...Human Resources in the Restaurant and Hospitality Industry 8/13/2015 In the restaurant and hospitality industry, the manner in which human resources (HR) management is handled is largely dependent on the size of the company. This can present problems for smaller organizations that may not place a large emphasis on HR management until it’s too late. Many companies are corporate-owned and HR management processes are established at higher levels than just the specific locations where a majority of employees work. In smaller organizations, however, these policies are typically not established beyond the most basic, simplistic measures. These problems can largely be mitigated by placing a forward-thinking approach to HR management, and making adjustments to compensate for the business’ current organizational structure, or lack thereof. There are a number of difficulties in the nature of HR decision-making that make implementation difficult. Human assets have features that differ from most other resources in the company, such as its final product and financial capital. Human performance is not easy to predict; it is very challenging to make a definitive case that a particular investment clearly leads to improvements in employees' performance, which then has a direct effect on the financial results of a company. At the same time, costs associated with people are much clearer. While the link from employee pay to employee attitudes to employee behaviors to customer perceptions...
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...International Journal of Contemporary Hospitality Management Emerald Article: Teaching human resource management in hospitality and tourism: a critique Tom Baum, Denis Nickson Article information: To cite this document: Tom Baum, Denis Nickson, (1998),"Teaching human resource management in hospitality and tourism: a critique", International Journal of Contemporary Hospitality Management, Vol. 10 Iss: 2 pp. 75 - 79 Permanent link to this document: http://dx.doi.org/10.1108/09596119810207228 Downloaded on: 24-09-2012 References: This document contains references to 19 other documents Citations: This document has been cited by 5 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 4078 times since 2005. * Users who downloaded this Article also downloaded: * Tom Baum, Vanessa Amoah, Sheryl Spivack, (1997),"Policy dimensions of human resource management in the tourism and hospitality industries", International Journal of Contemporary Hospitality Management, Vol. 9 Iss: 5 pp. 221 - 229 http://dx.doi.org/10.1108/09596119710172615 Philip Worsfold, (1999),"HRM, performance, commitment and service quality in the hotel industry", International Journal of Contemporary Hospitality Management, Vol. 11 Iss: 7 pp. 340 - 348 http://dx.doi.org/10.1108/09596119910293240 Peter Haynes, Glenda Fryer, (2000),"Human resources, service quality and performance: a case study", International Journal of Contemporary Hospitality Management, Vol. 12 Iss: 4 pp...
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...CAMPUS The role of Human Resource management in tourism TABLE OF CONTENT 1. Human-Resource management in Tourism 2. Pentravels Human Resource management philosophy 3. Reference list 1. Human-resource management in Tourism The purpose of this report is to discuss the role that Human-resource management has in the tourism and hospitality industries and the challenges that the tourism and hospitality industry in South Africa face. Pentravel is a well known tourism organisation situated in the Garden Route mall; their human-resource management philosophy is also discussed. Human-resource management according to Susan M. Heathfield (2012) can be defined as the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. Human-resource management can also be defined as a way of management that links people-related activities to the strategy of a business or organisation. Human-resource management has several goals such as: * To meet the needs of the business and management * To link human resource strategies * To find ways for human resources to “add value” to a business. (tutor2u, n.d) Human-resource management means many...
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...resulting in increased inter-dependence amongst nation-states, inter-action and integration between peoples, and ease of conduct of business across geographically spread countries. In creating competitive environments and bringing about reciprocal benefits, nation-states co-operate in facilitating ease of travel, lifting trade barriers for movement of goods and services, facilitating conducive environments for conduct of business, easing entry-exit laws on legal movement of people across national boundaries, and embracing international labour-related laws to tap into human resource talent and filling gaps in labour short-falls. 1.2 EMERGENCE OF THE INTERNATIONAL HOSPITALITY INDUSTRY The globalization of travel creating demand for hospitality services in host countries can be said to be largely instrumental in the development and expansion of the international hospitality industry. The hospitality industry stands as a service...
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...Hospitality Information Systems and Users BIS/303 September 2, 2013 Hospitality Information Systems and Users In America today there are several agencies, companies, and organizations that contribute information systems that help consumers with decision. Technology has continued to increase and bring new ways to obtain information. The computer user of these types of information systems has evolved as well. Each individual user can gather, send out, or just read information out on the Internet. Organizations use the information systems to keep sections files, records, employee training, and financial paperwork in order. Theses systems help maintain a record and keep the files organize for the business. Human resources are one example of an organization section that maintains employee’s records, training, and personal information. The human resources field is often derelict in business management. This neglect is supported by that a proficient human resources department should function without fanfare. An example of this would be when a project team effectively launches a product on time and within budget, and this is called an excellent accomplishment for that business. In the software industry, human resources have not gone unnoticed and have become more important to a business. There is a wider range of programs or applications available to help the human resources department in completing tasks, but this also helps to achieve goals making automation possible...
