Importance of High Performance Work Practices

This literature review discusses the nature of the T&H industry that makes human resources harder to manage. It also explores methods for resolving the characteristics of the industry that make HR management challenging. The review further examines the strategic contribution of HRM in business success and the difficulties in balancing strategic goals and employee goals. Additionally, it highlights the importance of high performance work practices in improving organizational effectiveness. The review concludes with a discussion on the necessity of quality management schemes in employee retention and recruitment.

Literature review

Table of Contents
INTRODUCTION...........................................................................................................................2
The nature of the T&H industry that makes human resources harder to manage........................2
Methods for resolving the characteristics of the industry which are making hard to manage
Human Resource..........................................................................................................................3
Strategic contribution of HRM in business-success:...................................................................3
Difficulties in balancing strategic goals and employee goals......................................................6
Importance of High Performance Work Practices.......................................................................7
CONCLUSION................................................................................................................................9
REFRENCES ................................................................................................................................10
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INTRODUCTION
Literature review is the scholarly paper, which conclude present knowledge including
substantive findings, along with methodological and theoretical contribution to particular topics.
A literature review is the survey on the academic knowledge on specific topic. Combining and
analysing sources for identifying debates, trends and gaps in the research.
Human Resource management for the Hospitality and tourism industry have an integrated
look at the practices and policies of HRM in hospitality and tourism industry. With the utilization
of several policies and procedure the tourism and hospitality industry looking at particular
employment practices under these industries. In the above report the nature of T&H industry
which bounds to manage HR activities. Analysing the strategies for solving the characteristics
within the industry. The report further carried forward by accessing contribution of Human
Resource management in the success of business. And importance of human resource
management in strategic success of the hospitality organization. Difficulties which are faced in
balancing the employee and strategic goals. The impact of employee performance on pursuit of
success of strategic organizational success. The report ends with the current ways for retaining
and recruiting of employees. Necessity of Quality management schemes in the retention and
recruitment.
The nature of the T&H industry that makes human resources harder to manage.
Tourism and Hospitality industry contains nature which causes problem for HR:
Training and Development:
Due to not giving proper training to the human resource it has become hard to manage HR.
Training is very important factor in the industry of tourism and hospitality. In this field people
need high training as they have to deal with different types of people every day, and to make
those people comfortable with the service company provide HR high training. Training needed in
this industry are like communication, handling relationship, to deal with different people, etc.
Company has to provide their employees such type of training that they can deal with customers
nicely. In such type of industry the main thing is quality of service. For example tourism come
under hospitality industry, and such industry are well-known for their services only. So for
tourism industry it is a main thing to make customer happy by their behaviour.
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So when proper training is not given to the human resource it becomes hard for T&H
industry to manage human resource, as they don't know how to present themselves with in front
of customer.
Satisfaction and Morale:
To manage human resource of any industry the most important thing is make them satisfied and
morale high. Human resource in tourism and hospitality industry need high satisfaction and
morale from company as they have to deal with different type of customers and not all customers
are good, some are very irritable customer which does not talk in right manner and if that time
they are not having high morale then they will give customer negative answer. So in this field
this factor should their with employees then it will become hard for company to manage such
type of human resource.
Culture and Ethics:
Culture and Ethics plays a vital role in managing employees as these factors are very important
in tourism and hospitality industry. If human resource will get good culture and have good ethics
then it will make them good HR for company. For managing any employees the things which
company needs is to give them a culture where they can easily adjustable and also perform their
duty with full commitment. Ethics are the values by which person define himself and the person
who has having the good values are easily manageable as they understand every situation.
Methods for resolving the characteristics of the industry which are making hard to manage
Human Resource.
Providing proper training:
The issue which organization is getting in managing employees is proper training and this
industry can make available good training sources for the human resources which will help them
in overcoming problem of managing human resources. Training make people better and also
make them comfortable while doing job.
Motivation:
Motivation also plays very important role in solving issue of this industry in managing Human
resource as it makes them happy and make their morale high and which leads to great growth in
their work.
