Challenges faced by IHRM In terms of recruiting people from different backgrounds in the hospitality sector
ABSTRACT
This research is related to define the challenges faced by IHRM In terms of recruiting people from different backgrounds in the hospitality sector. It is because IHRM is also one of the major parts of the firm that helps the firm to handle the all business and to get the competitive advantage also.
So, for the better understanding of the research issues and to get the exact idea about the IHRM, some other things such as the ways to manage the IRHM, issues faced by the firm in IHRM are also discussed in this paper. At the same time, this research also discussed different approaches, philosophies, etc for the better management of the research and to develop the valid outcomes of the research.
In like manner, survey through questionnaire is also used by the researcher for the collection of the data and to get the maximum outcomes in the limited time.
Along with survey through questionnaire, secondary sources of the data collections are also used for supporting the primary findings and to develop the reliable outcomes of the research. At the same time, 20 employees of the firms are targeted of different companies for addressing the all problems of the research.
In order to analyze the data, content analysis method is used by the researcher and in this, SPSS method is used by the researcher. The use of SPSS method was better for the researcher for presents the all findings in the valid format and to complete the research also.
Apart from this, this research paper also defined some ways and the techniques that are to be used by the firm for the better management of the IHRM practices. In the last of this research, some research limitations and the summarization are also provided for more clear views of the research.
Human resource management is one of the key aspects for the firms to get success through managing and operating all business in a systematic manner. The reason in this is that there are different actions and the functions such as recruitment/hiring, job analysis & design, performance management and many more that help the firm to run the business in an effective way.
Apart from that, different decisions related to the business and the forecasting are also taken by the HRM department of the firm that plays a crucial role for the firm to sustain in the competitive market and to handle the base of the customers also. Because of this, it can be determined that the role of the HRM is helpful for the firm to manage the business.
In the same concern of this, it can also be stated that HRM and the IHRM both are same in terms of functions and the management. IHRM also work for managing the business of the firm and to complete the aim of the firm as well. There is some function of the IHRM such as training and development, appraisal, recruitment, and selection, etc that are needed for the firm in the competitive business environment.
However, IHRM plays a vital role for the firm to manage the business and to handle the internal and the external issues of the firm as well but at the same time; there are different issues in terms of recruiting people from different backgrounds. In addition, it can be stated that the major issues that are faced by the firm are the hospitality sector.
The reason in this is that the hospitality sector is continuously growing that is a big issue for the IHRM department for managing all issues related to the recruiting people from different backgrounds. In this, it can also be stated that globalization, free trades, etc that also makes easy for the firms and the human resource to work at international level.
It creates issues for the IHRM department to handle the recruitment and selection process by managing the cultural values of the employees and by developing fair working practices in the firm as well. For better explaining of this issue, this research is conducted to get the exact idea about the issues faced by IHRM in terms of recruiting people from different backgrounds in the hospitality sector in the context of Ireland.
The reason to choose Ireland is that it makes this research limited and specific, as well as Ireland, is an island in the North Atlantic and it is now separated from Great Britain. In Ireland, there is continually growing in the hospitality sector that is also effective for the research to get in-depth information regarding this and to complete the research as well.
This research also explained the ways that can be used by the firms in the hospitality sector in Ireland to overcome all challenges in the recruitment and selection and to improve the business process also.
1.2 Research aim and the objectives
The purpose of conducting this research is to determine the challenges that are faced by IHRM in terms of recruiting people from different backgrounds in the hospitality sector: In the context of Ireland.
As this is the aim of the research so for better completing this aim, some objectives are defined and researcher achieved these all objectives by using secondary sources. The achievement of the objectives or critically discussion of all objectives helped to accomplish the aim of the research.
Below are some objectives that are achieved in this researcher for the successful aim achievement.
- To determine the theoretical concept of international human resource management: In the context of IHRM
- To define the challenges that are faced by IHRM in the hospitality sector in terms of recruiting people from different backgrounds in the hospitality sector: in the context of Ireland
- To present some ways that Ireland faced (Hospitality sector) firms can use for managing the issues in terms of recruiting people from different backgrounds in the hospitality sector
- To determine the research gap
Below are also some research questions that are also achieved or considered by the researcher during the research.
- What is the IHRM?
- What is the role of IHRM in the hospitality sector?
- Is the hospitality sector is one of the growing sectors in Ireland?
- What are the challenges in recruitment and selection that firms face in Ireland?
- What are the ways that can also be used by the firm for managing all challenges?
The outcomes of this research will be helpful for the IHR of the firms related to the hospitality industry about the challenges that they face at the time of recruiting people from different backgrounds.
The information related to the recruitment issues will help the firm to manage these all issues for the IHRM department of the firm and to have a good recruitment process as well. Apart from this, this research will also explore the ways that can be better for the firm to manage all issues related to recruiting people from different backgrounds.
The idea of the ways will be better for the firms and the IHRM to perform better and to target the maximum customers in minimum time. This research will also provide a direction for the all hospitality firm to work effectively and to develop the good base of the customers as well.
It is one of the most important parts of the researcher because, in this part, all objectives of the research are critically discussed. In order to do the critical discussion of all objectives, secondary sources of the data will be used. In this, books, journal, articles, etc are used by the researcher that made easy for the researcher to do the critical discussion on the given objectives.
2.1 Theoretical concept of international human resource management
The concept of IHRM (International human resource management) is emerging in the current business scenario as after globalization, the companies are moving into different region for exploring a new market.
However, Festing (2012) found that the organization gains a major competitive advantage with the optimum utilization of international human resources. IHRM includes four major activities & functions such as recruitment and selection, training & development, compensation and repatriation of expatiating, etc.
In addition, it can also be said that IHRM concerns about the HRM issues cross national boundaries or other than the location of the home country. Moreover, IHRM is helpful to develop a relationship between HRM activities and business operation in the foreign environment to effusively manage the organizational tasks. Barak (2016) depicted that issues outside the traditional activities related to HRM function are not included in the IHRM.
Moreover, IHRM concept concerned with activities of how MNCs manage their geographical decentralized employees in order to create HR resources and become competitive. However, global human resources are responsible for recruiting of new employees, training them and professional development of employees so that they can work with more expertise.
In concern to this, a set of activities are included in human research management that must be managed at the international level in order to achieve the organizational objectives. IHRM is highly beneficial for an organization to achieve a competitive advantage over different competitors at international as well as the national level (Al-Jenaibi, 2017).
In other words, it can be said that IHRM includes recruitment, selection, training & development, performance appraisal and dismissal as typical HRM functions that are done at the international level. On the other hand, IHRM also includes some additional activities like expatriate management and global skills management as HRM functions.
In the views of Cooke (2018), IHRM major roles and functions are to recruit and select an appropriate candidate on an international level. in respect to this, the HR manager focus on their culture or attitude toward work as people with positive behaviour can able to adjust to any culture without creating any problem in the organization.
This is the major factor in the recruitment and selection of employees. Other than that, Brewster et al. (2016) identified that conduct training & development session for the selected employees in the international market are an equally important role of the HR manager.
In respect to the global market, the manager analyzes the individual’s language, cultural needs and based on these, they develop the training & development session for the international employees. In context to the hospitality sector, it is found that the global HR manager used the training software for providing development opportunities in the personnel.
This online training tool allows the trainer to keep an eye on the individual development in both local as well as global level.
According to Al Ariss and Sidani (2016), management of benefits and compensation are another role and function of HR manager on the global network. The manager usually in the international region used to adopt a new way of providing benefits to the different cultural employee.
In this, they majorly focus on their performances alongside, the employee behaviour and involvement in organization activities, etc. These areas help the manager to decide the payroll of individuals.
At the same time, IHRM also plays the role of monitoring as the manager ensures that employees are recruited, trained or compensated as per the laws of international market laws.
There are different legal compliances exist in varied countries so the HR manager analyzes the laws and then perform the HR activities (Christiansen and Sezerel, 2013). This is because working hours of employees, tax allowances, required break times and minimum wage amount, etc, are the major policies which are different in all countries.
In addition to this study, IHRM also performs the function of administrative tasks such as making communication about the management decision to the employees. In the global level, the HR manager uses the online practices to communicate the information to staff.
They inform the individuals about the payroll enrolment, expenses reports, vacation time and health insurance benefits, etc. besides that, IHRM also involved in the reassigning or terminating of employees at international level. Thus, this way HR manager in international market performs several functions.
As per the research study of Groutsis et al. (2014), it can be said that IHRM is conceptualised by the management to an emphasis on the core competency that is a very essential part of global organisation or corporations which deals in the international market.
A business organisation gains unique strength through the core competence is that cannot be shared by others. A core competency of the firm can be in the form of unique financial resources, human resources, or technological and marketing capability that provides success in the international business environment.
On the other hand, Zhang and Iles, (2013) defined that an organisation can also take advantage of international human resource management (IHRM) in reorganization and to restructure the HR management. It is necessary for a business organisation to focus on the additional skills of the human resources in the reorganization.
In this, organisations need to focus on the appointment of new managerial talents through developing existing human resources by providing training and development programs.
In addition, Sheehan and Anderson (2015) defined in their study that entry of foreign firms in Ireland hospitality sector, the nature of the competition related to the human resource has been changed. In this, an organisation needs highly talented and skilled employees that can provide a competitive advantage to the organisation.
It is because the IHRM provides highly talented and skilled employees to the organisation who has the technical knowledge to increases the clients and customer that supports in the enhancement in the profitability. The technologically advanced firms in hospitality firm can get a competitive advantage that supports the business.
