Human Resource Management for Tourism, Sports and Creative Industry

HUMAN RESOURCE MANAGEMENT FOR TOURISM, SPORTS
AND CREATIVE INDUSTRY
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(22 April, 2011)
Human Resource Management for Tourism, Sports and Creative Industry
Overall Purpose of Human Resource
The department of HR is new in the hotel industry and within a very short time that it has been in the industry; it has become very significant department. It has been playing the role of facilitating bargain able cadre and non-bargain able cadre. The main objective if HRM in hotel management is the supervision of effective communication between departments and communication with the top management. The department creates and utilizes an able and motivated workforce for the purpose of accomplishing the basic organizational objectives (Clark, 1998). The department is also charged with the responsibility of maintaining organizational structure as well as desirable working relations among all members of the organization. The department secures the integration of either individuals or groups within the organization through individual and group objective co-ordination, with the organizational objectives to ensure higher profitability (Carnegie, 1989).
They also make considerations and contribute to the minimization of socio-economic evils like unemployment and inequalities in the income distribution, as well as society welfare improvement, through equal employment opportunities to both male and women, as well as to the minorities and disadvantaged people. The department also maintains high employees’ morale standards as well as good human relationships, by sustaining and making some improvements in various working conditions and facilities (Donaldson, & Preston, 1995). Engaging in the identification and satisfaction of individuals along with groups, through the provision of adequate and equitable wages, incentives, benefits, employment and social securities on top of provision of measures work challenging, prestige, recognition and status. Another objective is the attainment of effective utilization of human resources, with the aim of achieving organization goals and targets (Sanjay, 1999). The HR department also engages in the creation of facilities as well as opportunities for individual or group development with the aim of marching it with the organization growth.
Organization Structure
Job Design
On the other hand, job analysis involves the process of determining specific tasks as well as responsibilities that will be carried out the each member of the company. In simple terms, the design is the logical sequence to job analysis. Job analysis involves the provision of data that is job related along with the skills and knowledge that is expected of the incumbent to discharge the job. As an effect, job analysis involves some bit of conscious efforts for the task organization, duties as well as responsibility into a unit of work for the purpose of attaining certain hotel objectives (Siegel, 2001; Armstrong, & Baron, 2005).
Job design is affected by the organizational factors, environmental factors, as well as behavioral factors. In has been depicted that, a job that is well designed makes it much productive and apart from being satisfactory. If any job ends up failing on this account, then the fault will be lies with the job designer, who based on the feedback, has to redesign the job.
There are various job design techniques that can be applied during job design, they include: work simplification; in this method, the job in question is either simplified or specialized. This means that, a given job is broken down into sub-parts that are much smaller, then, every part is a signed to a certain person (Capron, 1999). The second technique is job rotation; under this technique, there is a movement of employees from one job to the other, meaning that, jobs remains unchanged but changes occur on the incumbents. In this technique, employees perform different jobs, but more or less, jobs are of the similar nature.
Another technique is job enlargement; this involves the expansion of tasks or even duties that were originally assigned to a particular job. This technique performs in the opposite direction as job simplification. The process of adding tasks or duties to particular job doe not in anyway mean that, both new skills and capabilities are required when performing it. Job enrichment forms another technique; this technique looks forward in the improvement of both task efficiency as well as human satisfaction by building into individuals’ jobs, “quite specifically, greater scope for personal achievement and recognition, more challenging and responsible work, and more opportunity for individual advancement and growth” (Aguinis, 2009). Autonomous or self directed teams; this forms another technique that involves a self-directed work team. Self-directed work team can be defined as an intact group of workers who are either responsible for a whole work process or a segment that deliver products or even services on either an internal or external client. Last but not least technique is high-performance work design; however, this is a way through which performance is improved in an environment that has positive and demanding goals (Sparrow, et al. 2004).
The human resource in hotel management is entitled with the responsibility of designing in an indirect manner, though the process affects almost every aspect of human resource management. The department has to examine the hotel’s problems and suggest job redesign. It also incorporates information on the job design in training as well as management programs. It also assists in the planning of job redesign programs, to ensure sound human resource policies and practices within the industry (Siegel, 2001). In addition, the department prepares job disruption and job specification along with recruitment, training, selection, compensation as well as any other practices which ought to be inconsistent with any job redesign.
Job Description and Personal Specification
Job description and specification are all dealt with the job analysis. Job description is just statement that contains items like job title; job summary; location; responsibilities; machines, duties and equipments; materials and forms that are used; the supervision given or received; working conditions as well as hazards. On the other hand, job specification on its side, is just a statement just like job description, but, it contains human qualifications that are needed for a particular job. In most cases, it entails: education; experience; training, judgment; initiative; physical efforts and skills; responsibilities; communications skills; emotional characteristics; as well as the unusual sensory demands like smell and hearing. They are in most cases prepared from the information collected and processed.
In the hot industry, it is the responsibility of the human resource department to help in the planning of systems and developing job description, specification and performance standards. The department can assign a specialist in the task of conducting job analysis with the aim of writing job descriptions in conjunction with the managers, supervisors as well as employees (Carson, 1993; Boella, 1987). It is not the responsibility of the human resource department to write performance standards, but it is its responsibility to examine, train and monitor the implementation of such standards in the hotel industry.
Performance Management-Appraisal
Performance appraisal is a term that has been used to mean assessment of employees’ actual performance, behaviors of employees on jobs, or their potential for the future performance (Pilbeam, & Corbridge, 2006). This process should be undertaken with lots of care to ensure that their exist fairness. This is based on the fact that, every employee has a right of succeeding and being promoted to the next level at work. Generally, this is done with the aim of assessing employees’ training needs; effect employees’ promotion and give them rewards like a pay increase; retention or for termination. Though there are different methods of performance appraisals, only one method has been effective in this hotel industry, namely; Rating Scale Method.
In most hotels, human resource department undertake performance appraisal on a yearly basis mostly, though there are these that practices it on a daily basis like in Hotel Imperial Palace. Where rating scale has been used, the method of data collection method that has been employed is questionnaire (Sparrow, et al. 2004). Performance appraisal in the hotel industry has been facing lots of challenges, for instance;
The creation of excellence culture that inspires every worker for the purpose of improving or lending themselves to be assessed.
Process of aligning organizations objectives with the individual aspirations has been proved to be much challenging.
Clear growth paths for these individuals who are talented.
Provision of new challenges for the purpose of rejuvenating careers that half already attained their plateau stage.
Forging partnership with individuals for the purpose of managing their careers.
Empowering workers to engage in decision making processes without any fear of failings as well as embedding team work in all...