Paper Example on Management of Human Resources In the Hospitality Industries

Paper Type:  Essay
Pages:  7
Wordcount:  1837 Words
Date:  2022-04-07


The future of hospitality sector seems brighter, investments and travelers are increasing. The growth of this industry has provided a lot of career opportunities but has led to challenges in talent. (Growth in Hospitality and the War for Talent, 2018).Hospitality just like any other sectors relies on effective management.It is, however, time for the industry to focus on the issues that have affected it over the years. The issue of employee retention and lack of talent are issues that the challenges discussed in this essay will be based on. Hospitality leaders compete to develop, attract and retain employees. It is the role of human resource to ensure that they come up with a system that contributes to organization performance and increasing employees. (Pougnet & Martin-Rios, 2016).

It is a confused collective judgment that the neighborliness business is generally contained, young workers. As demonstrated by the estimations gave delegates in the company who are on the age 45 and more prepared make up 26% of the workforce. Understanding generational complexities are imperative because people who are imagined in the midst of particular periods tend to end up sharing specific character characteristics and work slants. This is a direct result of their standard "chronicled, social and social experiences and life events." By understanding these refinements, neighborliness administrators can make and execute human resource techniques and courses of action that will pull in and hold extraordinary laborers and create a culture that develops work satisfaction, motivation, and endurance.

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Setting up your workforce on feasible social correspondence and the use of development in such communication is like this endorsed remembering the ultimate objective to ensure everybody is in assentation. As similarly noted in the readiness report referenced above, getting ready ventures ought to consider the way that the diverse ages tend to learn startlingly. In light of this, you may tailor your exchanges and advanced planning, so it occurs in a regular classroom setting which is supported by offspring of post-war America, this joins experiential getting ready exercises to address generation Y, discusses how these aptitudes help with convincing endeavor satisfaction with generation x and shows how it can realize beneficial outcomes to all that truly matters of the energetic age.

Influencing a culture where agents of any age to feel regarded is necessary to any business. Laborers who think regarded will by and large tend to feel more connected with and place assets into their director and their movement. The more they believe place assets into and consider the business, and their activities, the more positive their interchanges will be with their partners and customers. One way to deal with making such a culture is to be clear about your affiliation's destinations. According to the above report, a generation X tends to question associations and generation Y may put less a motivating force on the relationship than past ages. Subsequently, it's crucial to be clear about moving targets and the conduct by which agents, at each level, help to achieve those destinations. Giving straightforwardness reduces the uncertainty generation X may have while asking a generation Y to assume liability for work they are doing. For offspring of post-war America, this system will energize the adequately strong affiliation they are most likely going to have with your association.

Specialists of all ages who are on ideal terms with your association and express an excitement for some bit of the relationship outside of their regular commitments should be offered opportunities to broaden their capacities. Such open entryways are presumably going to address all ages, though perhaps for different reasons. As demonstrated by the above report, generation Y tend to base on them. So open entryways for self-change and headway may intrigue them along these lines and can empower work bobbing generation Y to stick around longer. A generation X may like the additional expert solidness that additional get ready may suit them.

For offspring of post war America, the intrigue might be in the open entryway basically to achieve progressively or it might be in the chance to wind up aides or tutors to more young experts. This allows individuals conceived to trade their understanding and capacities while showing their motivating force to the affiliation. In case conceivable, those agents enthused about their improvement and headway could be allowed to work in another bit of the relationship for some measure of time in order to "explore different avenues regarding" a business they might be possessed with looking for after further. Or then again you can give them a few additional obligations to see how they handle them. Influencing a planning to ground for your delegates routinely realizes additional buy in to your association and in addition more noticeable various leveled ampleness since comprehensively instructed specialists are found out about various parts of the business. It's in like manner an enthusiasm for making future pioneers.

Arguably, it is the war of talent that has contributed to the high rate of development in the human resource, where talented and experienced workers have become expensive and difficult to acquire thus developing a major challenge in the industry (Gollan, 2006).However, the problem can be resolved by organizing trade fairs, seminars, and exhibitions. Firms will come together and allow their workers to solve problems and share ideas that can uniformly benefit all firms. Additionally, it exposes workers to different fields in the business world (Gollan, 2006). However, they can use their talents and other learned skills to develop better ideas that can be used to better the operation of their firms and the industry in general. Hospitality sector faces a lot of challenges from the human resource perspective. However, the hotel and business in the hospitality industry have had the challenge to attract, retain and develop motivated, qualified and talented employees.