However, it can be said that IHRM provides the employees and workers to an organisation who has good technical knowledge. Moreover, Feitosa Ribeiro (2018) helped to understand that IHRM concept is also supportive for a firm to fulfil the needs of workforce empowerment.
It improves the performance of the workforce in the organisation because it has an international impact that changes the mindset of the employees.
Moreover, , Feitosa Ribeiro (2018) identified that the concept of IHRM is not limited to only hiring and training the candidates from different background but also associated with providing the cooperative working environment. It is equally important in order to manage the recruited workforce and moving towards the common organisational goals.
At the same time, this responsibility lies with the HR department. On the other hand, () analyse that IHRM is responsible in the international organisation to create the good working environment as it is a platform wherein people from beliefs and customs work together with the possibility of some differences in thoughts and working.
Also, these clashes may hamper the organisational environment and performance, Therefore, IHRM also holds the responsibility to build and maintain such working environment offers the opportunity to have diverse workforce helpful to organisation while performing different functions.
In the words of Baskerville et al., (2016), in the age of liberalisation and globalisation when organisations expanded their businesses globally, require to hire people from different background. At the same time, the diverse workforce plays significant role in further growth of business.
At the time of recruitment from different backgrounds, HRM is the department deals with the different individuals and go through their characteristics, talents, origins details. IN support of this, Choy (2014) stated IHRM is the function of management that can clearly indentify the need of change in organisational HR polices as per the competitive environment but in national context.
Thus, it plays very important role in upgrading the organisational HR policies and practices demanded by external forces.
It is further () elaborated that the emergence of IHRM is result of business expansion out the international boundaries and the requirement to manage the diverse workforce effectively spread geographically.
In this way, IHRM can be called as special extreme of human resource management and comprises the numerous and additional specifications in comparison to national human resource management.
Meanwhile, Christiansen, and Sezerel (2013) determined that it plays major role in designing the HR policies and procedures in international organisations considering the national laws in the account of diverse workforce.
These laws and practices formulate in national context makes it convenient to recruit and maintain the diverse workforce and it is very helpful in hospitality sector dynamic in nature.
According to () When it comes to managing business relation, employee’s relation comes first in organisation irrespective of domestic and international origination. They participate as internal stakeholder in the organisational performance. In this way, the IHRM also liable to perform the duty of resolving the employee concerns and issues belongs to various backgrounds following different beliefs.
At the same time, () discussed that when organisation operates international level, employee satisfaction contributes in building company brand. Thus, to listen, acknowledge and resolve them on time impacts the employee satisfaction and motivation level.
Additionally the scope and nature of employee concerns and queries differ from individual may be more complex in nature specially hiring, contract termination and visa related issues. Thus, it can be stated that IHRM is similar as HRM however, challenging, dynamic and wide in nature.
2.2 Challenges that are faced by IHRM in the hospitality sector in terms of recruiting people from different backgrounds
As per the research of Werth and Brownlow (2018), it is identified that IHRM faces issues in recruiting people from diversified places in the context of the hospitality sector. This study also explained that the diversity issues are always faced by IHRM in the recruitment of the workforce as well as its battles with diversity issues every day.
It can also be said that both the IHRM and the employees face different challenges when the candidates are hired from the different backgrounds in this industry. In the diversified places, language, communication system, culture, beliefs, ethnic, acceptance to the employee by past working people, respect by colleagues, physical & mental disabilities, etc.
are the key challenges that are faced by the IHRM in the hospitality sector. These challenges impacts on the individual as well as organizational performance but an organization can make effective decisions to reduce the impact of these issues.
In concern to this, Werth and Brownlow, (2018) explained in their research that the language and communication barriers are increasing in the hospitality sector of Ireland due to recruiting people from different backgrounds.
It is because the organizational people first prefer the Irish language in a spoken instant of English language that leads to miscommunication for people from different backgrounds in the hospitality industry. It increases the barriers related to productivity loss and employee’s performance loss because the employee can show good performance when he/she understands each topic into the internal business environment.
It is necessary for an organization that each employee accurately interprets the message provided by a senior or another colleague to provide a satisfactory result.
Generally, the employees do not understand the languages of the people from different background because of the different way of speaking. It creates difficulties for the employees in the organization and the organization has to provide training to those employees to reduce this barrier.
In addition to this, it can also be said that if IHRM recruits the people from different backgrounds in the hospitality then they may speak soft or in a small voice which is not supportive for the employees who are already working in the organization. In this, the employees want to say something but the receiver might understand something else which may create an organisational issue.
On the other hand, Zając (2012) also helped to understand that the recruitment of people from different backgrounds in the hospitality sector can enhance the issues and challenges for the IHRM.
In which, the person is not able to show their ability due to having a low vocabulary in a particular language. Due to this, these candidates have a barrier in communication and IHRM can ignore the perfect candidate for the job.
Similarly, the IHRM can recruit a wrong candidate on a job who has a lack of language knowledge that can do several mistakes like spelling and grammar mistakes that can have the wrong mean.
This kind of issues can be generated in the Irish based organization in the hospitality sector when the IHRM recruits candidates from different backgrounds. At the same time, this kind of causes can reduce the performance of the organization as well as it can also reduce the competitive level of the business in the industry.
It is depicted by Kalmárová (2012) that the recruitment of people from different backgrounds in the hospitality sector is challenging in the short-term period only whereas it is profitable for an organization in long-run.
From the research findings of Barak (2016), it can be described that the hospitality organizations in Ireland require the support of different backgrounds employees during the requirement who understands their language and culture.
If they do not take the support of these people then it can even have a negative consequence on the organization because they have lack of skills to complete their tasks and it can be completed with the support of other employees.
The support of other organizational people can be taken by IHRM but it consumes the time of the employees who can finish other important tasks of the company. In addition, the IHRM also have an issue to understand the physical and mental level of the candidate when it is from different backgrounds that are necessary for customer satisfaction in the hospitality sector.
In the recruitment of people from the diversified place, it is necessary to understand the physical and mental level of the candidate for increasing the overall performance of the organization (Al-Jenaibi, 2017). But in concern of diversity, the recruitment team of IHRM must have good communication skills with knowledge of culture and language to hire a highly skilled employee.
On the other hand, Ballantine et al., (2016) also defined that acceptance and respect might be another challenge for IHRM in order to recruit people from different background. Most of the time, it is seen that the organizations people in Ireland face the issue of lack of acceptance of diverse culture and beliefs among employees that increases the conflicts.
At the same time, these kinds of conflict turn into the animosity as well as it may even create situations of violence. It is because every employee cares about their respect but the diversified person may have an issue to understand their feeling.
The mutual respect is not accepted by the candidate who is from a different background that increases the complexity of the recruitment process as well as the recruiter can face issues that how to ask about the background information of candidate with mutual respect (Christiansen and Sezerel, 2013).
It is necessary for the IHRM that they have good skills and knowledge about the diverse culture and beliefs of the candidate to select an appropriate candidate for the job. However, it can be said that the diverse culture and beliefs of the candidate increase the issues of IHRM in the hospitality sector.
According to a study of Ng and Sears (2018), it is identified that in the requirement of people from different backgrounds in the hospitality sector, IHRM also faces challenges related to the accommodation of beliefs.
It is also seen in Ireland that it is necessary for the management or employees to remind that they should not show off their beliefs to others in order to prevent disputes and spat.
It is also challenging for the employees from different background to keep their personal and ethnic beliefs independent during completing responsibilities and duties. The employees in this sector have a lack of accommodation of beliefs to each other when the employees are from different backgrounds.
It is because of the different beliefs and working style that is not satisfactory for the local employees of Ireland. In support of this, as per the research of Groutsis, Ng, and Ozturk (2014), it is identified that business in Ireland is based on the strong protestant community especially Northern Ireland.
They demand the same beliefs from the employees or worker in the organization that are from different backgrounds. It increases the conflict among them because they are not able to satisfy their colleague as per their expectation.
Moreover, Hughes and Brown (2018) also defined in their study that ethnic and cultural differences also have a major part that increases the challenges of IHRM in the requirement of the people from different backgrounds in the hospitality sector.
It is seen in the Irish based organization that there are still some employees or people who hold a prejudice about people as their own who are from different ethnic, religious and cultural backgrounds.
A number of employees have tolerated this prejudice and discrimination in the organizations in the workplace because they are recruited in from different backgrounds. It also increases the issue of lack of performance because the prejudice and discrimination irritate them they do not have any kind of other option.
Moreover, Zhang and Iles (2013) also defined that the ethnic and cultural also differentiates the employees in the organization that creates conflicts among the organizational employees.
In this, it is identified that the organizational culture of the Irish based organization is not easily accepted by the employees from different background or culture. It is because the Irish based organizations have diversified culture for the people from different backgrounds in the hospitality sector as well as they have to provide a very high-quality service to their customers and clients.
On the basis of the research of Werth and Brownlow (2018), it can be said that the IHRM faces issue related to gender equality in the hospitality sector in terms of recruiting people from different backgrounds.
Mostly, the men prefer the job in diversified place instant of women that creates a challenge to hire women by the IHRM. It is very hard for IHRM to recruit women candidate in diversified place because they are paid less than men. In addition, as per the past research, it can be said that men candidates are hired 30% more at the managerial position than women candidate in Ireland.
It shows gender inequality in the hospitality sector that reduces the motivational level of the women candidates and increases the complexity of IHRM. On the other hand, Sheehan and Anderson (2015) also described in their research that the IHRM have to hire the employees in the hospitality sector on the basis of the need of gender of the candidate.
