Human resource management for hospitality - Myassignmenthelp.Com

Question: Discuss about the Human resource management for hospitality. Answer: Introduction The accommodation has been considered as one of the basic and prime necessities for any of the traveler. And hence, accommodation management has been considered as one of the integral roles in the hospitality business. And thus the business entities are required to provide accommodation facilities to the domestic and the international travelers. Governing authority that is focusing on the development of the tourism sector and also wants to bring enhancements in the quality of the services offered by the tourism sector brings reduction in the tax rates and an increase in the incentives for the hotels and related business organizations that are offering the accommodation services for the tourists (Pike Page, 2014). This will bring promotion to the construction of new hotels and resorts in the locality driving the growth in the tourism sector. For ensuring a good experience for the travelers the hospitality organizations are required to have a set of quality standards in the accommodat ion and the other facilities. The below-executed assessment has been made focused on the process of accommodation management in Ritz Carlton which is one of the premium service providers in the sector of hospitality. As per the description, the selected department is the Human resource on which the further investigation will be executed. Investigation in depth As per the description, the selected department for which the assessment has been executed is Human Resource (HR). Managing the workforce within the business organization has been considered as one of the prime role and responsibility of the HR department. HR managers and the executives are the whole and sole of the department who manage and operations all the functionalities within a business corporation. The HR team ensures and provides the business corporation with a pool of professional and skilled candidates. Accommodation management is one of the integral tasks for any of the hospitality business entity and HR department plays a significant role in this managing process. The accommodation manager is the authority that works in coordination with the HR manager and team for managing the budget, inventory, training of staff, ensuring quality standards for hygiene, health and safety are met in the hotel. These are some of the prime functions which are required to be executed by the HR department. Identification of roles, tasks, and functions of HR department The HR departments play the varied range of roles and responsibilities in any of the business corporation and the same as in the case of the hospitality sector. The HR department plays a crucial role in relation to accommodation management within Ritz Carlton (Mok, C., Sparks, B. and Kadampully, 2013). Some of the main functions executed by the HR department in context with the accommodation management are described as follows: Recruitment: One of the main functions of the HR department is to provide a pool of potential and skilled workforce to the business corporation that will enable the business corporation in performing the tasks and operations smoothly (Lhdesmki, 2012). A skilled and potential pool will aid Ritz Carlton in serving the tourists a set of standard quality services. The skilled and trained staff will be able to perform the tasks and the functions in an appropriate manner such as cleaning staff will be taking all the necessary precautions for maintaining hygiene in the rooms and the hotel premise. Safety: Safety and security of the workforce and the travelers or the tourists has been considered as one of the prime functions for the HR department in Ritz Carlton (Kandampully, Zhang, and Bilgihan, 2015). The staff should be provided with proper training sessions regarding all the safety measures and precautions that might be taken in any of the problematic situation. For instance, in case of a fire in the hotel, the staff should be well aware of all the necessary measures required to be taken for evacuating the customers or the tourists and other staff within the hotel premise (Lockyer, 2013). Maintaining health and safety: This function is required to be performed by the accommodation team within the business entity. The HR department plays a role in coordinator or aids the accommodation team in managing the functions and operations of maintaining health and safety. For instance, For instance, the HR department can provide training sessions to the cleaning staff for maintaining the level of hygiene and safety in the hotel rooms, rule sand strict policies can be adopted and implemented such as Health and safety act (Boella, 2017). Separate training and cooking sessions can be offered to the cooking and kitchen staff for bringing improvements in the quality of food and related services. Role of customer and customers needs Customer and the customers needs play an integral role in any of the business corporation and fulfillment of the same that too in an appropriate manner has been considered as one of an empirical task for the HR department. There is number of approaches and theories which can be adopted by the HR and the accommodation managers for ensuring the hotel staff is fulfilling and creating a positive experience for the customers which will be proven beneficial for the business corporation (Davis et al., 2013). The below mentioned are some of the steps which can be taken by the accommodation manager of Ritz Carlton for meeting the requirements of the consumers: One of the biggest need or requirement of any of the tourist is the quality of services and the hospitality offered by the staff of the hotel. This requirement has been considered as one of the main element which fulfills and makes the customer satisfied. The task is tough and will require numerous efforts to be made by the hotel staff. The hotel staff is required to be polite, professional and well skilled and for that, the HR department is required to make adoption of approaches. Moreover, the accommodation manager in coordination with the HR department can provide training sessions to the staff for being professional polite to the customers (Kotas, 2014). The HR department should hire potential and skilled staff and they should also be polite and kind by nature. The polite behavior will tend the customers to have a pleasant experience and fulfillment of the needs will also be done. This will increase repeat intention of the customers and an enhancement in the goodwill of the busin ess corporation will be