Human Resource Management in Hospitality Assignment Sample
PPT Sample
Slide 1: HRM, SHRM and recommendations to TJ group and why 3
Slide 1: HRM, SHRM and recommendations to TJ group and why
- I will be recommending strategic human resource management as it helps in aligning workforce capabilities with the goals of business along with fostering innovation and efficiency.
- SHRM aim to support talent development by investing in training and development in shaping the skills of employees and growing a dynamic adaptable workforce (Greer 2021).
- SHRM initiative aims to promote a positive work culture that increases motivation and retention rates.
I will be recommending SHRM as it helps in looking to set out aligning workforce capabilities along with growing the business capabilities for the organisation that seeks to contribute towards organisational development. SHRM looks to invest in training and development helping in growing the skills and capabilities of the employees allowing them to grow the organisational productivity.
Slide 2: Pre-dominant leadership and management style being demonstrated and its impact. The leadership/management style the company should adopt and reasons. How would I go about changing this?
- TJ group will be adopting a transformational leadership style and democratic management style as it allows them to implement change and encourage employees to contribute their best towards the organisation.
- Transformational leadership and democratic management style focus towards identifying the issues and resolving them to grow overall organisational productivity (Park 2020).
- I will be changing this by implementing change in the administrative process to comprehend new management and leadership styles.
The pre-dominant leadership and management style includes transformational leadership and democratic leadership style as it helps in executing tasks and activities in a coordinated manner and looks to achieve goals that seek to contribute towards organisational development. Undertaking the transformational leadership style and democratic management style helps in resolving issues and improving the overall organisational operations. Changes made in the administrative process allow for changes in the management and leadership style.
Slide 3: Relevant HRM theories about problem area B. How problem area B is linked with the 1st issue of lack of staff recognition impacting the productivity of staff. Recommended solutions to the 1st issue
- Maslow’s hierarchy of needs theory and Expectancy theory are being undertaken for the problem of overwork and employees feeling unappreciated.
- Decreased morale of the employees makes them feel undervalued and also demotivated, lack of staff recognition further impacts their moral levels.
- It also leads to reduced engagement and increased disengagement among staff which affects their commitment to perform tasks and maintain staff productivity (Ali and Anwar 2021).
- The issue of lack of staff recognition can be improved by developing their self-esteem and encouraging their morale.
TJ Group face the issue of lack of staff recognition that adversely affects their productivity as decreased morale of the employees makes them feel undervalued as a result, they show less intent towards performing their job responsibilities in an accountable and organised manner to achieve better results. Failing to recognise the staff for their efforts and commitment towards the organisation also leads to growing disengagement among them affecting their commitment to positively contribute towards organisational progress. Moreover, it also leads to a decrease the team spirit as a result it fails to support collaboration and communication among themselves.
Slide 5: How problem area B is linked with the 2nd issue of how poor training and feedback impact employee growth and performance. Recommended solutions to the 2nd issue
- Lack of training and feedback to the employees makes it challenging for them to perform their tasks effectively which leads to skill gaps and underperformance.
- Stagnant development as the employees lack guidance on areas for improvement, hindering their professional growth and development (Hongal and Kinange 2020).
- Poor training and feedback also lead to decreased confidence of employees and their abilities impacting their performance and job satisfaction.
- The issue of poor training and feedback will be resolved by engaging the employees in workshops and programs where they will be provided with relevant skills and knowledge.
Lack of training and feedback to the employees working in TJ Group also face the challenge of performing their tasks effectively as they lack proper guidance which leads to skill hap and underperformance. Lack of growth opportunities is also a major issue that the employees face due to the lack of guidance and training provided to them. Employees who have not received training related to any form also show signs of poor confidence and intent a result which decreases their performance and overall job satisfaction.
Slide 6: How problem area B is linked with the 3rd issue of how staff shortages lead to poor work-life balance. Recommended solutions to the 3rd issue
- Staff shortages faced by TJ Group result in heavier workloads for the existing employees that lead to burnout and stress, that further impacts their work-life balance.
- Due to limited staff members, guests might have to wait for longer hours which increases their frustration and also their dissatisfaction (Akanji et al., 2020).
- Overworked employees might also find it challenging to maintain a high standard of services that ultimately impact the overall guest experience negatively.
- The issue of staff shortages can be eliminated through the help of developing robust recruitment techniques that will hire skilled and qualified employees within the organisation.
Staff shortage is a major problem that is being faced by TJ Group as it leads to poor work-life balance and also impacts the overall guest experiences of the employees. It has also been identified that due to shortages of staff guests also receive poor services that impact their satisfaction and also increase the dissatisfaction. Staff shortages decrease the number of guests visiting the hotel.
Slide 7: How problem area B is linked with the 4th issue how overwork load of managers leads to mistakes and lack of leadership capabilities. Recommended solutions to the 4th issue
- Overwork load of managers leads to Lack of effective leadership puts up barriers to developing innovation and adapting to changing market trends.
- Ineffective leaders in TJ Group fail to inspire and motivate the staff leading to a disengaged workforce (Suriyankietkaew et al., 2022).
- The issue can be resolved by making the leaders practice open communication and focusing on training to develop their skills and capabilities.
Lack of leadership increases the challenges of poor vision and lack of direction that leads to missing growth opportunities. Lack of leadership capabilities puts up barriers to growing innovation and adopting market trends. The issues can be mitigated by making the managers take part in effective communication and also look forward to growing their skills and capabilities.
Slide 8: How problem area B is linked with the 5th issue of ineffective HR as employees cannot take their issues forward and feel appreciated. Recommended solutions to the 5th issue
- Incorporating strong communication encourages employees to raise their concerns and feedback.
