Assignment on Human Resource Practices in Hospitality Sector
Question
Assessment Task:You are required to compile an Annotated bibliography of 5 peer-reviewed journal articles.
Step 1. Select an industry sector
Read the Assessment 3 Essay task and identify which sector you will study for Assessments 2 and 3 (e.g. agriculture; construction; financial services; health care; hospitality; manufacturing; mining; retail; transport).
Step 2. Undertake research of the recent academic literature since 2013.
Identify five (5) academic peer reviewed journal articles relevant to the Assessment 3 Essay topic. It is suggested that you align your selected articles with the unit themes from Weeks 3 to 5 (e.g. job design, HR planning, recruitment and selection). It is recommended that you undertake your research via the online ‘search’ of CQUniversity Library. You cannot use articles from your Assessment 1 presentation for Assessment 2.
Step 3. Write 2 paragraphs on each article (400 words)
For each journal article, you are to write approximately 400 words in two paragraphs. The first paragraph will summarise the main ideas of the article, identifying the hypothesis, purpose, research methodology and conclusions. The second paragraph will identify how you will use that article in relation to the Assessment 3 Essay.
Step 4. Use an appropriate format
Present your Annotated bibliography in a format similar to that provided below. For more information, see the library guide for writing an annotated bibliography. http://libguides.library.cqu.edu.au/ld.php?content_id=37972692
Answer
Introduction
This Assignment on Human Resource Practices reviews important literature discussing the hospitality industry. The Hospitality sector is one of the most developing and growing sector in the world which is supporting the fastest development of the economies. With the increase in the tourism business the hospitality sector rapidly emerging in almost all the untapped regions. The paper will highlight the various human resource practices, the role of human capital, the occurrence of social media recruitment, strategies used for retaining employees and effective recruitment challenges in the hospitality sector.
Annotated Bibliography of the Articles
Article 1: Human Resource Practices and Employee Turnover Intentions in Hospitality Industry
Reference: Nivethitha, S., Dyaram, L., & Kamalanabhan, T. J. (2014). Human resource practices and employee turnover intentions in hospitality industry. Global Journal of Management And Business Research.
Key words: (HRM, human resource practices, hospitality sector, employee turnover, organizational performance, hospitality, HR outcomes)
The primary purpose of this Assignment on Human Resource Practices is to know the impact of human resource practices upon the invention of the employees of leaving the organisation. The article explains that there is a direct relation between the employee turnover intentions and the human resource practices in the hospitality industry. There is no hypothesis which has been developed for performing the research. It is basically a secondary research article where the data is fetched from different academic resources such as the various journals, books, articles and several website articles. From the development of the paper, it is clearly understandable that when the hospitality sector organisations take use of effective and good human resource practices then there are increased chances of employee retention. On the other hand, the organisations that are using inappropriate human resource practices, there, the employee turnover is high. In respect with the research methodology of the study, there has been collected and fetched data from the several publications which had been done in the academic field of the subject area. There is no specific questionnaire or any other survey which had been performed for conducting the research. A conceptual framework has been developed on the basis of which the complete analysis has been done. The Assignment on Human Resource Practices concludes that when the hospitality sector companies will take use of sound and appropriate human resource practices then there will be a decrease in the employee turnover rate because of the increased motivation and engagement of the employees with the organisation (Nivethitha, Dyaram & Kamalanabhan, 2014).
Human resource practices play a vital role in developing a direct engagement with the employees and their retention in the organisation. There are several findings in the article such as traditionally the employees of the hospitality industry used to get the lowest paid among all the workers in various industries. This was considered as one of the most significant reason behind the increased employee turnover in the hospitality sector. It has also been found that when the hospitality industry have started using effective human resource practices such as offering competitive salaries, work life balance, and also continuous training and development then the retention of the employees has been increased. There is high significance of human resource practices as well as various other training and development sessions in effective recruitment of potential employees in the hospitality industry. The sound recruitment and selection, effective training and development, appropriate performance management and adequate compensation and benefits enhance the motivation of the employees and decrease the intention of employee turnover.
Article 2: Human resource practices and innovation in the hotel industry: The mediating role of human capital
Reference: Nieves, J., & Quintana, A. (2018). Human resource practices and innovation in the hotel industry: The mediating role of human capital. Tourism and Hospitality Research, 18(1), 72-83.
