Contemporary Issues and Emerging Trends in HRM in Hospitality Industry

HUMAN
RESOURCEMANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
1. Contemporary issues and emerging trends associated with Human Resource Management in
the Hospitality Industry...............................................................................................................3
2. Design and develop a job description and a person specification in hospitality industry.......5
3. Process of Performance Management within the hospitality industry to assist organisations
for minimise staff turnover, identify training needs and enhance promotions..........................10
4. Evaluation of HR policies and Practices in Holidays Inn hotel.............................................12
CONCLUSION..............................................................................................................................15
REFERENCES................................................................................................................................1

INTRODUCTION
Human Resource management is the process of recruitment, selection, hiring people,
providing training and managing people to achieve better performance in the organisation. They
also perform management functions like planning, organising, directing, staffing and controlling
for performance management of employees. Main goal of HRM is manage the people with in
workplace for achievement of organisational goal. The current study is based on American brand
hotel in UK such as Holiday Inn. It is one of the largest hotel chain have 1,173 hotels and more
than 2,14,000 rent able rooms. The current report will explain reflective study of four articles on
the contemporary issues and emerging trends associated with HRM in Hospitality sector.
Further, project will explain about job description and person specification of management
position in hospitality industry. In addition to this, report will discuss the process of performance
management and their impact on minimising staff turnover and in identifying training needs. At
last, report will define two HR policies and practices in context of Holiday Inn and communicate
them to all workforce.
MAIN BODY
1. Contemporary issues and emerging trends associated with Human Resource Management in
the Hospitality Industry
In current environment there are many challenges faced by HR in hospitality sector. The
major challenge identified through this article is managing people. The reason behind that is in
hospitality industry there are different types of employees recruited by HR and their work is
dependent on other's work. However, managing those workforce is very difficult for HR because
of their different leadership styles. Management of people is mainly dependent upon leadership
style followed by leaders. In charismatic leadership, people are directly in a position of power
and their result is dependent on personal ability. Sometime leaders follow bureaucratic
management in which they rely on strict procedure and control on employees. This leadership
style creates pressure on employees which I found major challenge faced by HRM now days. In
bureaucratic style of leadership employee’s morale is declining day by day which in turns,
increases demotivation among employees. furthermore, managing people is major difficulty
because of diversity also, as every employee have different opinion regarding different issues. If
HR does not listen them properly then their ego may clash as a result of this employees getting

frustrated from job. So I feel it is very difficult to manage different types of people at same
working environment with satisfying their individuals as well as organisational needs.
From this article I identified another challenging issue faced by HRM in hospitality
industry is high employee turnover. When an employee leaves the organisation then skills,
knowledge and experience of employee also go with them. Hence, organisation is affected very
badly because of that knowledge and innovative capability of employees. The major reason
behind high employee’s turnover is dissatisfaction from job, frustration, different career
experience and many more. In order to reduce this labour turnover HR can encourage employees
for gaining more skills and provide them career advancement opportunities. In this case
hospitality firms should conduct knowledge management activities on regular basis. From these
activities organisations can enhance customer experience and employee’s knowledge. These
activities have the ability to affect after sales service quality, which in turns, increases customer
loyalty and satisfaction. In addition to this, currently HR is trying to maintain good relationship
with employees and provide more training opportunities for enhance their skills. Which aids in
attracting, motivating and enhance morale of talent employees.
With assistance of article I analysed that work place diversity is major challenge faced by
HRM currently in hospitality sector. Work place diversity includes age, gender, physical ability,
education background, religious beliefs, race, sexual orientation and many more. Moreover, I
learned that work place diversity is important in order to manage the diverse workforce for
managing operations. Due to ineffective workplace diversity there are many issues relating to
employees which arises. It will create communication issues among employees and team
members. Language barriers play a crucial role in ineffective communication between team
members. Employees may find it challenging to understand each other’s opinion and perspective
which in turns create misunderstandings. Sometimes in Business organisation humans take
decisions based on blessedness rather than on actual fact. The effect of this employees doubt
each other’s ability to work and distrust them. So creating a diversity workforce is major
challenge in managing an effective workforce. This may result in employee’s frustration and
they leave the job as they want resistant to change. For solving this problem HR department can
contact diversity training experts in order to give training program inside the organisation. In
addition to this, for avoiding communication gap organisation can use common language which