Importance of Human Resource Management in Hospitality Industry
The authors have presented multiple
definitions of human resource management(HRM) to show an organization's
enormous importance. Following are some definitions of HRM by the authors to reiterate
the significance of this department.
Mathis and Jackson (2008) says that HRM
is an effective utilization of human resources(HR) and the organization via the
management of people-related activities. DeNisi, and Griffin, (2005), says that HRM is a set of
corporate activities directed at attracting, maintaining, and developing an effective workforce. While Singh and Vohra,
(2005); says that the field of HRM
includes planning, organizing, controlling
and directing the functions of acquiring, developing, maintaining and
employing a workforce. Yonder (1942); shares that HRM is the provision of
direction and leadership to individuals in their work or employment
relationship.
There
are numerous functions of HRM that help
in keeping an organization successful. Also, from recruitment and proper
training to conflict management, maintaining all payroll liabilities, and a
healthy work-life balance, the significance of HRM in a company, is immense.
HRM not only allows keeps employees of the organization happy and well-trained
but also confirms that the organization is working within the guidelines and
procedures of regulations and resolves any responsibility problems that arise (Wood,
1999). HRM is vital to firms because numerous purposes of this department may
significantly improve or adversely impact the firms. One of the primary goals
of HRM is to raise productivity by
recruiting talented employees and ensuring they are up-to-date with training
initiatives. In addition, another primary purpose of HRM and why it is so essential to an organization
is to build coordination between corporate departments. Furthermore, without
proper HRM in the organization, its departments find it challenging to work
together, and it causes the company's business process to suffer. The most
important purposes of HRM are confirming employee satisfaction, remaining
up-to-date with ethical and social frameworks, and maintaining a healthy work
environment and culture and work-life balance for every employee (Bernardin,
and Russell, 2006).
The most significant division of hospitality
employees is HRM, and HR is the only
link between hospitality enterprises and customers. The distinction between a
poor hospitality and a proper and
profitable run hospitality is due to the
significance of its human resource management, which is critical to prosperity.
As Molina-Azorin et al (2021) ; points outs, HRM plays an
essential role in deciding hospitality performance by ensuring the right hospitality staff, the correct type of staff, and the
right time to provide services necessary to satisfy and maintain the quality of
services for guests and hospitality s. Bernardin, and Russell, (2006); supported
this point and noted that the staff hired for hospitality s might impact the
quality of service and the hospitality 's environment. Therefore, selecting
dedicated and enthusiastic employees for various hospitality positions is very important. According to Wood
(1999), the role of human resource
management is to ensure that hospitable and efficient individuals are engaged
as hospitality staff who are skilled
enough to deal with various people or tourists from different regions. the
world.
Boella, and Goss-Turner, (2013); opined
that to maintain a friendly environment in hospitality, it is equally essential
for human resource management to engage efficient employees and retain them for
an extended period. This not only reduces the additional costs of the hospitality
is associated with frequent recruitment of staff but also provides them with
hospitality training. Nevertheless, it is hard for hospitality industry owners
or management to retain employees, many of whom work as part-timers to earn
quick cash without any prospect of staying in the industry in the future. Drummond,
(1990); stated that since most hospitality workers do not want to engage in the
industry, they tend to stay and work as hospitality workers only for a short
period to earn some income. Additionally, poor work environments, culture, work
ethics, and language obstacles are some of the causes behind higher employee
turnover in the hospitality sector.
Nevertheless, there are different ways
in which HRM may decrease the intention
and likelihood of employees leaving employment in hospitality. The significance
of HRM in the hospitality sector is
therefore very great. Hospitality staff
can be retained for longer through good incentives and training. By supplying a
clear progression plan to improve the hospitality service level, the hospitality of HRM can lead to longer staff retention (Drummond, 1990). The
problem of promotion and employee engagement is also very important for the hospitality
sector which further highlights the importance of HRM in the hospitality business.
On the other hand, hospitality that take
different initiatives to upskill employees and offer hospitality training to
acquire the skills necessary to welcome and communicate with various guests are
more effective in retaining employees.
Reference
- Bernardin, H.J. and Russell, J.E., (2006). Human resource management (p. 736). New York: Tata McGraw-Hill.
- Boella, M. and Goss-Turner, S., (2013). Human resource management in the hospitality industry: A guide to best practice. Routledge.
- DeNisi, A.S. and Griffin, R.W., (2005). Human resource management. Dreamtech Press.
- Drummond, K.E., (1990). Human resource management for the hospitality industry. Van Nostrand Publishing.
- Mathis, R.L. and Jackson, J.H., (2008). Human resource management. Thomson/South-western.
- Molina-Azorin, J.F., López-Gamero, M.D., Tarí, J.J., Pereira-Moliner, J. and Pertusa-Ortega, E.M., (2021). Environmental management, human resource management and green human resource management: A literature review. Administrative Sciences, 11(2), p.48.
