HRM Report: Analysis of HRM Functions in Hospitality Industry

This report examines the core arguments presented in an article concerning Human Resource Management (HRM) within the hospitality industry. It explores the significance of HRM functions, emphasizing the importance of employee well-being and the creation of customized workplaces. The report delves into the implications of these HRM practices, highlighting how businesses are increasingly adopting customization to meet employee needs, such as flexible work arrangements and work-life balance, to enhance productivity and profitability. Furthermore, it analyzes the concept of 'role-reversal' and its practical challenges, suggesting that while organizations strive for employee empowerment, the full realization of this shift may be complex. The report underscores the need for effective communication and the identification of employee issues to foster a healthy work environment and achieve organizational goals, and concludes by summarizing the key takeaways regarding the crucial role of HRM in the success of hospitality businesses, emphasizing the need for adaptation to retain employees.

Human Resource
Management

Table of Contents
Main argument put forward in the given article as it relates to the HRM function.........................1
MAIN IMPLICATIONS FOR HR FUNCTION FOR CUSTOMISED HOSPITALITY
WORKPLACES TO BECOME THE NORM.................................................................................2
To support the view that the 'role-reversal revolution' envisaged in article will not materialise in
practice in hospitality organisations.................................................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

Main argument put forward in the given article as it relates to the HRM
function
The present article discusses that human resource management is considered as one of the
specific concept that helps businesses to adopt a different and possibly more exotic appearance in
relation to manage the work load within firm. According to Peter Drucker, it can be evaluated
that employees are one of the main resource and thus it related to providing them the best
opportunity so that work could be accomplished effectively (Korff, Biemann and Voelpel, 2017).
There are different functions which are being carried out within businesses in relation to HRM so
that organization provides best working environment to individuals and enhance their
experience. It is essential for business to involve workers within organization and provide them
opportunity through providing better workplace environment and help them in maintaining
work-life balance.
However, another argument was made in relation to role reversal as currently each and
every organization is focusing upon such changes and developing effective employment
relationship in regard to develop effective relationship within workers and thus carry out role
reversal so that issues could be overcome (Bohlouli and et. al., 2017). It has been evaluated that
employees are required to develop various challenges and thus assess that if HRM fails to make
developments in future then it might affect both individual as well as organization. Hence, it is
crucial for organization to undertake effective challenges and carry out role reversal within
businesses in terms of sharing the goals and responsibilities that helps in attaining desired results.
Article also discusses the revolution brought within human resource management and
thus it also relates to the HRM function involved within organization. Currently due to changing
business structure, each and every enterprise is focusing upon giving more preference to its
human resources and thus provide them the best resources so that success can be attained. In
early times, organization does not provide much focus to their workforce and thus provide them
little opportunities that affects their morale. While, as compared to that, now-a-days organization
uses effective HRM practices and provide valuable option to its workforce in regard to carry out
effective employment contract and manage work life balance (Melton and Meier, 2017).
Further, article also clearly analyses the various HRM function requires to be involved
within businesses and therefore, HR department of firm discusses the different functions such as
hiring, organizing and directing that needs to be carried out. HR manager of firm needs to
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identify the requirements of human resources and then provide them best working environment
which results into fulfilling the needs of workers and attain satisfaction (Pindek, Kessler and
Spector, 2017).
MAIN IMPLICATIONS FOR HR FUNCTION FOR CUSTOMISED
HOSPITALITY WORKPLACES TO BECOME THE NORM
It can be stated that HRM function plays a crucial role within firm and thus it helps in
carrying out best practices in managing workforce and carrying out success. Now-a-days
businesses are looking forward to undertaking customization as a crucial element within HR
function and thus it aims to become the norm that needs to be followed by every hospitality
businesses (Armstrong and Taylor, 2017). Through following such norm it helps hospitality
ventures to provide the best workplace practices for its employees and thus provide them
effective environment so that they can maintain work life balance and accomplish both
individual and organizational goals. For instance, Hilton hotel assesses the needs of its workers
regarding giving relaxation in daily working hours so that it helps in satisfying the needs and
improve the productivity of employees. However, if business undertakes such norms and provide
customized workplaces for its workers then they would help in raising the productivity and
profitability of organization.