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Strategic contribution of HRM in business-success:
Management and development of employees in a company through strategic approach known as
human resource management(HRM).HRM department assist to achieve organizational success
by maintaining employees attention in workplace. It dovelope3s from personnel management.
HRM distributes responsibility a mass of people foe making responsible and lower cost. HRM
assists industry to improve performance by hiring the right candidates. HRM department
supports industry to motivate employees or workers, thus department enhances performance of
workers in workplace. HRM handles budget account where deals with salary account of workers.
Department assist to save money. HR plays vital role to develop hospitality structure because he
monitors whole business. Human resource leads profitability in industry. HR department conduct
various tasks like training, recruitment, job description. Lay off etc. these all supports to enhance
productivity of tourism and reducing turnover of employees and enhance customers satisfaction
that enhance. It all leads goodwill in company, department records company taxes and enhances
worker performance. HRM is a procedure of recruitment, selection, motivate employees, fix up
goal of industry, organizes training and development program. He also supports to make good
relation with employees by involving in decision-making. He also supports to make good
relation with employees by involving in decision-making. Department assists to save money and
increase reputation b/w customers. Thus, whole function accomplishes by HRM department and
strategies of HRM leads success in business.
The Human resource management is the strategic approach to the effective management
of the employees and the organization that helps the company in achieving the target. It is
designed to maximize employee performance in service of an employer's strategic objectives.
The hospitality management like restaurant and hotels requires the proper strategic management
and also the hospitality industries delivers proper services and hence small and medium-sized
hotels are formalized their HRM practices. It's their job to hire, fire, train and maintain
employees and employee relations. It impacts on the customers and also the customers will
attracted towards the organization which increases the production and also gives the success to
the company. There are some of the major functions of the Human resources are strategic
management, workforce planning, total Rewards, policy Formulation, Employee and labor
Relations and Risk Management. All these functions helps the hospitality industries in
maintaining the customer-hotel relationship and also makes the hotel successful. Every hotel
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industries requires the good support of the customers and if the customers are not give the
attention to the hotel then it will decrease the efficiency of the hotels and this required the better
Human resource and strategic management planning.
As per the view of(Baum and et.al., 2016) Training and development programs are to be
conducted for the betterment of the employees within the tourism and hospitality industry. It is
very necessary for these industries to update their employees with the different skills and
knowledge to better receive the guest and learn with the new trend. With the help of
development program the employees and worker could easily attract the employees. And thus the
internal development and growth of the individual is also sustained along with the growth of
hospitality and tourism organization(Dixit ed., 2017). It is the necessary for each and every
organization to provide training and development program to their employees for the up-
gradation of their skills, talent and knowledge, and so they can perform their task and job
effectively and this will directly benefit the organization in raising the number of visitors or
attracting the new customers and satisfying the customers by rendering the awesome services to
them. As noted by (Zhao, 2016) Effective feedback must be given by their Human resource
manager as this is very necessarily for the employees to have a feedback for their work this will
enhance their work quality. If employee is doing a good job then positive feedback by the
manager boost up the employee morale to keep the good work along with the negative feedback
by the manager, access employee to make the changes and improve job performance and thus
this will have an development within the employees performance and new things will be learned
by them. It is very necessary for the T&H industry to develop this as this will let the employees
fill valued and thus they will work passionately as their performance are being kept noticed.
Rewards and incentive are the most commonly used strategy to retain the employees for long
term. The employees should be rewarded for the job well done and also rendered with the
incentive so that this can be increase morale and enthusiasm of the employee for keeping the
good work ahead and thus the individual development is also gained. The motivated employees
is always the productive resource for the growth of the T&H organization. Employers rendering
the quality services to the guest which somehow retain guest to visit the hotel again and satisfy
the customer with quality services which attract new customers to the hotel.
As illustrated by (Ulus and Hatipoglu, 2016)The elements of Quality management system
helps the organization to achieve overall goals of availing through the organization's and
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customer's satisfaction. Quality management systems must address the unique needs of T&H
organization. Thus, these elements which must be included are as identifying and facilitating
training opportunities, Engaging staff, Improving process, Setting organization-wide direction
etc. Under the system of facilitating the training and development programs to employees so that
they can raise their skills and effectively perform their job task and render best and quality
services to their customers. This will enhance newer talent to the T&H organization for their
growth and development and thus they can perform better their task and directly an effective
resource for the organization as they will attract more and more consumer to the organization
and raises the number of visitors to T&H industry.
