HRM in Hospitality: Impact on Success and Ethical Treatment

This report delves into the crucial role of Human Resource Management (HRM) in driving organizational success, specifically within the hospitality and tourism sectors. It outlines the key roles and responsibilities of HRM, including recruitment, planning, training, development, job analysis, perfor...Read More

HRM IMPACT ON
ORGANISATIONAL
SUCCESS AND ETHICS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
LO1. Roles and Responsibilities of HRM in Hospitality and Tourism Business.......................3
1.a Impact on the Organisation and Personal success.................................................................5
LO2. Recent changes in relation to ethical treatment of the employees.....................................6
2.a Cost/Benefits of working ethically........................................................................................7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource is the main component of an organisation. The human capabilities are
used to develop the strategies and to perform different business functions that leads the
organisation to grow and become successful. Good practice of management of the human
resource helps in the satisfaction of the employees that increase in the enthusiasm of the
employee to work hard (Stewart and Brown, 2019). This practice to manage human resource
within the organisation is known as Human Resource Management. At the end the HRM is the
technique that allows the optimum utilization of the organisations employees with taking care of
the employees needs. Recent practices in most of the organisations shows that human resources
are viewed as an investment. While some of the organisations believes that human resources are
cost. The HRM helps in the increase contribution of the employees by providing appraisal.
Thus , HRM plays an important role in the management of the organisations as it helps in taking
strategic decisions (Greer, 2021). In this report the roles and responsibilities of the Human
resource manager in the hospitality and tourism business; along with the impact on the
organisations and personal success are explained. Further, recent changes in relation to ethical
treatment with cost and benefits of the ethical working are outlined.
MAIN BODY
LO1. Roles and Responsibilities of HRM in Hospitality and Tourism Business
Hospitality and tourism business consists of the services offered by the hotels, resorts,
restaurants, lodgings and like businesses. It offers services related to travel, leisure, food, tourism
, membership clubs, etc. The employees that are connected to these businesses are the human
resource that provide these services. Management of the human resource is important as the
performance of these business depends upon the quality of services they serve to its customers.
The staff that interact with the customers play an important role in proving the satisfaction and a
sense of familiarity. Human resource Management is an important function of any organisation.
The function consist of recruitment and selection, human resource planning, training of the
employees, development, job analysis, performance appraisal, employee welfare, Compensation
and many more (Banfield and et.al, 2018). The functions are performed by the human resource
manager and the staff.
Recruitment and selection

It is the process of hiring the potential and right personnel for the jobs and positions that
are vacant in the organisation. The selection of the right candidate is important and for this
purpose screening of the candidate is done and accordingly the person is recruited. There are two
process of the recruitment viz. Through internal source within the organisation and through
external source outside the organisation (Banfield, and et.al, 2018). The responsibilities of the
Human Resource Manager is to find a n appropriate candidate for the vacant job. As the
hospitality business requires human interaction the manager must search for the candidate that
possess the skills to effectively interact with the customers.
Human resource planning
It involves the systematic planning of identification of the need of the human resources.
The organisation's requirements of the employees and the fulfilling of the vacant place of the
organisation with the qualified person at the right time. The responsibility of the HR manager is
to continuously looking for the vacant jobs in the organisation and to initiate recruitment process
to fulfil the desired position with the right person that will benefit both the organisation and the
employee.
Training of the employees
In this process the employees of the organisation will be imparted training from the
professionals and from those who have the relevant experience in the required field. The
employees are taught the related management, technical and behavioural skills (Bailey and et.al,
2018). Hospitality and Tourism business needs employees that are skilled in the customer
interaction. The responsibility of the manager is to provide training to employees that lack
experience in such field.
Development of the employees
The process includes the strengthen the skills of the employees. Imparting training is a
part of the overall development process. It will increase the employee's understanding and
capabilities within the organisation and helps the employee to meet and perform as per the
require standards of the organisation. The responsibility of the HR manager to organise and
conduct programmes for the skill development for the employees. Hospitality and tourism
businesses need skilled personnel to cope up with the issues of the customers. Timely and
effectively addressing the issue leads to the increase in goodwill and customer satisfaction.
Job Analysis and Design

The process involves the inspection of the specific job and the requirements of the job for
effective execution. The job design includes the description of the responsibilities, procedures
and task that are needed to be performed. The responsibility of the HR manager is to analyse the
vacant job its specifications required and also to design the job in a manner that it will help the
employee to reduce its dissatisfaction and job can be completed without a hassle.
Performance Appraisal
It is process in which the regular review of the employees performance are made. The
evaluation of the employee helps the management to know which employee has most contribute
to the organisation. From the appraisal of the employees the HR management provides a boost to
the enthusiasm of the employees. Thus, the employee get the feeling of an achievement that
leads the employee to contribute more. The responsibility of the HR manager to look for those
employees who have greatly contribute to the organisation and appraise those employees in
orderly manner (Bailey and et.al, 2018). In the hospitality and tourism business is a basically
human driven and the appraisal motivates the employees to perform with the enthusiasm and
thus, helps to increase revenue for the businesses.
Employee Welfare
It is a process of providing additional benefits and amenities to the employees of the
organisation other than salaries and wages. These benefits and amenities includes monetary and
non-monetary perks and facilities within the organisation that helps in the welfare of the
employees. The hospitality and tourism businesses are comprises of the human capital and the
services provided by them. The responsibility of the HR manager is to periodically and regularly
evaluate the performance of the employees and provide appraisal. It will greatly motivate the
employees and create an enthusiasm within the employee to contribute more for the organisation.
Compensation
It involves the timely and reasonable pay to the employees of the organisation. The role
of the Human resource management to develop compensation deal that are alluring to the
employees and without incurring high cost. It will help the organisation to recruit the right
personnel and helps in the increase of the morale of the employee (Bench-Capon, T.J., 2020).
1.a Impact on the Organisation and Personal success
The process of the HRM works for the effective planning, management, retention and
resolving the grievance of the employees. With the introduction of HRM function within the

