development activities to the effective operation of
a selected service industry business.......................................................................................5
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource is a department who is dealing with program of benefits in recruiting,
screening, training to job applicants etc. Their motive is to lead with an organisation in gaining
competitive advantage by playing HR role. Here consider business strategies which is followed
by company with new skills and gaining capacity. This report is based on McDonald which is
came into force on 15th April 1955 by Ray Kroc and George Yang (Bal, P. M. and De Lange, A.
H., 2015). It is world fifth largest company based on fast food. This assignment is based on
hospitality services provide by company. Here describes strategies and policies in regarding with
performance of staff which is to be enhance in according to the demand and supply of product
and service. It is based in a manner to describe specification in context with selecting process.
McDonald is leading with operations which is based on selection by providing training and
development activities.
TASK 1
Covered in PPT
TASK2
Covered in PPT
TASK3
3.1 Job description and personal specification for McDonald
In this, McDonald is based on job description and personal specifications are describe
below:
Job description: It is an essential document that can lead to include all the specific
information that are needed for a particular job. It functionary to whom the position reports and
specification such as skills needed by the person in a particular job.
Job description
Post Business Associate
Qualification Degree of management and commerce in
recognised university
1

Experience Should have 0-1 year of experience in
Marketing
Area of expertise Should have complete knowledgeable about
customer services and encouraging towards
product and service
Other qualities Maintaining relations, learning ability, writing
skills and interpersonal skills as well as
research ability.
Summary of the Job:
The executive care helps customers in booking, pricing, checking status of availability.
They are dealing with customers and helping them for having experience.
Key responsibilities:
The responsibility of business associate in McDonald is given as under.
 Manage calls of customers and their required food product on availability.
 Procuring feedbacks of services.
 Managing customer’s losses of baggage and other goods.
 Information is provided to customers in McDonald.
 Enquiring customers in regarding with their choices of food and staff in taking care for
them.
 Reporting relationships
In business department, would deal directly with the report of customer services. Important
feature is to report manager.
Personal profile (Job Specification) : It is one of the valuable document that consists of
common task or other role and responsibilities of certain position. It can be specifying the
functionary aspect to whom the position reports as well as specification like qualification that are
required by the person.
They must
Attitude Honest
Will to do activities
2

Respectful
Confident
Skills Understanding person
Good working skills
Excellent communication
Supporting skills to make own choices.
If would be good if they
Knowledge Share with others
experience Relevant training including research analysis
and content writing.
Dimensions or content factors
 potential candidate should first employee in restaurant.
 communication mode is done by telephone.
 Role of business associate with a part of looking after services provided to customers and
staffs.
Process of development
Documents are designed by HRD in describing job. The description is made by rules and
regulations by including information of regarding duties. Of performed job. Here tools and
techniques are required on the basis of completing job.
3.2 Compare the selection process of different service industries businesses
The main objective of selection is based on selection of suitable candidate. The
techniques that are undertaken by an organisation are consider below. Interviews: In service industry it is very common (Baum, 2016). Interviews are checked
by soft and technical skills for a specific job. Their results are made by selecting
candidate with making best outcomes. Interviews are of various types like stress, job
related, acting the job role and technical. Presentation: During selection candidates has to prepare presentation in a manner to a
panel showcase, the skills are managed by customers with important job role in
McDonald.
3

 Tests: In technical knowledge candidate has known for specific post which is conducted
by written tests (Guerci, M. and et. al., 2015). An organisation is in situation to take tests
by observing behaviour of candidate as per situation in which candidate having ability to
face it.
 Psychometric test: Test is considering by most effective tools in present age by knowing
personality of candidate. This tests are helpful for company in analysing behaviour that is
he/she is fit for job or not.
Basis Marriott McDonald
Initial screening Hotel Marriott is figuring out in
making initial screening of candidates
qualification and personal
specification.
McDonald is making initial
screening of CV by making
use for hiring process.
Completed application Completed application is required by
candidate for job.
Here required applications
with not in completed form by
candidates.
Employment test Employment test is made on paper
form of work.
Here tests not made. The
selection based on face to face
interview.
Background
examination
Background check is required by HR
manager in making information
available of candidate. Here
background verification is only
important for candidate.
Here reference of past and
present employee check
necessary.
Permanent job offer Final process of selection is made on
the basis of candidate working ability
and in this job offer is provided to
adequate person who is willing.
Their permanent job offer is
provided to whom who are
completing job specification in
company.
Presentation In this presentation is compulsory for Presentation is not necessary to
4

