Human Resource Development of Tourism Industry

THM 1203
S.R.C. Kumari 8/28/2012

who consistently attain required quality and quantity standards in this industry. In this context. 2 .Human Resource Development for Tourism Industry Impact on Human Resources Management while the hospitality Industry is broad and diverse Organization within it shares some things in common. Transportation service. One is the need for staff members with a variety of Knowledge. The food service segments can be divided into two general components for profit operations include hotels. Skills and experience to produce the products and services that are needed or desired by consumers. Even the phrase hospitality refers to the friendly treatment of one’s guests and this human touch must be provided by the organization’s staff members. The Industry has often been desired by as a “People Business”. hospitality and destination businesses. Hospitality and tourism organization require employees the greater their level of revenue and the more consumers they sere. Technology cannot provide the level of service that is integral to the expectations of many consumers. but it comprises numerous types of organizations. As you review figure 1. conference centers. camp and park ground facility and industry. This text concerns one segments hospitality. Lodging organization within the hospitality segment include hotels.1 note that the travel and tourism industry can be divided into three segments. and leaders must practice human resource management principals and practices. Caterers and retail operations such as grocery stores and service stations that provide prepackaged sandwiches.profit and not. beverages. and those who purchase and consume then. snacks and other items. Many people thing of hotels and restaurants when they think of the hospitality industry. The hospitality Industry is one port of the larger travel and tourism in that industry addition to hospitality. To provide lodging and for a accommodations including food services for people when they are away from their homes. the people typically referred to are both the employees who produce the products and services. We will be focusing on one of the two groups of people just noted employees. destination resorts. The for. Restaurants. Organization in the hospitality industry tend to be labor intensive. The emphasis must be on human resources. consists of transportation service organization and retail businesses.for profit operations in the hospitality segment share a common goal. the more staff members these operations require success requires a fall complement of staff members from owners/ managers to entry – level employee.

The basic management process is the same in almost any type of organization. How their work is managed directly impacts the success or failure of the organization. Figure Staffing . and supervisors serve as linking pins to connect upper levels of management with entry.level staff members in day. and it consists of six basic functions that relate to all resources in duding staff members. while the responsibilities within each management function narrow from toplevel managers to supervisors each person with management responsibility has obligations relating to each function. These functions are list in figure operations.level managers tend to have longer.2 suggests that.1 figure Managing Human Resource in the Organization The staff members of every hospitality and tourism organization are its most important resource.Travel and Tourism Industry Transportation Services Hospitality Industry Destination Businesses Activities Retail Businesses Lodging Segment Food Service Segment Other Hospitality Segment 1. Level Manager Considers estimated costs of pat mental training programs for an upcoming budget period Determines tasks to be part of a specific position Provides input about a hire or fire decision Supervisor Schedules employees for the following week Revises a work based on work simplification tactics Provides in pal to job 3 Organizing Determines reporting relationships as a hotel front office department is recognized Recruits and hires employees for a healthcare dietary service operation. Management Function Planning Top level Manager Analyzes the number of persons needed for key management positions in the future Mid.related duties. more specific departmental.2 which also provides an example of human resources responsibilities applicable to each function. Top.term.

Managers in small organization function as generalist.Supervising Directs the work of managers Directs the work of supervisors Compares estimated and actual lab our cost data. and they assume human resource concertos in addition to numerous will be responsible for making staff.related decisions without the benefit of the specialized assistance that their counterparts in larger organization receive figure 1.3 reviews basic human resource activities and indicates the external and internal influences on these activities. and task corrective actions as necessary Evaluates the work of departure staff Controlling Establishes labor standards for a quick – Service restaurant descriptions used for employees recruitment Directs the work of entry level employee Ensures that procedures used to control const are in use Determines whether revised work procedures that address problems have corrected it. including labor coast profession ad programs and performance improvement. are manager 1.2 figure Human Resources Activities Large human and tourism organization typically have human resources department with staff specialists whose primary responsibilities focus on human resource concerns. Appraising Determines the extent to which human resource goals. External influence Picturing and selecting Training and Development Compensation and appraisal Compensation and appraisal Internal influence 1.3 figure 4 .

state and other laws on the hiring process and their influence on management decisions effecting personal cannot be overstated  Consumer preferences what consumers desire must be identified and supplied by hospitality and tourism organization what are business. and the also impact the ability and interest of consumers to purchase the organizations products and services. Young persons are the foundation of employees in many organization’s are they available?  Global issues .Many hospitality and tourism organization exist to serve travelers. rates.External Influence  Legislation. operating volumes? What products and services must be produced. Business volumes impact human resources acting.  Employee unions staff members many belong to and education unemployed that represents their interests in numerous aspects of the human resources activities.The characteristics of the local labor market and the guests are of obvious concern. What tasks are involved in the management of human resource in a hospitality or tourism organization? The short answer is “almost every thing involved in the relationship between staff members and true.A policies can greatly influence how an organization feels about staff members. The impact of federal. In the absence of lows that regulate specific actions employers have significant discretion in establishing protocols that may affect the attitudes of staff m. and when are they needed? The answers to these and related. questions drive employee recruiting and selecting.4 you will note a wide variety of job tasks in the composite job description shown . state and community in which the hospitality organization operates impact business volumes and. the need for human resources. toward the organization. 5 .  Economy – The financial well being of world markets and the country. training and development and compensation and appraisal activities. Organizations “A composite response suggesting the range of Human Resources responsibility is found in fig 1. Income levels in a community affect wage and salary. therefore. Specific Human Resources Responsibilities. Internal influence Policies. and these are affected by international and national events that encourage and discourage travel.  Demographics .

Trends and how if at all they relate to current and future persons needs. They share insights with other organizations leaders and suggest procedures to deep current with trends and the potential organizations changes that these trends may suggest. 3 Analyze the situation 4 Determine long term goals 6 . Of the mission. and suggest professional development opportunities to update staff about Human Resources issues that are critical as priority goals are identified in effect Human Resource personal provide important advice about broad personal related aspects of proposed goals. Human resources personnel participate in the situation analysis process and contribute their perspectives to the analysis Human Resource perspectives are useful because they provide input about current staff and future needs and about the organizational structure. Revisions to and discussions about the mission in new be require 2 Scan the environment Human r. They may represent the property’s top leaders in staff meetings to discuss the mission and its planning and revision process. m. are part of the top level team with res. They provide input and may plan and deliver programs to train other managers about how to facilitate team input into discussions about the organization’s mission.Step no Activity Human R . managers keep current with ind.Role 1 Consider the organization’s mission h. For de. r.

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