Further, customized hospitality workplaces are considering this as an crucial HR function
and thus help workers to improve its efficiency through satisfying the needs of workers. For
instance, providing effective services regarding customization for improving the efficiency of
workers such as providing them work from home facility, relaxation in working hours, freelance
arrangements and pay deals in order to provide them equity etc. Thus, such factors results in
improving the performance of firm and raise the productivity of firm in market (Chen and et. al.,
2016). Also, it has been evaluated that customized workplaces are becoming a norm now-a-days
and thus hospitality firm such as Marriott also involves it in the form that it helps in providing
better workplace environment in regard to retain them within firm. All the hospitality firms
involves such norm within their business as competition within business is increasing and
therefore, they need to customize the services so that workplace environment could be
maintained and encourage workforce so that best results can be attained.
Furthermore, Ritz Carlton also aims to provide customize hospitality workplaces to its
workers and thus develop it as a norm so that satisfaction among customers could be attained.
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Therefore, it is essential for management of firm to identify the requirements of its workers and
then provide them efficient environment that helps in satisfying their needs so that customer
satisfaction can be attained. For instance, it provides freelance options, work from home and
holidays etc, Thus, such options are being provided as per the needs of workers and then help
them to satisfy them so that they could be retained within firm for long term. All these hospitality
workplaces are focusing upon customisation and thus carry out it as one of the effective function
of HR so that best results can be attained (Wilton, 2016).
Thus, above all it can be evaluated that customization is being involved as one of the
main HR function and therefore, hospitality workplaces are undertaking such concept so that
they could identify the needs of workers and then provide them better workplace in order to
attain satisfaction (Sparrow, Brewster and Chung, 2016). However, it can be evaluated that if
businesses does not focus upon customizing the workplace than it would affect its working and
therefore it is essential for hospitality workplaces to maintain its workplace environment so that
it can improve efficiency of employees.
Another aspect, determined that, it is highly important to make sure that workers are
provided with healthy environment in which they will be able to perform their roles and
responsibilities in an effective manner. In this context, it is important to make sure that all the
issues that are being faced by them are considered (Bamberger, Biron and Meshoulam, 2014).
Accordingly, it is the responsibility of management to make sure that appropriate steps are taken
so that workers are provided with healthy environment to work in. Performance level of
organization gets negatively affected when workers fail to work effectively and efficiently. With
this respect, when management is able to understand the issues that are being faced by them, then
workers develop positive perception. Further, this will enable them to put on their full efforts
with the help of which firm will be able to achieve their organizational goals and objectives. As
per the findings, it can be determined that there are different type of issues that are being faced.
When there are issues faced by employees and when they are not properly considered, then the
level of performance gets negatively affected (Adeniji, Osibanjo and Abiodun, 2013).
Communication plays vital role in understanding the issues and it also helps to develop strong
relationship with employees. There are cases in which workers do not share their problems or
issues and one of the main reason is due to lack of proper communication. However, when there
is proper communication, then it enables to understand that issues of problems that are faced by
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workers. Accordingly, steps can be take with the help of which performance level can be raised
and healthy working environment can be provided.
To support the view that the 'role-reversal revolution' envisaged in article will
not materialise in practice in hospitality organisations
They are many organizations that deliver their customers with similar products and
services. Customers prefer to make use of services that satisfy their needs and requirement. In
this context, companies make use strategies that enable them to develop strong customer base
(Tarique and Schuler, 2010). There are many views that can be provided with an aim to make
sure that role -reversal is possible. Employees can be determined as the main source who are
helpful enough to make sure that organization achieve their desired goals and objectives. With
this respect, it is important that management provide their workers with healthy environment in
which they are provided with all type of tools and equipments so that they will be able to deliver
proper services to clients. In hospitality sector, main focus is made on the services that are
provided to customers by employees. It can be stated that workers are faced of organization as
they have direct interaction with customers. They are the one deliver their products and services
that are developed by the firm (Farndale, Scullion and Sparrow, 2010). Further, it can also be
argued that both male and female workers should be provided with equal opportunity. This will
enable to develop positive perception within the mind of individuals towards the work and
organization. There are cases in which the issues that are faced by workers are not identified.
