ARTICLE SUMMARY HRM

Human resource management (HRM) has received and ever increasing amount of attention from
academics and practitioners over the past two decades. The issues that author to arouse are
related to the level of employees commitment and organization life cycle are raised. There are
four distinct conceptions of HRM which is traditional HRM, integrative HRM, strategic HRM
and universal HRM. First, traditional HRM can be define as the roots in personal management
that focus on worker productivity based on HR practices such as selection, job design and
incentives pay (Bamberger and Meshoulam, 2000). Second, integrative HRM is focuses on
congruency, bundling or degree of internal fit. Third, Strategic HRM also referred to as
contingency which is best fit approach. Lastly, universal HRM, according to Appleby and
Mavin, 2000) stated focused on achieving competitive advantage through the development of a
highly committed, competent and motivated workforce, through the creation of a high trust
culture and high involvement practices. It is essential to understand about all of the concepts and
practices of HRM because it will be very useful for the practitioners in service industry to
implement the best approaches for their organization.

In conclusion, the four strategy that discuss above will give impact which are profound that
particularly given number of hospitality operation that use command and control or cost
reduction in HR strategy. Hence, it will help the hospitality industry as well as guiding the
managers demonstrate the impact of their HR practices motivating employees and providing
employees with the opportunity to contribute.