HUMAN RESOURCE MANAGERS IN HOTEL SECTOR FOR HOTEL CO

Background

Hotel industry is one of the most fast-growing in-service industries. Managing and maintain the hotels are quite critical task as they Directly leave impression on your business and status in the industry. As the HotelCo deals with customers on everyday basis face to face, it is very important to have very high skilled and professional staff. However, when it comes to recruitment of the staff and the Employees the HR managers of hospitality /hotel industry face lot of problems as disused below (Cockx, Lechner and Bollens, 2019). One of the difficulties is hiring the high skilled staff and professional as there are very few members that can match the requirements of the day-to-day job. Due to high attritions in hotelCo management /hospitality where People keep switching jobs makes it difficult to train the new Employees often due to lack of staffs in the hotel. Because of the above mentioned issues, it leaves management with Fewer choices and often leads to undertrained and less prepared Employees placed into critical positions without the necessary skills And knowledge.  Maintaining ethics and culture is one of the biggest challenges with hotelCo facilities.

Introduction

The hospitality industry experiences above average levels of Harassment in the workplace which can cause lot of issues within the Workculture. HR of HotleCo must take harassment accusations seriously along with other ethical issues commonly found in the industry. Between Harassment, theft, internet abuse by employees, and a lot of other Problems, HR in hospitality must find ways to continually track these Many issues. The larger the HotelCo /organization grows the more difficult it can Be for HR to monitor a larger workforce so, in such an environment, utilizing technology to keep a constant monitoring on the workforce Will be helpful and makes the jobs easier. Pascale is another difficulty that is faced with the hospitality Industry. Hiring staff with professional and skilled becomes difficult with low pays. As a result, employees tend to leave these jobs at higher rates (Gavrilis, et al. 2020). Many hospitality employees are students, seasonal staff, or part- Time workers. These types of workers are typically looking for shorter term they either use hospitality positions as stepping-stones to a better job or temporary work to make extra money. This situation creates door for employees that do not want stick around long enough to learn the necessary skills to perform their Jobs at a satisfactory level.

Main body

Part 1

In order to overcome these problems HR in the HotleCo Management has to come up with more offers for the staff to show Them working in this environment /Industry also has bright future. When it comes to hiring the high skilled staff and qualified staff the First thing to consider would be of the environment and the pay that Would be offered toward the employees along with other benefits That would be given as part of employment. When we have to hire a graduate from the colleges or experienced Person for a particular position it is important make sure the person being hired knows the hospitality industry and is looking to grow in the same Industry than switching. This will result in less attrition (LYONS et al, 2019). Also hiring qualified and skilled staff will elevate the position of your hotel for the hospitality and professionalism. The next very important thing in the hospitality environment is the Safety of the employees including both men & women and the guest

The more the employees feel safe they tend to stay longer and Guests will feel home to stay at the hotel. This brings to the attention of topic abuse of the employees and guests. The HR /Management should have strict rules towards such abuses either verbally or physically and have to take strict action against the person who violates the rules. Bringing in women’s safety at the top level would also make women employees to work in hotel confidently and fearless. The objective of adding women’s safety separately is not to discriminate the men (McKay, 2018). The hospitality industry experiences above average levels of Harassment in the workplace, which can cause lot of issues within the Work culture. HR of Hotel Co must take harassment accusations seriously along with other ethical issues commonly found in the industry. Between Harassment, theft, internet abuse by employees, and many other Problems, HR in hospitality must find ways to continually track these many issues. The larger the hotel Co /organization grows the more difficult it can Be for HR to monitor a larger workforce so, in such an environment, utilizing technology to keep a constant monitoring on the workforce Will be helpful and makes the jobs easier. Pascale is another difficulty that is faced with the hospitality Industry.

Hiring staff with professional and skilled becomes difficult with low pays. As a result, employees tend to leave these jobs at higher rates. Many hospitality employees are students, seasonal staff, or part- Time workers. These types of workers are typically looking for shorter term they either use hospitality positions as stepping-stones to a better job or temporary work to make extra money. This situation creates door for employees that do not want stick around long enough to learn the necessary skills to perform their Jobs at a satisfactory level. This is to just bring more attention towards women problem and makes the women who want to start their carrier in the hospitality easier due to the safety (Mkhwanazi et al, 2018). The pay scale has to match the cost of living for the employee so that the employees will not see this as a part time or a job to do until they get another opportunity with good payment. The Hotels has to make sure the payments paid the employees are per industry standards and there should be increments on performance basis and skill. The management should also include bonus or extra pay based on the monthly reviews from guest to them or to report theft in case seen.