observed. As Ritz Carlton is one of the premium brands in the hospitality sector, the business entity is found to have diversity in the customers (Legohrel, Fyall and Poutier, 2013). The hotel is found to have a diverse range of customers or tourists from different regions, nations etc. Maintaining this diversity is the tough task for the business corporation and for which the accommodation manager is required to provide the number of training sessions to the concerned staff. These training sessions can include advancing communication skills and learning different languages (Hoque, 2013), developing awareness regarding the customs and traditions of different economies and religions etc. A proper treatment should be provided to the tourists which will lead to the fulfillment of the needs of the consumers and will provide a positive experience. Another requirement of the tourists which is a top priority and should be fulfilled by the hotel staff is tasty and hygienic food services (Nickson, 2013). For providing the same the accommodation manager is required to organize training sessions for cooking multi-cuisines for the diverse range of tourists. Tasty and healthy food will provide a high level of customer satisfaction and positive experience. Outsourcing for HR department HR outsourcing has been considered as the contractual agreement between the employer and the third party that is the consultancy firm and under which the employer will transfer some of the HR functions to the third party. There is the varied range of outsourcing functions available for the HR and these outsourcing options are based on the various aspects of HR functions such as applicant tracking for affirmative purposes or broad as outsourcing the entire human resource department (Mok, Sparks and Kadampully, 2013). There is number of advantages and disadvantages of moving to an outsourced organization for the HR department of Ritz Carlton: Benefits Managing risk: Outsourcing will lead the HR department to make a transfer of the roles and responsibilities and the functions to be performed by them. The outsourcing will aid the business entity in minimizing the risks that are associated with the number of HR functions, such as changes in labor laws and employment. Cost and time saving: Reduction in the cost which is incurred in maintaining the non-revenue generating expenses is one of the priorities of the business firm and is also bringing a decline in the profit margins (Shrm 2018). Expenses related to supporting non-productive efforts are an attractive target for minimization or elimination. Outsourcing costs are varied in nature and can be reduced. Efficiency: Maintaining a productive and efficient workplace is one of the critical requirement or necessity for any of the business entity. The outsourcing firms make utilization of advanced technologies and mechanisms in streamlining the HR functions and thus will be developing and advancing the efficiency of the business corporation. Training and development: Training, developing and monitoring the workforce within the business entity is one of the critical tasks and is also cost incurring. The outsourcing firms can make adoption of performance improvement plans so as to bring enhancement in the skills and capabilities of the firm and that too in a cost-effective manner. Drawbacks Morale: One of the biggest reasons for the downfall in an employee's mind is when an outsourced employee joins the organization (content.wisestep 2016). The existing staff of Ritz Carlton can experience a decline in their morale as it can bring a decline in their wages, job losses pay cuts etc. Lack of in-house expertise: One of the biggest drawbacks of outsourcing the human resource is the lack of onsite experience and expertise, as when the new consultant is hired there is always a learning period which will act as a development period for the staff, where the employee will gain knowledge about the firm. And if this period is skipped, the entity will be experiencing a higher rate of risks of adopting changes that do not follow the attitudes and motives of the firm. This will incur higher expenses to the company and a large amount of loss will be suffered. Recommendations Outsourcing can be proven as a win-win option for Ritz Carlton and optg the same can be recommended for moving forward. The HR department will have to organize for various types of training sessions for the staff at the different level for upgrading the skills and capabilities so as to ensure the quality standards. Conclusion After summing up the above-executed analysis it has been inferred that the HR department plays an integral role for any of the business entity. There are various roles and responsibilities which are executed by the HR team and outsourcing can be considered as a viable option for HR department of Ritz Carlton. References Boella, M.J., 2017. Human resource management in the hotel and catering industry. Taylor Francis. content.wisestep, 2016, Top 15 pros and cons of outsourcing HR services, Assessed on 16th January 2018, ttps://content.wisestep.com/top-pros-cons-outsourcing-hr-services/. Davis, B., Lockwood, A., Pantelidis, I. and Alcott, P., 2013. Food and beverage management. Routledge. Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and performance. Routledge. Kandampully, J., Zhang, T and Bilgihan, A., 2015. Customer loyalty: a review and future directions with a special focus on the hospitality industry.International Journal of Contemporary Hospitality Management.27(3). pp.379-414. Kotas, R., 2014. Management accounting for hotels and restaurants. Routledge. Lhdesmki, T., 2012. Rhetoric of unity and cultural diversity in the making of European cultural identity,International journal of cultural policy,18(1), pp.59-75. Legohrel, P., Fyall, A. and Poutier, E. eds., 2013. Revenue management for hospitality and tourism. Woodeaton: Goodfellow Publishers. Lockyer, T., 2013. The international hotel industry: Sustainable management. Routledge. Mok, C., Sparks, B. and Kadampully, J., 2013. Service quality management in hospitality, tourism, and leisure. Routledge. Mok, C., Sparks, B. and Kadampully, J., 2013.Service quality management in hospitality, tourism, and leisure. Routledge. Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge. Pike, S. Page, S.J., 2014. Destination Marketing Organizations and destination marketing: A narrative analysis of the literature,Tourism management,41, pp.202-227. Shrm, 2018, Outsourcing the HR function, Assessed on 16th January 2018, https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/outsourcingthehrfunction.aspx