As noted by (Chen and Wu, 2017) The engagement of staff in the hospitality activities so that
they may have performed their task effectively and new ways and sources are upgraded to
engage the staff in each and every zone if it is required at any time during the activities which are
performed under tasks. This raises the enthusiasm of employees and retention of employees for
long term. The main aim of quality management system is to set wide direction for organization
which is to be followed during the operation of organization under each level. This is helpful in
attaining the targets of the T&H organization effectively by following that format and thus
managed to have work. If employee does not have a burden on them for completing task on time
and thus they can flexibly perform their task helps them to keep with organization for long term
and this will directly influence growth of the T&H industry. This management system simply
aims at improving management process so that employees can flexible and accurately perform
the task thus the employees are flexible in performing task they could be motivated for
performing task effectively(Robinson, Ruhanen and Breakey, 2016). So they will have positive
attitude towards work and keep the good work with quality services to their customers and this
will motivate them for keeping that and thus retention of employee within the T&H industry will
be raised.
Difficulties in balancing strategic goals and employee goals
Goal setting is an important aspect from individuals point of view and from the aspect of
organization for this employee's make there strategy and organization do the same but the need
and requirement of every aspect is different. So here are few difficulties while facing and
processing in the strategic goal and employees goals. Strategic goals are the goals which is set
by the superior of any organisation which are created to identify the intended accomplishment of
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any business strategy. Company identifies and create strategic goals what they see as the result
for the company for the organisation it is strategic plans. Strategic goals are the go;as which are
created and invented just to know the surplus of there efforts and they directly identifies what
company see as the outcome of their efforts. Strategic goals are different from the employee
goals as they create plans that help in achievement of macro goals such as increase in profits,
expansion of organisation and return on investment and risk management and increased
employee retention and reduction in taxes(Lai and et.al., 2018). The strategy starts with reference
with the end goals and it starts does not define the process and tactics or path where goals are
achieved. Objective of strategic goals is to earn on planning and organisation employees
workforce, where employees goals are the goals which is targeted by the employees . Employees
goals are the target result of there performance, employees goals are the goals which are based
on The performance of there goals has been set and analyze((Serafini and Szamosi, 2015)) .
Strategic goals are based upon employees performance and employees motivation is based the
strategy of organization so both are interrelated with each other and through this productivity is
getting more done. Both goals have to maintain coordination with each other. If they run equally
then doing it faster and better if employees goals and performance are work according to the
concept then both goals will achieve ultimately. Efficiency and effectiveness improves soft skills
because employees performance relies on the range of qualitative factors in addition to easily
measurable quantitative issues(Loveland and et.al., 2016). These two goals can only be achieved
unless and until they work together in coordination.
Importance of High Performance Work Practices
The company have examined the importance converting their employees into high
performance workforce as it will make the organization more effective and efficient in achieving
its objectives(Xiang and Fesenmaier, 2017). The company will also increase their employee's
efficiency by motivating them and training and developing them so that they will gain the
maximum knowledge to achieve their task and also increase the efficiency to handle and tough
problem with more insight to coordination In the teams and also have the respect to the other
employees. The employees potential is increased which will also help the subordinates to
increase their knowledge and increase the overall efficiency of the company. There are may
importance of High performance workforce which Good Food Have to adopt.
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 High performance is very essential in the company as it will increase the potential of the
company and help them to achieve the objectives very easily and demand for more
challenging objectives(Adeola and Ezenwafor, 2016).
 High performance work also improves the potential of the employees with developed
knowledge and skills, which ill help them to achieve their personal goals more often.
 The high performance employees are always motivated as the complete their task with
maximum efficiency, and they are provided with monetary and non monetary motivation
which also encourage the employees to be high performance work teams and achieve
their team goals effectively(Sigala, 2016).
 High performance will also encourage the leadership qualities which are present in some
employees as high performance activities help to boost employee's confidence, and
they're also appreciated by the company.