Another concern and the improvement that can be added on the Hotel Co is tracking of the irregular work hours of the employees. Sometimes people work long day or night and during weekend which will make the employees difficult to manage time with family and job. Management should track and maintain proper schedule so that there would be work life balance in the job. This also add to higher retention of employees. Hotels Management should put the employees’ satisfactions ahead which will make the employees to take care of the guest in good manner as they employee are being treated well. The employee satisfaction directly affects the way the guest is treated or looked after (Mostafiz and Goh, 2018). Happier the employees, happier would be the guest. Hotel industry is one of the most fast-growing in-service industries. Managing and maintain the hotels are quite critical task as they directly leave impression on your business and status in the industry. As the Hotel Co deals with customers on everyday basis face to face, it is very important to have very high skilled and professional staff.

However, when it comes to recruitment of the staff and the Employees, the HR managers of hospitality /hotel industry face lot of problems as disused below. One of the difficulties is hiring the high skilled staff and professional as there are very few members that can match the requirements of the day-to-day job. Due to high attritions in hotel Co management /hospitality where People keep switching jobs makes it difficult to train the new Employees often due to lack of staffs in the hotel. It is because of the above mentioned issues, it leaves management with Fewer choices and often leads to undertrained and less prepared Employees placed into critical positions without the necessary skills And knowledge.  Maintaining ethics and culture is one of the biggest challenges with HotelCo facilities. HotelCo management should also Concentra on the training of the staff and etiquettes. They should be trained on how they should carry themselves around guest and to maintain the same behavior when not around the guest or management. The employees should also be given good training and career development path, which will make the employees to be more involved and interest in the job being done.

Providing employees with different training like communication classes, toleration on cultural differences and races should also be the important training as with growing social media and online training, we have lot number of online skill that can be provided for employees to train and get certified. The certification cost to reimbursed to employee which make employee to look for certification and improvise silks. The more they invest in their training of staff they invest in the future of their organization. Motivating and maintaining morale should be another point that has to be implemented by HotleCO. The employees’ job is directly affected by business which make another main concern for people to concentrate the job at hospitality as main stream. As we have seen during pandemic tours and Hospitality industry was, hit worst and lot of layoffs were seen. There should be less layoffs and backup plan for employees or compensation amount to paid in case of such scenarios. This will have trust in employees to join HotleCo where they can see themselves after even in case of layoffs. Also, the HotleCo management should be transparent about the expectations and roles towards their employees showing they have nothing to hide and gain their trust.

The HotleC0 management should make clear the expectation to the employee who is being hired so that in future the employee will not feel that they have been kept in dark light on the expectation now the management expects a lot in the job. Having the clear expectations being told to employee make sure the employees are not being frustrated or feeling left out or look for job change in future. The HotleC0 management should always be Kind towards their employees who work as per the guidelines and rules of HotelC0. This is small gesture, which will make big impact towards the employee being worked under higher management. Include new technologies and equip the staff with modern equipment for communication, maintaining and cleaning of the hotel, which will make the jobs easier to the employees and the job to be done a tidy way. Communication skill is the one of the best and highly required skill in the HotleC0 management, this has to be brought to the attention of employees so that they can follow and update their communication skills and this has to be included on mandatory skills to be improved and certified.

The HotleC0 management should also train their employees /staff to work geographically over the internet or face to face with different culture people without racism. This will not only bring peace with in the hotel environment but also it will make the different places located geographically to work as single team. The HotleC0 management should always look forward over quality with the above mentioned few steps /points that has been mentioned to standout in the crowd. As they say with great power comes great responsibility, the higher management should make sure the employees are being treated well. The guests are well taken care of and all the rules of HotleCO management are adhered by everyone including the CEO’s and board member, which will have more effect on the way the employees work and adhere to rules. Like they say charity first starts at home, the same way the kindness ethics and culture should be brought forward from management and they should be ideal on how the guest and people should be treat with respect and love. This beings with the HotleCo management by respecting each other and being kind to each other.