In concern of this, the Irish based organization prefers both men and women candidate but as per their job designations. This industry shows 40% more requirement of men candidates in the general vacancies, as well as the managerial positions, are provided 30% more to the men candidate instant of women candidate that creates issues in the business environment (Zając, 2012).
It is necessary for the organizations to provide equal opportunity to both male and female candidates in the recruitment.
According to the finding of Feitosa Ribeiro, (2018), it is analyzed that the IHRM is facing the challenge to recruit highly experienced employees from different backgrounds in the hospitality sector.
It is because the high age group person does not prefer the job in a diversified environment due to having satisfaction with the current job. It increases the difficulty of the corporations to acquire highly talented and experience people to effectively manage the business organization and save it from future losses.
It can be said that the hospitality sector requires people who have good work experience to provide the right direction of the success of the business. Conversely, it can be said that it is necessary for IHRM to focus on the challenges that can be faced by an Irish based hospitality firm in order to recruit people from different backgrounds.
In the views of Cooke (2018), it has been analyzed that the major issues faced the Irish hospitality sector while recruiting the diverse workforce is language, prejudice and acceptance of working staff in organizations.
At the same time, these challenges are also incur due to different individual belief and diverse and international working environment wherein people belongs to different regions interact with each other. Whereas, Choy (2014) explained that its human nature to live in group and express their thoughts on several aspects.
In this way, they might be different in views and thoughts can leads to conflict on workplace. Therefore, it can be conflict at workplace is also one of the major challenges before IHRM.
In relation to this, conflict at workplace is not good for the organisational performance reduces the internal strength. There is the role of IHRM come into picture must focus on employee satisfaction as the working environment plays important role in employees as well as organisational growth and success.
On the other part, when it comes to hospitality sector, it becomes more complex and difficult to hire the different individuals as per varied job designations. At the same time, there might be knowledge gap wherein people are recruited from different nationalities and posses the different skills and talent related to their job profile.
Apart from that HR in Irish Hospitality sector majorly faces the issues in workforce planning and shortage of labour in market. Due to this, hospitality organisations have to bear higher cost in finding the potential candidates for the vacant post in competitive environment.
At the same time, the issues are increasing day by day despite of projection of considerable growth near future. Also, the non availability of experienced and skilled staff draws the attention towards language and prejudice issues in working environment of hospitality sector.
Moreover, while recruiting the candidates the HR personal cannot ensure the stability of the hired staff. At the same time, HR department not able to predict the economical and legal changes in country policies can take place in future.
These changes can lead to shortage in employment opportunity interconnect to international relation between nationalities. Such causes can lead to attrition and lack of job opportunities when it comes to maintain the diverse workforce. Thus, these reasons increase the recruitment and maintaining costs for the hospitality industry in Ireland.
Moreover, it is argued that currently Irish HRM encounters new and challenging issues perceives the demand to approach the IHRM, However, the international hospitality labour consider the importance of IHRM.
Thus it can be one of the effective tools for management to maintain the employee turnover with the application of IHRM in hospitality sector. It is possible to implement by developing the new practices of human resource management also, adopt the require changes as per nature of industry and region.
Thus, it can be indentified that there various issued faced by hospitality sector in Ireland while recruiting the workforce belongs to different backgrounds. Also, IHRM is result in order to handle these barriers so that their impacts can be minimized.
2.3 Ways that Ireland faced (Hospitality sector) firms can use for managing the issues
It is utmost important to overcome the various challenges that are faced by the organization to achieve success. Company’s now a days are developing the function of human resource because the importance of HRM have been felt in the very strong market competition that exists today. In today’s time competition has increased on the local as well as global scale. In order to attain success companies have become stronger, more elastic and customer oriented. In order to this, Hr also has to adjust according to these shifting trends in the market. Thus the HR must be able to comprehend the overall picture of the business of the company and put all the policies and decisions into practice.
Preserving strategic personnel and promoting employee talent are the basics setbacks that HR has to face today. In order to rise above these obstacles, the HR personnel are required to plan progressions of the business and provide supervision to the staff members in order to stimulate them to perform better and earn their loyalty for the company. Their help is also required in order to uphold and put into practice values and beliefs within the diverse work environment that exists in every organization.
Workers who are sensitive to change in an organization are called knowledge workers. They keep changing according to the changes happening in the surroundings and organization and responds to them by collecting information and they arranging their work according to the information gathered. All knowledge workers have very important roles in the organization. If they don’t respond to the lively environment the organization might face difficulties. Many a time’s managers do not manage these types of people because they feel if they have so much knowledge they must know how to do their job. Knowledge workers can be managed in the following ways-
Job Design-The jobs should be designed in a way that is depicts the behavioral element of the workers instead of the organization. The jobs should be based on factors such as feedback, job significance, identifying tasks and skills. These elements should be taken into thought while preparing the job design in order to create dynamic and satisfying jobs for the workers.
Increased independence and authority- While performing a work knowledge workers have the liberty and judgment to choose the method of performing the job. The workers are provided with the desired outcomes in advance and the decisions which have to be completed in order to attain results are left upon the workers. This gives them more liberty to work upon the ‘how to achieve’ the outcomes. When a certain level of autonomy is provided it gives them liberty to work. But if total autonomy is provided it results to a lot of liberty and leads to chaos.
Loyalty towards organization- The role of a good human resource manager is to develop a sense of faithfulness towards the organization among the workers. When the faithfulness of the workers as well as sense of belongingness towards the organization increases, their dedication towards the job also increases. So the performance standards of the employee increase. The best way to develop faithfulness among workers is by trusting them to the maximum which helps to boost their confidence and helps them perform better.
Extensive training and development- Training and development is one of the things that can differentiate a smoothly functioning organization and an unorganized one. The efficiency of knowledge workers has always been low. The only way by which efficiency can be increased is by capitalizing on their strengths and knowledge instead of forcing them to do some work. A superior training session or a workshop for knowledge workers should consist of of classroom learning and workstation classes.
Motivation- Knowledge workers can only perform well if they are motivated. When challenging tasks are assigned to these employees they get motivated. These employees should be occupied in decision making and planning which creates a sense of belongingness. Motivation is the key way to accomplishment.
Communication channels- Communication is very much connected with teamwork in case of knowledge work. There should be no communication barriers within co-workers. Knowledge work requires communication as association with the co-workers. The tasks are multifaceted and require knowledge for completion which often makes it unfeasible for a single person to understand or be able to achieve everything single handed. These tasks can only be completed through teamwork. Thus the organizations should be able to develop methodical processes in order to make and manage this knowledge. If the organizations are able to split the knowledge held by the employees, then they can gain intellectual assets as well as contend effectively in the marketplace.
Monitoring and evaluation- The work carried out by knowledge workers is mostly resourceful. They do not follow a specific technique or does not function according to a fixed standard. Because of these reasons, knowledge workers don’t like being continuously observed. Due to the lack of a standard it becomes hard for measuring job performance through monitoring. The work performed by these types of workers is not result oriented. Hence it is essential to make use of special systems in order to confirm that the staffs are positively contributing to the organization.
Work life balance- The work being performed the knowledge worker is very challenging in character and it requires a lot of time for completion of the tasks. The knowledge workers always tend to give up their friends and family for completion of their work. This causes a lot of interruption in his work life balance. So a knowledge work should maintain a proper balance between his work life and family life in order to deal with time efficiently.
Managing Change:
The employees working in an organization knows that the work done today is completely different from work done 5 years ago. Responsibilities and job assignments all keeps changing. But employees resist accepting this transformation because it will change their functioning patterns and change their type of working. There are 2 types of changes, reactive change which results from the outcome of peripheral forces on the organizations performance; proactive change which is initiated by the manager in order to take gain of the targeted opportunities. Managing change in an organization is only possible by the HR by following these steps
1) Creating urgency for the situation.
2) Creating a strong collation in order to guide the efforts.
3) Communicating towards the staff regarding leader’s goals.
4) Link change to business strategy.
5) Motivation of employees.
6) Creating and planning for short term returns as well as quantifiable benefits.
7) Invest to implement and sustain change.
Managing Technology: In many organizations hiring process use a software package to sustain human resource. Sales, training and performance assessment of HR activities can be tracked by machine. Many companies, information about health care benefits, human resources development and stipulation of proposed changes also have an internet site easy to begin to communicate easily with employees. All these changes have been made with the arrival of technology is advantageous to the organization.
However, in a particular way of older employees in the organization, has been used to bring in new technology to work to bring about a complete change in their flapping their work. Therefore, they are unwilling to agree to this change. So in order, you will need to provide training programs to become accustomed to changes in technology which have brought within the organization. Also, due to computerization and use of machines in a labor intensive country like India, many people are left unemployed. Hence it is necessary to plan before installing any machinery.
Developing Leadership: The main purpose of leadership development is to shift of potential leaders of the organization. A good leader has the right attitude towards his work and his men. The gap between the workers and organization is to improve the work of subordinate organization and channel the efforts of his subordinates to improve efficiency by using fewer resources from the gateway, which is beneficial to the organization. Correctly identified that people have such qualities, the others must be motivated to take responsibilities in the organization.
Competence of HR Managers: Human Resources Manager, the role of host organizations, as well as changes in the competitive market must evolve to meet the changing needs of the organization. HR professionals not only focus on employee retention and human resource development, and led by a lawyer, connect to motivate employees in your organization for continuity planners is to be able to teach. Administrators plan to organize and carry out effective monitoring of human resources will be able to have enough knowledge on new trends in employee training and development.
