Human resource management (HRM) refers to the basic employee performance in the organization, how to co ordinates with the employees in the organization. HRM is very important part for all the organization, the basic role of HR manager is to see how employees are working how they managed their work in the organization.HRM generally includes planning, staffing, directing, controlling, motivating.HR use to motivate employee so they can perform their task well in the organization, they use to give a proper training and development to the employee so that they can perform well.
Functions of HRM in the organization:
The role and functions of HRM in hospitality business are:
The first role of HR in hospitality business is a risk taking, in this the hospitality industry try to take risk by hiring uneducated and inexperienced workers, and also take a high experiences turnover. Due to this HR manager in hospitality industry will lead to legislation. Secondly, HR role is to build a safe work environment, which is related to the culture, HR must recruit the employees from different culture and also promote the organization culture related to programs which demonstrate the employee concern. They engaged the employee by providing them the opportunities to develop their relation with the employee and recognize their contribution which help them to boost their level of performance. Thirdly , training and development which is very important for the hospitality business how they trained their employee by guiding them with the proper rules and requirement ,so they can perform well in the organization , training may be of two types on the job and off the job training. Lastly, staffing which is the major and central role for HR for all the industries, in hospitality industry they select their staff members by screening, which help them to perform well and meet their expectations.
Managing HR in hospitality industry will present a specific challenge like roles and responsibilities, background, organizational structure etc.HRM is most significant , well organized well maintain for every success of the business , hospitality business generally occurred long as well as short term of the business in which HRM is a very valuable part .To compete with the global competition now a day’s all the organization must manage , maintain their HR continuously .In hospitality industry there must be a selection for right person for the job, to identify a good relationship between employees and the employers.
Human resource planning in the service industry s, the basic purpose of HR planning is to ensure them at a higher level which will help them to reach their goal. Its help the management practices to reach their goal and level of performance. HR planning for the service industry is very important they help them to reach their goals. Many industry ignore the HR planning because they thing it is very difficult to do. Forecasting play a major role there are two types demand and supply forecasting ,demand forecasting generally means judging the future trends so that the hr recruitment can take the decision and supply forecasting is a two way process were the Hr recruiter can organize and relatively create a good idea.
HRM life cycle is important for the organization; it’s like a chain system which includes recruiting and selection, career growth, development, planning, performance management etc. For employee life cycle the HR used to recruit them first then performance management, talent management, new hiring.
Human resource management in service industry or hospitality industry is very important. HR should know their work well to take the company into another level .They should recruit and hire a perfect employee which are suitable for the industry .Human resource is very valuable to the industry, the ability to maintain and recruit well. Hospitality Industry is one of the major important industry .In hospitality industry the management need to increase the job satisfaction level for the employee by increasing their compensation.HRM should build a good career path for the employee so that they can reach above their expectation.
Gröschl, S, 'An exploration of HR policies and practices affecting the integration of persons with disabilities in the hotel industry in major Canadian tourism destinations'. in International Journal of Hospitality Management, 26, 2007, 666-686.
Herington, C, R McPhail, & C Guilding, 'The evolving nature of hotel HR performance measurement systems and challenges arising: An exploratory study'. in Journal of Hospitality and Tourism Management, 20, 2013, 68-75.
Hoch, J, & J Dulebohn, 'Shared leadership in enterprise resource planning and human resource management system implementation'. in Human Resource Management Review, 23, 2013, 114-125.
Mitsakis, F, 'Human Resource Management (HRM), Economic Crisis (EC) and Business Life Cycle (BLC): A Literature Review and Discussion'. in ijhrs, 4, 2014, 189.
Shankari, L, & S Suja, 'Benchmarking on HR Scorecard in the Hospitality Industry'. in Management and Labour Studies, 33, 2008, 80-102.
Sherwyn, D, 'Synergies for HR in Hospitality'. in Cornell Hospitality Quarterly, 49, 2008, 4-5.4-5.
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