Key words: (Recruitment and selection, training and development, information technology, human resource management practices, human capital, innovation)
The Assignment on Human Resource Practices highlights the key idea that human resource practices play a vital role in developing innovation in the hospitality sector. There is also a vital role of human capital in the innovation process. The various human resource practices have a direct influence upon the organisational performance by the means of mediating variable. There is a link between the innovation performance and human resource management practices which has been determined in various previous researches. There has been developed certain hypothesis for conducting the research. The first hypothesis is that the recruitment related HRM practices that comprises of effective planning as well as adequate salaries and sound selection and hiring criteria have a positive impact upon the level of human capital in the organisation. The second hypothesis developed states that the development and training HRM practices also have a positive impact upon the level of human capital in the organisation. The third hypothesis states that HRM practices which encourages the use of Information Technology lay down a positive impact upon the level of human capital in the organisation. The fourth hypothesis developed states that the level of human capital in the organisation has a direct positive impact upon the innovation of the company. The last and fifth hypothesis developed states that the recruitment, selection, the information technology and the training and development related HRM practices all has a direct influence on the innovation by the means of mediating role of human capital in the hospitality sector. For the research methodology, there has been taken use of a cross-sectional survey which has been conducted by the use of self-administered questionnaires. A total of 50 employees have participated from 109 companies on hospitality organisations of Spain (Nieves & Quintana, 2018).
The Assignment on Human Resource Practices concludes that if there is increase human capital effective recruitment and selection practices, sound training and development HRM practices and adequate informational technical practices then there will be innovation in the hospitality sector which will leads to higher growth and development. The study has high significance as the human resource practices play a vital role in the development of innovative culture in the hospitality sector. There is also a key role played by human capital as the high human capital results in strong innovative practices in hospitality sector. If there are effective recruitment and selection practices, then it brings innovation in the company. The hospitality sector companies which laid down high emphasis upon innovation have potential to fetch the attention of adequate candidates.
Article 3: Online and Social Media Recruitment: Hospitality Employer and Prospective Employee Considerations
Reference: Ladkin, A., & Buhalis, D. (2016). Online and social media recruitment: Hospitality employer and prospective employee considerations. International Journal of Contemporary Hospitality Management, 28(2), 327-345.
Key words: (Hospitality; Recruitment; Human Resources Management; Online and Social media)
The primary idea behind this study was to understand the use of online as well as social media for the recruitment in the hospitality sector. There has been an increased use of social media platforms and various online platforms by the individuals in search of job as well as the employer's also connect to the potential individuals by the means of the social media platform. Therefore, the article highlights the significance of online and social media recruitment in the hospitality sector. There is no hypothesis which has been developed for the analysis and the research to be conducted for the study. The data is being collected primarily from the books, journals, articles and various other online articles. The research methodology is based upon the analysis and collection of data from several academic articles and publications in the similar field. The aim of this paper is to comprehend the significance of social media recruitment and online recruitment in the hospitality sector. The Assignment on Human Resource Practices concludes that the use of social media recruitment has been widely popular in past few years because of the higher presence of potential individuals on all these platforms (Ladkin & Buhalis, 2016).
There is important role of the study in the global world as the people are using extended use of social media platforms. There are number of sides and platforms which have been developed which can help the business organisations in effective recruitment such as Facebook LinkedIn Instagram and various other sites. These online platforms are one of the major sources for fetching the information about the potential candidates. Both in the public and private organisations of hospitality sector take wide use of online recruitment and social media recruitment. There are several findings which have been taken from the article such as the social media sites are one of the significant ways to select and perform screening of the potential candidates. It is also found that social media plays a vital role in the relation between employer and the employee. The social media sites even promote the CVs of the candidates across the world at a very low cost which helps in effective placement and recruitment of the employees in repeated organisations. It can be stated that social media recruitment and online recruitment are both effective and attractive for the employees as well as for employers
Article 4: Motivational Factors And The Hospitality Industry: A Case Study Examining The Effects Of Changes In The Working Environment
Reference: Marshall, T., Mottier, E. M., & Lewis, R. A. (2015). Motivational factors and the hospitality industry: A case study examining the effects of changes in the working environment. Journal of Business Case Studies (Online), 11(3), 123.