Recruitment:
Prioritizing and identifying jobs- Necessity for job arises at all levels in the organization regularly. It is not possible to meet these requirements right away. Therefore an alternative has to be identified to go with the requirement
Recruiting candidates according to the target- The recruitment process can only be doing well if only the organization understands its requirements. The candidates should be selected according to the requirements of the organization. Different strategies are required for focusing on hiring high performers and average performers. The strategy has to be clear about the amount of experience they require. It can range from an experienced senior professional to a new fresher. It should also describe as in from which industry they require the employee. That is from the same industry, different industry, employed or unemployed professionals.
Sources of recruitment- The strategies should also include the source of recruitment. That is internal or external. An individual from the organization can be promoted or transferred to meet the required who in internal or an individual from outside can be selected which is internal.
Trained recruiters- The recruiters who conduct and organize the recruitment process should be well qualified and experienced. The recruiters should be well trained and should be aware about the various parameters.
How to evaluate the candidates- The recruitment process should be planned in advance. The various parameters in which the candidate has to be judged should be pre planned.
Workplace Diversity:
Individual strategies- Organization consists of various things an individual can do. Therefore understanding the individuals is the starting point and it is very important. Although it is necessary to treat each staff member equally, it is important that the manager understands that each individual is different from the other. Hence it is necessary to keep in mind all the fundamental human differences in order to treat everyone equally. Each staff member should make an initiative to understand the thinking of others. It is basic human nature to disagree to another person’s behavior even if they make an effort to understand the person. Hence tolerance and communication are crucial. For example when a young person in the organization makes fun of an elder person in the organization without meaning any harm the elder person might consider it offensive which may lead to a conflict in the organization.
Organizational strategies- It ensures that company policy has been adopted with a direct or indirect effect on staff. In addition, these policies deal with the hotel, how to accommodate a variety of problems arising from differences among people influencing the diversity of the organization. For example, consider a manager’s sexual harassment complaint. The hotel’s policy is, if the burden proved too much harassment and individually, the administrator reported that only a clear signal about the importance of such matters raises a minor sanction. However, the hotel is not just diversity, balanced set of policies to deal with issues such as sexual harassment is sending a message to employees the importance of individual rights and privileges .The hotel must have an attitude of flexibility in the nature of different practices and continuous process.
Shortage of skilled workers: The only way to overcome this challenge is to inspire and motivate the skilled employees in order to keep hold of them. At times, the skilled employees find it hard to adjust to the existing staff. As a result conflicts arise and these workers have to be let go. This problem has to be dealt with extreme care. Only these employees should be recruited who are suitable for the job and who can easily adapt to the existing work environment.
Chapter 3: Research Methodology
In this chapter, research methodology plays crucial role in conducting a proper research which helps the researcher in collecting the data for accomplishing the research aim and objectives efficiently in order to generate a valid outcome (Choy, 2014). In this research, researcher focuses on using best research methodology by undergoing various steps such as research design, approach, philosophy, data collection, etc for justifying the study by gathering relevant data or information. In addition, the research methodology in research helps in data collection at the right time from relevant sources so that study gets completed efficiently (Baskerville and Wood-Harper, 2016). In concern to this, the researcher will collect the data related to research topic from both primary and secondary sources as this can help in determining the challenges faced by IHRM while recruiting people from different background of the hospitality sector in Ireland. At last, it can be easily summarized by the researcher that the use of different research ways and techniques helped in accomplishing the research study on time effectively & efficiently.
The research design is a significant process that helps in gathering a large amount of data or information. Bryman and Bell (2015) elaborated that research design focuses on the quality of data or information such as opinions, concepts and value of people as well as data collected from interview, experiment or observations, etc. This research helps in developing the researcher for getting the aim and objectives related to There are two types of designing research such as quantitative research, qualitative research and mixed research design. But at the same time, Bazeley and Jackson (2013) also determined the research designing is important for researcher as this provides a way that how research is to be conducted in an efficient manner. In regards to this study, both qualitative and quantitative data collection methods i.e., mixed research method that is used by the researcher for gathering both practical and theoretical data.
In qualitative data collection, researcher has collected theoretical data from different online sources which help in understanding the concept of IHRM. In addition, the quantitative data is collected from survey process which helps in identifying the challenges in efficient manner by targeting a particular sample size which is selected from hospitality industry. Both the data collection methods simply help the researcher in managing and evaluating the data that justify or related to the research study (Taylor et al., 2015). Moreover, the quantitative data collection method helps in determining the percentage of people getting affected because of challenges in the IHRM process in the hospitality industry. However, it can be stated that a good research design is helpful in providing a positive research outcomes.
In research, the research philosophy is also used for developing general perspective towards the research topic effectively. According to Wegner (2010) research philosophy is a method that provides a clear understanding regarding the content that must be required for the research study completion. In other words, Knobe and Nichols (2013) defined that research philosophy is meant for establishing the principles, beliefs and value that helps the researcher in conducting proper investigation respectively. There are different types of research philosophy such as interpretive, positivism and realism philosophies which are significantly used by the researcher as per the requirement. In context to it, interpretivism philosophy is used by the researcher for interpreting the data or information that is collected with the help of both primary and secondary collection sources respectively (Maxwell, 2012). The interpretivism philosophy is useful for conducting an in-depth analysis by targeting the sample size i.e., 10 employees and 5 managers of the hospitality industry.
The interpretivsim philosophy also assists the researcher in completing a study by developing understanding in both theoretical and subjective aspects related to problem of research. The interpretivism philosophy used by researcher as it helps to reach the employees of hospitality sector directly for developing in-sight behind the issues or challenges that faced by employees and managers due to IHRM process. Moreover, the interpretivism phislosophy help the researcher in monitoring the feedback of the respondents towards the recruitment process of people those who belong from other backgrounds in the hospitality industry. However, the use of interpretisim philosophy supports the researcher in interpreting the challenges behind the recruitment of people from different backgrounds. But at the same time, the other realism and positivism philosophies are not significant for this study as both remaining philosophies might affect adversely on the outcome of research.
The research approach is defined as a comprised plan and procedure that include certain steps that are based on assumptions. The use of research approach assists the researcher by providing a proper framework for conducting a research in an efficient manner. In the research study of Wegner (2010) stated that research approach permits the researcher to apply its valuable knowledge or experience during the study and this help in achieving the desired research objectives efficiently. In context to this, deductive and inductive approach is used as research approach that helps in achieving the desired aim and objectives respectively. There are two types of research approach such as deductive approach and inductive approach that help in accomplishing the study of research (Mackey and Gass, 2015).
For this study, researcher has selected deductive research study which helps in providing the justification to qualitative data collection and quantitative data collection as well as analysis of data. The deductive approach is useful for determining the facts related to challenged faced by IHRM in terms of recruitment of different background people in the hospitality industry. Simply, this approach helps in providing a logical understanding behind the situation of increasing challenges in process of IHRM. On the other side, this approach also helps in generalizing the quantitative research methodology so that proper investigation is conducted related to challenges in recruiting people (employees and managers) in the hospitality industry. In regards to this, deductive approach is used by inductive approach for collecting a valid data so that research objectives get completed efficiently.
Data Collection Method is a research method that is widely used by the researcher for collecting the data from different sources. There are two different data collection methods such as primary data collection and secondary data collection method. In the research study of Smith (2015) clearly explained that the data collection process sets a base for analyzing the research objectives in an efficient manner. For this research study, both primary and secondary data collection methods are used for availability and gathering of large amount of data or information related to research subject. In primary data collection method, researcher has used the survey method in which proper questionnaire is developed for collecting data directly from the respondents i.e., from both employees and managers of the hospitality sector. In context to it, researcher conducted a proper survey by selecting 10 employees and 5 managers from the hospitality industry.
Through questionnaire method, respondents are asked with research related issues that they might also have faced by them in hospitality industry of Ireland. At the same time, secondary data collection method is used for gathering information from different sources such as websites, books and articles and so on (Johnson and Christensen, 2010). The secondary data collected supports the researcher in collecting already existing data which help in developing better understanding regarding IHRM concept for determining challenges respectively. Simply, both qualitative and quantitative data are collected from both data collection method which justify the study by collecting data related to challenges faced in recruiting people. The use of both data collection methods support the researcher in gathering relevant information that helps in determining the challenges which influences the recruiting process of people in hospitality sector from different backgrounds. Thus, these data collection methods also help the researcher in identifying the different ways which can assist the IHRM of hospitality industry in managing such recruiting people related issue.
Data analysis is an analysis process through which collected data is analyzed for identifying the best reliable outcome respectively. Flick (2011) describes that data analysis is a effective technique which enables the researcher to generate outcome by doing collected data analysis. For every research, data analysis is an essential element which supports the researcher in achieving the research in an attractive manner. There are different data analysis methods like descriptive data analysis, content data analysis, statistical data analysis, conversational data analysis and disclosure analysis, etc. The data analysis method is selected by the researcher n the basis of nature of data and research objective (Andrew et al., 2011). For this research study, statistical data analysis method is chosen by researcher in which MS-Excel is used for presenting collected data from both primary and secondary sources in tables and graph format.
The use of statistical data method help the researcher to make result from the data which is collected as well as to make easier for reader for other researchers to understand the collected data i.e., both qualitative data and quantitative data. In simple words, ………. mentioned that use of MS-Excel for presenting data is valuable for the researcher in making better understanding y creative presentation of data regarding the challenges that are faced in hospitality industry by employees and workers. For this research study, statistical data analysis helped the researcher in identifying the numbers of respondents who faces the problem related to recruitment in the hospitality industry. The table and graph reflects the respondent views on the IHRM process of recruitment and selection which develop challenges in the hospitality industry. Thus, this data analysis method or technique somewhere develops the ability to generate accurate results for the research on which whole study is conducted respectively.