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 The high performance employee also have the ability to work in a healthy and peaceful
environment with high coordination and every employee is self efficient to resolve the
conflict between any employee in the company.
 The good food company have also analysed that high performance workforce also
distributes the authorities according to their potential and make their work efficient.
 There are also some stages which will help the company to increase their team goals
performances which are forming, storming, norming, performing
CONCLUSION
This report has a detailed information about the importance of Human Resource management in
hospitality and tourism industry. As human resource management provide a proper guidance in
the growth of the organization and also increase the productivity of the organization. The
Employ ability skills of the employees help them top increase the efficiency of the company and
also produce more effective workforce. The tourism and hospitality industry is customer centric
and it also focuses on the customer satisfaction by their excellent services. The company which
is dealing in tourism and hospitality industries as they have to be very specif in recruiting and
selecting their employees which are having the adequate knowledge and skills of these industries
to increase their efficiency the company also training their employees. The company who
training and increase the knowledge and skills convert their employees into high performance
workforce and it is very essential for any organization to have this high performance workforce
as they will grow their organization with more increased rate and achieve the organization's
objectives faster. The organization which have attained the high performance workforce are
efficient in customer retention as it is very essential aspect of the organization as it will help
them to increase the customer base and also increase the profits which is the main objectives of
any organization.
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REFRENCES
Books and Journals
Adeola O. and Ezenwafor K., 2016. The hospitality business in Nigeria: issues, challenges and
opportunities. Worldwide Hospitality and Tourism Themes. 8(2). pp.182-194.
Baum, T and et.al., 2016. Tourism workforce research: A review, taxonomy and agenda. Annals
of Tourism Research. 60. pp.1-22.
Chen, T.J. and Wu, C.M., 2017. Improving the turnover intention of tourist hotel employees:
Transformational leadership, leader-member exchange, and psychological contract breach.
International Journal of Contemporary Hospitality Management. 29(7).pp.1914-1936.
Dixit S.K. ed., 2017. The Routledge handbook of consumer behaviour in hospitality and tourism.
Taylor & Francis.
Goh E. and Lee C., 2018. A workforce to be reckoned with: The emerging pivotal Generation Z
hospitality workforce. International Journal of Hospitality Management. 73. pp.20-28.
Huang Y.T. and Rundle-Thiele S., 2015. A holistic management tool for measuring internal
marketing activities. Journal of Services Marketing. 29(6/7). pp.571-584.
Kandampully J., Bilgihan A. and Zhang T.C., 2016. Developing a people-technology hybrids
model to unleash innovation and creativity: The new hospitality frontier. Journal of
Hospitality and Tourism Management. 29. pp.154-164.
Lai, I.Kand et.al., 2018. Literature review on service quality in hospitality and tourism (1984-
2014) Future directions and trends. International Journal of Contemporary Hospitality
Management. 30(1). pp.114-159.
Loveland J.M and et.al., 2016. Where do managers fit in the profit chain? Assessing managerial
job performance in the hospitality industry. Journal of Human Resources in Hospitality
& Tourism. 15(1). pp.86-102.
Robinson R.N., Ruhanen L. and Breakey N.M., 2016. Tourism and hospitality internships:
influences on student career aspirations. Current Issues in Tourism. 19(6). pp.513-527.
Serafini G.O. and Szamosi L.T., 2015. Five star hotels of a Multinational Enterprise in countries
of the transitional periphery: A case study in human resources management.
International Business Review. 24(6). pp.972-983.
Sigala M., 2016. Social CRM capabilities and readiness: findings from Greek tourism firms. In
Information and Communication Technologies in Tourism 2016 (pp. 309-322).
Springer. Cham.
Ulus, M. and Hatipoglu, B., 2016. Human aspect as a critical factor for organization
sustainability in the tourism industry. Sustainability. 8(3).p.232.
Xiang Z. and Fesenmaier D.R., 2017. Analytics in smart tourism design. Springer.
Zhao, X., 2016. Work-family studies in the tourism and hospitality contexts. International
Journal of Contemporary Hospitality Management. 28(11). pp.2422-2445.
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