Key words: (Hotel Work Environment; Management Commitment; Employee Motivation; Mandarin Oriental)
The key idea behind the development of this article is to understand the various motivational strategies and factors which can enhance the motivation of the employees in the hospitality sector. The hospitality industry is one of the largest industries which are growing and development at an increasing great but the challenges for the industry to recruit effective and adequate employees are also increasing. It is essential for the organisation to recruit and retain potential employees for this they need to have effective and motivating strategies for the increase employee retention. There is no hypothesis which has been developed for the analysis and the research to be conducted for the study. The data is being collected primarily from the books, journals articles and various other online articles. The Assignment on Human Resource Practices research methodology is based upon a survey which has been conducted by developing a questionnaire which was distributed to 161 respondents. The sample population comprises of the managers and executive level employees of various hotels in Thailand. The article concludes that the performance of the organisational employees in the hospitality sector that depends upon the level of their motivation. Diverse categories of employees depends upon the age, gender and knowledge have diverse level of motivation. Therefore, it is essential for the hospitality sector companies to have sound motivational strategies in order to develop the motivation of the workers and enhance the organisational performance (Marshall, Mottier & Lewis, 2015).
There is high significance of the study in the hospitality sector as it indicates the direct relation between the employee motivation and organisational performance. There are several findings of the article such as there are two kinds of motivation intrinsic and extrinsic which impact the employees and their performance in the organisation. It has been found that the extrinsic motivation depends upon the motivational strategies which have been used by the hospitality sector companies to develop the motivation and involvement of the employees. If there are effective strategies then the intention of the employees of leaving the organisation decreases and therefore employee retention enhances in the organisations. In present scenario the industries and the companies are highly emphasizing on the motivational strategies as the consider the employees as their asset therefore tends to retain them for a longer time period.
Article 5: Effective Recruitment Challenges Faced by the Hospitality Industry in Bangladesh: A Study on Selected Star Rated Residential Hotels
Reference: Huda, K., Haque, A., & Khan, R. (2014). Effective Recruitment Challenges Faced by the Hospitality Industry in Bangladesh: A Study on Selected Star Rated Residential Hotels. Economia. Seria Management, 17(2), 210-222.
Key words: (recruitment, employer branding, recruitment source, word-of-mouth, organizational attractiveness, incentive)
The purpose of this Assignment on Human Resource Practices is to have an understanding of the various effective recruitment challenges which has been faced by the hospitality sector in Bangladesh. With the development and growth of the hospitality sector the challenges are also increasing in a rapid speed. There is no hypothesis which has been developed for the analysis and the research to be conducted for the study. The data is being collected primarily from the books journals articles and various other online articles. The research methodology is based upon the analysis of form of the various hotels in Bangladesh. The current human resource practices and problems of recruitment have been analyzed by taking an interview of the HR professionals of the hospitality industry of Bangladesh. Because of the lowest salaries decrease motivation and higher work pressure the challenges are increasing due to increased employee turnover in the hospitality industry. The article concludes that among various HRM functions the recruitment of the potential employees is the first most necessary and essential function. Therefore, the article helps in analyzing the various challenges faced by the hospitality industry and also recommend solution to these problems (Huda, Haque & Khan, 2014). The article holds significance in the present global scenario where the hospitality industry offers employment opportunities to the individuals. There are several findings such as the first most challenge in the recruitment is job application process. The job application process and procedure is not easily approachable by the appropriate applicant and thus it occurs as a recruitment challenge for the hospitality sector companies. Other findings of this article includes that there is a need to promote the employee retention program. Because of the high employee turnover in the hospitality companies there no potential employees wish to have recruitment in these companies. Therefore, it is essential to promote and effective and sound employee retention program. Analyzing the various recruitment challenges is important because of the reason that it helps the companies on this Assignment on Human Resource Practices.
References
Huda, K., Haque, A., & Khan, R. (2014). Effective Recruitment Challenges Faced by the Hospitality Industry in Bangladesh: A Study on Selected Star Rated Residential Hotels. Economia. Seria Management, 17(2), 210-222.
Ladkin, A., & Buhalis, D. (2016). Online and social media recruitment: Hospitality employer and prospective employee considerations. International Journal of Contemporary Hospitality Management, 28(2), 327-345.
Marshall, T., Mottier, E. M., & Lewis, R. A. (2015). Motivational factors and the hospitality industry: A case study examining the effects of changes in the working environment. Journal of Business Case Studies (Online), 11(3), 123.
Nieves, J., & Quintana, A. (2018). Human resource practices and innovation in the hotel industry: The mediating role of human capital. Tourism and Hospitality Research, 18(1), 72-83.
Nivethitha, S., Dyaram, L., & Kamalanabhan, T. J. (2014). Human resource practices and employee turnover intentions in hospitality industry. Global Journal of Management And Business Research.
