HOSPITALITY OPERATIONS MANAGEMENT SAMPLE
Introduction
The management of the operations of any organisation depends on the way the companies are able to manage the working of the employees by managing the structure, practices and functions of the organisation in a systematic way. Industrial development depends on the way the operational management is conducted by the companies which are monitored by the leaders which provide the leaders to supervise the workings of the company effectively.
In this report, the management of the operations in the cruise ships to mitigate the issues faced in the case of employee retention has to be managed well which provides in managing the challenges in the most effective way.
Literature Review
Concept about the role of operations management in the hospitality sector
Lai and Huili (2017) have discussed the general systems theory in the individual’s literature and it has been discovered from the same that the theoretical concept originated in the 1950s against the context of the requirement to establish a set of systemic theoretical constructs. On a broader note, the given theoretical framework aims to offer a significant structure of the system to incorporate particular disciplines.
Reid and Sanders (2019) have mentioned in their literature that the aspect of operations management is also a systematic process that is conducted with relevant discipline and several processes exist within the business landscape that enables corporations to ensure that the operations are being executed effectively. Moreover, even within the hospitality industry, the significant aspect of operations management enables firms to bring harmony and discipline within their operational activities that further allow them to acquire a significant amount of success.
Shereni, Saarinen and Rogerson (2022) have further discussed that effective operations management enables businesses operating within the hospitality sector to create positive ecological outcomes meaning it helps them to conduct sustainable business operations.
On the other hand, Burhan et al. (2021) have stated that effective implementation of operations management within the hospitality industry also enables corporations to manage and avert crises during tough times and the same has become more prevalent during the peak of the pandemic.
Staff retention issues disrupt operational management
According to Singh (2019) employees are regarded to be the most valuable asset of a corporation and thereafter, retaining them is one of the most significant challenges that managers and leaders face and especially in the contemporary age.
The study has further stated that it is a given fact that human capital will go to places where they feel wanted and treated adequately and as an organisation’s competitive advantage is driven by its workforce to a great extent, failing to retain them will lead them to simultaneously fail in their venture. The aspect of employee retention in the majority of corporations is looked after by the Department of Human Resources (HR) and along with the management of the company they implement various measures to ensure that the organisation is successful in retaining their workforce.
The study has further stated that among the various measures that are adopted in enterprises to retain their employees, training and skill development programmes, employee reward system, performance management, and great leadership are some of the most crucial attributes to attain the same.
Km (2020) has stated that the aspect of employee retention was and will continue to remain a challenging prospect for corporate HR and within the present scenario of the business landscape, the talents acquired by a corporation need to be updated and upgraded from time to time.
It is further illustrated within the study that without being able to retain the staff the operational activities of companies will be disrupted to a great extent. The study has given an example regarding the creation of an amiable work environment that will help to retain employees and the failure of that will create employee attrition and which would lead the organisation to disrupt their relationship with the consumers.
Thereafter, the study has further concluded by stating that if the management of an organisation is facing relevant issues in retaining their workforce then it might be implied that they are not looking after their workforce effectively and that would further negatively impact the business and lead them to lose clients.
Steps organisations within the hospitality industry might take for employee retention
According to Kamalaveni, Ramesh and Vetrivel (2019) the aspect of talent management or employee retention has become a critically imperative issue within the business landscape and it is safe to say that every given industry is required to do that. The study has further demonstrated that even though the aspect of employee retention is a challenging aspect for today’s organisations they might adopt certain approaches to ensure the same and avoid any disruption in the process of operations management.
One of the most effective approaches in that context is providing relevant training and skill development programmes to employees as that would give them the notion that the management gives significant importance to the individual’s skill development. Additionally, another evaluation has stated that HR providing transparent information regarding jobs to the employees is another aspect that might be beneficial for employee retention and along with that, providing a significant work-life balance is also a significant aspect of employee retention.
Sahni (2019) has further mentioned in the individual literature that the value regarding the quality of work life might be one of the most effective steps to ensure that organisations operating in any given business industry to ensure that they get to retain employees to a great extent.
The author has further gone on to illustrate that creating a quality work-life for the entire workforce of the organisation ensures that the mental and physical health of employees is looked after successfully. That will further lead the corporations to make sure that employees are being extremely productive and providing their best to the organisation and that will further lead the corporation’s operations management to be conducted significantly more efficiently.
Benefits of employee retention in the hospitality sector
Ashton (2018) has discussed that the prospect of employee retention is a significant job role undertaken by the HR department and they implement various strategies to reduce turnover rate since retaining employees is extremely beneficial for every industry including the hospitality sector.
It has further been discovered that the hospitality sector comprises several operational aspects such as scheduling, management, booking and more and thus, every global hotel chain ensures having multiple employees working within every department.
