HOSPITALITY OPERATIONS MANAGEMENT SAMPLE
Introduction
Human Resource (HR) practices play a vital role in maintaining a constant rate of productivity and performance in any industry or organisation where the activities related to HR directly influence and impact the overall outcome of operations. In this report, a detailed discussion will be made on the different aspects of HR activities and their impact on the business operations of budget hotels.
Moreover, the report will also pay attention to various important theories related to HR activities and management for understanding the matter in greater detail along with providing a broader perspective of the matters related to it.
Review of Literature
Role of HRM practices in Budget hotels within the hospitality industry
The HRM practices of Budget hotels have to be good for managing the employees and even the revenue of the hotel industry by keeping and maintaining the hospitality industrial development quite well. Moreover, the responsibilities of the HRM besides recruiting potential employees for the hotels also provide training and manage the data as provided for effectively retaining the employees.
Budget hotels are quite essential for managing the customers by providing quality service and effective use of procedures and techniques for better development of the customers in a much more effective way. Effective HR practices have to be managed well by the organisation through effective environmental management of the organisation by motivating the employees for better performance of the organisation effectively (Ahmed et al. 2021).
The management of the organisation has to be good although a slightly problematic situation leads the Budget hotels to lose a lot of revenue which may put the revenue of the hotels at a low position.
Hospitality management has to be quite well managed by the organisation so that it attracts potential employees to the hotels which has provided an understanding of the services of the company for managing the functions in a much better way. Furthermore, the performance of the organisation depends on the way the organisation is able to manage the services of the employees and look after the way the employees are efficiently functioning in the office.
The mismanagement of the HRM due to lack of training may lead the organisation into a problematic situation which puts the organisational development in an ineffective position. The company has to look after the talented employees and manage the employees for effective business perspective development through better decision-making management of the hotel quite well (Mishra et al. 2019).
Importance of HRM practices regarding technical aspects to hospitality operations
The Budget hotels have to manage the HRM practices which helps in managing the hospitality management in a much more effective way by understanding the demands of the customers and managing the customers according to the data gathered from the prior records.
The forecasting demands help in understanding the demands and desires of the customers which have allowed the hotels to mitigate the demands well by understanding the sales and the stay at the hotels during the holiday season and other off-season times. Additionally, the management of the businesses depends highly on the sustainability of the products and even the services by incorporating effective sustainable goals through which the organisation may increase the business development effectively (Shah et al. 2022).
However, the impact of the Covid-19 situation has put the company into a problematic situation because of ineffective HR practices which sometimes leads Budget hotels to go out of business.
Capacity planning and management are highly recommended by the organisation to manage the services for meeting demands of the organisation in a systematic order which helps the organisation to flourish well. According to Baum (2019), the hospitality industry required talented employees for increasing employee management through effective management through HR practices which provides better development in a much more effective way.
The HR practices have to be managed well by Budget hotels to attract essential customers to the hotels and help in providing better services although certain management problems have led to ineffective planning which led the company to lose revenue. The non-functioning staff has put the hotel’s position into a problematic situation in quite an effective way by not well analysing the data of the customers putting the infrastructure of the company into a problematic situation.
The balance of the demand and supply of the organisation has to be managed well which provides Budget hotels to manage the planning process in a much more essential way. In addition to that, Haldorai et al. (2022), convey that the organisation has to manage the performance through HR practices to making the better performance of the employees quite well in placing the demands of the organisation in a much more progressive way.
Demand and supply management becomes possible with the help of effective HR practices which get highly disrupted due to ineffective supervision of the HRM due to ineffective operations management on recruiting unskilled employees.
Problems faced in operational management techniques due to ineffective HRM practices
The Budget hotel has to hire people who are well acquainted with digital technologies to make operational management possible by scheduling the work in a much more effective way. On a specific note, the organisational management has to be maintained although unskilled employees may put a lot of problems in managing the working of the hotels on holidays and even ineffective management of the customers of the organisation.
The holidays are the season for overbooking and effective production of the company which has put the hotels in a problematic situation due to ineffective workers because of a lack of training through HR practices.
Therefore, mitigating the problems faced by the customers and the employees has to be managed through job satisfaction and managing the overbooking by better supervision from the leaders of the hotels which allows the organisation to progress well in the competitive market and even manage the customers well (Aburumman et al. 2020).
The revenue and yield management depends on the pricing strategy as put forward by the organisation by managing the customer behaviour on achieving the effective goal for effective goal management through effective revenue development in an organised manner. Effective HRM functioning provides the organisation to progress well by analysing the impact of resource development through economic efficiency and management by looking after the problems in a much more effective way (Bilan et al. 2020).
Queuing in hotels occurs when the customers are provided with rooms irrespective of the fact that no rooms are quite available in the hotels due to effective management of the employees of the hotels which has led to a problematic situation within the hotels.
On a broader perspective, the organisational life cycle of the employees in the organisation has to be developed well for better managing the organisation in a much more effective way which helps the organisation to flourish well in an effective way.