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...industry that contributed to the national GDP. A report from the Malaysia Insider (2010) stated that 9% of the country’s GDP is contributed by this industry due to the increasing numbers of tourists visiting the nation. This can be seen from a 2010 report by the MTPB which showed 16.4 million tourists arrived in 2005, later the number increased to 23.6 million within 5 years. Thus, an increase in the number of tourist means that there will be more job opportunities for the locals. However according to the report from the Ministry of Human Resource in 2009 it mentioned that the Tourism employee turnover in Malaysia is relatively high at 16% and 8% was contributed by hotel employee turnover. Manpower is crucial to any industry but to the service industry manpower shortage would be the biggest challenge faced by the hotel industry when compounded by the issues of staff retention and job satisfaction. In an increasingly competitive landscape, the hospitality industry must endure upon restructuring especially in aspects of career progression opportunities and matching the industry growth with the talent and service levels as well as monetary and non-monetary reward structures. It has become a necessity to look at the context of labour turnover within the hotel industry and decide on benchmark practices to battle the operational and administrative challenges that the high levels of turnover posed. This paper is proposed to analyse and evaluate the impact of labour turnover in two key...
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...Hospitality and Tourism Education and Training A Case Study of Scotland. Geno Trapaidze The Department of Hospitality and Tourism Management University of Strathclyde A thesis submitted in part of the requirements for the degree of MSc in International Hospitality Management September, 2007. ABSTRACT 1 The purpose of this study is to examine the role of education and training and its impact on labour supply to the Scotland hospitality and tourism industry; what are the current issues are there? And how those issues can be minimised? Its also seeks to identify the relation between the customer satisfaction and the service employees via service quality for maintain the growth of the hospitality and tourism industry. It also tries to identify the current labour market issues of the hospitality and tourism sector in Scotland, and how these issues can be minimised. Research will be conducted through five individual interviews. This research should help the hospitality and tourism managers/employers understand the importance of retaining staff. Also it will aim to make educational institutions aware of the gap between the content and the design of their hospitality and tourism courses/degree programmes in relation to industry demand, as highlighted in relation to current labour market issues such as staff turnover rate, retention problems, and the image of the hospitality and tourism industry in Scotland. Key words: Service quality, staff turnover, poor image...
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...industries because attitude of employee in hospitality industry would directly affect customer relationships. According to Ivanovic & Blazevic (2009), “An enterprises human assets or, put more conventionally, its human resources tend to be one the most significant costs for most hospitality enterprises (p. 1). In most hotels the payroll is the single biggest cost item, which in restaurants and bars is usually second material cost. Furthermore, human resources are usually the first point of contact between an enterprise and its customers.” According to Hospitality Ireland, “Getting properly trained staff in 'for the long-haul' is more difficult (p. 1). As chef Derry Clarke told us in an interview last May, ‘the main challenge the restaurant industry faces is increasing labor costs and maintaining a good work force. Unfortunately, this is the type of business where a large amount of chefs remain employed for six months and then move on.’ Restaurants aren't alone; staff shortages affect all areas of the hospitality trade.” An effective recruitment strategy for the organization is essential to the success of the enterprise. Before selecting detailed recruitment plans, it is important to consider what managers do so that the development plans meet the needs of the organization and of the individual. If the organization employs an individual who does not correspond with organizational values the company will be unproductive. In the hospitality industry a major responsibility of the...
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...countries,so hospitality sector needs to be expanded globally. Indeed, tourism has become the world¹s largest export industry. The hospitality industry is one of the world¹s largest employers and arguably one of the largest traders of foreign currency and is clearly at the center of the transfer of ideas and the cross fertilization of cultures. those countries suffering from trade imbalances due to high imports frequently look to tourism and hospitality to close the gap. The main challenge to the hospitality industry relates to the human resources issue and also Shortages of skilled employees at all hierarchical levels including management have been reported throughout the hotel industry in many areas of the world. One reason may also be a lack of effectiveness in the way the hotel industry plans and implements training, thus leading to a failure to develop existing employees to master the skills needed today and tomorrow. The hospitality sector needs a lot of well-trained employees and managers.. According to the International Hotel and Restaurant Association (IHRA), the greatest challenge facing the hospitality industry today in the area of human resources is the investment in and delivery of training (International Hotel and Restaurant Association, White Paper 2003). At its heart, the hospitality industry plays an important part physically in bringing people together in a global community International Hospitality Business: Management and Operations will introduce hospitality...