- Singh, M. and Vohra, N., (2005). Strategic human resource management in small enterprises. the Journal of Entrepreneurship, 14(1), pp.57-70.
- Wood, S., (1999). Human resource management and performance. International journal of management reviews, 1(4), pp.367-413.
- Yoder, D., (1942). Personnel management and industrial relations.
Hi Praduddha, I totally agree with the content of your blog post. Also, Increased service quality, customer satisfaction, customer loyalty, employee satisfaction, employee loyalty, and hotel performance through human resource management (HRM) practices is a viable way for hotels to remain competitive (Lytras & Ordóñez de Pablos, 2008a, 2008b).
ReplyDeleteThanks for sharing the information. And also, management of people to attain levels of behavior and performance that improve an organization's effectiveness It is a management function that assists managers in the planning, recruitment, selection, training, development, remuneration, and retention of personnel of a company. Having the right employee in the right place may also help the hotel maintain its goals (DeNisi & Griffin, 2005).
DeleteAgreed. The concept that the quality and/or efficiency of outputs produced by people and collectives might increase as human capital becomes more personalized and distinctive to a given organization underlies the interest in specificity (Hatch & Dyer, 2004).
ReplyDeleteAgreed, HRM plays the most significant role for most hospitality industries as well as one of the most important costs to the industry. HRM are the first contact between industry and customers Therefore, effective HRM will lead to the success of the organization (Ivanović et al, 2008).
ReplyDeleteThanks for sharing the information. And also, Human resource management is the process of assisting employees in acquiring competences and abilities that will assure their usefulness to the company in both current and future organizational situations. Any organization's human resource department performs duties such as job analysis, recruiting, selection, orientation, and training (Drummond, 1990).
DeleteAgreed on the content Prabuddha. Further, Organizations that do not prioritize recognizing and retaining talent run the risk of suffering serious consequences due to the highly competitive market and the recognition that HRM should play a more strategic role in an organization's success since the competitors may exceed people in the tactical use of their human capital (Chan, 2010). Businesses need to adapt to increased local and international competition by being more adaptable, strong, innovative, and customer-focused (Lacy, Arnott & Lowitt, 2009). In this new context, the HR professional must evolve into a strategic partner, employee sponsor or champion, and business transformation mentor (Chan, 2010).
ReplyDeleteThanks for sharing the information. And also, One of the most fundamental elements influencing human behavior and performance is motivation. Motivation is the driving and directing force that causes people to accomplish a specific activity to the best of their ability. The primary responsibility of the human resources department is to keep staff motivated. It aids with employee retention (Bernardin, and Russell, 2006).
DeleteAgreed. Clients are the one who decides whether the organization will be in success or in failure. So in order to get a consistent client, hospitality has a major role in it. There comes the role of HRM, to select the dedicated and talented employees to deal with the clients
ReplyDeleteThanks for sharing the information. And also, as a result, human resource management in the hospitality sector faces a variety of HRM difficulties ranging from recruiting procedures to training and development, employee satisfaction, labor relationship maintenance, unionization, and staff retention (Maharjan, 2013).
DeleteRegarding the contents, we are in agreement, Prabuddha. In addition, businesses that do not place a high priority on identifying and keeping their best employees run the risk of incurring severe losses. This is because today's markets are extremely competitive, and there is a growing consensus that human resource management should play a more strategic role in an organization's success. This is due to the fact that businesses' competitors may be better at making strategic use of their human capital than people are.. In order to survive the intensifying competition both domestically and internationally, companies will need to become more flexible, robust, inventive, and customer-oriented (Lacy, Arnott & Lowitt, 2009). In this new environment, the HR professional has to develop into a strategic partner, a sponsor or advocate for the employees, and a mentor for company change.
ReplyDeleteThanks for sharing the information. And also, HRM methods are commonly employed to benefit both employees and organizations. HRM techniques that deal with improving competences, commitment, and culture development are examples of HRM practices. The practice might take the shape of a system, a process, an activity, a standard, a rule, an accepted or anticipated habit, or just a method of doing things. Good HRM procedures do make a difference in terms of company effectiveness (Amit, 2014)
DeleteAgreed your content Prabuddha and furthermore as the job market become more competitive.It is more important than ever for employers to engage employers at both the organizational and personal levels.An engage employee is more productive ,produces a higher quality products and provides better customer services (William J ,Rothwell.Ph.D,2003)
ReplyDeleteThanks for sharing the information. And also, at the same time, the hotel industry is a significant employer since it provides a diverse range of full- and part-time jobs for young people, first-time job seekers, minority groups, retirees, and working families. In times of economic downturn, hospitality can absorb more unemployment than nearly any other industry (Amit, 2014).
Delete