organisation the effective management of the human resource is performed. The function ensures
and support the fulfilment of the of the organisational goals and objectives as the process of the
HRM involves the motivation and benefits of the employees along with the fulfilling
organisational goals and objectives. With new employees joining the organisation brings with
them additional knowledge and expertise which greatly benefit the organisation. HRM helps in
the building of organisation culture by establishing the standard that allows the employees to
uplift and improve their living standards (Banfield, and et.al, 2018). HRM practices helps in the
smooth and effective functioning of the organisation that helps in the improving the internal
process of the organisation. HRM also seeks for the development and improving the standard of
the employee by imparting training to the employees which helps the employees to learn new
skills. The performance appraisal is the part of the HRM that provides motivation to the
employees that influence the employees to contribute more that leads the organisation and the
employee to succeed.
LO2. Recent changes in relation to ethical treatment of the employees
The term ethical treatment of employee contains providing good working environment to
employees, decent pay, providing health and safety benefits, checking the shift in the behaviour
of the employees, proper grievance redressal mechanism and so on. Companies are more tend to
provide a relaxed environment to the employees to work in for employees. Smart practices are
developed and implemented that provide motivation and increase in the enthusiasm of the
employees. Companies are now providing health and retirement benefits to the employees in the
form of insurance and payment of health care expenditure of the employees, etc. Implementation
of the flexible working hours and the consultancy services added to the welfare of the employees
. Companies introducing programme that create employee engagement with each other that result
s in the better performance of the organisation (Bailey and et.al, 2018). Introduction of the
human rights related policies change the working process of the organisation. The organisations
are now more focused on human health and welfare rather than continuous utilisation of the
human resources. Use of the integrated and smart technologies helps the organisation to keep
proper track of the activities and the employees contribution in the performing of that activities.
It saves the time and cost of the organisation and helps the employees to generate more
productivity.

2.a Cost/Benefits of working ethically
The management of the cost is the important factor that influence the organisations
productivity. Creation of ethical working environment generate great amount of the cost. The
working practices involves the Health care benefits, cost of training and development, additional
amenities cost and conducting events and programmes. Ethical working reduces the ability of the
organisation to generate maximum profit (Ife, 2019). Development and implementation of the
ethical working environment is time consuming. The organisation by utilisation of the time in the
productive use increase output. On the contrary working ethically also results in the benefit of
the organisation. Ethical workplace helps in the increasing the reputation of the organisation. The
implementation of working ethics helps the businesses to attract more customers and use their
products and services. Along with it also helps in the increase in the satisfaction and motivation
of the employees within the organisation (Bench-Capon, 2020). Ethical working create goodwill
for the company that attract investors towards the company. It also brings the edge against the
competitors within the industry as following ethics gives unique identity to the company. It
provides ease for the businesses in fulfilling the regulatory procedures as they follow ethical
practices.
CONCLUSION
At the end it has been observed that the Human resource management is vital function of
the organisation (Functions of the Human Resource Management (HRM) Department, 2021).
Various process of the HRM includes human resource planning, training and development,
staffing and recruitment and many more. It incur a significant amount of time and cost but if the
procedures and practises are followed properly and effectively it will benefit the organisation for
the long-term and leads to success. The HRM ensures the fulfilling the vacant position of the
organisation with the qualified personnel at the right time. The hospitality and tourism businesses
are highly depend upon the human resource for performing the operations. Human interaction is
the major function that are perform and the proper addressing of the customers queries and issues
generate a great sense of the satisfaction in the mind of the customers (Stewart and et.al, 2019).
HRM not only focuses on the benefit of the organisation but also on the development of the
employees that are contributing to the organisation. HRM promote the ethical working practices
within the organisation that will in the end increase the reputation and goodwill of the
organisation in the industry. While the cost of implementation of the ethical practices is high. It

helps the organisation increase the human resource productivity as it boost the employees
morale. The role of the HRM is to take care that the practices are properly followed within the
organisation. Every employee of the organisation is a value contributor that helps the
organisation to generate productivity and success. If the HRM practices are followed properly
within the organisation it will bring prosperity to the employees and also helps the organisation
to grow sustainably.

REFERENCES
Books and Journals
Stewart and et.al, 2019. Human resource management. John Wiley & Sons.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Banfield, and et.al, 2018. Introduction to human resource management. Oxford University Press.
Noe and et.al, 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing.
Morgeson and et.al, 2019. Job and work analysis: Methods, research, and applications for
human resource management. Sage Publications.
Brewster and et.al 2017. Policy and practice in european human resource management: The
Price Waterhouse Cranfield survey. Taylor & Francis.
Bailey and et.al, 2018. Strategic human resource management. Oxford University Press.
Boella, M.J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Ife, J., 2019. New Theories for Social Work Practice: Ethical Practice for Working with
Individuals, Families and Communities. Jessica Kingsley Publishers.
Bench-Capon, T.J., 2020. Ethical approaches and autonomous systems. Artificial
Intelligence, 281, p.103239.
Jamrozik, E. and Selgelid, M.J., 2021. Human challenge studies in endemic settings: ethical and
regulatory issues (p. 134). Springer Nature.
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