Human Resource Management in Hospitality Assignment Sample
Introduction
- HRM is one of the most noteworthy organisational functional areas, as it is in charge of hiring and managing people at all levels (Hassanein and Özgit, 2022)
- This presentation focuses on considering the provided case of the TJ Group and critically analysing HRM challenges faced by the organisation concerning its “macho” culture
- This presentation will include recommendations for the improvement of HRM practices at the organisation
Human resource management (HRM) is one of the most noteworthy organisational functional areas, as it is in charge of hiring and managing people at all levels (Hassanein and Özgit, 2022). In the context of HRM, this presentation has concentrated on considering the provided case of the TJ Group and critically analysing HRM challenges faced by the organisation in relation to its “macho” culture. With the effective implication of HRM theories, the issues faced by TJ Group will be evaluated. Moreover, this presentation will also highlight the context of leadership and management style, as well as diversity and equality within the organisation. Lastly, this presentation will include recommendations for the improvement of HRM practices at the organisation.
The importance of HRM and SHRM (strategic HRM)
- HRM plays a positive role in recruiting and managing employees, and ensuring workplace safety (Marchington et al. 2016)
- HRM is one of the most critical aspects for organisational success, as employees are the key resources of businesses and the HRM departments take the responsibility to effectively manage them (Hassanein and Özgit, 2022)
- SHRM can be considered as a procedure for managing employees within an organisation with a great focus on achieving organisational objectives (Cooke et al. 2021)
According to Marchington et al. (2016), HRM plays a positive role in recruiting employees, creating people management policies, effectively managing the performance of employees, ensuring employee engagement, providing employees with training and development, ensuring workplace safety, and others. Similarly, Hassanein and Özgit (2022) highlighted that HRM is one of the most critical aspects for organisational success, as employees are the key resources of businesses and the HRM departments take the responsibility to effectively manage them. On the other hand, Cooke et al. (2021) opined that strategic HRM or SHRM can be considered as a procedure for managing employees within an organisation with a great focus on achieving organisational objectives. Hence, it is understood that it is critical for businesses to emphasize SHRM, which will not only be beneficial for effectively managing employees but also for achieving organisational goals and objectives.
HRM issues faced by the TJ Group
- TJ group, it is observed that the organisation has been facing difficulties in terms of effectively managing people, as currently there is no team dedicated to HRM practices in the group
- The existence of an HRM department or HR team is extremely crucial for businesses in the hospitality industry to recruit and manage employees effectively (Ghani et al. 2022)
- The organisation has been facing issues like a lack of employee recognition affecting employee productivity, a lack of focus on employees’ health safety training and development, issues related to employee wages, and bullying at the workplace
Considering the provided case of the TJ group, it is observed that the organisation has been facing difficulties in terms of effectively managing people, as currently there is no team dedicated to HRM practices in the group. In contrast, as argued by Ghani et al. (2022) the existence of an HRM department or HR team is extremely crucial for businesses in the hospitality industry to recruit and manage employees effectively. As a result, the organisation has been facing issues like a lack of employee recognition affecting employee productivity, a lack of focus on employees’ health safety training and development, issues related to employee wages, and bullying at the workplace.
- The organisation has a “macho” culture and it does not emphasize recognising employee performance
- Employee recognition is a critical factor for ensuring employees’ performance improvement and enhancement of productivity (Liu et al. 2022)
- Approximately 82% of adult employees considered recognition to be a crucial factor for their job satisfaction and happiness. (Holliday, 2024)
- A lack of focus on recognition has affected the satisfaction level of employees in the TJ group, which further affected the level of productivity
The case study reflects that the organisation has a “macho” culture and it does not emphasize recognising employee performance. On the contrary, considering the ideas of Liu et al. (2022), while operating in the hospitality sector, employee recognition must be considered as a critical factor for ensuring employees’ performance improvement and enhancement of productivity. Similarly, according to Holliday (2024), a survey reveals that approximately 82% of adult employees considered recognition to be a crucial factor for their job satisfaction and happiness. Hence, it is understood that a lack of focus on recognition has affected the satisfaction level of employees in the TJ group, which further affected the level of productivity.
- The TJ group has a lack of focus on individual development and providing health and safety-related training to employees
- However, hotel employees must be provided with effective health and safety-related training programs, which help them to avoid potential risks, along with ensuring guest satisfaction (Siaw, 2022)
- Employees at the organisation are not provided with appraisals or formal feedback, and even new employees are provided with a lack of induction training
Within the workplace of the TJ group, there is a lack of focus on individual development and providing health and safety-related training to employees. On the contrary, Siaw (2022) argued that hotel employees must be provided with effective health and safety-related training programs, which help them to avoid potential risks, along with ensuring guest satisfaction. Moreover, employees at the organisation are not provided with appraisals or formal feedback, and even new employees are provided with a lack of induction training.