- The enrollment of new employees and underperformance employees may feel comfortable by feedback.
- The business might ensure the HP policies for better transparency (Goh and Okumus, 2020).
- The hospitality staff might recognize the employee retention programs for better appreciation.
It has been recommended that the business needs to identify a clear process towards resolving conflicts (Filimonau et al., 2020). And escalate issues. However, implementing these issues might help the employee to identify feedback and issues proactively.
Slide 9: Critically evaluate the application of your chosen HRM theory to the hospitality context. Critically evaluate the usefulness of this theory in resolving the issue for TJ Group.
- Maslow hierarchy of needs and expectancy theory provides a holistic approach to various human needs.
- The hierarchical structure mainly implies the lower level of needs and expectancies.
- The theory helps the hospitality firm to reduce the levels of underperformance employees (Shmatko and Volkova, 2020).
- The expectancy theory also emphasizes the significance of linking efforts to enhance performance rewards.
It has been identified that the issue of staff shortage and poor work-life balance may be reduced through the integration of theories and best practices of HR in the TJ group. It may involve “survey, interviews, and assessment” (van der Merwe et al., 2023).
Slide 10: Ensure you cover issues of equality and diversity and explain why adopting these types of policies would assist a company such as TJ Group in the hospitality industry
- Based on addressing the above issue, the business embraces the quality and diversity of culture towards ensuring that TJ group values their employees.
- The companies mainly prioritize equality and diversity for more attractive and wider talent (Mokhine and Geyser, 2020).
- The practice helps the business to bring together the individuals and workers for better experiences.
- The hospitality manager can now be able to serve a diverse range of consumers across the UK.
It has been identified that by prioritizing equity and diversity, the TJ group can become more inclusive in innovation and consumer experiences. As a result, it increases the overall business reputation and success within the hospitality industry.
Slide 11: Outline your course of action that tackles one of the TJ Group problem areas and solves some of the stated issues.
- The hospitality firms gather feedback from current and earlier employees to promote an exclusive culture.
- The hospitality manager might also need to identify gaps to diversify the recruitment.
- The business leader might make a strategic plan and retention strategy to satisfy their employees (Tasheva and Nielsen, 2022).
- The quality training and development programs help the manager to lead more inclusive practices.
By incorporating the inclusive course of action, TJ Group now be able to effectively address the issues and enhance their business turnover (Ajgaonkar et al., 2022). As a result, the holistic approach not only enhances the workplace experience but also strengthens the company’s reputation.
Slide 12: Outline recommendations that tackle one of the TJ Group’s problem areas and solve some of the stated issues
- The HR manager of a hotel needs to enhance their diversity and efforts by implementing hiring practices.
- It needs to conduct regular training and awareness programs for employees to foster organizational culture (King et al., 2021).
- The overall training initiatives have been done through providing flexible work arrangements and facilitating bonuses and compensations.
The implementation of the above recommendation helps the TJ group to address the issue of employee turnover and retention rates. Such a holistic approach helps the business to enhance its workplace and supportive business culture.
References
Ajgaonkar, S., Neelam, N.G. and Wiemann, J., 2022. Drivers of workforce agility: a dynamic capability perspective. International Journal of Organizational Analysis, 30(4), pp.951-982.
Akanji, B., Mordi, C. and Ajonbadi, H.A., 2020. The experiences of work-life balance, stress, and coping lifestyles of female professionals: insights from a developing country. Employee Relations: The International Journal, 42(4), pp.999-1015.
Ali, B.J. and Anwar, G., 2021. An empirical study of employees’ motivation and its influence on job satisfaction. Ali, BJ, & Anwar, G. (2021). An Empirical Study of Employees’ Motivation and Its Influence on Job Satisfaction. International Journal of Engineering, Business and Management, 5(2), pp.21-30.
Filimonau, V., Derqui, B. and Matute, J., 2020. The COVID-19 pandemic and organisational commitment of senior hotel managers. International journal of hospitality management, 91, p.102659.
Goh, E. and Okumus, F., 2020. Avoiding the hospitality workforce bubble: Strategies to attract and retain generation Z talent in the hospitality workforce. Tourism Management Perspectives, 33, p.100603.
Greer, C.R., 2021. Strategic human resource management. Pearson Custom Publishing.
Hongal, P. and Kinange, U., 2020. A study on talent management and its impact on organization performance-an empirical review. International Journal of Engineering and Management Research, 10.
King, C., Madera, J.M., Lee, L., Murillo, E., Baum, T. and Solnet, D., 2021. Reimagining attraction and retention of hospitality management talent–A multilevel identity perspective. Journal of Business Research, 136, pp.251-262.
Mokhine, P. and Geyser, I., 2020. The impact of demographic influences on work engagement for front-of-house female hotel employees. African Journal of Hospitality, Tourism and Leisure, 9(5), pp.842-855.
Park, S., 2020. Marketing management (Vol. 3). Seohee Academy.
Shmatko, N. and Volkova, G., 2020. Bridging the skill gap in robotics: Global and national environment. Sage Open, 10(3), p.2158244020958736.
Suriyankietkaew, S., Krittayaruangroj, K. and Iamsawan, N., 2022. Sustainable Leadership practices and competencies of SMEs for sustainability and resilience: A community-based social enterprise study. Sustainability, 14(10), p.5762.
Tasheva, S. and Nielsen, B.B., 2022. The role of global dynamic managerial capability in the pursuit of international strategy and superior performance. Journal of International Business Studies, 53(4), pp.689-708.
van der Merwe, P., Gohori, O. and Vosloo, P., 2023. Beyond adventure GAP year programme: is it successful in training soft skills?. Journal of Adventure Education and Outdoor Learning, pp.1-17.
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