However, sometimes the industry experiences too much pressure and for that, relatively more employees are required to handle the stress in that context if a major portion of their workforce decides to quit then the given organisation might fail to accommodate the demand of the customers. That will facilitate them to lose out on their competitive advantages and the management of the entire operation starting from booking to supply and demand planning will be disrupted.
Dwesini (2019) has contributed to this given topic by stating that the aspect of employee retention is further beneficial for operations management since it helps companies to reduce the cost of operations extensively. It is safe to say that the process of hiring employees is a significantly costly procedure and having to go through the same unprecedented might aid companies working within the hospitality industry to increase the other operational cost.
Henceforth, the literature has mentioned that two of the most fundamental reasons for implementing effective employee retention strategies are concerning reducing the high rate of labour turnover and along with that, reducing the increased cost associated with employee turnover.
Therefore, suggestions have been provided in the study that demonstrated that hospitality managers are required to consider creating and enhancing employee engagement more successfully to reduce the financial burdens attached to high turnover by increasing employee retention. In that context, the notion of job satisfaction has been regarded as the most effective tool in the literature that is vital for keeping workers engaged in their jobs and being extremely committed to the said organisation.
Analytical Content
The issue which has to be analysed is the problem faced by cruise ships within the arena of the hospitality industry and in managing employee retention effectively by managing the staff of the organisation in a much better way. Furthermore, the employee management of the organisation has allowed the sustenance of the cruise ships although the employees in the cruise ships are treated more similar to slaves than any normal crow members and had to go through a lot of hardships in managing the work (the Guardian 2022).
The crew members aim to entertain a good number of guests on the cruise ships through effective operations management by managing effective working practices however, the living conditions of the workers are not quite good. The employees of the cruise ships do face a lot of hindrances as the workers are provided with a dream of working on a luxurious ship with free travelling which has helped in making effective careers which was not quite well managed due to excessive working and travelling giving the employees fatigue.
The crew members do have long working hours with no holiday or any kind of leave and the working hours sometimes may extend to 24 hours which becomes quite exhausting for the employees and leads the employees to leave the ship and start any other occupation.
Additionally, cruise ships do offer a number of job openings for various employees which allows the employees better opportunities and benefits which aids in effective time management by effective demand management of the customers in the most effective manner (Calinao et al. 2020).
Employee mismanagement issues are highly prevalent as the staff are provided with small living spaces which are highly congested and the health and hygiene are not much managed by the organisation which too becomes an impact in managing effective employee retention quite well. Thus, it has become highly difficult for the employees to retain within the cruise ship which puts the ships in shortage of workers and even the recruitment process at times in a rush becomes deadly for the company to sustain well.
The company also has to look after the privacy management of the customers becomes highly problematic due to the shortage of workers within the organisation and even the employees lack privacy a lot. In addition to that, the food for the crew and the guests are not always the same as the organisation maintains high discrimination and the staff are sometimes provided with highly less food and even the hygienic conditions are extremely questionable.
The strain on the workers is quite high for better planning and development for managing effective joint ventures for better performing for effective profitability development by effective quality development in a much more effective manner (Rinku 2022). The food crew management and effective development have provided the organisation to manage effective holidays which affects the growth of the organisation and impacts the crew a lot.
Thus, the organisational development depends on the management of the employees although employee retention becomes highly problematic for the company effectively which impacts the retention of the employees a lot.
Application
The employee retention of the organisation has to be established well for better collaboration of the employees within the organisation which helps the organisation to flourish well in the competitive market. On a specific note, employee management is highly essential for cruise ships and the maintenance of the organisation has to be extremely good for the company to flourish well and in retaining the employees for better work culture and management.
Thus, in managing effective employee retention management the application of certain theories is highly essential for the better working of the organisation in a much more effective way.
Human Relations Theory
The human relations theory helps in managing the development and effective management of the employees through better development of the staff by interacting with the staff to understand the problems and understand problems faced by the employees in an essential manner.
However, effective organisational communication management and effective development which has provided better practice development by managing the functions in the most effective manner (Nicotera 2019). The organisation has to take feedback from the employees to understand the problems faced by the employee who has put the organisation to understand the problems well and manage them accordingly in order to retain the employees.
The employees through the help of human relations implementation have to build trust within the organisation and also with the leaders which provide management of trust and better organisational development (Ishii and Kawahata 2020). Thus, the organisation develops well only with the help of effective employee relationship management and effective development of the growth of the organisation in a much more effective manner that provides the organisation to flourish well.
Human Resource Management
Human Resource Management (HRM) has provided better management of the organisation which has provided the organisation to establish better development by managing the employees in the most effective manner. Furthermore, employee recruitment within the cruise ships has to be done well so that it allows the organisation to manage such vast responsibilities and even the guests in a most essential manner.