However, HR managers conduct performance tool that enables to understand that performance of
each of the workers. In this context, it includes 360 degree appraisal form. This helps to know
where workers stand in context of performance and satisfaction level.
With the improvement in technology, there are many changes that are provided to
employees. In HRM there are concept in which employees can work as per their preferences.
This can also be determined as flexibility working hours (Fulton, Smith and van Putten, 2011). It
helps to have positive attitude towards work. Employees are able to show up their skills within
the help of internet and covers a wide range and they get the opportunity to show their skills.
There are different type of skills and capabilities that individuals possess. HRM make
sure that all capabilities that employees possess are identified and appropriate steps are taken so
that they will be able to make them perform to achieve the goals and objectives. Further the
problems that are faced by workers are also different and so it is important that management
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have proper interaction with employees and identify the issues that are being faced by them.
Accordingly, steps are taken so that they will be able to make employees perform with their full
efficiency. When organization is able to make sure that all the problems and issues that are faced
by workers are determined and proper steps are taken, then they get to achieve their goals and
objectives (Barney, Ketchen Jr and Wright, 2011). One of the essential think that management
need to consider is motivation level. There are many reason that are identified due to which
performance level of workers get negatively affected. In this context, it is important that HR
manager identify the factors that motivate workers. This way the rate of performance level can
be raised and they will put on their full efforts with the help of which competitive advantage can
be achieved.
CONCLUSION
From this report, it can be articulated that employees are important resource for the
organization. It is important to make there is proper communication within the firm so that there
is proper coordination. Further, there are also conditions in which conflicts take place and this
affects the growth and profitability of organization. For this process, it is important that firm that
management have proper communication and identify the main cause of problems and proper
steps are taken to overcome them. There are different type of function that are included in HRM.
Under this, main aspect is to develop relationship with employees. It has been found that the in
hospitality sector the rate of turnover is high. Main reason is due to demotivated workers. One of
the effective way to motivate is through effective communication.
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REFERENCES
Books and Journals
Adeniji, A. A., Osibanjo, A. O. and Abiodun, A. J., 2013. Organisational Change and Human
Resource Management Interventions: an Investigation of the Nigerian Banking Industry.
Serbian Journal of Management. 8(2). pp.2-16.
Armstrong, M. and Taylor, S., 2017. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Barney, J. B., Ketchen Jr, D. J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management. 37(5). pp.1299-1315.
Bohlouli, M. and et. al., 2017. Competence assessment as an expert system for human resource
management: A mathematical approach. Expert Systems with Applications. 70. pp.83-102.
Chen, Y. and et. al., 2016. How Does Executive Strategic Human Resource Management Link to
Organizational Ambidexterity? An Empirical Examination of Manufacturing Firms in
China.Human Resource Management. 55(5). pp.919-943.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
talent management. Journal of World Business. 45(2). pp.161-168.
Fulton, E. A., Smith, A. D. and van Putten, I. E., 2011. Human behaviour: the key source of
uncertainty in fisheries management. Fish and Fisheries. 12(1). pp.2-17.
Korff, J., Biemann, T. and Voelpel, S.C., 2017. Human resource management systems and work
attitudes: The mediating role of future time perspective. Journal of Organizational
Behavior. 38(1). pp.45-67.
Melton, E.K. and Meier, K.J., 2017. For the Want of a Nail: The Interaction of Managerial
Capacity and Human Resource Management on Organizational Performance. Public
Administration Review. 77(1). pp.118-130.
Pindek, S., Kessler, S.R. and Spector, P.E., 2017. A quantitative and qualitative review of what
meta-analyses have contributed to our understanding of human resource
management. Human Resource Management Review. 27(1). pp.26-38.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
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Tarique, I. and Schuler, R. S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2). pp.122-
133.
Wilton, N., 2016. An introduction to human resource management. Sage.
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