The main objective of hospitality and tourism operators is to maintain the level of service quality and develop strategies to improve their services (Bardi, 2002).
Service quality is closely connected with Human Resource Management (HRM) and concepts and methods it employs. In literature there was a debate concerning the effectiveness of different approaches in hotel and tourism industries and their impact on service quality improvement. In general, the concept of resource-based strategic HRM is founded on the belief expressed by Hamel and Prahalad (1990) that competitive advantage is obtained if a firm can obtain and develop human resources which enable it to learn faster and apply its learning more effectively than its rivals. Resource-based strategy indicates, can develop strategic capability. The strategic goal will be to 'create firms which are more intelligent and flexible than their competitors' by hiring and developing more talented staff and by extending their skills base (DeFranco, Noriega, 1999).
A convincing rationale for resource-based strategy has been produced by Grant: "When the external environment is in a state of flux, the firm's own resources and capabilities may be a much more stable basis on which to define its identity. Hence, a definition of a business in terms of what it is capable of doing may offer a more durable basis for strategy than a definition based upon the needs which the business seeks to satisfy" (Grant, 1991).
So, it is possible to single out two basic approaches used in hospitality and tourism industries. The "best practice" approach is based on belief that there is a set of superior HRM practices which, if adopted, will lead to better organization performance. The "best fit" approach, which is based on the belief that there can be no universal prescriptions for HRM policies and practices (Rutherford, 2001).
Present day situation in hospitality and tourism industries is marked by two factor - specification, which is to do with the "design quality" of service, and conformity, which is to do with the 'process' quality which is achieved are of particular importance to customers. Each of the HRM approaches determines the quality levels provided by hospitality and tourism industries to its customers. These two factors however are themselves determined by other factors. Service concepts are based on understanding the unique environment in which hotels operate. Service concepts include improvement of communication, and the environment composed of all the individual services used for implementation of the group communication primitives. But, "best-practice" and "best fit" approaches solve these target aims using different methods and techniques.
The HRM of hospitality and tourism organizations based on "best practice" approach helps to ensure customers satisfaction and improve service quality uses a set of best HRM practices and that adopting them to superior organizational performance. It helps hospitality and tourism operators to achieve their goals through the people who are employed in the sphere and their training. That is why maximizing each employee's potential as an individual and as a team member will be a key to maximizing the profitability of each hotel. To improve operations, an
Today, hotel and tourism industry is one of dynamic branches of hospitality and tourism economy. It is the growing industry in the UK and around the world. The development of hospitality and tourism industries is a present day need. High rates of its development, great volumes of currency receipts have an active influence on various sectors of economy that promotes formation of hotel and tourism industries.
This trend requires strategic management considering numerous variables to be confronted within an unpredictable business climate. In such phenomenon of uncertainty, innovation is required (Beinhocker, 1997). As such, human resource management should be strategized with sensitivity to uncertain future, of variegated change processes, and of competition inherent to this type of business (Manning, 1998).
Strategic human resource management, also known as Strategic HRM or simply SHRM, is an approach to the management of human resources; the approach provides every organization with a strategic framework to that guides strategic organizational goals and objectives.
P&P Tours Company is personalized around entirety what the customer wants to see. This is achieved through proper coordination and communication in the human-resource department. They employ workers that are good in communication skills hence obtain information that will aid in the making of one’s tour in London custom-made.
This sector of hospitality is growing at a very fast rate all across the world. Hotel industry, travel and tourism, restaurants, pubs, clubs and bars, contract catering, and aviation all come under the banner of hospitality industry. The service-producing sector includes the divisions of transportation, communications, and utilities, wholesale and retail trade, finance, insurance, real estate, public administration and other services.
This paper aims at discussion one of the major issues that has been faced by the travel and tourism industry, i.e. employee turnover. The company that has been chosen here for the study is Thomas Cook. The main
utions who are managing diverse peoples from varied countries such as tourism industry and multinational corporations whose operations cross geographic borders.
This trend requires strategic management considering numerous variables to be confronted within an unpredictable
an essential function of the organization that deals with recruiting the potential candidates for the job motivating the unskilled workers in the workplace. In short, it is the process of motivating and compensating the employees towards a planned approach. HRM in Sports and
The author states that International Human Resources Management deals with the implication of the general practices of human resources management pertaining to recruiting, staffing, training and development, compensation and other appraisal and evaluation methods carried out in the international context.
Other significant properties in the firm include Arabian Ranches and Downtown Dubai (Perkins, Shortland & Perkins, 2006). Business scholars acknowledge that the success of every firm as born to strategic human resource
The following task entails a comparison and contrast between competitive advantage and life-cycle model and a highlight of UK Hospitality sector. The task encompasses the way Compass Group UK aligns its strategy to compete and achieve excellence in the UK
10 pages (2500 words)Essay
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