Managing Human Resources in the Hospitality Industry

Running head: MANAGING HUMAN RESOURCES
MANAGING HUMAN RESOURCES

MANAGING HUMAN RESOURCES 1
Table of Contents
Introduction................................................................................................................................2
HRM and Strategic HRM...........................................................................................................2
Recruitment and Selection.........................................................................................................3
Performance management..........................................................................................................4
Human Resource Development and Career Planning................................................................5
Managing Diversity and Work Life balance..............................................................................6
Conclusion..................................................................................................................................8
References..................................................................................................................................9

MANAGING HUMAN RESOURCES 2
Introduction
Hospitality is one of the fastest expanding industry in the world and it is expected to
remain a principal contributor to the global economy by providing the desired output to the
world economy and creating employment opportunities. Human resource development
remains the most significant and crucial factor of success in the hospitality industry. Policies
that are implemented with the intention of promotion business have to face resistance from
the employees, as they prefer to work with traditional practices and values. There are a
number of challenges faced by the organizations working in the hospitality industry related to
the management of human resources such as recruitment as selection, retention, motivation,
management of diversity and work-life balance etc. This essay defines the main issues related
to all such areas which are common to most of the hospitality organizations. All the
information and facts are derived from the authenticated sources like journal articles, reports
published by the hotels in this regard and the articles written by economists. At the end of the
report, a conclusion has been drawn to provide an overview of the report as well as to clear
the main findings of the study.
HRM and Strategic HRM
Strategic human resource management plays an important role in the hospitality
sector because, in the service sector, human resource is the main component in satisfying its
customers. "Human resource is an important asset in any organization" can be better prove
with the hospitality sector. They are the backbone of the organization as they are required to
well-groomed with the organization to look upon its customer by providing premium quality
services. HR department is called the employee relation department of any organization. In
the previous year, there was no major consideration was given to the personnel department
(Riley, 2014). After the growing importance of employees in the organization, the human
resource department has emerged and given the separate name.
Today, HR not only performs the basic functions of recruitment, selection, and
training. It has move forwarded with the strategic planning. It is necessary for the
organization to think strategically in order to survive in the competitive business environment
and achieve success. To achieve the goals of the organization, the human resource
department makes it easier in attracting and recruiting the employees. Giving the high quality
and talented employees helps the manager to strategic organize the role of human resource in

MANAGING HUMAN RESOURCES 3
the organization. HRM plays most of the practices as well as recruitment. Strategic human
resource management plays an essential part for the human resource in the organizations.
SHRM looks after the actions of the manager that affect the behavior of their part. Based on
that, SHRM helps in creating and executing the strategies that help it achieve the goals of the
organization (Paauwe & Boon, 2018). Strategy means to use various management techniques
in order to attain the objectives as well mission of the organization. In the hospitality sector, it
is required by the HR manager to have some consultation skills that include behavioral skills
that enable the manager to consult with other managers inappropriate way and come up with
strategic solutions for the problems.
In the hospitality sector, the organization should have a good understanding of the
needs and preferences of the customers. It is necessary to successfully implement the service
quality program in the industry. Therefore, interaction with customers is essential to
understand the quality of its services and make necessary changes for the deviations (Solnet,
Kralj & Baum, 2015). The interaction with the customer may be wrong if employees do not
have the necessary skills to deal with the customers. Empowerment of staff is the best way to
improve the service quality and interaction of staff with customers.
Recruitment and Selection
In today's complex business environment, the hospitality industry is too dynamic.
Emerging markets and increasing competition is the result of various problems in the
hospitality industry. Therefore, recruitment and selection of the right people are too essential
for this sector (Chaneta, 2014). Recruitment and selection are two major parameters for any
industry. Continuous turnover in the hospitality industry has led the sector to ensure the
recruitment of a skilled workforce. People in the hospitality sector face a lack of awareness as
well known. Due to this, hospitality industries are facing the issue of skill shortage.
Nowadays, it is becoming a root cause of the problem (Bonn & Forbringer, 2016).
The recruitment and selection of right and talented workforce have now become a
global issue. Previously, there were few hospitality industries so people had to take the
services of it. However, in today's fast-changing environment this sector is required to devise
innovative strategies to retain its client. This issue decrees the recruiter to find the candidate
and putting it in the right position. In addition to this, retainment of good employees is also
one such emerging issue with the hospitality sector. Employees in this sector seem to leave