- The idea of Vroom’s expectancy theory emphasizes that employee behaviour can result from their conscious choices regarding the outcome of their activities (George and Humphrey, 2021)
- Employees must get feedback or appraisals regarding their performance at work, which can play a positive role in shaping their behavioural intentions
- An induction course must be needed to familiarise new employees with the work, procedures, systems, norms, and values of the business (Ibrahim et al. 2022)
- The TJ group to emphasize providing new employees with induction training to ensure that they are well aware regarding their job role, procedures, and values of the organisation and work effectively
In this context, the idea of Vroom’s expectancy theory emphasizes that employee behaviour can result from their conscious choices regarding the outcome of their activities (George and Humphrey, 2021). Considering this idea, it is understood that there is a great need for providing employees with feedback or appraisals regarding their performance at work, which can play a positive role in shaping employees’ behavioural intentions. Other than this, an orientation or induction course must be needed to familiarise new employees with the work, procedures, systems, norms, and values of the business (Ibrahim et al. 2022). Therefore, there is a great need for the TJ group to emphasize providing new employees with induction training to ensure that they are well aware regarding their job role, procedures, and values of the organisation and work effectively.
- The TJ group also has an issue regarding the wages of employees
- Employees are not provided with any type of incentives or any feedback related to that
- However, payment, incentives, and other rewards are important factors for enhancing the motivation level of employees, which positively influences their performance level (Ali et al. 2020)
According to the case study, the TJ group also has an issue regarding the wages of employees. In particular, the organisational managers have been facing issues regarding the payment of overtime of employees. Moreover, employees are not provided with any type of incentives or any feedback related to that. However, considering the ideas of Ali et al. (2020), providing workers with adequate payment, incentives, and other rewards are important factors for enhancing the motivation level of employees, which positively influences their performance level.
- Herzberg’s two-factor theory indicates that businesses must consider both hygiene and motivating factors, including salary, recognition, and others (Lee et al. 2022)
- A lack of focus on motivation and hygiene factors can negatively influence the overall job satisfaction, motivation, and performance level of employees
- The TJ Group must provide employees with effective salaries and other benefits including incentives and rewards
In this context, by considering Herzberg’s two-factor theory, it is understood that businesses must consider both hygiene and motivating factors, which include salary, job security, status, achievement recognition, career advancement opportunities, and growth opportunities (Lee et al. 2022). Thus, by applying this theoretical idea, a lack of focus on motivation and hygiene factors can negatively influence the overall job satisfaction, motivation, and performance level of employees. Considering this, it is necessary for the TJ Group to provide employees with effective salaries and other benefits including incentives and rewards for enhancing the level of motivation and job satisfaction.
- The interns of TJ Group face issues like bullying and being forced to do extra work without any payment
- Temporary staff and interns are threatened with being sacked if they do not work extra hours without any payment
- However, violating labour laws can be the reason for reputational, financial, legal, and operational risks (UN, 2024)
The case study reflects that temporary staff as well as interns within the TJ Group face issues like bullying and being forced to do extra work without any payment. They are even threatened with being sacked if they do not work extra hours without any payment. This issue has been indicating that the organisation has been violating labour rights and laws. On the other hand, while businesses violate labour laws and engage in any type of forced labour, they can face reputational, financial, legal, and operational risks (UN, 2024). Thus, it is understood that TJ Group must emphasize obeying labour laws and providing employees with effective salaries and payments, based on their work.
- Vroom’s expectancy theory also indicates that employees’ expectations related to salary and benefits should be met properly (Ndembele et al. 2021)
- Employers are responsible for preventing any kind of harassment and bullying at the workplace (GOV, 2024)
- TJ Group must meet the expectations of employees regarding payment, incentives, and positive working conditions where there is no place for bullying and harassment
In this context, the theoretical idea of Vroom’s expectancy theory also indicates that employees’ expectations related to salary and benefits should be met properly (Ndembele et al. 2021). This further influences their behavioural intention in terms of working for organisational success. Moreover, employers are responsible for preventing any kind of harassment and bullying at the workplace and a lack of focus in this regard can be the reason for their reputational damage, it is subject to legal challenges (GOV, 2024). Therefore, it is strongly required for the organisation to emphasize meeting the expectations of employees regarding payment, incentives, and positive working conditions where there is no place for bullying and harassment. This type of focus can not only help the organisation to influence employee behaviour positively but also will help to avoid legal and financial losses related to forced labour.