The sampling procedure is other part of research methodology which helps the researcher in saving the time and cost of collecting large and relevant data respectively. There are different types of sampling method like probability and non-probability sampling methods which encourages the researcher to select the sample size randomly or non-randomly (Lewis, 2015). For this research study, 20 respondents are selected as a sample size in the hospitality industry.
The research ethics plays an essential role in research process that assist the researcher in following ethical steps during the collection of data. For this research study, ethical consideration is major aspect for the researcher as it provides guidelines which help in conducting a research in a best efficient manner. But, Flick (2011) explained that if researcher fails in adoption of ethical steps then it creates a direct influence or impact on the research completion timely. In order to avoid the unethical practices for that researcher need to adopt a proper ethical behavior for achieving the research aim & objectives in an efficient manner. In regards to this, researcher also need to concern on different ethical issues like copyright, plagiarism, referencing or data manipulation.
While collecting the primary data, researcher needs to focus on facts that data collected from respondent is not biased or not manipulated as well as personal information of respondents are kept confidential so that research get accomplish successfully. On the other hand, researcher also required to focus on avoiding plagiarism or copyrights during the secondary data collection so that valid research outcome efficiently and effectively. In this, it is important for researcher to make ensure that proper referencing and citation to the secondary data is done in order to mitigate any unethical issue. In concern to this, Miller et al. (2012) stated that providing accurate referencing in research support the researcher in overcoming the ethical issues in best effective manner so that research objectives are meeting successfully. Therefore, it is important for researcher in this study to adhere ethical practices in order to maintain accuracy and reliability of data generated as a result.
Chapter 4: Data analysis and findings
This is one of the most important parts of the research that helps the researcher to complete the research and to generate the valid outcomes of the research as well. In this, 20 employees of the different firms will be targeted and different questions related to the demographic and the professional are also asked. It is better for the researcher to manage the research and the outcomes of the research also.
For getting the valid responses and to target the employees limited and effectively, survey through questionnaire is used for presenting the data in the effective manner and to analyze the data, SPSS method is used by the researcher and it made easy for the researcher for presenting the all findings of the research. Apart from this, it can be determined that in this research, during the sampling of the data, there will be the follow up of the General Data Protection Regulation (EU) 2016/679 (“GDPR”) that is a regulation in EU law on data protection and privacy for all individuals citizens. In this, it is clearly defined that the data of the respondents will not be disclosed anyone. It will be a crime and it will be a loss for the researcher also. So, researcher will have to consider these all things.
Demographic
| age | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Below 20 | 4 | 20.0 | 20.0 | 20.0 |
| 20-35 | 13 | 65.0 | 65.0 | 85.0 | |
| 36-50 | 2 | 10.0 | 10.0 | 95.0 | |
| Above 50 | 1 | 5.0 | 5.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: From the above graph, it is identified that there is high respondents of age group 20-35 with 45%. It means that the employees are more belong to youngster category in organisation. This makes the study more authentic as youngster people contain new information which proves to be effective for analysing the research work. However, 30% respondents found that 36-50 age group are also involved more on the organisations. Alongside, above 50 age people are also spend their half time in organisation. Thus, the respondent believed that below 20 ages is rarely part of an organisation because that age group people are more indulge in educational field.
| gender | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Male | 13 | 65.0 | 65.0 | 65.0 |
| Female | 7 | 35.0 | 35.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: As per the above study, there is high respondents are found male in organisation as compare to females. This indicated that males dominances are still exist due to which females able to get less job opportunities. In regards to this study, 60% respondents are male while only 40% are females.
| working | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | 1-2 years | 8 | 40.0 | 40.0 | 40.0 |
| Between 2-6 years | 8 | 40.0 | 40.0 | 80.0 | |
| 7- 9 years | 3 | 15.0 | 15.0 | 95.0 | |
| More than 10 years | 1 | 5.0 | 5.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation:
In accordance’s to table, it is identified that there is high respondent consist of work experiences between 2-6 years in organisation where this experienced respondent proves to be effective as they have much knowledge which could result in contribution of relevant information about the research problem. Whereas, 30% respondent found 7-9 years experiences in the organisation. After that, 20% respondent consists of 1-2 years and 10% people found to involve the experiences of more than 10 years.
4- Do you agree on that for running the business, the IHRM (international human resource management) is crucial for the firm?
| IHRM_imp | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 8 | 40.0 | 40.0 | 40.0 |
| Agree | 5 | 25.0 | 25.0 | 65.0 | |
| Neutral | 3 | 15.0 | 15.0 | 80.0 | |
| Disagree | 1 | 5.0 | 5.0 | 85.0 | |
| Strongly disagree | 3 | 15.0 | 15.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: The above graph presented that 13 respondents strongly agree or agree on statement that IHRM is crucial for business to run successfully. However, 5 respondent showed negative concern to statement and deny the statement by depicting that there are various other aspects that is important to consider for making business successful. Moreover, 2 respondents showed their neutral responses on the statement. The majority of respondent found the IHRM is important as IHRM helps to manage different cultural people under one roof and enhances the sustainability of firm. Other than that, IHRM also plays the role of monitoring as the manager ensures that employees are recruited, trained or compensated as per the laws of international market laws. There are different legal compliances exist in varied countries so the HR manager analyzes the laws and then perform the HR activities. These areas clearly show the importance’s of IHRM to successfully running of business.
5-Being an employee, do you agree on that IHRM helps you to work in the firm for a long time period?
Table 5 IHRM helps to work for a long time period
| IHRM_better | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 8 | 40.0 | 40.0 | 40.0 |
| Agree | 6 | 30.0 | 30.0 | 70.0 | |
| Neutral | 1 | 5.0 | 5.0 | 75.0 | |
| Disagree | 1 | 5.0 | 5.0 | 80.0 | |
| Strongly disagree | 4 | 20.0 | 20.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
From the above table, it is identified that 11 respondent stated that IHRM helps the employees to work in the firm for a longer period of time. This is because IHRM concept allows to recruiting and selecting that employee which able to adopt the diverse culture easily. Besides that, the introduction of reward and recognition along with proper training session also assist the employees to sustain in organisation for longer period of time even after firm consist of diversified cultural people in one roof. Moreover, 6 respondents found that IHRM is not playing that much important role to stay back the employee as there is other factor that has more positive impact such as firm policy, employee’s behaviour and working environment etc. At the same time, 3 respondents presented their neutral reaction towards the research question. Overall, this study depicted that IHRM is crucial to make sustain for longer duration.
6- Do you consider that the hospitality industry is continuously growing in Ireland?
| G_b | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 8 | 40.0 | 40.0 | 40.0 |
| Agree | 5 | 25.0 | 25.0 | 65.0 | |
| Neutral | 2 | 10.0 | 10.0 | 75.0 | |
| Disagree | 2 | 10.0 | 10.0 | 85.0 | |
| Strongly disagree | 3 | 15.0 | 15.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: – On the basis of survey, 13 respondent of organisation found that hospitality industry is continuously growing in Ireland. However, 4 respondent did not found the hospitality growth whereas 3 respondent are shows their neutral reaction. The majority of people found the hospitality industry is growing in rapid manner in Ireland region due to increasing tourism opportunities. It gives rise to the growing sector of hospitality. Along this, the sector of hospitality also faced several issue related to recruitment of right people for organisation and match organisation working environment as per the employees behaviour so that their retention level can be high. Thus, these areas raise issue for hospitality sector.
On the other hand, the increasing growth rate of economy also enhances the people purchasing power and this allows them to make a huge investment on making comfortable hotels. Thus, these areas push the Ireland hospitality growth.
7- Do you believe that globalization has the huge impact on the business of firm in Ireland?
| G_impact | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 7 | 35.0 | 35.0 | 35.0 |
| Agree | 7 | 35.0 | 35.0 | 70.0 | |
| Neutral | 2 | 10.0 | 10.0 | 80.0 | |
| Disagree | 2 | 10.0 | 10.0 | 90.0 | |
| Strongly disagree | 2 | 10.0 | 10.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: The above graph clearly represented that 11 respondent believed that globalisation has a major impact on the business of Ireland. This is because after globalisation international firm with their unique concept enter into the Ireland market and capture high market share of local market. This influences the local people to a large extent. However, the concept of IHRM is emerged with the current business scenario which changes after globalisation. This is because business can’t survive for a longer duration until they will not go for the expansion. In regards to this, IHRM strategy helps the business to successful run their business outside the local boundaries in the form of involve four major activities such as recruitment & selection, training & development, compensation & repatriation of expatiating etc. Moreover, IHRM concept is playing crucial role in regards to set up business in international market by managing multiple-cultured human resources. However, IHRM is useful for making a healthy relationship between HRM activities and business operation in foreign environment to effectively manage the organisation task and activities.
On the other hand, 6 respondents believed that globalization does not have major impact on the business of firm in Ireland as with the globalisation competition will surely increase but still local player achieve high loyalty among the local people. So these respondents do not find globalisation affect on the Ireland business.
8- Do you agree on that due to globalization creates the issue for the IHRM of the firm to manage business?