Part 2

ROLE of HR MANAGER

An effective management system involves the purity of selection implications and implementation in Human Resource industry. It provides organization a complete structure of the need of business. Employee selection, training session, goal orientation and proper distribution of work is the most important parts of Human Resource Management. Several types of disciplines are being maintained by the HR department and Human Resource managers. There are five important duties of HR department, which they have to follow to achieve predefined goal for the company.

Hiring the stuff:

The HR team works like a talent management part. This department covers many things. There are several things compiled under one roof that is called HR. Its wholesome duty is to recruit people of proper knowledge and experience to have predefined goal. These recruiters are actually the heavy pillars of building the business or company. Finding people regarding the vacancies and recruiting them as per company’s terms and conditions are the first line duties of recruitment department. Employee relationship, supporting them in a healthy way concerning their working activities and services, knowing their behaviour towards company are the important parts of recruitment department (Rodríguez et al, 2020). The HR staff functions as a component of talent management. This division deals with a wide range of topics. The term “HR” refers to a variety of items gathered under one roof. It is a proper duty to hire personnel with the appropriate skills and experience to do a specific task. The weighty pillars of the organisation or firm are essentially these recruiters.

Hiring the stuff

The primary responsibilities of the recruitment department are to identify candidates for open positions and to hire them in accordance with the company’s policies. Relationships with employees, healthy support of their work-related activities and services, and knowledge of employee conduct are crucial components of the recruitment department. The primary responsibilities of the recruitment department are to identify candidates for open positions and to hire them in accordance with the company’s policies. Relationships with employees, healthy support of their work-related activities and services, and knowledge of employee conduct are crucial components of the recruitment department. A part of talent management is the HR team’s role. Varieties of subjects are covered by this section.

A number of things are grouped together under the umbrella word “HR.” It is right and ethical to employ people with the necessary training and expertise to carry out a particular work. These recruiters are essentially the sturdy pillars of the organization or company. Varieties of subjects are covered by this section. A number of things are grouped together under the umbrella word “HR.” It is right and ethical to employ people with the necessary training and expertise to carry out a particular work. These recruiters are essentially the sturdy pillars of the organization or company (Sparks and Butterwick, 2020). The recruitment department’s main duties include finding candidates for open positions and hiring them in accordance with the company’s hiring guidelines. Relationships with employees, a supportive environment for their work-related activities and services, and familiarity with employee behaviour are all essential elements of the recruitment department. This division also assesses the working conditions of the company and the pay structure of rivals. In small enterprises, employees play a critical role by acting as a pillar.

Developing and retaining the workforce

Every company has some proper rules and procedures and guidelines for growth of company. There are some particular training sessions and by higher authority and professional towards the employee goal and to achieve the predefined goals. The training session depends on the company procedures and on the requirements of the company. The training team might be responsible for the building and instructional programs as per company guidelines. Each organization has appropriate policies, methods, and standards for fostering business success. There are some specific training sessions led by higher authorities and professionals to support employee aims and help them reach predetermined objectives. The training session is determined by the company’s policies and requirements.

According to corporate policies, the training staff may be in charge of developing and implementing educational initiatives. Each company has specific acceptable rules, procedures, and criteria for business development. There are some particular training sessions that are led by superiors and experts with the intention of assisting staff in achieving their objectives.  Every business follows these certain appropriate policies, methods, and standards for business development. There are some specific training sessions led by higher authorities and professionals with an eye toward helping employees reach their goals. The training session is determined by company requirements and operating processes. According to corporate policies, the building and instructional programmes may fall under the purview of the training team.

Benefits

In small company’s role of employees work like a pillar, The benefit roles can often be overseeing by Human Resource professionals. HR works like evaluating resources and establishing the compensation structures. This department contains the pay structure of competitors and evaluates company’s own working health. Employees have a crucial role in small businesses, serving as a pillar. Human resource specialists might frequently be responsible for managing the benefit jobs. HR tasks include resource evaluation and setting up remuneration plans. Additionally, this division evaluates the company’s own working conditions and the pay structures of competitors. Employees have a crucial role in small businesses, serving as a pillar. Human resource specialists might frequently be responsible for managing the benefit jobs. HR tasks include resource evaluation and setting up remuneration plans (Weber et al, 2018). Additionally, this division evaluates the company’s own working conditions and the pay structures of competitors. Employees are a backbone and play a critical role in small enterprises. Managing the benefit positions may commonly fall to human resource specialists. Evaluation of resources and creation of compensation plans are examples of HR tasks. This division also assesses the pay scales of other companies as well as the company’s own working conditions.