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...Diaz THE HISTORY OF HOTEL & RESTAURANT MANAGEMENT I observed that Travelers throughout the world have always sought hospitable places to rest and eat. Although modern hotels feature conveniences such as televisions, en-suite showers and minibars, they fulfill the same purpose as ancient rooms and boarding houses. The history of hotel and restaurant management goes back many years but has always involved the essential concept of hospitality. The term "hospitality" derives from "hospice," meaning a place of rest for travelers. EUROPE In the Middle Ages, European monasteries and abbeys first opened their doors to offer hospitality to travelers. Over time, business people took over the management of many of these inns. During the 19th century, the Industrial Revolution heralded the opening of hotels in Europe's major cities. The owners of many of these hotels aimed to attract wealthy travelers by building intricate and ornate buildings. Throughout the 20th century, hotels sprang up across Europe in mountain and resort regions. The European hospitality industry is a growing industry and encourages its managers to develop an international approach to hotel and restaurant management. INNS FOR TRAVELERS From the beginning of the enterprising individuals built and developed inns to serve the needs of pioneers traveling across the country. These inns initially offered only basic facilities, but then as competition grew, they began providing more extensive services for those prepared...
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...Critically evaluate the usefulness of definitions of Human Resource Management in understanding the Hospitality Industry Human Resource Management (HRM) has been placed, at least in terms of prescriptive theory, above all the other primary activities of a business and the importance of HRM to businesses in general has been argued to be central and fundamental in order to better enable their business activities and for the fulfilment of their business objectives. In discussing the Resources, Competences and Strategic Capability of Businesses, Johnson and Scholes (1997, Ch 4, p147), say of HRM - “This is a particularly important area which transcends all primary activities. It is concerned with those activities involved in recruiting, managing, training, developing and rewarding people within the organisation”. Others have found evidence that HRM practices can significantly improve a firms performance and for example Dessler (2000 p18) cites research which claims as much as 30% differences (improvements) in financial performance which were attributed to differences in HR practices in banks. He continues to note a study (p 19) which identifies that in 97 metalwork manufacturing plants “Similar evidence of the HR-Performance link has been found”. Elsewhere, as Redman and Wilkinson, Editors (2001 Ch 1, p10) point out, Strategic Human Resource management (SHRM) theory holds that “an organisation’s human resource assets are potentially the sole source of sustainable competitive...
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...Effects of Social Media on Hospitality/Tourism Name: Institution: Date: Introduction Since the turn of the century, there has been an upsurge in the use of social media. As a result, many tourism organizations that include hotels, travel agencies, and airline companies have started using the internet as one of the important tools in marketing and communication strategies. Many businesses within the hospitality industry rely on good reviews from their customers, and social media is offering this as a natural marketing tool (Bennet, 2012). The use of social media have become very widespread, and the travelers use these sites consistently to brag about their great experiences as well as express displeasure with poor experiences. This is a natural way through which the social media is impacting the hospitality and tourism industry. After realizing the power of social media, businesses are also leveraging on the wide presence of customers in social media to communicate, engage, and market their services and products to the customers (Guzel & Sengun, 2015). The growth of social media has had immense impacts on social media that range from marketing, communication, and even corporate social responsibility. This paper conducts a literature review on the effects of social media on hospitality and tourism. Literature Review According to Mahmood A Khan (2012), the benefits of social media can be very helpful in marketing and management in hospitality and tourism. He states that...
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...0TAKORADI POLYTECHNIC SCHOOL OF APPLIED SCIENCE HOSPITALITY MANAGEMENT HND III NAME OF LETURER: MR. JOSEPH FORDJOUR COURES TITLE: HUMAN RESOURCE MANAGEMENT COURSE CODE: SMS 316 NAME OF STUDENT: JULIANA AMOAKOHENE INDEX NO.: 07102017 DATE: 20TH FEB,2013 QUESTION a. The hospitality industry is known to have a high employee turn over. What are the basic characteristics of the industry that makes it have a high employee turnover? b. As a general manager of Protus Hotel, outline ways you could solve this. INTRODUCTION The hospitality industry by dictionary is a cluster of industries comprising of accommodations, food services and recreation, entertainment and amusement sectors. The hospitality industry is dependent on the availability of people‘s leisure time and disposable income. A hospitality unit such as the hotel, restaurant or even an entertainment park consists of multiple groups such as facility maintenance, front office, housekeepers, kitchen workers, bartenders and so on. Management, marketing and human resource come together to serve the customers. Within each of the department, human labor is needed to produce goods and service to customers. Employees are therefore a company’s most valuable assets in every industry including the hospitality industry but worldwide researchers have suggested that, employee turnover is very high in the hospitality industry. Generally speaking, employee turnover is the rate at which an employer gains and requires minimal skill, minimal...
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...succession planning has increased its importance. Succession planning is defined as the process of identifying and developing internal people who possess the potential to fill key leadership positions in the company (Whitmore, 2006). In view thereof, many scholars believe that it is through succession planning that the company is assured that more people who are experienced and capable in assuming leadership positions are available. Whitmore (2006) further adds that it is because of the abovementioned that the so-called replacement planning for key roles is at the core of succession planning. This research paper has been devoted to the analysis of succession planning in the field of human resource management. In addition, it would also highlight the issue of succession planning in the hospitality industry. This research shall therefore be divided into the following sections: first, introduction; second, succession planning: an overview; third: the practice and...
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