There are Leadership challenges in the hospitality industry where a lot of organization in this sector is still struggling to fill positions that put a restriction on the organization's potential growth. In the war of talent, there is an issue between employees and employers. Where employers have struggled to fill skill gap and look for a skilled workforce. (How to bridge the 'skills gap' in the war for talent 2018).This could be caused by lack of talent that leads to Leadership skills and key management development and growth. Hospitality industries should adopt innovative approaches to management practices. Human resource systems should retain and train skilled leaders in order to achieve increased profit and performance.In order to attract employees, the organization should ensure that it is autonomous.To retain the employees, the Organization need to ensure that the subordinate is involved in decision making.

Hospitality industry dynamic structure increase the rate of turnover due to high labor turnover because of employee's desire for better pay and long working hours.Replacing employees is time-consuming and expensive and could lead to low productivity.The turnover challenge could be resolved through practices of talent management through retention of talented employees because it helps an organization in achieving competitive advantage. Human resources could also adopt agreement known as non compete where the employees could sign and hence restrict them to work for the competitors after they quit the organization. ( VCM 2018). The salaries offered to the employees should offer Market value in order for the organization to attract employees.In order to retain the employees, there is a need for the organization to ensure that it promotes the employees to a higher position.

There is also a challenge of Poor performance that affects hospitality sector.The main outcome of hospitality talent management practices includes increased labor productivity, increased profit margin, and decreased turnover.In this sector, salaries alone do not motivate the employees.In order to solve this challenge, it is important to create human resource programme that seeks to define objectives, the establishment of performance appraisal and lastly career planning that is essential to talented people.Talent management could result in enhanced opportunity and employee ability that can lead to improved performance in the organization. (Burke & Christensen Hughes, 2018).

There is also demand and supply challenges in the hospitality sector.This is where superior talent demand seems to outweigh hotel supply.However, due to the growth in globalized world entertainment improvement, accommodation, transportations, venues, and talents are now in great demand.It is necessary to close the skills gap that seems to fall behind in strategy that could contribute to the business loss.The hotel also needs to become creative in meeting skills challenge. ( Bournemouth 2018).

The sector's state of being dynamic is another challenge in that they are at times harsh and restricting rules and discipline in the workplace, there is a poor working condition, workers having some antisocial environment and earn low as compared to the same condition in other sectors. The dynamism accelerates market flow and leads to change in processes. (Ubani, 2012). An indicator of the motivation of a chef is parallel to hierarchy needs of Maslow which are security, payment, personal development, job satisfaction, relationship, and friendship.Approaches that could help this challenge are practices of talent management in increasing job satisfaction of the employees. There is a need for training and skill development in order to retain the employees and in order to attract new employees There is a need for a human resource to engage in the mastery of professional development.

Most hospitality organizations are faced with a challenge of retaining employees that are valuable and talented due to dissatisfaction, employees working condition, social effects and low salaries.It is necessary for the human resource to ensure that they develop process and systems that deal with employees and not numbers.This is through ensuring that they attain flexibility and considering lives of the people away from situations of work. (Larkan, 2009).However, a war of talent seems to be one of the biggest issue facing this industry against competitors and similar industries that offers more career prospects that are attractive. There is a need for a human resource to ensure key people are engaged and that they do not leave the organization for better opportunities. ("Winning the war for talent", 2018).Once a talented employee has been identified there is a need to maximize their potential in order for productivity and success of the company.( Hotel management 2018). Human resource should reward the best performance in order to attract new employees.For retaining this employee, the Human resource could ensure that Challenging work is valued and evaluated.

The next challenge is increasing costs of operation within the human resource. In the hospitality industries, the human resource departments are capable of adapting to environmental and cultural changes. Business owners have to improve their operations so as to meet the new market demands. In most businesses, the number of workers exceeds the available resources (Holland et al., 2007). Consequently, firms are sometimes forced to buy extra materials to create an enabling environment for the work. However, the services or resources are not cheap which forces employers to increase their costs of operation for the human resource. For example, usually, the human resource depa...

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