Table 8 globalization creates the issue for the IHRM
| G_issue | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 4 | 20.0 | 20.0 | 20.0 |
| Agree | 12 | 60.0 | 60.0 | 80.0 | |
| Neutral | 2 | 10.0 | 10.0 | 90.0 | |
| Disagree | 1 | 5.0 | 5.0 | 95.0 | |
| Strongly disagree | 1 | 5.0 | 5.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: – On the basis of above graph, 12 respondent found issue in IHRM for managing people after globalisation. This is because globalisation put pressure on business to understand the culture, language of different areas in order to expand the business successfully. It creates issue for firm to work with different cultural group. Moreover, the globalisation also creates issue related to differences in country policy due to which IHRM manager face problem to implement activities for managing people. However, 6 respondents does not agree on that due to globalization creates the issue for the IHRM of the firm to manage business as they believed that globalisation only create problem related to high competition but it does not contribute toward impact the IHRM. Other than that, there are only 2 respondents who give neutral response on this question. But the large number of respondent agrees on that globalisation is responsible behind the creation of problem related to manage business across the local boundary.
9- Do you think that there is direct impact of the free trades on the IHRM of the firm for managing the business effectively?
Table 9 Direct impact of the free trades
| FT_impact | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 10 | 50.0 | 50.0 | 50.0 |
| Agree | 6 | 30.0 | 30.0 | 80.0 | |
| Neutral | 2 | 10.0 | 10.0 | 90.0 | |
| Disagree | 1 | 5.0 | 5.0 | 95.0 | |
| Strongly disagree | 1 | 5.0 | 5.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: On the basis of above study, 11 respondents shown agreement on that there is direct impact of free trade on IHRM of firm to manage the business effectively. This is because free from restriction or taxes allow the manager to implement the HR practice properly without involvement of external interferences. It also allows to successfully occupying right human and technical resources. However, 7 respondents deny that free trade impact the IHRM directly as there are various other factors that also would be responsible enough to influences the practices of IHRM of firm. It includes social, environmental factors. But, the maximum people found that free trade proves to be more appropriate for the implementation of IHRM in the form of develop the recruitment and selection method along with the adopt right compensation policy without fear of loose talent employee. Thus, these areas present the impact of free trade over the IHRM implement in regards to manage the workforces.
10-From the given below challenges which has huge impact on hospitality firms in Ireland face during recruiting people from different backgrounds in the hospitality sector?
Table 10 huge impact on hospitality firms
| challenge | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Culture | 4 | 20.0 | 20.0 | 20.0 |
| Employees management | 8 | 40.0 | 40.0 | 60.0 | |
| Communication | 6 | 30.0 | 30.0 | 90.0 | |
| Lack of motivation | 1 | 5.0 | 5.0 | 95.0 | |
| Other | 1 | 5.0 | 5.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: From the above graph, it is identified that communication is the major challenge which has huge impact on hospitality firms in Ireland face during recruiting people from different backgrounds in the hospitality. This is because communication is the key to any relationship if organisation fails to adopt the right communication then he fails to address problems of different employees. So employee believed that communication is the main concern area for the hospitality firm in Ireland and it is stated by the 6 respondent. However, 5 respondent identified that culture is another challenges for hospitality firm as manager face problem while recruitment of diversified culture staff as these individuals posses separate set of perception and viewpoint so it become difficult for manager to hire right people for profile.
Besides that, 4 respondents found that employee management is also considered as another challenge in regards to hire and making them fit into the organisation as differences in language create problem for the diversified staff and result in conflicts. It influences the working environment. So this way manager found challenging task to manage the employees. At the end, 3 respondents believed that lack of motivation is considered as major influences over the recruiting people from different backgrounds in the hospitality. This is because less motivated candidate shown their less interest towards work so the recruitment of such employee proves to be time and cost wastage for the firm which in-turn result in low progressive for firm.
11- Do you think that some other issues are also faced by IHRM during recruitment the people?
Table 11 IHRM during recruitment
| O_issue | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 9 | 45.0 | 45.0 | 45.0 |
| Agree | 4 | 20.0 | 20.0 | 65.0 | |
| Neutral | 1 | 5.0 | 5.0 | 70.0 | |
| Disagree | 5 | 25.0 | 25.0 | 95.0 | |
| Strongly disagree | 1 | 5.0 | 5.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: As per this graph, 9 respondent think that some other issues are also faced by IHRM during recruitment the people in the form of different beliefs system which they follow in their actions. This practice could also result in issue as people with different understanding can never able to ready for cooperation. However, respect from colleagues is another issue which is the issue that IHRM faced in the recruitment of people.
It is found that for organisation, it is important to hire different cultured people in order to make them feel that firm focuses each cultured group. In regards to this diversified cultural people hire to make for making recognised and achieve positive goodwill in international market.
However, gender inequality is other issue in the recruitment process as employer usually select the male’s candidate instead of female one so this make them dissatisfied and result in losing talent female workforces. Other than that, 8 respondents do not find any other problem in the recruitment of diversified employees.
12- Is it right IHRM always tries to use some ways and techniques in Ireland for better implementation of the IHRM practices?
Table 12 some ways and techniques
| Tch | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 8 | 40.0 | 40.0 | 40.0 |
| Agree | 7 | 35.0 | 35.0 | 75.0 | |
| Neutral | 2 | 10.0 | 10.0 | 85.0 | |
| Disagree | 2 | 10.0 | 10.0 | 95.0 | |
| Strongly disagree | 1 | 5.0 | 5.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: The above graph includes that 10 respondent it is right that IHRM always tries to use some ways and techniques in Ireland for better implementation of the IHRM practices. However, the job design and high focus on knowledge workers are the areas which support the properly implementation of IHRM practices. However, the extensive training & development is another area which could support the development of necessary skills in human resources which helps to make a better implementation of IHRM practice. Moreover, 6 respondents believed that it is not right to use different ways and techniques to better implement the IHRM practice as these people do not found the HRM practice that much effective for the firm productivity. That’s why they focus less on IHRM area.
13- Do you think that there are different ways that UL government use for the better management of the IHRM practices in Ireland?
| UL_GVN | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 9 | 45.0 | 45.0 | 45.0 |
| Agree | 5 | 25.0 | 25.0 | 70.0 | |
| Neutral | 1 | 5.0 | 5.0 | 75.0 | |
| Disagree | 3 | 15.0 | 15.0 | 90.0 | |
| Strongly disagree | 2 | 10.0 | 10.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
The above graph stated that there is a positive response of the respondents regarding the different ways that UL government use for the better management of the IHRM practices in Ireland. In this, most of the respondents stated that the involvement of the UL government is benefits for the firms in the better management of the IHRM practices in Ireland. It also improves the business performance of the firm as well. Apart from this, it can also be defined that some of the respondents denied on that and they stated that there is not any single role of the UL government in the management of the IHRM practices in Ireland. In the same concern of this, from the research of…..,it is stated that the involvement of the government is essential for the firm to manage the risk and the issues in the firm. It also helps the firm to handle the all unethical issues and to manage the legal working environment of the firm also.
14- Being an employee of the firm so you believe that due to issue in the recruitment, you face the issue to manage the work and the working environment as well?
Table 14 issue in the recruitment
| R_issue | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 10 | 50.0 | 50.0 | 50.0 |
| Agree | 4 | 20.0 | 20.0 | 70.0 | |
| Neutral | 2 | 10.0 | 10.0 | 80.0 | |
| Disagree | 4 | 20.0 | 20.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
From the overall findings, it can be determined that most of the respondents were strongly agreed on that believe that due to issue in the recruitment, you face the issue to manage the work and the working environment as well. The reason in this is that recruitment is one of the major tasks of the firm that helps the firm to run the business effectively and to handle the all business operations. It can also be stated that recruitment is the primary key for the firm to run the business. So, if firm faces the issue in recruitment then it is the major issue for the firm and it also affects the other business operation of the firm as well.
In the same concern of this, from the research findings, it is stated that the better process of the recruitment helps the firm to run the business and to achieve the all aim and the objectives as well. In this process, firm always tries to hire the suitable and smart employees that help the firm to achieve the objectives and to get the competitive advantage also. Because of this, it can be stated that recruitment process is better for the firm to handle the all internal and the eternal operations. But some of the respondents have the negative concern on this and they stated that there is not any role of the recruitment on the business of the firm. It is because there are also some other ways that also affects the work and the working environment. So, it can be illustrated that there were some controversial argument on due to issue in the recruitment; you face the issue to manage the work and the working environment as well.
15- In your views, which is the best way for the hospitality firms can use to manage the issues related to the recruiting people from different backgrounds in the hospitality sector?
| mgt_rt_isue | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Loyalty towards organization | 11 | 55.0 | 55.0 | 55.0 |
| Training and development | 4 | 20.0 | 20.0 | 75.0 | |
| Motivation | 3 | 15.0 | 15.0 | 90.0 | |
| Others | 2 | 10.0 | 10.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
From the overall presentation of the graph, it can be illustrated that there are different ways that can be used by the fir for the better management for the issues related to the recruitment. In the same concern of this, it can be stated that although there are different ways but at the same time, some of the respondents stated that loyalty towards organization is one of the best ways for the firm to use for managing the issues related to the people recruitment. It is because loyalty towards organization helps the firm to develop the customer base and handle the internal and the external issues as well. But at the same time, some of the respondents stated that training and development is better for the firm to manage the all issues in the recruitment and to handle the all internal and the external issues as well.
Apart from that, it is also helpful for the firm to improve the performance of the firm as well. In like manner, some of the respondents were not agreed on the use of this way. It is because they stated that fair policy and the procedures, motivation, etc are the effective ways for the firm to manage the issues of the recruitment of the people and to improve the performance of the firm also. Apart from this, it is also determined that some of them think that there are also some other ways for the firm to use apart from given options. The use of all these ways will be better for the firm to handle that issue. Eventually, it can be stated that different ways can be used by the firms for the better management of the issues and to perform well also.
