Human Resource Management in the Hospitality Industry

However costly, the benefits of effective and efficient recruitment and selection, along with appropriate policies and procedures for retention, could outweigh the costs as well as reduce the costs of high labour turnover. Armstrong (2006, p97) cites Purcell et al (2003) to state that 'the way managers implement and enact policies ' is crucial in achieving greater competitive advantage. This process spans from gathering the potential candidates for a job position to short listing and in the final stages, selection. They may have knowledge of suitable candidates; however it is the ability to recruit the right people for the right job through, essentially, a systematic and fair, procedural process.              However, choosing the right person for the right job is not always easy. Effectively conducting job analysis and targeting right potential candidates ensures a good match between applicants and the jobs (Delaney et al 1996). Argument has been given that under qualified employees may not able to effectively perform their job positions due to lack of knowledge and competencies, while on the other hand over qualified employees tend to experience less job satisfaction due to their higher qualification than a desired level for a given job (Johnson et al 2002). For every job in the organisation, a thorough job analysis, which includes

The hospitality industry is a very lucrative and rewarding career choice. Choosing a career in this field is not for the faint at heart. A career in this industry requires an individual that is ambitious, self-motivated, and has a charismatic personality. However, the hard work comes with many personal and financial rewards. Hospitality covers all careers that can come underneath the lodging, restaurants, event planning, theme parks, transportation, and tourism. However, this paper will go in depth explaining the role of general management, growth of employment, and human

As quality of service is a huge competitive priority, Blackshop must continue with its stringent employee selection policy. The importance of selecting the right employee to work at Blackshop cannot be understated as many “US casual restaurants learn to view their employees from a new prospective – as strategic human capital which possesses intangible assets that are valuable to the firm”(strategy risk). Restaurants that take this view have the “potential to build a human resource competitive advantage”(strategy). Employees chosen to work at Blackshop must show a certain enthusiasm towards the company’s service concept.

All the more, some important rules, regulations and guidelines that employers must utilize entail Uniform Guidelines on Employee Selection Procedures, Sex Discrimination Guidelines, Religious Discrimination Guidelines and National Origin Discrimination Guidelines (Heneman, Judge, & Kammeyer­-Mueller, 2012). These guidelines establish uniform standards for employers for the use of selection procedures and to address adverse impact, validation, and recordkeeping requirements. Essentially, these guidelines document a uniform federal position in the area of prohibiting discrimination in employment practices on the basis of race, color, religion, sex, or national origin. Further, these guidelines help outline the requirements necessary for employers to legally protect employment determinations based upon final selection actions and specific selection procedures.

Agreeably, the Uniform Guidelines on Employee Selection Procedures is a set of guidelines that is used by corporations during the process of employment selections. It mainly highlights the aim to eliminate discrimination in basis of color, race, sex, religion, nation or origin when deciding on employees for a firm. Also, these guidelines provide employers with a framework for making legally requisite enforceable employment decisions”. (Snell, 2013, p. 131) In doing so it supports the nation's aim to provide equal opportunity in employment selection without any favoritism. Added to this, the guidelines can only be used for selection process that is purely based for making employment choice decisions. But it can be used by any corporations both

In an evolving competitive environment, organizations must expand their horizons and select unique individuals with different strengths to build a successful workforce. The selection process is a legal practice that requires a precise hiring decision of a potential candidate by the organization and it serves as a guideline in matching the interests in both parties.1 In particular, the Bank of Montreal (BMO) is the fourth largest bank in Canada that employs 47,000 people.2To ensure that the company performs at maximum efficiency, the human resource management team is responsible for selecting individuals who are most qualified and share the same values as the company. In order to decide this, general selection protocols are used

This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;

The scope and intent of hiring practices have evolved in the information age as businesses, workers, and lawmakers have become increasingly aware of the results, intended or unintended, of hiring practices on organizational culture, effectiveness and litigiousness. By investigating common objectives and practices of various industries, a criterion can be established that serves the interests of those vested in the process.

The opening of a new hotel is more problematic than adding staff to an existing operation. With no staff in place, new hires cannot learn from existing employees and there is no existing culture. Prior to any advertising or recruitment efforts, we first need to develop job descriptions for each of the many positions (York, 2014). Then we need to determine whom do we hire first, I like the top down approach hiring top level managers first and then have them hire those who will report to them. It is important that the first mangers hired are familiar with and in agreement with the organizations mission, core values, and ethics.

Personnel selection is a process where various methods are used to gather information to determine if individuals meet criteria to fill job vacancies. It is only when an employer achieves many years of service that the impact of personnel selection on an organization can be recognized. This methodical process should be composed with extreme care to avoid any violation of laws that pertain to personnel selection. Validity is evident if an apparent relationship is obvious between the procedure and the job position for which individuals are being selected. An important part of the personnel selection process and as a precursor to selections, job analysis should be performed in such a way as to meet the professional and legal guidelines of

Hospitality industry is one of the world¹s largest employers and brings people together in a global community. It is undergoing a significant change with cross-border expansions in high-growth markets and the threat of digital or tech disruptors. This is redefining the roles, responsibilities and capabilities of leaders in the industry and has created a demand for professionals with a strategic mindset, agility, strong leadership skills, and financial sophistication. Moreover, characteristics of the industry such as dynamic travel trends, labour intensive workforce from different cultures, long operating hours, intense competition and fast pace of developments requires a leader to have broad understanding of property-development skills as well as operating skill-sets. Leaders should have a clear understanding of the company’s brands and its strategies as they enter new markets.

There are many important considerations in the process to fill an opening within a company. Hiring managers and any committees involved have several important areas of concern to address. Making sure the process is legal and fair is a top priority, as is selecting the best person for the job (Hynes, 2010, p. 273). How can a company best accomplish the tasks involved in hiring key members of its team? This can be accomplished through good planning, collaboration and adhering to the highest legal and ethical standards throughout the process.

To work in the Human Resource management field you must maintain and improve the company by planning, implementing, and evaluating employee relations and human resource policies, programs, and practices. It is a challenging and yet rewarding field to work in. However, just like every business field, people who work in the human resource department face many challenges when it comes to discrimination.

Many factors like globalization, technological change, Migration, Hospitality industry has been changed in terms of the size, structure and scope, especially Hotel and Restaurants. Amsterdam is one of the most popular destinations for Hospitality Industry in which many Indian and Nepalese Hotel and restaurants are offering products and services since many years. However, it is most important to know their status, and they should be facing many problems while operating business since this research should be focused towards the current issues like cultural barriers, legal obligation, accessibility, marketing techniques, customer satisfaction, complaint Handling, profit and loss analysis sales turnover and so on. However, the study should be mostly based on HR challenges faced by this Hotel and Restaurants. In addition to this research study also give solution to these issues, and also provides a base to gain competitive advantage over other Hotel and Restaurants.

Hrm is the way of managing the human resource so that they can be directed to the achievement of the overall goal of the company. InterContinental Hotels Group PLC, informally known as InterContinental Hotels, a multinational hotel company which headquarter is in Denham, United Kingdom, has over 700000 rooms in almost 5000 hotels across approximately one hundred countries. Being a multinational company, managing employment relation and handling the employment laws that affect InterContinental Hotels Group PLC are both necessary. The role of human resource management, employment relation, employment laws in InterContinental Hotels Group PLC are discussed further.