AMO THEORY IN HR

AMO theory justifies the three independent work systems, its components are ability, motivation, and opportunity. This is a great thing to resolve all HR problems. This model thought to play the mechanism for predicting outcomes. The theory can be applied in many different areas like Human Resource management; law enforcement management in every aspect of a business life. A.M.O is an acronym for aptitude, drive, and opportunity. AMO recommends the key three employee aspects, and the HR management team is directly and significantly impacted by this. The partnership between staff members and HR specialists is discussed. HRM practices may support and improve the working environment for employees’ capacity, motivation, and opportunity to contribute to the improvement of the product and the expansion of the business.

Figure 1: AMO Structure

(Source: Afshan et al. 2021)

Amo stands for Ability, Motivation and Opportunity. AMO suggest the main three factors of employees and it has a deep and direct impact on the Human Resource management team. It describes the relationship between employees and the HR consultants. HRM practice might be associated to support and increase the system of working for employees ability motivation and opportunities to perform and increase the quality of the product to the growth of company. Ability, motivation, and opportunity are the three distinct work systems that are justified by the AMO hypothesis. This is a fantastic solution to any HR issues. This theory was believed to function as a process for consequence prediction. The approach can be used in many other fields, such as law protection administration and human resource managing, in all facets of a corporate existence. The letters “AMO” stand for aptitude, motivation, and opportunities. The HR management team is immediately and profoundly influenced by AMO’s recommendations about the critical employee’s factors. It is talked about how employees and HR professionals work together.

The ability, incentive, and opportunity of employees to contribute to the improvement of the product and the growth of the company may be supported and improved by HRM practises. The AMO model in HR that explain the relationship between HR practice and performances of workers for the goal of business by analyzing HR feedback and approaches that improve ability, motivation and opportunity in business building goal. The AMO model in HR explains the relationship between HR practise and employee performances for the purpose of achieving company goals by examining HR feedback and methods that enhance capability, motivation, and opportunity. Connections with workers, a supportive environment for their employment activities and services, and familiarity with employee behaviour are all essential elements of the admissions office. The HR team’s function includes talent management. This section addresses a range of topics. The term “HR” refers to a variety of things collectively. By examining HR feedback and strategies that enhance capability, motivation, and opportunity in business development goals, the AMO model in HR explains the relationship between HR practise and worker performances for the objective of business.

Conclusion

Employees have a crucial role in small businesses, serving as a pillar. Human resource specialists might frequently be responsible for managing the benefit jobs. HR tasks include resource evaluation and setting up remuneration plans. Additionally, this division evaluates the company’s own working conditions and the pay structures of competitors. Employees have a crucial role in small businesses, serving as a pillar. Human resource specialists might frequently be responsible for managing the benefit jobs. HR tasks include resource evaluation and setting up remuneration plans. Hiring staff with professional and skilled becomes difficult with low pays. As a result, employees tend to leave these jobs at higher rates. Many hospitality employees are students, seasonal staff, or part- Time workers. These types of workers are typically looking for shorter term they either use hospitality positions as stepping-stones to a better job or temporary work to make extra money. This situation creates door for employees that do not want stick around long enough to learn the necessary skills to perform their Jobs at a satisfactory level.

References

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McKay, V., 2018. Literacy, lifelong learning and sustainable development. Australian Journal of Adult Learning, 58(3), pp.390-425.

Mkhwanazi, N., Makusha, T., Blackie, D., Manderson, L., Hall, K. and Huijbregts, M., 2018. Negotiating the care of children and support for caregivers. Child Fam State, 70.

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Sparks, B. and Butterwick, S., 2020. Culture, equity and learning. In Dimensions of Adult Learning (pp. 276-289). Routledge.

Weber, A., Darmstadt, G.L., Gruber, S., Foeller, M.E., Carmichael, S.L., Stevenson, D.K. and Shaw, G.M., 2018. Application of machine-learning to predict early spontaneous preterm birth among nulliparous non-Hispanic black and white women. Annals of epidemiology, 28(11), pp.783-789.