prepared by employees. prepare.
TASK4
4.1 Assess the contribution of training and development activities to the effective operation of a
selected service industry business
Training and development can lead to various key activities that can lead to overall growth and
success of company and employee performance. This can help in improving the overall
productivity of staffs that can assist in individual development of staffs at the same point of time.
At McDonald hotel staffs are directed through senior so that works can get completed with
effectiveness and best quality of results in during the period (Bolman and Deal, 2017). This can
help in improving overall productivity of employees and increase overall skills and capability of
employees. Training at McDonald hotel is to bring innovation in an organisation. Some of them
are followed below:
On the job training Off the job training
On the job training is given at the internal level
of the department at the time of actual job
training only. This can provide to the employee
who are new to an organisation. Different
method such as role plays, lectures and case
studies are valuable part of the company.
Such type of training is deliver at external
location of an organisation and there is no
participation such as on the job training. It is
basically carried out of the professional experts
those are having valuable skills.
5

This kind of training is more valuable in nowadays as they used to provide great outcome
to companies and increase the productivity of employees and reducing cost for the company. The
simple Similarities of training and development is that training is for short and long period of
time.
It can increase productivity among employees: The McDonald company is hiring
employees on the basis of full time duties. As this training make them capable to fulfil their long
term goal term goals.
Enhance profitability: This training is more crucial to increase profitability of the
company. with the help of effective training they can easily helpful for an organisation
(Brewster, 2017).
CONCLUSIONS
This is well developed present in a weapon of competition for McDonald. It is a part of
strategy which focuses on development with efficient and competitive market. Company is
taking necessary care in prescribed laws relating to employee. HR department is framing
structure by managing duty in an organisation. Recruitment and selection of resources are
requirements that are to be fulfilled by right person who meets with needs by selecting right
candidate by judging performance. The essential factor is needed for growth and productivity.
Training and development is an editable performance of the work force.
6

REFERENCES
Books and Journals
Bal, P. M. and De Lange, A. H., 2015. From flexibility human resource management to
employee engagement and perceived job performance across the lifespan: A
multisample study. Journal of Occupational and Organizational Psychology. 88(1).
pp.126-154.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Guerci, M. and et. al., 2015. The impact of human resource management practices and corporate
sustainability on Bal, P. M. and De Lange, A. H., 2015Baum, T. ed., 2016Bolman, L. G.
and Deal, T. E., 2017Guerci, M. and et. al., 2015Brewster, C., 2017McGuire, D.,
2014Marchington, M., 2015Rao, T. V., 2014Riley, M., 2014Sikora, D. M. and Ferris,
G. R., 2014organizational ethical climates: An employee perspective. Journal of
Business Ethics. 126(2). pp.325-342.
Jamali, D. R., El Dirani, A. M. and Harwood, I. A., 2015. Exploring human resource
management roles in corporate social responsibility: the CSR‐HRM co‐creation model.
Business Ethics: A European Review. 24(2). pp.125-143.
Marchington, M., 2015. Human resource management (HRM): Too busy looking up to see
where it is going longer term?. Human Resource Management Review. 25(2). pp.176-
187.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
McGuire, D., 2014. Human resource development. Sage.
Moore, L. F. and Jennings, P. D. Eds., 2017. Human resource management on the Pacific Rim:
Institutions, practices, and attitudes (Vol. 60). Walter de Gruyter GmbH & Co KG.
Rao, T. V., 2014. HRD audit: Evaluating the human resource function for business
improvement. SAGE Publications India.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Sikora, D. M. and Ferris, G. R., 2014. Strategic human resource practice implementation: The
critical role of line management. Human Resource Management Review. 24(3). pp.271-
281.
Online
Human resource. 2018. [Online]. Available through: <https://www.hr360.com/human-
resources/>.
7