The Resort And Spa Sector

It would be very easy for employee engagement to be used in a negative way to ensure that employees are more productive and putting in more effort for no reward. In this case, Trade Unions would be interested to ensure that employees aren’t exploited for the good of the organisation and that the benefits of improving employee engagement are mutually beneficial to all parties concerned.

As Gallup measured in their research that there is still an overwhelming number of disengaged individuals in the workplace, which has cost the organizations in the United States at an enormous amount of about 300 billion dollars annually (Gallup Consulting, 2006). Certain programs are initiated in different workplace to embed employee engagement. Personally, apart from the traditional motivational factors of financial and non-financial incentives to increase employee morale and active participation within the goals of the organization; it would even be more remarkable to come up with innovative practices that would be unique to the organization and meet the demands of the business.

Maintaining and improving employee engagement are increasingly complex for company’s operations these days due to the instable environment and varied economic conditions (Aon Hewitt, 2012). However, if a company has a good performance in employee engagement, it would surely enjoy competitive advantage and better business outcomes than other companies.

There are many definitions for employee engagement; however, it is best defined as “an individual employee’s cognitive, emotional and behavioural state directed towards desired organisational outcomes” (Shuck & Wollard, 2010). This construct, albeit a well-known principle within the business environment, has been founded on concepts such as employee commitment, job satisfaction, organisational citizenship behaviour and has been said to be key to improving performance within the workplace (Sridevi, 2010). Its success lies in its authentic implementation structured on a two-way engagement

It is said that there are five common reasons for the high turnover in the hotel industry (Boardman, 2010). The first reason for high turnover in the hospitality industry is due to seasonal work. Hotels must hire more

Studies have shown that there are some critical factors which lead to Employee engagement. Some of them identified and mention below:

The article is useful for my research topic as Wefald and Downey explore how organizations are using engagement. The main limitation of this article is that the literature review could have been further analysed in order to explain how EE could be influenced by HR practices. The authors

During the 21s century, globalization in tourism industry has been concerned because the world is growing and trending. It is a big issue that industry of hospitality sector and cruise sector will be concentrated with their sustainability and reputation. Growing in marketplace is very important since they can attract more customers and increase revenue. Nowadays, people have a higher lifestyle and knowledge that they always have high expectation on travelling to a new place. Therefore, good management is the major issue for all hotels and cruise to keep their industry rolling and becoming success. Good management always look at the human resources development and the service performance to see how successful the industry have been. Industry working in an efficiency area and staff have a good service performance that can give customer a well impression. Therefore retaining staff, distributing area and training skills always need to keep moving and improving. To maintain a good balance on staff control, talent management and retention always are the best ways to use in the hospitality and cruise industry to operate their company well.

In this world, people are the most important resources for business. This is extremely genuine with respect to a service-intensive sector, which is Hospitality and Tourism (H&T) industry (Baum, 2006). In this industry, development support should emphasize on the staff with high quality of performance and skills so that the hospitality and tourism industry can reach the level of full business potential and it is the main factors to underpin the competitive success in this industry (Baum, 2006).

Human resources management has become a critical influence factor to the development of contemporary hospitality industry. In accordance with Enz (2009), human resource management issues are the thorniest problem to hospitality managers throughout the worldwide hospitality industry. It is recorded that the turnover rate for this industry is normally from 60% to 300%,(Lee & Way, 2010).Against this background, challenges caused by the high staffing turnover rate are difficult problems in hospitality HRM. In this essay I will focus on three main challenges that are link with high turnover rate: shortage of experienced staff, low morale and productively, and high turnover cost, and then, explanation of a strategic human resource management approach which can be an effective solution to those challenges. At the last part of this essay two aspects of a human resource manager’s role would be described and explain how does the strategic human resource management approach and those human resource manager’s role relate with this three challenges.

* Manage hotels by human resource policies which encourage and reward individual and unified effort and achievement, provide training and personal development opportunities and create a working environment in which staff can feel a real sense of job involve

This report will firstly consist of a short profile on the term human resource management. Secondly a description of the importance of three human resource functions that are suitable for the above mentioned business in the task scenario. Also taking into account the situation of the business in the task scenario an examination of two appropriate workforce planning methods that can be used in their organisation. Then recount the ways in which the overall performance of the business in the task scenario can be improved by developing their employees. Lastly giving reasons, figure any two key areas of employment legislation that need to be considered by the human resource department regarding the hotel business in the task scenario.

The general objectives of business operations are to make profit and remain as a going concern for the foreseeable future. For this reason, the management teams of such businesses must have comprehensive control over the recurrent costs of business operations. Employee remuneration and administration of other compensations require the company to part with financial resource which would otherwise been put into other development activities. As a result, the management at Moscow Aerostar hotel had the mandate to secure their human resource levels at optimal levels. However, the hotel’s general manager raises a concern that the hotel faces a problem of optimization of the number of employees recruited by the hotel. The situation has brought

Hotel is a place where the staffs or the employees have to face many customers and visitors. So, politeness, good behavior are the key words in these kinds of organization. But in the Beachside hotel it’s different. Bad behavior with the customers and employees as well, delay in the works e.t.c prevails in the hotel. So, Mr. Brian should learn something from Mr. Joe, the general manager of sunrise hotel, that is, the area around the hotel especially tourist areas are very important so they should be preserved well. And employees in the organization are assets to the organization. So, he needs to encourage and develop the capabilities of his staffs. For this he should provide development programs designed to give everyone information, that will help them do their job better and stick to the organization for their own security and benefits. So, there should be certain plans, policies, rules and regulations in the organization to maintain smooth operation. To encourage the able employees and threat the incapable employees according to the situation. As Mr. Joe does in his hotel. And general manager needs to be flexible as Joe is. He should be dynamic and friendly to all and a team player.

In particular, the rapid expansion of hotels of an international standard in the region is creating a high level of demand for skilled and experienced staff. The nature of the decisions facing hotel management is continually expanding. For their business to remain competitive, managers must be skilful in many diverse areas. For instance, they must possess a good understanding of how current events and the economy affect the market and develop skill in marketing their products. They must also strive to keep up with the technological innovations in the operational side of the industry. As part of the service industry, tourism is labor intensive and generally requires well developed social and language skills in a cross cultural working environment. These demands have placed considerable strain on small, independent operators, who cannot rely on the broad management expertise available to their multinational hotel chain competitors.