16- Do you agree on that apart from recruitment of the different culture of people, manage the business is easy for the firm?
Table 16 different culture of people
| D_C_R | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 13 | 65.0 | 65.0 | 65.0 |
| Agree | 3 | 15.0 | 15.0 | 80.0 | |
| Disagree | 2 | 10.0 | 10.0 | 90.0 | |
| Strongly disagree | 2 | 10.0 | 10.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
From the overall presentation of the graph, it is illustrated that majority of the respondents (18) were agree with the fact that recruiting people belongs to different background is helpful to manage the organisation easily. On the other hand, there were 7 respondents were contrary of this view. Moreover, people from different background hold the great amount of knowledge and skills helpful in handling different functions of business effectively. On the other hand, recruiting diverse workforce plays an important role in building learning and creative work environment. However, in some of the instances it leads to conflicts at workplace.
17- Being an employee of the firm, would you like to prefer to provide your opinion for IHRM in decision making process to manage the issues of recruiting of people?
Table 17 decision making process
| IHRM__DMP | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Yes | 12 | 60.0 | 60.0 | 60.0 |
| No | 8 | 40.0 | 40.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: The above table includes 20 respondents that have provided their response about IHRM in decision making process for managing the issues in recruitment. In concern to this, more than 50% responded preferred ‘Yes’ option in the question. In which, 60% participants prefers that the IHRM in decision making process to manage the issues of recruiting of people being an employee of the firm. On the other hand, 40% participants do not prefers the IHRM in decision making process for managing the issues in the recruitment of people being an employee of the firm. However, it can be said that most of the employees in the organisation like to prefer to provide their opinion for IHRM in decision making process in order to manage the recruiting issues of people as an employee of the firm. The main reason behind this preference of the participants can be considered as their positive ethics and their responsibilities. The organisational development is the responsibility of the organisational employees. Due to this, they will prefer to provide opinion for IHRM in decision making process for managing the issues in recruitment. But at the same time, there are some participants who would not like to provide their opinion for IHRM in decision making process in order to manage the problems in recruiting of people as an employee of the firm.
18- Do you agree on that change in the immigration process and the globalization rules and the regulation is effective for managing IHRM issues?
Table 18 globalization rules and the regulation
| Cinp | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 10 | 50.0 | 50.0 | 50.0 |
| Agree | 6 | 30.0 | 30.0 | 80.0 | |
| Disagree | 3 | 15.0 | 15.0 | 95.0 | |
| Strongly disagree | 1 | 5.0 | 5.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: From the above table, it can be determined that most of the respondents were strongly agreed on above changes. In this, there are total 20 participants who have provided response for this question. In which, 10 (50%) believe that changes in the immigration process, globalization rules and regulation are effective to manage the IHRM issues. In concern to this, the reason of this is that recruitment is one of the major tasks that help the firm in concern to run the business effectively as well as in order to handle all business operations. In addition to this, there are 6 participants who are agreed with the statement. However, it is identified that there are total 16 or 80% participants from 20 who agreed that change in the immigration process and the globalization rules and regulation are effective for managing IHRM issues in an organisation. At the same time, there are some participates who are disagreed with the statement that change in the immigration process and the globalization rules and regulation are effective for managing IHRM issues in the firm.
In concern to this, 3 participants are disagreeing and 1 participant is strongly disagreeing. However, it can be said that total 20% participants out of 20 are disagreed that change in the immigration process and globalization rules & regulation are effective to manage IHRM issues in an organisation. However, it can be said that an organisation should make changes in the immigration process and globalization rules & regulation in order to effectively manage the IHRM issues. In same concern to this, it can be defined in their study that change in immigration process and globalization rules & regulation provides batter solutions of the IHRM issues. As result, it is suggested by author that the organisations should make changes in the immigration process and globalization rules & regulation for overcoming the IHRM issues.
19-Do you agree on that if IHRM doesn’t consider the cross culture people in recruitment then it is easy for IHRM to manage the business?
Table 19 IHRM to manage the business
| NCC | |||||
| Frequency | Percent | Valid Percent | Cumulative Percent | ||
| Valid | Strongly agree | 11 | 55.0 | 55.0 | 55.0 |
| Agree | 5 | 25.0 | 25.0 | 80.0 | |
| Disagree | 2 | 10.0 | 10.0 | 90.0 | |
| Strongly disagree | 2 | 10.0 | 10.0 | 100.0 | |
| Total | 20 | 100.0 | 100.0 | ||
Interpretation: The above table includes the data of 20 respondents who have provided their response about the question related to cross culture people in recruitment and IHRM. In concern to this, there are 11 participants who have selected strongly agree option and 5 responded have selected agree option for answering that if IHRM doesn’t consider the cross culture people in recruitment then it is easy for IHRM to manage the business. However, it can be said that 80% of the total 20 participants are agreed that if IHRM does not consider the cross culture people in recruitment then it can be easy for IHRM to manage the business activities. On the other hand, there are 2 participants who are disagree and 2 participants are strongly disagreed with this statement. Conversely, it can be said that there are only 20% participants who are disagreed, rest of the 80% participants are agreed that if IHRM does not consider the cross culture people in the recruitment then it will be easy for IHRM to the manage business effectively.
In support of this, it can be defined that IHRM can effectively manage the business if IHRM does not consider the cross culture people in recruitment process. The cross culture people change the workplace environment that increases the complexity of the organisational tasks. In concern to recruitment, IHRM must have good knowledge about different culture and languages to reduce the IHRM don’t consider the cross culture people in recruitment then it is easy for IHRM to manage the business?
Chapter 5: Discussion of findings
In this section, the discussion of the findings is presented by the researcher from the previous chapter and also the primary data findings are discussed with their association with the review of literature findings to arrive at reliable discussion outcomes. The discussion of results provides valuable insights the study aim to discuss on the different challenges faced by the hospitality sector in Ireland that are faced by IHRM in the area of recruiting people from different backgrounds in this sector.
From the primary findings, it can be discussed that there have been strong agreement on the criticalness of the IHRM (international human resource management) for running a business. It can be discussed that the activities under the IHRM are essential to manage the human resources of the firm at an international level thus, play an important in running business in order to accomplish business goals and also achieve competitive advantage in management of human resources at global level. This finding is in consensus with the studies of Festing (2012) and Al-Jenaibi (2017) that found optimum utilization of IHRM helps to gains a competitive advantage for an organisation. It can be discussed that from primary findings that IHRM helps the employees work in the firm for a long time period thus, allows a firm to retain its employees. It can be conferred that IHRM has increased the capability of HRM area to hire appropriate employees, improve their skills and productivity, offer training (such as cultural and diversity) and development opportunities, and adequate rewards and compensation and development of a proper HRM policy at both national and international level to improve their stay length/ duration with the organisation.
In the context of hospitality industry in Ireland, it can be discussed it is continuously growing as per the findings which is aligned with the growth of tourism for this island as number of sites are emerging tourism regions. This will increase the employment trend in the Ireland in the hospitality industry thus, a greater need for IHRM activities to procure resources, utilise them efficiently and also allocate the human resources at key managerial positions in home and host countries.
In relation to globalization findings, it can be discussed that there is high consideration towards the globalization posing impact on the hospitality firms in Ireland. It can be discussed that globalization have narrowed the geographical inequality thus, also increased the number of occupation for the hospitality sector and open the gates to seek employment from other counties. Globalisation has also made Ireland open for other companies to enter in the hospitality business such as opening of hotel and other forms of tourist accommodations and compete with Ireland based hospitality forms for the market share and same target customer groups. It can be conferred that this has also developed the need to understand and acknowledge the different cultures in order operate with success at an international level. It can also be discussed that globalisation effect has created the need of the hospitality firm in Ireland to keep pace with the technological advancements in order to improve their products and series and to attract both tourists and competent employees from different cultural background and to develop existing workforce with cultural intelligence and technical skills. It can also be discussed from findings that globalisation has been creating an issue for the area of IHRM for the hospitality firm in their business management. It can be discussed that globalisation has exposed different culture thus increased the HR activities under IHRM to procure employees from diverse background to cater to different people to expand their business. It can be also conferred that globalisation impact on IHRM can be also in relation with the adaption on HR managers thinking and human resources practices to take account of cultural differences in hiring and selection area, to have knowledge and compliance of the foreign country regulation in the area of employment and also technical development in the area of international human resource development.
From the findings, it can be discussed that there is an agreement of respondents towards the direct impact of free trades on the IHRM for an effective management of business by hospitality firm. It can be argued that free trade of resources and technology etc, have increased the expectation from the IHRM and have exerted pressure of the IHRM activities and function to adapt to cultural needs in employment practices, cater to changing needs of the hospitality organisation, human resource planning and improve performance of the expatriates to add/ create higher value along with practices for training and development, induction, compensation and rewards. Thus, the free trade has several implications for the IHRM and related HR culture in the organization.
