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Human resource management and industrial relation in the hospitality industry Essay Example

  • Category:
    Management
  • Document type:
    Essay
  • Level:
    Masters
  • Page:
    3
  • Words:
    1600

Introduction

This essay seeks to examine the influence of human resources management and industrial relations in hospitality industry. To start with, it appreciate that the world is changing rapidly and the hospitality industry is one of the fastest growing industries in the modern age. In order to be able to satisfy customer’s needs, hotels need to adapt to the fast development in economy and society. Therefore the main factor for the hotel’s success is due to its tight management team, employee motivation and employee’s higher level of satisfaction and this essay will focus on two components Human Resource Management and Industry Relations in hospitality industry.

This essay will be guided by the following objectives;

  1. To investigate the role of human resource management in the recruitment into hospitality industry. Therefore the essay aims to find out whether human resource management plays any role in the recruitment of employee as it is expected to.
  2. To investigate the role of industrial relations in recruitment into the hospitality industry. Thus this essay will find out the role of industrial relations such trade unions in the recruitment of employees.
  3. To investigate the relationship between occupational safety and human resource management in hospitality industry. Therefore the essay intends to establish the role of human resource management facilitating occupational safety.
  4. To investigate the relationship between occupational safety and industrial relations in hospitality industry. Thus the essay intends to establish the role of industrial relations in facilitating occupational safety.
  5. To establish the role of human resource management in influencing employee association in hospitality industry. Therefore the essay intends to establish the role of industrial relations in facilitating employee association.
  6. To investigate the role industrial relations in influencing employees association in hospitality industry and this essay intends to establish the role of industrial relations in facilitating employee association.

The importance of this essay is to provide a revelation that accounts for the success of the hospitality industry that has seen positive change in performance as well as improved employee-employer relationship. The facts will be provided through the assessment of the guiding objectives mentioned in the introduction section above. Therefore, this essay will also be useful to employees by providing information that will help improve their relationship with their employers.

Discussion

In an attempt to address the objectives mentioned above this essay will provide a discussion that involves an analysis of available literature particularly human resource management literature and books on industrial relation. Therefore, this section will present a discussion of works completed by great writers in this field as they aspire to expound on the role of human resource management and industrial relations in recruitment, occupational safety and employer association. According to [ CITATION Ali97 l 1033 ] in [ CITATION Ali97 n y l 1033 ], and [ CITATION Mic00 l 1033 ]
in [ CITATION Mic00 n y l 1033 ], human resource management is a term with a wide range of interpretation. In [ CITATION Ali97 p 2-4 n y t l 1033 ], of this book the author describes human resource management from three angles. First, he argues that human resource management is the process of hiring employees for a particular vocation. On the same note Goldsmith reveals that training of employees, remuneration and enhancing discipline among employees within an institution such as the hospitality industry that include hotels also form part of human resource management.

Secondly this author also points out that human resource management would refer to a philosophy. His argument defines the philosophy as an aspect of organization that sees human being as assets. To add to that, the philosophy assumes that employee have voluntarily accepted peripheral influence in to effect desirable patterns of change into their daily activities. Thirdly, Smith and [ CITATION Mic00 y t l 1033 ]defines human resources management an integration of two functions namely personnel and strategic management within a specified organization or institution.

Recruitment, occupational safety and employer association

The work of [ CITATION Ali97 l 1033 ] and [ CITATION Mic00 l 1033 ] continue to examine the context in which recruitment is done and this begins with a brief examination of the labor market. Before undertaking any recruitment it is important to understand the dynamic of the labor market. To start with we have to examine different types of labor markets namely primary and secondary labor market using the dual labor market theory. Goldsmith argues that according to the theory the primary labor market asserts that their jobs are provided by large firm realizing great returns. In addition, such firms allow employees to form and join trade unions at will. Furthermore, these organizations enjoy high levels of stability owing to ever increasing demand for their products. On the other hand, the theory explains that the secondary labor market is a direct opposite of the later. Workers are not free to join trade unions and employment opportunities are availed by small industries realizing little or no profit at times.

