Essay: Changing HR Practices In Global Tourism & Hospitality Industry

Write an essay on the following topic:

“The globalisation of organisations demands new HRM practices”. 

Discuss this statement in relation to the tourism and hospitality industry. What is the strategic role of HRM professionals in a global organisation? What different contemporary HR techniques and practices are relevant for a global organisation?

Human Resource Management Practices in Tourism and Hospitality Industry

Human Resource is defined as the workforce who work in the organization for the authorities and is somewhat related to the concepts of Human capital of the company for the period (Briscoe, Tarique & Schuler, 2012). The term Human Resource Management is defined as the strategic systems which are formally implemented for managing the workers of the organization with their responsibilities and views in the specific time span. According to Bratton and Gold, (2017) with the introduction of human resource practises and the changing role of the human resource management in the organizations, it becomes critical to have a change in the practices of the human resource management. Globalization is defined as the practise that is done for the operation of the business on an international basis or have international influence. With the havoc of globalization in every sector, the changes have become prominent in the practises and has made the human resource management to have strategic changes. In the essay, the issue related to the changing practises of Human resource management in the scope of globalization has been addressed with the focus on tourism and hospitality industry.

Human resource practises in the tourism and hospitality industry is one of the major practises as this industry is related to the application of the human capital and also using the existing human resource practises for the betterment of the practises. The human resource practises include the recruitment of the new personnel and also introducing newer employment practises and contexts (Brewster, Chung & Sparrow, 2016). The globalization in the concept of human resource is related to the fact that more people ranging from various ethnic origins and spirits are processed and operated to make sure that the industry have their role to play among diverse cultures and origins having a considerable impact on the employees and their management. The tourism and hospitality industry is one of the major industries that has a base on the human workers of the industries as the human resource practises help the industry to fetch more workers and employment for the concerned period. From the starting of the human resource practises of the tourism and hospitality industry, there are a number of practises that are followed by the authorities that are fast-changing in the modern world due to the impact of globalization (Marchington et al., 2016). With globalization, the strategies of the tourism and hospitality industry human resource has changed drastically as more workers from all over the globe has been engaged in the said industry and has practically changed the whole ratio of the business and the scenes of the human resource management (Hirst, Thompson & Bromley, 2015).

Impact of Globalization on Human Resource Practices

Human Resource practises in the tourism and hospitality industry is related to the competitive spirit that is there in the industry with relation to the other sectors in the specific industry. The factors of manpower and professional approach to serve the customers are two of the basis that have a considerable role to play in the industries. The impact of the human resource practises are therefore important as with regular updates on the customer serving chain and the training and development that has led to the improvement in the communication of the human resource management of the terms (Budhwar & Debrah, 2013). The role of human resource management is there in the industry with the implementation of adequate training and the communication that is being done among the people of the industry.

With the impact of globalization, the human resource practises have changed drastically with the better implementation of the practises that are well-accepted all over the world and also the training and development that the people of the sectors have better work environment and all their practises and values are being appreciated. Accoriding to Hitt, Ireland and Hoskisson,  (2012) the human resource practises of the tourism and hospitality industry is a human capital based industry which needs the proper engagement of human resource practises to make sure that each of the aspects of the human resource management of the sector is dealt with. Better training and remuneration are some of the facts that need to be assessed to make sure that every worker in the human resource practise of the sector has been addressed.

Without the concerned human resource practises, the tourism and hospitality industry will feel lacking in the basic customer satisfaction needs. Training is one of the basic necessities in a customer based industry and so without proper training facilities, the hotel and tourism industry has been on the verge of customer dissatisfaction. According to the opinions of Steger,  (2017) the concept of globalization means that the hospitality and the tourism industries are venturing towards new capital and market share which means the employment of newer and more effective employment plans and some of the employment strategies that would suit the new market and the employment base. Therefore, the human resource practises that are applicable for the general termed had to be changed for the tourism and hospitality sector when they ventured into the realm of globalization.

Strategic Role of Human Resource Management in Global Organizations

The strategic role of the human resource management in the global organization is to make sure that the human resource managers go beyond the convenient practises of the remuneration and payroll and combine various other practises that help to make sure that each of the employees working in the organizational setup have the required motivation to work for the sector which has immense pressure and competitive spirit in it (Long, Perumal & Ajagbe, 2012). The human resource managers have to make sure that the competitive spirit of the sector is to be maintained and also the employees of the organization are interested to work for the organization. The human resource managers have to include the High Performance Work System (HPWS) to create an employee-friendly work standards where the people of the organization are to be measured based on their given responsibility and involvement with the work (Scully-Russ, 2012).

The strategic practises of the Human resource management in the travel and hospitality industry has to deal with the four aspects of the sector like competence, consequence, governance and learning with leadership that the human resource managers are bound to answer in the modern times with the effect of globalization (Cook, Hsu & Marqua, 2014).

The new age human resource practises makes sure that the firm has global competitive spirit in relation to the other sectors of the industries. The effectiveness of the management of the international human resource is related to the outperforming the competitors in the business and finding innovative ways to stay in the competition and becoming the employer of choice for the employees of the world. According to Buhalis and Crotts (2013) the dynamic process of human resource management is to be implemented to make sure that each of the human resource positive approaches are being followed in the organization as well as the sector so that the workers who are hailing from various parts of the world can get their due in their industry.