The simulation of the hotels depends on the way the organisational management becomes possible to manage and the way the development by effective employee competencies has to be managed in a much more effective way. Through the strategic cost management of the revenues by understanding the effective communication between the employees and the customers in a much more effective way by managing the mistakes of the staff in a much more efficient way through efficient management of the employees quite well.
Content analysis
HR operational activities and practices are closely associated with managing various important organisational activities such as providing security to the employees, hiring the best talents, and self-effective teams, providing appropriate compensation, developing the skills of employees, maintaining a healthy organisational culture and maintaining strong communication among different departments.
On the other hand, HR practices and activities are closely associated with the economic development of an organisation which is again dependent on the overall performance and productivity of the workforce (Anwar and Abdullah 2021). Budget hotels do not have well-trained HR managers and leaders which results in lowering the levels of productivity of the employees due to a lack of proper training and skill development.
According to Herzberg’s two-factor theory, two factors motivate employees which include job satisfaction and job dissatisfaction. These two factors are to be dealt with with utmost importance and care for generating satisfactory outcomes in the future and it needs to be mentioned that following this theory becomes important as it helps in reducing levels of stress of the employees to a great extent.
Figure 1: Various HR operational practices
(Source: Anwar and Abdullah 2021)
Due to the presence of inefficient training and development practices, the employees often fail to confront challenging situations and circumstances effectively ultimately resulting in reduced job satisfaction of the employees. The presence of strong HR practices within an organisation always proves fruitful in increasing the level of commitment of the employees in the long run (Lai et al. 2017).
HR operational practices directly impact the business strategy of any company or industry and budget hotels are no exception to it where roles played by HR managers directly impact the operational performance and productivity of the workforce. Due to the lack of proper infrastructure for providing training, employees of budget hotels remain inefficient and fail to impress the customers which reduces the overall revenue collection of companies to a significant extent.
Focusing on the behavioural patterns of the employees becomes immensely essential in developing the skill of an individual which helps in maintaining a positive relationship with senior management (Shin and Konrad 2017).
Figure 2: Growth of different practices and activities related to HR
(Source: Shin and Konrad 2017)
According to the above graph, the activities and practices related to HR have been increasing constantly and the activities include recruiting fresh talents, managing talents, planning the workforce, and maintaining levels of collaboration among the employees.
It has to be opined that, HR activities also include managing organisational transformations in a smooth and hassle-free way for gaining a competitive advantage in the global context (Johennesse and Chou 2017). Employees do not get acceptable remunerations, rewards and recognition for their efforts which are directly reflected in their performance and result in lower levels of review collection.
The employees fail to provide satisfactory service to the customers of budget hotels as the workforce does not remain highly motivated which results in reduced levels of productivity and performance. In a concluding remark, HR operational practices and activities need to undergo drastic changes to generate impressive outcomes along with increasing the amounts of revenue collected in the upcoming years.
Problems, challenges and issues existing in the field of HR activities such as performance management, employee retention, job satisfaction, recruitment and selection create an obstacle that hinders the growth and development of an organisation (Mira et al. 2019).
For example, budget hotels such as Travelodge Southport have been carrying out their business activities and operations smoothly and successfully by managing their employees in a strategic way which includes making all the necessary changes in HR operations from time to time.
Applicability
Sustainable Human Resource Management theory (HRM)
Budget hotels are required to adopt the policy of implementing sustainable HRM operational management practices for achieving long-term goals by focusing on generating profit without harming the planet or people. It may be asserted that following sustainable HRM practices always assists in increasing organisational values by utilising all the available human resources in the most appropriate way (Macke and Genari 2019).
Sustainable HRM operational and management practices will also assist budget hotels in attracting more customers as modern customers prefer organisations following sustainable business models.
Figure 3: Sustainable Human Resource Management (HRM)
(Source: Macke and Genari 2019)
For example, hotel Strand Continental follows sustainable HRM policies which directly impact the overall productivity and performance of the company and help in maintaining an impressive customer base. Additionally, sustainable HRM practices always provide an added advantage in maintaining a stable relationship with all the important stakeholders which aids in the growth of the business (Järlström et al. 2018).
It may be added that sustainable HRM operations management will certainly become fruitful in increasing brand value and brand impression in the global context which will increase the levels of productivity to a significant extent.
Fayol’s management theory
The scientific management theory of Fayol is based on five functions which include planning, organising, commanding, coordinating and controlling which are associated with improving the performance and productivity of the workforce. Understanding human behaviour plays a crucial role in managing the workforce effectively and it also becomes essential to maintain a healthy organisational culture (Godwin et al. 2017).
Implementing Fayol’s scientific management theory in budget hotels will certainly prove beneficial in building team bonding eventually leading to better productivity and revenue generation.
Figure 4: Fayol’s management theory
(Source: Godwin et al. 2017)
For example, Star Hotel follows the principle of planning, organising, commanding, coordinating and controlling the workforce effectively which directly results in better organisational performance. Following specific scientific theories always generates desired outcomes by increasing the overall efficiency of the workforce (Hussain et al. 2019).
