Resume
Summary Human resources in the hospitality industry
- Établissement
- Erasmushogeschool Brussel (EhB)
6parts about the human resources in the hospitality industry. Gegeven door meneer Rasson
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Aperçu du contenu
Human resources,
,Part 1: The hospitality industry HRM context
Chapter 1: background to the industry’s workforces
Introduction – The industry
To consider an industry’s workforce→examining context & environment on which that
industry is operating. → this context is in constant change because it responds to
unpredictable, external forces (populism, nationalism) → have affected industries &
workforces.
It is not immune to technology → recruitment influenced by online interactions, social
media involvement, take away, self check-in
Customers used to rely on classification systems and brands → now social media at the
heart of business environment (booking.com)
!!!!ALL THESE ELEMENTS HAVE A SIGNIFICANT IMPACT ON HR OF BUSINESS
→ because these elements lead to changing business formats and concepts
WHICH LEADS TO → lifelong/longer careers (doing two or more part-time jobs)
Hotel industry developments
- Consolidation (bringing things together to make it stronger or more organized)
- Brands
- New operating models (franchise, self operated, management contracts)
Hospitality industry economic contribution
- Direct contribution
= immediate economic impact resulting directly from a specific economic
activity.
= includes the value of goods, wages of factory workers
- Indirect contribution
= involves the secondary economic effects that result from the direct economic
activity.
= transportation service, machinery required by the factory
- Induced contribution
= additional economic activity generated by the spending of income earned
directly or indirectly from the economic activity
= it reflects the impact of increased household spending resulting from the
income generated groceries.
These components provide a more comprehensive understanding of the overall
economic impact of a specific activity or investment.
, The hospitality workforce
IT IS BLOODY UNATTRACTIVE/
- Pressure
- Low wages
- Challenge to recruit/unavoidable challenges: working evenings, weekends, bank
holidays, stressful situations
Characteristics of the hospitality workforce
Being fully aware of the different elements and characteristics of the people who make
up that workforce:
- Age: A lot of young people attracted to the sector
- Gender: men (management roles/back-house job) females (customer-facing)
- Transient workers: Individuals who move from 1 location to another temporarily
for work purposes.
- Migrant workers: A person who moves to another country in order to find
employment, in seasonal or temporary work.
- Shortages: absenteeism, aging workforce
- Turnover: HI is known as an industry with very high labour turnover (refers to the
rate at which employees leave a company and are replaced by new employees)
Hospitality industry structural development
One of the most significant developments: development of a multitude of brands +
hospitality organizations have become more market-oriented.
New types of models have impacts on HRM:
- Pubs and bars: brewiers own the pubs. Can be ran by an individual/operating pub
company.
- Franchises: ran by the operator licensed by the franchisor to use the franchisor’s
intellectual property, brand/name/staff… are employed by the operator.
- Consortia: number of individual businesses form a group for marketing and
purchasing proposes. Use the consorium’s intellectual property (websites)
- Marketing groups: business in similar markets may form a marketing group
- Contract/service operators: include hospitality services sector’s biggest
entreprises, employing many thousands of people. Ex; compass group.
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