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Assessment of the key HRM challenges that the tourism and hospitality organisation faces and propose possible recommendations as to how that organization could tackle these challenges assignment CA$31.42   Add to cart
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Assessment of the key HRM challenges that the tourism and hospitality organisation faces and propose possible recommendations as to how that organization could tackle these challenges assignment
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  • HRM For The Tourism & Hospitality Industry

Assessment of the key HRM challenges that the tourism and hospitality organisation faces and propose possible recommendations as to how that organization could tackle these challenges assignment is about the introduction, the challenges and recommendations of hotels, hiring right person in the tour...

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  • April 6, 2022
  • 17
  • 2013/2014
  • Other
  • Unknown

Subjects

  • key hrm challenges
  • possible recommendations
  • tourism and hospitality organisation
  • organization could tackle these challenges
  • hiring right person in the tourism industry
  • conflict and harassment among su

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  • HRM for the Tourism & Hospitality Industry
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Contents
Introduction......................................................................................................................................4
THE CHALLENGES AND RECOMMENDATIONS OF HOTELS.............................................6
1. Hiring right person in the tourism industry..........................................................................................6
2. Conflict and harassment among subordinates.....................................................................................7
In any hotel, conflict and harassment is a factor that is always happening among subordinates. The
adverse impact of harassment and conflict occurring in the hotel can affect the entire staff. In the
hotel environment, there may be ample opportunity for harassment in all its detrimental forms.
Harassment and conflict is a situation HR is charged with preventing and, if it occurs, resolving.
Employees who are suffering through episodes of harassment become fearful and are unable to
properly perform their jobs or concentrate on providing the best service for your guests. HR is
charged with investigating and possibly firing or relocating involved employees. As such to tackle with
this issue of conflict and harassment the hotel has come up with a possible recommendation.............7
Solution:...................................................................................................................................................7
HR must tries to solve out the problem regarding conflicts among the subordinates. To avoid conflict
and harassment among the workers of the hotel, the human resource manager must find out the
topic for which conflict raised and solve it immediately as far as possible. Shift can be among the
departments or branches to terminate the problem. Warning should be given to every regarded party
financially and non-financially. The manager can also conduct regular meeting/discussion session
along with the sub-ordinates to avoid future problem. HR can arrange third party negotiator to
provide personal satisfaction to each and every party. Improve transparency, reliability and
consistency of every aspect in the hotel to avoid future conflicts among the sub-ordinates. HR should
develop smooth working relationship among colleagues working in the hotel as customers want to
see happy employees showing a positive image as well as getting excellent service. If employees in the
Meridien hotel are always having conflict that might have a negative impact on the hotel and cause a
bad reputation which might lead to loss of customers............................................................................7
3. Sustain Revenue and growth...............................................................................................................7
Hotels like Meridien want to sustain their revenue and growth so that they can continue to survive in
this competitive global village. This is not an easy thing as there are many competitors such as De
Conti Hotel, Le Victoria Hotel who are aiming at the growth of their business and are competing with
each other simultaneously. A framework for distinguishing good from bad growth is a crucial element
in generating revenue growth. Good growth not only increases revenues but improves profits, is
sustainable over time, and does not use unacceptable levels of capital. It is also primarily organic
(internally generated) and based on differentiated products and services that fill new or unmet needs,
creating value for customers...................................................................................................................7
4. Shortage of skilled employees.............................................................................................................8



1

,One of the greatest challenges plaguing the hospitality industry is the unavailability of quality
workforce in different skill levels. Hotels such as Meridien Hotel have failed to retain good
professionals such as Bar man, housekeeper and food and beverage manager.....................................8
Solution: Retaining quality workforce......................................................................................................8
Retention of the workforce can be done through training and development. In hotels through training
and development, semi-skilled or unskilled workers can be trained to work more efficiently. This can
increase the numbers of skilled workers in the organization. Thus the Human resource department
does not have to recruit more workers, saving the expenses in terms of salary and wages of the
employees and thus conforming to the budget of the hotel. An attractive wage package can be a
motivating factor to retain present skilled employees............................................................................8
5. Training and Development...................................................................................................................8
This is another challenge that HR managers in the hotel and personnel must deal with more
frequently. With the need to cut training costs, training itself often suffers. Yet the skills an employee
needs must still be taught........................................................................................................................8
Solution: E-Learning Opportunities..........................................................................................................8
6. Bonding During the On boarding Process............................................................................................8
7. Motivate workers non-financially (psychologically).............................................................................9
Motivating employees is a challenging task for HR in the hotel. This challenge is amplified for HR in the
service industry as it is labor intensive and most of the employees have direct contact with customers.
Employee’s motivation plays an important part of the hotel’s power of productivity and efficiency.
Providing employees fringe benefits, inspiration and positive atmosphere can motivate them to
superior performance of their jobs..........................................................................................................9
Possible Recommendations: Motivation through financial and non financial payment..........................9
HR can try to motivate the employees of the hotel financially and non-financially. In terms of non-
financially HR provides following facilities for the employees. These can be done through providing
them a better environment which brings high mental satisfaction. Allow the workers to have direct
contact to the top level management for important topics or problems that they face, this will provide
satisfaction to the employees. HR can provide fringe benefits such as housing (employer-provided or
employer-paid), group insurance (health, dental, life etc.), retirement benefits, sick leave, vacation
(paid and non-paid), social security, profit sharing, funding of education, and other specialized
benefits. Health benefits to the employees can also be provided...........................................................9
8. Theft at workplace...............................................................................................................................9
Hotels usually have a large supply of expensive wine, unlimited food, and high-end equipment. Some
employees can't resist the temptation to steal these items. Theft of this type is unfortunately common
place in the hospitality industry. If a staff member is stealing the hotel, this can have a major impact
on profit levels and the financial stability of the hotel. Very often this is the case in the Meridien Hotel
where theft happens between employees working in the back area......................................................9


2

, Possible recommendation:......................................................................................................................9
The Human resource Manager may try to instill a sense of loyalty in employees. It is important that
manager checks inventory levels and monitors employee behavior to ensure the hotel is not the
victim of employee theft........................................................................................................................10
9. Cost reduction....................................................................................................................................10
10. Customer loyalty and Retention......................................................................................................10
11. Service Quality.................................................................................................................................11
12. Succession Planning, Future-proofing your Organization................................................................11
13. Shortage of skilled workers..............................................................................................................12
14. Leading the Talk...............................................................................................................................12
15. Workplace diversity.........................................................................................................................12
16. Change management.......................................................................................................................13
17. Leadership development..........................................................................................................13
18. Motivational Approaches.........................................................................................................13
Human resource challenges in every organisation around the world............................................14
The Numbers Speak Volumes............................................................................................................14
Expand their Skills and Enhance own Expertise.................................................................................14
Conclusion.....................................................................................................................................16
REFERENCES..............................................................................................................................17




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