The identification of the HRM has to be quite well understood with the help of effective conceptualisations by managing essential outcomes and by focussing on fundamental development which has become effective with the help of effective practice development for better systematic management (Boon et al. 2019).
The HRM management is quite effective for better development of the organisation which has provided in managing the recruitment as well as staff selection problem in a quite flexible manner. Effective HRM policies implementation and effective strategic management have provided the organisation to develop well which aided in improving the attitude of the customers and even the employees which facilitates the company to flourish well (Stone et al. 2020).
Administrative Management Theory
Employee management depends on the way the Administrative Management theory implementation is quite prevalent which allows the organisation to understand each and every rule and regulation provided to the employee in a much better way.
The Administrative Management theory allows designing the organisation in establishing effective innovation and development of the company quite well through better performance management of the company (Zabala et al. 2019).
Moreover, the organisational development has helped in management which has allowed the organisation to progress well by a better organisational establishment which has helped the cruise ships to mitigate any kind of discrimination of the employees in a most effective way. The implementation of the theory has provided the organisation to establish well by managing the roles through objective development which has provided better benefits management that has helped the company to progress well (Kaul 2020).
Conclusion
The operations management has provided effective issues management of the company which provides a better growth of the hospitality industry for managing staff retention for the organisation. Moreover, managing the effective development of the organisation provides in establishing effective staff retention by managing the issues well which provides for better growth of the industrial management.
References
Ashton, A.S., 2018. How human resources management best practice influence employee satisfaction and job retention in the Thai hotel industry. Journal of Human Resources in Hospitality & Tourism, 17(2), pp.175-199.
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource management systems and their measurement. Journal of management, 45(6), pp.2498-2537.
Burhan, M., Salam, M.T., Abou Hamdan, O. and Tariq, H., 2021. Crisis management in the hospitality sector SMEs in Pakistan during COVID-19. International Journal of Hospitality Management, 98, p.103037.
Calinao, R.J., Tabla, F.G. and Carlo, L.G., 2020. Factors affecting Employee Retention to the Services of an International Cruise Ship. Asia Pacific Journal of Academic Research in Social Sciences, 5(2).
Dwesini, N.F., 2019. Causes and prevention of high employee turnover within the hospitality industry: A literature review. African Journal of Hospitality, Tourism and Leisure, 8(3), pp.1-15.
Ishii, A. and Kawahata, Y., 2020, June. Theory of opinion distribution in human relations where trust and distrust mixed. In International Conference on Intelligent Decision Technologies (pp. 471-478). Springer, Singapore.
Kamalaveni, M., Ramesh, S. and Vetrivel, T., 2019. A review of literature on employee retention. International Journal of Innovative Research in Management Studies (IJIRMS), 4(4), pp.1-10.
Kaul, K., 2020. Administrative Theories: Comparison between Classical and Scientific Management Theory. Issue 3 Int’l JL Mgmt. & Human., 3, p.1498.
Km, R.K., 2020. Employee retention–challenges and realities faced by corporates for new recruits as well as existing employees. Ushus Journal of Business Management, 19(4), pp.75-93.
Lai, C.H. and Huili Lin, S., 2017. Systems theory. The international encyclopedia of organizational communication, pp.1-18.
Nicotera, A.M., 2019. Human relations theory. In Origins and Traditions of Organizational Communication (pp. 106-127). Routledge.
Reid, R.D. and Sanders, N.R., 2019. Operations management: an integrated approach. John Wiley & Sons.
Rinku, C., 2022. HOSPITALITY INDUSTRY: SCOPES AND CHALLENGES.
Sahni, J., 2019. Role of quality of work life in determining employee engagement and organizational commitment in telecom industry. International Journal for Quality Research, 13(2), p.285.
Shereni, N.C., Saarinen, J. and Rogerson, C.M., 2022. SUSTAINABLE PRACTICES AND BENEFITS IN THE HOSPITALITY SECTOR OF ZIMBABWE. GeoJournal of Tourism and Geosites, 43(3), pp.1030-1037.
Singh, D., 2019. A literature review on employee retention with focus on recent trends. International Journal of Scientific Research in Science and Technology, 6(1), pp.425-431.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
the Guardian. 2022. Cruise liner crews slave below decks. [online] Available at: <https://www.theguardian.com/travel/2002/sep/08/travelnews.uknews.theobserver> [Accessed 18 October 2022].
Zabala, B., Rizalyn, B. and Cabico, A., 2019. Implicit Leadership Theories As Determinants Of Administrative Management Performance. International Journal of Innovative Research and Advanced Studies (IJIRAS) Volume, 6.
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