Pre-dominant leadership and management style
- The current leadership is less proactive and more reactive (Fazli et al. 2023)
- The presence of an autocratic leadership style appears to be quite evident (Caillier, 2020)
- Lack of dedicated HR leads to ineffective HR management
- A transaction approach has been noticed where the employee’s well-being is not the primary focus rather it is the day-to-day operations that are more important
- The management is also short-sighted which leads to a lower focus on long-term sustainability
Based on the case study of the organisation and as can be seen in the above slide it has been identified that the current leadership of the organisation is highly reactive rather than productive in their actions (Fazli et al. 2023). The managers of the organisation have been given the role of addressing HR issues and they only react when an issue arises rather than implementing preventive tactics. Furthermore, the sign of autocratic leadership as also be identified within the organisation which becomes evident due to the lack of a structured feedback mechanism (Caillier, 2020). Moreover, the concerns of the employees have also been found to be dismissed by the management which further indicates the presence of an autocratic leadership style. Adding to that, the lack of a dedicated human resource manager within the organisation also restricts the organisation from implementing proper human resource management policies for the betterment of the employees. Moreover, the transactional approach of the organisation is also quite evident which focuses more on achieving the day-to-day targets rather than focusing on the well-being of the employees. The management is also short-sighted which indicates the lack of long-term sustainability within the organisation which impacts the overall productivity and satisfaction of the guests and can be a major challenge for the organisation in the long run.Human Resource Management in Hospitality Assignment Sample
What leadership/management style should the company adopt
- Transformational leadership needs to be adopted in the company (Asbari et al. 2020)
- The principles of servant leadership style need to be instilled in the management (Pawar et al. 2020)
- Collaborative management is essential within the company
- Employee-centric management is the key to resolving employee-related issues in the company
- Ethical leadership needs to be promoted
Considering the inappropriate leadership style and ways of management adopted by the organisation there are different leadership and management styles that can be adopted by the organisation. In this context, primarily a transformation a leadership style can be suggested within the organisation which can help to inspire and motivate its existing workforce to achieve an assured vision of excellence (Asbari et al. 2020). This would also help in developing a culture of innovation and creativity within the organisation where leaders of the organisation will work alongside employees in the lower levels. Furthermore, a servant leadership style and its principle can be installed within the management which is quite essential in the hospitality industry and would help to keep the needs of the employees first (Pawar et al. 2020). Additionally, collaborative management is also essential within the organisation which can help to maintain a synchronous way of operation between different departments which is quite essential in the hospitality industry. Apart from that employee-centric management is necessary within the organisation which can help to resolve various employee-related issues within the organisation. This can be done by implementing a proper HR division within the organisation which is currently absent. Additionally, ethical leadership and management styles need to be promoted at all levels to ensure that leaders operate without any biases and preconceptions.
How would you go about changing this?
- A strategic change management strategy needs to be adopted by the company
- The principles of Lewin’s change management framework can be adopted (Ratana et al. 2020)
- Hiring a fully experienced and qualified HR manager needs to be done (Bilan et al. 2020)
- Employees would need further training along with managers
- Regular monitoring needs to be done to ensure changes are effectively working out
In order to create and achieve these changes there are different aspects that can be adopted by the organisation which starts by adopting a statistics change management policy within the company. As a result, it would be necessary to adopt the principles of Lewin’s change management framework which has three distinct stages for achieving effective change management policy (Ratana et al. 2020). The first stage involves unfreezing which mainly indicates the communication that the management would need to do with the employees regarding the changes and the weight can positively affect their working environment. The second stage involves implementing the actual change and ensuring there is no resistance from the management or the employees regarding the change process. The third and final stage of the change management process involves refriging where the changes are finally instilled within the organisational culture. Adding to that, it would also be necessary for the organisation to hire a full-time human resource manager to address all the HR-related issues and operations. Moreover, employees and the managers of the organisation would require further training to adapt to the new culture of the company. Regular monitoring also needs to be done in order to ensure that the changes that have been implemented work in the favour of the organisation and yield positive results.
Equality and diversity
- HR professionals must have a great focus on inclusion, diversity, and equality management in the workplace (Vongvisitsin and Wong, 2021)
- By emphasizing equality and diversity companies can provide equal job opportunities to employees from different cultural backgrounds, age groups, genders, or races
- Managing diversity, equality, and inclusion in the workplace helps businesses to ensure a collaborative working culture to foster innovation and creativity (Kiradoo, 2022)
- Businesses that have a greater diversity are 70% more capable of capturing more markets (Stahl, 2021)
According to Vongvisitsin and Wong (2021), in the hospitality industry, HR professionals must have a great focus on inclusion, diversity, and equality management in the workplace. By emphasizing equality and diversity hospitality companies can provide equal job opportunities to employees from different cultural backgrounds, age groups, genders, or races. On the other hand, having an inclusive working culture allows businesses to welcome as well as support individuals with differences. In this context, from the findings of Kiradoo (2022), managing diversity, equality, and inclusion in the workplace helps businesses to ensure a collaborative working culture to foster innovation and creativity. Similarly, findings revealed that businesses that have a greater diversity are 70% more capable of capturing more markets (Stahl, 2021). These observations indicate the importance of maintaining diversity and equality in order to foster the business growth of an organisation like the TJ Group.
