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The Role Of Human Resource Management In Hospitality Industry Performance In Nigeria
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CHAPTER ONE
INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The
subject matter of the research focuses on the roles of human resources
management in the hospitality industry performance. Managing human
resources in the hospitality industry presents special challenges,
including highly diverse employee backgrounds and roles, or ever-present
focus on guest services, and organizational structures that often
diverge from generic corporate models. Human resource management in the
Hospitality Industry provides the definitive guide to successfully
employing people in a hospitality organization.
Human Resources Dilemmas faced by Managers in the Hospitality Industry, include the under listed:
1.
Understanding the needs of a broad employee group, from hourly workers
with tip credit eligibility questions to high level accountants ensuring
Sar banes-oxley compliance.
2. How hospitality
managers who must act as one-person HR department can make effective
decision and understand the consequences to themselves, their workers
and employers.
3. Working with Labour Unions in the
hospitality industry using the labour-related legislation that affects
the industry.
4. Managing employees in a global hospitality enterprise.
Effective
human resource management is pivotal in any business or non-business
organization where people are grouped collectively for the purpose of
achieving organizational goals and objectives. It is true that some
people adhere to the fact that finance is the life wire of any
organization but without human resource, finance cannot combine other
factors of production to achieve the desired goal of the organization.
Human resource is so important and should be seen as invaluable assets
of a firm as asserts by Agbato (1980:27) that a company’s most important
resource is human resources. The human resource is the personnel and
personnel department who staff the firm with the desired workers or
managers. Their importance cannot be over-emphasized. Any company’s
success, on the final analysis, depends mostly on the quality of the
people who work for it, that is personnel or human resource. This, of
course, includes workers and managers at all levels in the organization
from top to bottom. It is a common business fact that a financed firm or
even the best equipped plant will not function properly or make good
profit if its workers and managers are incompetent.
This, then, is the reason why the human resource must be well managed in any type of organizational set up.
It
is however, regrettable that although most managers recognize the value
of company personnel, only very few of such managers put value or high
premium on the firm or company’s human assets. To illustrate this
assumption, take an example of a company whose balance sheet lists a
typewriter saw as an asset.
Today, as the business world progresses,
it is being gradually recognized that the personnel department has a
distinct role to play. Its traditional functions include recruitment of
new employees, training, development and appraisal of employees,
motivation, industrial relations (Labour Union, organization, Collective
bargaining, development in labour relations), services and advisory
relationship.
The hospitality industry cannot succeed without
organizational performance of her human resources. It is truism
according to Efuk (1993:243) organization effectiveness, the capacity of
an organization to adopt, maintain itself, survive, and grow in the
face of changing conditions, depends to a considerable degree upon how
effectively its work-force can be managed and utilized. This is so
because the human resource of an organization which comprises all
individuals, regardless of their role and status, who are engaged in any
of the organizational activities are its most important and valuable
assets. Industries generally and business organizations in particular
have been slow to realize and accept that their personnel are usually
more important than machines. This is why the history of Labour Unions
is replete with stories of conflict between management and employment.
But the growth of powerful labour unions and scarcity of qualified
personnel have jointly forced management to change their attitude by
showing that they are interested in each employee as an individual and
by developing the spirit of co-operation.
The specialized
responsibilities for employee relations are now generally recognized as
primary staff function performed by the personnel manager who is the
specialist in charge of the personnel department.
Lack of effective
management of human resources is a constraint facing Nigeria as a
developing country. The limitation is not only restricted to one sector
of the economy, the hospitality industry as a service oriented business
suffer more in terms of the adverse effect. The cumulative effect and
evidential impact could be cited for low service delivery and the dearth
of excellent services in the hospitality industry. According to
Onwuchekwa (1995:7) personnel management has become very important in
the achievement of the objectives of any business organization. It helps
the business firm to maintain an effective work force. The personnel
manager understands the expectations of the workers and society in human
resources development. So, through the activities of personnel
management, the organization, the individual, and society can satisfy
their objectives.
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ABSRACT - [ Total Page(s): 1 ]This research is based on the role of human resource management in the hospitality industry with focus on its performance in south eastern Nigeria. The major problem that prompted this research is streamlined into ineffective and inefficient human resource management in the hospitality industry. The objective of the study was to identify the best way of using human resource management in the hospitality industry to ensure effective and efficient performance. The research adopted indebt survey me ... Continue reading---