In the context of findings towards the different challenges faced by Ireland hospitality firm in recruiting, it can be discussed that communication and culture has high impact during recruiting people from diverse backgrounds in this sector. It can be discussed that the communication act as a barrier and hamper the ability of hospitality firm in their recruiting for the right candidate for the right job and also in addressing the concerns of the diverse employees. This finding can be related to the study of Werth and Brownlow, (2018) which is also in agreement with the communication barriers in people recruitment in Ireland due to preference of Irish language over English owing to which miscommunication among the employees takes place. In the concern towards the culture as challenge, it can be conferred that culture difference and lack of understanding towards is a challenge for the firm to recruit and select suitable candidates for the international operations but also to keep them retained with the organisation. This finding can be linked with study of Barak (2016) that revealed understanding of culture is required to support the recruitment practices in the hospitality organizations in Ireland. Also, the study of Hughes and Brown (2018) is in consensus with finding towards culture as the study reveal that ethnic and cultural differences have a significant role in raising the challenges of IHRM towards recruitment of culturally different people in the hospitality sector. It can be discussed that apart from communication issue, there are several other issue in the IHRM area towards the recruitment of diverse individuals. This finding can be linked to studies of Ballantine et al., (2016) that pointed out the issues of acceptance of culture and respect towards different in IHRM function of recruiting people from different background and the finding can also be linked with the study of Ng and Sears (2018) that found the issue of accommodation of beliefs in the recruitment function in the area of IHRM.
It can be also discussed towards the findings on the ways that hospitality sector firms in Ireland can managing the recruiting issues from diverse backgrounds that IHRM is implementing different ways and techniques for to improve the human resources practices for international operations. It can be argued that it can be through development of inclusive IHRM policies and practices that allow the hospitality firm to be positive in their approach of recruiting candidates from dissimilar backgrounds and also through allocation of resources for the training for employee skill development, cultural intelligence and diversity training. Also, from the findings, it can be conferred that UL government in different ways are working to improve the IHRM practices in Ireland. It can be argued that government play a positive role in making IHRM practices better for an organisation to improve their business performance by clarifying the business ethics, employment laws and policies, human rights and the legal working environment that the HR personnel needs to be in compliance. Thus, government play a role in the regulation of international human resources practices with the purpose to improve the effectiveness of IHRM policies and practices in the hospitality organisations in Ireland.
Chapter 6: Conclusion & Recommendation
On the basis of above findings, it is summarised that IHRM plays an important role for organisation to successfully implement the business in multiple areas like Ireland. This is because IHRM involves various activities like recruiting, selecting, training and rewarding the employees. This helps the business to sustain over longer duration. At the same time, the IHRM also assist the business to understand different group’s behaviour which allows to motivating them accordingly. However, the IHRM is considered as an emerging concept in current scenario due to increasing competition which put pressure on firm to explore new market customers. However, hospitality industry is the one which majorly involve in expansion in across the globe. There are various firms that enter into the Ireland market for expanding their hotels with the aim to achieve more market share. In concern to IHRM, there are various practices are performed by the international firm such as recruit and select an appropriate candidate for managing the business. Alongside IHRM manager also focus on the Ireland culture or attitude towards work as people with positive behaviour so that they can make people to adjust in the culture without creating major problem. However, recruitment and selection is considered as a major factor in IHRM as with the right selection of human resources, company can able to perform major task and bring achievement in the business. That’s why the recruitment and selection tend to be important for successfully implementing of IHRM. It can be justified with the survey result as there are 13 respondents found that IHRM support the business to successfully running of operation over a longer duration.
In addition to this, the expansion of business in international market did not proved to be easy for organisation as development of recruitment and selection practice involves various challenges. Likewise, it majorly involves the problem related to differences in language and understanding. This limits the business to procure the talent workforces for organisation. However, differences in nature, attitude towards work is also contribute challenges as business always demand for the common understanding of different individuals in order to perform the work in one direction. But with the differences in knowledge and culture understanding, the diversified group can’t contribute positive outcome. Most of time, employer faced problem to make an proper communication with candidate of different culture due to differences in vocabulary and speaking pattern due to which talent or skilled employee also rejected. Other than that, lifestyle of people also influences over the recruitment and selection of people in different region. This is because these individuals are born and bought from different culture and that value system shapes their mindset. So, it becomes difficult to deal with diversified viewpoint people. These people also not ready to contribute positivity for organisation which follows different culture. However, the survey result depicted that 6 respondent out of 20 found that communication is the major barrier when it comes to recruit people on international market. Moreover, the culture diversity is another problem which affects the hospitality sector in Ireland. So these areas are considered as a major barrier in the recruitment and selection of individuals in international market.
Furthermore, there are other various issues that found to be disruptive and it involves the beliefs system and lack of coordination among the individuals are the major limitation for employer to deal with different cultural people. It is found that majorly individual with value background shows less positive attitude towards other cultural people so it presents low level of team spirit among the team groups. So, this is quite challenging task for manager to identify that person that is ready to adopt the flexibility in organisation in the form of accept different cultural people. Moreover, the acceptance and respect is another challenge for IHRM in order to recruit people from different background. Most of the time, it is determined that organizations people in Ireland face the issue of lack of acceptance of diverse culture and beliefs among employees that increases the conflicts. Thus, this affects the firm long-term growth. However, personal ethics and beliefs are also affect the recruitment and selection practice as people self-belief definitely affect when it comes to perform some work. Likewise, individual wants to perform that work in which he/she believes then they do it but if they offered such task which is out of their beliefs then it directly influences the work performances.
However, there are various ways that help the firm to manage the issues in term to recruit people successfully from different background. However, diversified cultural people majorly feel uncomfortable because due to un-clarity in roles. So HR personnel are required to plan progressions of business and provide supervision to staff members in order to stimulate them to perform better and earn their loyalty for company. However, training and development session is another solution which also encouraged diversified cultural people to perform for the organisation with more efficiency. Besides that, this practice allows them to bring necessary skills in themselves which proves to be productive for the organisation. Alongside, communication is also considered as a crucial barrier so it can be solved by the organisation through adopts right set of technology such as emails and CRM and ERP system. These areas contribute towards making proper communication among the people and this allows timely flow of information which result timely completion of work.
Other than that, the rewards and recognition IHRM solution is also used to procure the talent workforces in the way of make them feel recognised. It is found that individual of any culture wants a reward in organisation and this area motivated them to perform better and achieve objectives of organisation. Therefore, this way hotels in Ireland can able to overcome the issue of diversified cultural group. Based on this, it can be stated that Ireland can able to operate its business in Ireland market by including several motivational factors. It results in successfully capturing of large target market. At the same time, the motivational factor assists the firm to manage the challenges which occur on international market during the recruitment and selection of diversified cultural group. This study clearly defined that IHRM is important for business to successfully operate in across the boundary.
In regards to bring more effectiveness in the implementation of IHRM, it is recommended that the organisation requires to develop the R&D of particular country in order to analyse the individuals behaviour and attitude and this help the organisation to develop the recruitment and selection process in that way. However, it is also important for organisation to prepare the job description by focusing on the culture of country so that maximum individual can be attracted.
At the same time, organisation should hire the specialised team of recruitment and selection to procure right people for the profile. The supporting staff may have proper knowledge about the cultural aspects and people expectations so they hire appropairetly. Furthermore, it is also recommended that performance evaluation process is also required to improve the performances of employees as individual receive the feedback on their performances. So, this guides them to figure out their strength and weakness and accordingly he/she made improvements. However, policy formulation is another effective recommendation in regards to bring right personnel on given position.
The limitation of this research is the time and cost. However, there is predefined cost is developed but with the large time investment on survey, the cost of research study goes up. However, researchers use the survey method for 20 sample size so this is considered as a big limitation as sample size is small so researcher can use interview method. This process proves to be effective as it could proves to be less time consuming. So, these are the limitation of this research study which needs to focus for bringing more authenticity in research work. The right research study always contributes positive research work.
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Demographic
1-Age
- Below 20
- 20-35
- 36-50
- Above 50
2-Gender
- Male
- Female
3-from how many years, you are working in this firm?
- 1-2 years
- Between 2-6 years
- 7- 9 years
- More than 10 years
4-Do you agree on that for running the business, the IHRM (international human resource management) is crucial for the firm?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
5-Being an employee, do you agree on that IHRM helps you to work in the firm for a long time period?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
6-Do you consider that the hospitality industry is continuously growing in Ireland?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
7-Do you believe that globalization has the huge impact on the business of firm in Ireland?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
8-Do you agree on that due to globalization creates the issue for the IHRM of the firm to manage business?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
9-Do you think that there is direct impact of the free trades on the IHRM of the firm for managing the business effectively?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
10-From the given below challenges which has huge impact on hospitality firms in Ireland face during recruiting people from different backgrounds in the hospitality sector?
- Culture
- Employees management
- Communication
- Lack of motivation
- Other
- Total
11-Do you think that some other issues are also faced by IHRM during recruitment the people?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
12-Is it right IHRM always tries to use some ways and techniques in Ireland for better implementation of the IHRM practices?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
13-Do you think that there are different ways that UL government use for the better management of the IHRM practices in Ireland?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
14-Being an employee of the firm so you believe that due to issue in the recruitment, you face the issue to manage the work and the working environment as well?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
15-In your views, which is the best way for the hospitality firms can use to manage the issues related to the recruiting people from different backgrounds in the hospitality sector?
- Loyalty towards organization
- Training and development
- Motivation
- Others
- Total
16-Do you agree on that apart from recruitment of the different culture of people, manage the business is easy for the firm?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
17-Being an employee of the firm, would you like to prefer to provide your opinion for IHRM in decision making process to manage the issues of recruiting of people?
- Yes
- No
18-Do you agree on that change in the immigration process and the globalization rules and the regulation is effective for managing IHRM issues?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
19-Do you agree on that if IHRM doesn’t consider the cross culture people in recruitment then it is easy for IHRM to manage the business?
- Strongly agree
- Agree
- Neutral
- Disagree
- Strongly disagree