Carrying out operational HR practices by following the five functions mentioned by Fayol will help budget hotels to prosper and earn more revenue in the future. Maintaining a strong network of communication becomes extremely essential in establishing a highly capable workforce where constant collaboration and coordination become necessary.
Total Quality Management theory (TQM)
Controlling the quality of services always provides an added advantage in retaining customers along with expanding the customer base in the upcoming years when issues related to the quality of the services are kept under control. Following the Total Quality Management (TQM) theory helps in attaining organisational excellence by improving the functions related to management (Dahlgaard et al. 2018).
TQM will certainly assist budget hotels in reducing unnecessary costs which become responsible for the financial loss of companies operating in the hospitality sector.
Figure 5: Benefits of quality control
(Source: Dahlgaard et al. 2018)
For example, budget hotels such as the Lord Nelson Hotel manages their quality of service by taking regular feedback from the customers which assists in improving the quality of services to a great extent.
TQM framework becomes beneficial in cost reduction and managing resources effectively which increases the level of customer satisfaction eventually leading to better profitability. TQM proves immensely effective in achieving long-term success and due to this reason, budget hotels are required to follow this framework for maximising their productivity and performance in the global context.
Conclusion
From the above discussion, it may be concluded that HR operational practices and activities are closely associated with the overall growth and development of budget hotels and for this reason, all the necessary steps are to be taken for making changes in this field as early as possible.
The HR operational practices are responsible for increasing the levels of revenue collection through better employee engagement and management and for this purpose, improving the functions related to HR becomes an absolute necessity. It has to be concluded that without improving the operational HR practices, budget hotels will not be able to create a positive impression among their customers in the future.
References
Aburumman, O., Salleh, A., Omar, K. and Abadi, M., 2020. The impact of human resource management practices and career satisfaction on employee’s turnover intention. Management Science Letters, 10(3), pp.641-652.
Ahmed, M., Guo, Q., Qureshi, M.A., Raza, S.A., Khan, K.A. and Salam, J., 2021. Do green HR practices enhance green motivation and proactive environmental management maturity in the hotel industry?. International Journal of Hospitality Management, 94, p.102852.
Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.
Baum, T., 2019. Does the hospitality industry need or deserve talent?. International Journal of Contemporary Hospitality Management.
Bilan, Y., Mishchuk, H., Roshchyk, I. and Joshi, O., 2020. Hiring and retaining skilled employees in SMEs: problems in human resource practices and links with organizational success. Verslas: Teorija ir praktika/Business: Theory and Practice, 21(2), pp.780-791.
Dahlgaard-Park, S.M., Reyes, L. and Chen, C.K., 2018. The evolution and convergence of total quality management and management theories. Total Quality Management & Business Excellence, 29(9-10), pp.1108-1128.
Godwin, A., Handsome, O.E., Ayomide, W.A., Enobong, A.E. and Johnson, F.O., 2017. Application of the Henri Fayol principles of management in startup organizations. IOSR Journal of Business and Management, 19(10), pp.78-85.
Haldorai, K., Kim, W.G. and Garcia, R.F., 2022. Top management green commitment and green intellectual capital as enablers of hotel environmental performance: The mediating role of green human resource management. Tourism Management, 88, p.104431.
Hussain, N., HAQUE, A.U. and Baloch, A., 2019. Management theories: The contribution of contemporary management theorists in tackling contemporary management challenges. Yaşar Üniversitesi E-Dergisi, 14, pp.156-169.
Järlström, M., Saru, E. and Vanhala, S., 2018. Sustainable human resource management with salience of stakeholders: A top management perspective. Journal of Business Ethics, 152(3), pp.703-724.
Johennesse, L.A.C. and Chou, T.K., 2017. Employee Perceptions of Talent Management Effectiveness on Retention. Global Business & Management Research, 9(3).
Lai, Y., Saridakis, G. and Johnstone, S., 2017. Human resource practices, employee attitudes and small firm performance. International Small Business Journal, 35(4), pp.470-494.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource management. Journal of cleaner production, 208, pp.806-815.
Mira, M., Choong, Y. and Thim, C., 2019. The effect of HRM practices and employees’ job satisfaction on employee performance. Management Science Letters, 9(6), pp.771-786.
Mishra, R.R., Sharma, P. and Kumar, S., 2019. A study to identify talent development practices in the hospitality sector and its impact on organizational performance. Geo Journal of Tourism and Geosites, 26(3), pp.861-873.
Shah, S.H.A., Jamshed, K.A., Saleem, S., Bashir, M. and Kiani, O.I., 2022. Sustainable Development in the Hospitality Industry of Europe: Role of Green HRM Practices. In Sustainable Development of Human Resources in a Globalization Period (pp. 49-67). IGI Global.
Shin, D. and Konrad, A.M., 2017. Causality between high-performance work systems and organizational performance. Journal of management, 43(4), pp.973-997.
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