Assignment Sample on 7BSP1320 International Tourism Hospitality & Event Industries
1. Introduction
People management at the hotels of the UK is a consistent as well as productive approach on behalf of an organization that aims to manage its employees, considered to be valuable assets of the industry. It requires constant balancing between the aspirations of the employees and meeting the strategic and financial needs of the industry. The people management in the hotel industry generally includes providing proper training to the employees in order to cultivate a corporate culture in the business environment and shape their attitude and behaviour as well. Therefore, this article mainly focuses on the people management in the hotels of the UK and how it affects the workforce to be more productive and innovative and some drawbacks as well.
2. Critical evaluation
Hospitality is a dynamic industry that can be affected by some external factors and the competition has become tighter in the contemporary market. A successful industry requires acquiring, manage and develop its resources in order to manage it in a proper way to get competitive advantages. It also requires maintaining a positive relationship with the stakeholders, customers as well as different promotional groups (Yu, 2020). Weaker people management and development strategies are observed in CHCC and as a business consultant, it will be necessary to apply adequate theoretical frameworks such as AMO Theory to overcome identified issues in CHCC (getsling.com, 2021).
Lack of theoretical approaches such as the P.M. & D. Theory has led CHCC towards ineffective people management. The issues have been found on behalf of these industries due to poor human resource management within the organizations that further led to developing several other people-associated issues (Abo-Murad and Abdullah, 2019). There can be many factors that can bother a hotel industry with its internal people management and these are being elaborated as the following:
Staff development: Training and development of the existing employees in the industry are directly associated with the quality of services the company is providing to its customers. It also is associated with the attitude as well as behaviour development of the workforce that will further contribute to positive effects in the provided services. Poor people management has been observed in CHCC, which negatively affects individual development within the workforce. Through proper training and development, the employees can possess the opportunity to accumulate more relevant knowledge regarding their job roles and can develop their own selves being more humble towards serving the customers. It also enables them to gain a positive attitude that will further help in professional as well as personal development (Mbasera et al. 2017).
Moreover, proper culture can be developed within the work environment by providing the workforce with the right training. This allows the organization to provide quality services to its customers, increase productivity, and finally, in many cases, several operational costs can be reduced as well. Evidence suggests that providing proper training to the employees’ results positively in reducing their turnover by 10% to15% in general. An effective training along with employee motivation can reach up to 73.8% in the employee turnover that can positively affect organizational management. Proper development of the workforce through training also allows them to build a desired relationship with the stakeholders and puts a great impact on reducing the turnover of employees. Evidence suggests that employee training, as well as development, has major significance for the economic development of the industry (Stanisic and Čerović, 2020).
Employee satisfaction: In recent times, most hospitality companies are going through a tough period due to this pandemic situation that is further associated with other external issues. Thus companies are facing major challenges in their business that compelled many of them to reduce the salaries of their employees or even detach them from the companies both temporarily or permanently (Hui et al. 2020). It has been observed by critically analysing the poor people management within the industry in CHCC and these eventually led to dissatisfaction of the employees and thus the productivity decreased in most of these cases where they are still thriving with a reduced amount of salary. Moreover, reward systems for the employees have been closed off to maintain an economic balance within the industry. This is also proved to be one of the reasons for the dissatisfaction of the employees as well (Hui et al. 2020).
Employee turnover: Employee turnover has become one of the major challenges for the hospitality industry in the UK. This eventually results in several intangible costs along with high direct expenditure on behalf of the company. There can be found multiple possible reasons for this employee turnover such as dissatisfaction, poor working environment, poor supervision, and lack of commitment that further demotivate them adapting a toxic attitude and behaviour at the workplace (Mohamed and Ansari, 2021).
Evidence suggests that around 69% of employees leave their companies due to unsociable working hours, around 63% did it for low pay as well as benefits, and for lack of career prospects around 35% left their companies (Mohamed and Ansari, 2021). Being the third-largest private employee provider in the UK, the hospitality sector has faced a huge challenge in employee turnover for the last year. Evidence suggests that around 3 million employees were involved with this industry and in recent years it had lost 30% of the workforce due to many reasons. In most cases that have been analyzed through acquisition strategies of CHCC, the employees are complained to show up untrained, less committed as well as less capable in their social skills. This eventually results in employee turnover to some huge extent for the hospitality industries in the UK.
3. Provision of organizational examples
Human Resource Management (HRM) is often found to be expensive for an existing business that aims to manage its workforce up to the desired level. These practices are initially followed by several factors found in Hard Rock Hotel as well as Savoy Hotel, such as putting the employees first, higher employee satisfaction, low staff turnover, superior customer services, and increased profitability. The initiatives that are taken on behalf of an HRM practice are HR planning, Job analysis, Job descriptions, Recruitment, Selection, Orientation, Training and development, compensation, benefits and recognition, performance management, and Termination as well (Dhole, 2021). Hard Rock Hotel and Savoy Hotel have been found to implement several HRM practices including acquisition strategies of CHCC and financial analysis within their businesses including training and development of its employees and the AMO theory.