- TJ Group has a “macho” culture and equality has not been effectively reflected in its culture
- Macho culture can be considered as a toxic organisational culture, where there is hyper-masculinity and aggressive behaviour in terms of treating employees (Howells, 2021)
- This type of culture impacts the overall health and safety of employees and must be avoided in the workplace
On the contrary, the case study reveals that the TJ Group has a “macho” culture and equality has not been effectively reflected in its culture. For example, interns or new employees within the company have been getting a lack of training, are forced to work extra hours without payment, and others. In this regard, it is observed that a macho culture can be considered as a toxic organisational culture, where there is hyper-masculinity and aggressive behaviour in terms of treating employees (Howells, 2021). However, this type of culture impacts the overall health and safety of employees and must be avoided in the workplace.
- As the organisation has a macho culture, aspects like bullying and harassment are there within its workplace
- Emphasizing diversity management in the workplace has a great potential to improve employees’ motivation and productivity (García-Rodríguez et al. 2020)
- By emphasizing diversity and equality, the TJ Group can boost the level of motivation and productivity among employees
Moreover, it is evident that as the organisation has a macho culture, aspects like bullying and harassment are there within its workplace. Therefore, there is a great need for the organisation to emphasize effectively managing equality and diversity at the workplace to reduce issues like bullying at the workplace and enhance collaboration among employees. Besides, García-Rodríguez et al. (2020) opined that emphasizing diversity management in the workplace has a great potential to improve employees’ motivation and productivity. Hence, by emphasizing diversity and equality, the TJ Group can boost the motivation level of employees as well as their productivity, which is beneficial for improving overall organisational performance and achieving organisational success.
Recommendations
- Implementing a comprehensive staff recognition program
- Prioritising individual development and training
- Ensuring timely and accurate payment of wages
- Introducing incentives and feedback mechanisms
As a part of the recommendation for improving the organisation’s operations and its function, it is necessary to implement a comprehensive staff recognition program which can effectively help the organisation to recognise the employees based on their performance and resolve them accordingly. Furthermore, it is also necessary to private eyes the individual development and training of every employee as this would help in ensuring employees become more familiar with the organisation’s policies and expectations. Another recommendation would be to ensure that timely payment of wages and salaries is done by the HR department to maintain employee satisfaction and reduce the employee turnover rate which is quite prevalent in the hospitality industry. Additionally ensuring incentives and initiating a feedback mechanism can be quite essential for the organisation in the long run as this would not only motivate employees to perform well but would also help them to raise their concerns.
Contd.
- Implementing a zero-tolerance policy for bullying and unfair treatment
- Improve workload management
- Strengthening communication channels
- Providing support for temporary staff and interns
It is also necessary for the organisation to implement a zero-tolerance policy for bullying and unfair treatment which can help in increasing the level of trust among employees and reduce the negative working environment. The increasing workload has been a major issue within the organisation therefore it is necessary to initiate an improved workload management where the workload is evenly distributed throughout the organisation. This can effectively help in reducing employee burnout while also helping the company achieve a higher degree of employee satisfaction rate. Communication channels within the organisation also need to be strengthened so that employees can effectively communicate with their superiors. Adding to that, providing support to temporary staff and interns can also be a necessary addition to the management process which would help the company maintain a positive reputation.
Conclusion
- In order to properly manage employees, ensure their well-being, and accomplish corporate goals, HRM is essential.
- The TJ Group’s “macho” culture, reactive management approach, and shortage of specialized HR staff all contribute to its serious HRM problems.
- Adopting a zero-tolerance policy for bullying, emphasizing training and development, putting staff recognition programs into action, and making regular salary payments are just a few of the recommendations.
- Enhancing organizational performance and cultivating a healthy work culture may be achieved via the adoption of transformational, servant, and collaborative leadership styles, as well as by prioritizing diversity and equality.
The achievement of business goals and staff management depends heavily on effective HRM. The TJ Group’s “macho” culture, inexperience in HR, and reactive management provide HRM issues. A zero-tolerance policy for bullying, worker appreciation, training, and prompt wage payments are among the recommendations. Success requires embracing transformative leadership and placing a high value on diversity. Implementing these changes will require hiring seasoned HR specialists, strategic change management, training, and oversight.
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