Edith Cowan University: MAN6714 HRM Issues in TAJ Hotels Analysis

This report examines the HRM challenges faced by TAJ Hotels in Dubai, specifically addressing issues stemming from a lack of an ethnocentric recruitment approach. The report identifies cultural differences among employees as a primary problem, leading to employee dissatisfaction and potential turnover. It explores the impact on the organization, including its reputation and operational efficiency. The study reviews the problem through the lens of existing research, including the work of Litvin (2019) and others, and considers the application of Hofstede's theory of Cultural dimension. The report proposes the Conservation of Resources (COR) theory to address the issues and suggests using interviews and quantitative data analysis to investigate the problem. The report concludes by highlighting the importance of addressing these issues for the overall success of the organization and the HRM function within the company.

Running head: COMMON ISSUES IN HRM
Common Issues in HRM
Name of the Student:
Name of the University:
Author note:

1COMMON ISSUES IN HRM
Table of Contents
Managing Culture in TAJ Hotels.....................................................................................................2
Describe a Problem within this topic...............................................................................................2
Why is it a problem?........................................................................................................................2
Who is affected by the problem? How does the problem affect an organization/industry?............3
Who has researched this problem before?.......................................................................................3
Who would be part of your sample and why?.................................................................................3
Which theories have been used by researchers to review the problem?..........................................3
What theory will you use and why?................................................................................................4
Why would anyone in the organization/industry care about this issue?..........................................4
How does this matter affect HRM function? (e.g. recruitment and selection, job design, SHRM) 4
How are you going to investigate the problem (methodology)?.....................................................4
How will you analyze the data?.......................................................................................................5
References:......................................................................................................................................6

2COMMON ISSUES IN HRM
Managing Culture in TAJ Hotels
Describe a Problem within this topic
Every hotel has certain culture which it follows while operating successfully. The TAJ
Groups of Hotels by the TATA is no exception to that phenomenon. However, in Dubai sector of
the business, TATA is facing certain issues with the culture of the employees. Due to the lack of
the ethnocentric approach towards recruitment, that is, hiring people based on their skills,
irrespective of their religion or culture, only certain categories of people are getting hired for the
job. This is unhealthy for the hotels as the mission of the TAJ Groups of hotel is to build in a
strong cultural diversity amongst the consumers and the employees of the hotel.
Why is it a problem?
Dubai is a hustling and bristling city with one of the greatest hotels of the world being a
part of the country. TAJ Group of hotels is not an exception to that. Located at the BurjKhalifa
and nearby the Downtown Alley of the main city, an excellent fusion of culture can be seen in
the hotels where Dubai culture meets the culture of India. Currently there are numerous issues
which are faced by the company in Dubai which includes, factors affecting the employees due to
the differences in culture. Due to the lack of the ethnocentric approach in the TAJ Dubai, there is
a cultural difference arising in the organization. The employees in the grass root level are not
treated as they are supposed to be, and sometimes it is due to the cultural differences amongst
them which is acting as the barrier in the path of operations in the sector. The competitive and
the challenging individuals prefers not appearing for the opportunities for the employment. The
Company prefers fusion of culture in the TAJ however, this is not quite supported in the Dubai
Sector of the Company

3COMMON ISSUES IN HRM
Who is affected by the problem? How does the problem affect an organization/industry?
The people who are affected by the problem include the employees of the organization,
and the other people associated to the organization like the client, investors, stakeholders and
mostly the consumers.
With the employees not wanting to appear for the major job roles due to the cultural
inefficiency of the company in Dubai sector, the reputation of the company is hampered, along
with other problems like the employee turnover in the TAJ Group of hotels.
Who has researched this problem before?
Litvin, (2019), researched upon this problem before.
Apart from him, de Carlos, Alén, Pérez-González & Figueroa (2019) also researched upon the
problem of the cultural differences in the hotels industry of in Barcelona. Both of them made use
of the similar approaches towards the research.
Who would be part of your sample and why?
The main part of the sample is the employees of the TAJ Groups of Hotel.
There will be 50 participant who will be the employees of TAJ hotel. This is because we will
analyse the cultural differences of the employees who are main asset of the company.
Which theories have been used by researchers to review the problem?
In order to conduct the research, the researchers, Litvin and de Carlos, Alén, Pérez-
González & Figueroa has made use of the Hofstede’s theory of Cultural dimension in the hotels.
In order to determine the theories of the cultural dimensions, Power Distance Index (high versus

4COMMON ISSUES IN HRM
low), Individualism versus Collectivism, and Masculinity versus Femininity is taken under
consideration by them.
What theory will you use and why?
The Chosen theory of the Human Resource Management is the Conservation of
Resources and can help in solving the major issues that are faced by the TAJ Hotel in Dubai.
According to this the loss of the employees due to the cultural differences is one of the greatest
loss to the organization. With the theory of the COR, the bigger hotels like the TAJ can analyse
the sectprs where the development will be needed such that the problem can be mitigated in the
organization (Rahimi, 2017).
Why would anyone in the organization/industry care about this issue?
With the employees being offended by the cultural disintegration, the turnover increases
which is one of the most significant issue for an organization.
How does this matter affect HRM function? (e.g. recruitment and selection, job design,
SHRM)
The HRM, responsible for the recruitment is the one to blame in this case as they are for
every employee leaving the organization, they have to hire new employees and train them which
is not cost effective and consumes a lot of time. The efficiency of the business is affected as well.
How are you going to investigate the problem (methodology)?
In order to investigate the matter, I will make use of the Interviews. From the interview
answer, I can understand the employee’s and employer’s reaction to the issues and analyse the
matter accordingly.

5COMMON ISSUES IN HRM
How will you analyze the data?
For the purpose of the analysis of the data, I will make use of the Quantitative Approach.
From the data collected from the surveys responses, the Quantitative analyses can be performed
to find the regression using the SPSS tools.

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References:
Litvin, S. W. (2019). Hofstede, cultural differences, and TripAdvisor hotel reviews. International
Journal of Tourism Research, 21(5), 712-717.
Rahimi, R. (2017). Customer relationship management (people, process and technology) and
organisational culture in hotels. International Journal of Contemporary Hospitality
Management.
Rohmetra, N., & Arora, P. (2015). The interface between cultural intelligence and customer
satisfaction: the hospitality" perspective".
de Carlos, P., Alén, E., Pérez-González, A., & Figueroa, B. (2019). Cultural differences,
language attitudes and tourist satisfaction: a study in the Barcelona hotel sector. Journal
of Multilingual and Multicultural Development, 40(2), 133-147.