Training and development: The study on two renowned hospitality companies in the UK named Hard Rock Hotel and Savoy Hotel are done using several HRM practices as well as through AMO theories. According to the business planning, proper training and development of the employees are taken care of on behalf of the organizations. Thus it becomes possible for the workforce to have accurate knowledge regarding their jobs and in this way, work efficiency can be increased by the desired margin (Sarinastiti and Uljanatunnisa, 2020). In order to make the employees prepare for successful advancement, their knowledge, skills as well as attitudes are developed through the arrangement of proper training.
AMO theory: AMO theory contains a framework according to the HRM literature that simply explains the relationship between HR practices and performance. With the help of this theory, hospitality industries like Hard Rock Hotel and Savoy Hotel can find out several internal factors that may contribute to the development of its overall performance. It has also been found that this theory allowed the workforce to shape its characteristics to perform in a positive way bringing success to the organization (Sharma and Sharma, 2021). The main focus is put on the ability, motivation, and opportunity for the employees using this particular theory that will eventually help in the growth of the business.
4. Analysis
Human Resources always has been seen to play a crucial role in a business strategy to make it successful. In order to meet the financial goals of a company, well-trained, as well as motivated employees, are required for producing a positive business environment, especially in the hospitality industry. This also contributes to the growth and advancement of the employees in case of their careers. Moreover, effective relationship-building among stakeholders is crucial in order to gain success in the company (Ampofo, 2020). Here some of the HR factors are being focused on that have been associated with the internal business strategies, elaborated as the following:
Communications: Managers involved with the hospitality industries have the responsibility to build proper relationships within the workforce in order to meet the company targets including its objectives, goals, and production. Proper communication is required to build within the workforce so that collaboration can be improved among the team members as well as personal development can be achieved (Ampofo, 2020). HR managers on the other hand are responsible for communicating with the employees to seek out their concerns as well as issues being faced in the businesses. This eventually allows the hierarchy to find suitable solutions to those minor problems that have the potential to grow big in near future. Thus the productivity, as well as profits, can be improved by the desired margin.
Demographics and Social trends: Comparatively younger employees have different perspectives regarding job satisfaction than the older ones and the traditional workers of the company as well. This is required to do some internal changes in the demographics as well as social trends in order to provide a better work environment to the employees. Assigned HR managers also possess the responsibility to provide training to the younger recruits helping them understand their job roles more effectively to find smart ways to increase productivity. Integration of the business strategies along with HRM allows the organization to redevelop its business strategies that further affect setting the company objectives and several business requirements (Nain, 2018). Moreover, the internal operation management is also gets improved by the integration of HRM with the existing business strategies of the company.
Technology: New technical developments have also been achieved on behalf of these discussed companies with the help of attaching it with HRM. Technology has put a great impact on businesses by providing relevant training to its employees using different technological platforms, increasing accountability and transparency in the business modules (Nain, 2018). Thus the internal management skills of these companies have improved which helps the organizations expand their businesses more efficiently.
Development of multiple strategies to find suitable solutions: The HR department and internal management team when cooperating with each other, it becomes possible for the organization to develop an effective program for providing training to the workforce, appraisal of their performances, and even handling the employee reward system (Nwokorie and Obiora, 2018). Thus the whole workforce can be motivated to give their best at work that will have a direct effect on organizational development.
5. Importance of line management
In HRM practices, line management plays an important role in managing the workforce properly. In many cases, the HRM practices are not implemented thoroughly and thus it affects the overall production of the company. Through the line management, a thorough implementation of the HRM practices is ensured so that an effective change can be done within the workforce (Nwokorie and Obiora, 2018). The importance of line management within hospitality industries are being elaborated in the following:
An improved relationship with the customers: A-line manager mainly focuses on the HR practices within the organization and reports his hierarchy right away. This allows the organization to cultivate a suitable work culture among the employees who are usually responsible for serving the customers directly. A better relationship with the customers as well as clients helps an organization build a positive brand image (Nwokorie and Obiora, 2018).
Measurement of operational performance: Through line management, the operational performance of the organization is measured on a regular basis. Thus a company can stay always updated about its overall performance.
Reduces operational costs: An effective management allows the organization to develop modified business strategies that can help it reduce internal costs (Yusoff et al. 2020).
Workforce management: Effective training can be provided to the employees in order for skill growth. Moreover, cooperation among the team members also gets increased.
Apart from these, the quality of the provided services also gets improved by the desired margin.
6. Conclusion
It can be concluded through this study that people management in an international travel and tourism industry has become one of the most important parts of the business. Since the workforce is directly involved with the clients, proper work culture is required to be generated within the organization so that employees have the right knowledge of serving tourists as well as travellers. At the customer’s end, complete service satisfaction will give the business a whole new opportunity to sustain for a longer period of time.
References
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