Another strategic role that the human resource managers play in the global organization is the implementation of the cordial feelings and healthy competition among the workers of the firms (Boella & Goss-Turner, 2013). The employees belonging to the various ethnic and demographic places have different levels of aspirations and feelings that should be maintained to make the organization have their basic amenities for the whole world employees.

The implementation of the cross-cultural values in the organization and to eliminate the process of discrimination and evolve the process of cordial mentality is one of the basic things that the human resource managers have taken note of in the recent inclusion of globalization in the organizations. With the introduction to the theme of globalization, the values and the additions that are required for the merging of the greater mass of people in the whole sector. The people and the policies of the human resource practises are assessed based on the structural changes of the different kinds of human resources that are there in the concerned period of time (Du Plessis, Douangphichit & Dodd, 2015). The strategic role of the human resource practises in the global organization is to make sure that each of the technique that are needed by the organization to have better work value and employee interest in the organization and sector that has tremendous competitive spirit.

Contemporary Human Resource Practices for Global Organizations

The role of the human resource managers is to make sure that each of the workers working in the organization are equally treated and all their problems related to salary structure and leaves are addressed in a proper manner. The people in the human resource department have to be extra cautious to make sure that no employees are subjected to discrimination and ill-treatment subjected to the mass person oriented industry which is the tourism and hospitality industry (Chandani et al., 2016). In addition, all the employees who are from different backgrounds of ethnicity, education, work and living are given equal treatment to make sure that the people of the industry are getting all the required role play from the human resource practises from the tourism and hospitality industry.

The different contemporary human resource practises for the global organizations can be a little different from the traditional human resource practises like collection and organization of employee information, monitoring of the performance of the employees and also implementation of the organizational policies in the course of the work (Chandani et al., 2016). The role of the contemporary human resource practises is to make sure that the human resource department has focus on all of these factors in addition to the additional features of acquiring centre stage in the work with the encouragement in the in the participation of employees in the different aspects of the sector. The contemporary human resource practises made sure to include the traditional means followed by the forecast that the organization will face in relation to the future work and the forces of the business strategy.

The role of the contemporary human resource is also to make sure that each of the employees of the sector have their basic amenities fulfilled after gaining strategic insight into the company. The role has been enlarged from the basic administration department of the organization to the strategic and business management along with the operations of the team and the services (Du Plessis, Douangphichit & Dodd, 2015). The main tasks of the human resource have changed in a drastic manner to make sure that each of the employee related job of the organization are to be assigned to the people to make sure that each of the workers are getting their desired practises of the sector.

The modern human resource practises focusses on the empowerment of employees with effective recruitment facilities and functions and also to enhance the organizational effectiveness along with the employees being driven by the forces of performance and strategies of the professional business sector.

The tourism and the hospitality industry are always the verge of newer additions with the constant change in the customer base and newer additions to make the sector prone to employee satisfaction. Being a service industry with ample scope to improve on the human resource practises, the modern role of the human resource people in the tourism and hospitality industry has changed in a tremendous fashion making the industry have basic changes in the most effective manner (Sarwar & Abugre, 2013). The employee policy as well as the inclusion of various types of employees in the sector to make sure that globalization process has been managed in the whole manner is to match with the dynamic industrial modifications in the sectors.

At last, it can be mentioned that the modern human resource management practises have evolved in the recent times with the globalization of the industries and as a result a number of employees from various sectors of the world being included in the proper manner. The human resource management practises are to be analysed to make sure that the employees are getting enough facilities from the organization which in turn has increased the empowerment of the employees. The tourism and hospitality industry has been put to focus which has accessed to the fact that human resource strategies are to be implemented in the proper manner to have the organization as well as the management to get the benefit of strategic practises. The global organizations are measured on the basis of modern human resource practises.

Reference

Boella, M., & Goss-Turner, S. (2013). Human resource management in the hospitality industry: A guide to best practice. Routledge.

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.

Briscoe, D., Tarique, I., & Schuler, R. (2012). International human resource management: Policies and practices for multinational enterprises. Routledge.

Budhwar, P. S., & Debrah, Y. A. (Eds.). (2013). Human resource management in developing countries. Routledge.

Buhalis, D., & Crotts, J. (2013). Global alliances in tourism and hospitality management. Routledge.

Chandani, A., Mehta, M., Mall, A., & Khokhar, V. (2016). Employee engagement: A review paper on factors affecting employee engagement. Indian Journal of Science and Technology, 9(15).

Cook, R. A., Hsu, C. H., & Marqua, J. J. (2014). Tourism: the business of hospitality and travel. Boston, MA: Pearson.

Du Plessis, A., Douangphichit, N., & Dodd, P. (2015). HRM in relation to employee motivation and job performance in the hospitality industry. International Business Conference (IBC).

Hirst, P., Thompson, G., & Bromley, S. (2015). Globalization in question. John Wiley & Sons.

Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2012). Strategic management cases: competitiveness and globalization. Cengage Learning.

Long, C. S., Perumal, P., & Ajagbe, A. M. (2012). The impact of human resource management practices on employees’ turnover intention: A conceptual model. Interdisciplinary Journal of Contemporary Research in Business, 4(2), 629-641.

Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource management at work. Kogan Page Publishers.

Sarwar, S., & Abugre, J. (2013). The influence of rewards and job satisfaction on employees in the service industry. The Business & Management Review, 3(2), 22.

Scully-Russ, E. (2012). Human resource development and sustainability: Beyond sustainable organizations. Human Resource Development International, 15(4), 399-415.

Steger, M. B. (2017). Globalization: A very short introduction(Vol. 86). Oxford University Press.