According to Goldsmith the hospitality industry has for a long time been recording the higher turnover rate. This reveals some level of lack of stability within the institution and is attributed to remuneration rates and low satisfaction levels among employees. The writer further explains that mangers in hospitality institutions tend to believe that these trends are irreversible they therefore turn to the hiring of cheap labor and this reveal that most hospitality industries function in the second labor market. In addition, not all workers hired in the institutions posses skills in any case most of the employees acquire them in practice otherwise their remunerations is pegged on level of skills[ CITATION Ali97 l 1033 ]. However, human resource management theories take into account the above mentioned labor market in order to establish a clear recruitment policy. The theories emphasize on the significance and the merits of developing job description strategy and adequately notifying the potential labor market.

Human resource management also assists in the formulation of interview protocols, psychological evaluation strategies used to determine the suitability of a potential employee[ CITATION Ali97 l 1033 ]. Therefore, human resource plays a significant role in recruitment by facilitating the recruitment of the right personnel as a way of developing innovative human resource. Furthermore Goldsmith argues that training, educating, monitoring, and rewarding employees is still part of recruitment under the human resource department.

Human resource management and industrial relation play important role recruitment. For instance, industrial relations help to reduce casual employment by pressuring employers to hire on permanent bases. In addition, they also fight for better rewarding system development among the hospitality industry such as hotels. Industrial relations through trade unions influence the development of laws protecting employees and these increases satisfaction levels thus improving on the result and performance of the company. In addition, these laws help to facilitate improvements in the working environment thus impacting positively on the occupational safety of the worker as well as improving employers association.

Human resource management and industrial relations creates a link between management and employers by facilitating smooth handling of conflicts while avoiding direct confrontations. In any case the human resource department maintains confidentiality in relation to employees, helps in guiding them as well as acting as their advocate. These departments also impact positively on employee’s behaviors through appraisal, and incentive and this has a positive result as far as productivity is concerned. Industrial relation equally facilitate similar changes through collective bargaining, advocating for employee motivation, and seeking for fair employment chances for all in order to prevent discrimination of any form.

Both human resource management and industrial relation within the hospitality industry have seen to the improved results in the hotel industry. For instance, they ensure that employees are subject to healthy working environment[ CITATION Mic00 l 1033 ]. In any case this help to improve the relationship between the employee and his workforce thereby improving on performance. In addition, they have played an important role in ensuring job security which is another booster in employee satisfaction. Furthermore, medical covers advocated for have seen great improvement because the workforce is insured and hence comfortable and this is yet another determining factor towards better result.

Conclusion

In conclusion our essay targeted hospitality industry particularly hotels which selected randomly and is out to assess their performance. This project relied heavily of the documents and published literature available to the public domain and other reliable online sources. It has proved beyond reasonable doubt that the human resource management and industrial relations can not be ignored. In any case the study proofs that both departments play a significant role in the service industry which is among the most popular and rapidly expanding sectors of modern day economy. In addition, this discussion proofs that the differences in the labor market only describe and ideal situation however the reality on the ground may tend to differ. Moreover, it is evident that for an industry to exhibit extemporary performance it should be ready to facilitate address the specific needs of its workforce by making them part and parcel of the shareholder. It should invest in in-service training and skill exposure meaning that the employer should be ready to invest on workforce in order to maximize their potential. Finally, hospitality industry should try and minimize employee turn-over.

References

Alan Bryman, E. B. (2007). Business research methods. Oxford University Press.

Boella, M. J. (2000). Human Resource Management in the Hospitality Industry. Nelson Thornes.

Fink, A. (1995). How to Analyze Survey Data. SAGE.

Goldsmith, A. L. (1997). Human Resource Management for Hospitality Services. Cengage Learning EMEA.

Kothari, C. (2008). Research Methodology: Methods and Techniques. New Age International.

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