Human resource management is a tactical organizational function that focuses on the management and maximization of human capital in an enterprise. In this context, its purpose is to ensure to efficient utilization of workforces, promote an encouraging work environment and align the worker's capabilities with organizational goals such as recruitment, training, performance appraisal and employee relations. By training a skilled, inspired and well-integrated workforce, HR plays an energetic role in talent acquisition, development and retention to help a business achieve its overall success and competitiveness. HR is connected significantly with several business functions in the organization. The human resource department manages salaries, benefits and payroll in collaboration with the finance department to confirm that its finances are reliable with organizational goals. In the operational area, HR coordinates work growth and training with a view to enhancing productivity.
The marketing function depends on human resources to have talent skilful in driving branding and customer engagement initiatives. Human resource implements, manages and control the human resource information system in collaboration with the information technology department. HR will work closely with leadership to determine employee development and strengthen organizational culture. The aim of the essay is to methodically examine the human resources functions and their critical role in 21st-century organizations with a focus on the tourism sector. It considers the developing role of human resources, and its impact on organizational performance through diverse human resource management tactics, recruitment and selection procedures, staffing, planning, employee relations and education and knowledge management. The report focuses on giving an in-depth understanding of HRM’s relevance for today’s business circumstances and its application across a changing tourism sector.
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Discussing HRM function in organisations along with the importance
Human resource management works as a channel between management and employees, which is vital for the efficient functioning of organizations. Its various functions contribute to the success of the organization, including recruitment, training, performance assessment, and employee relations. Acquisition and recruitment of employees is a major function of human resource management (Chowdhury, et. al, 2023). Recruiting and retaining skilled employees is significant for the tourism sector, where the worth of customer service is on top priority. HRM ensures that individuals are nominated on the basis of appropriate skills and attitudes to increase customer satisfaction. Moreover, training and development are of greater importance in today’s rapidly growing technology because of their high significance in the operations of business. Another important function of human resource management is performance appraisal, which enables the estimation of employee contributions and lines up them with organizational objectives. Customer satisfaction rankings and handling peak season burden can be used as performance indicators within the tourism sector.
In all areas, especially in the tourism sector where pressures can be high as a consequence of seasonal fluctuations or growing customer expectations, relations between employees and the resolution of conflicts are predominantly vital. The importance of human resource management has increased in the 21st century due to changing work patterns and workforce. The role of HRM is to manage a diverse workforce in the age of the casual economy and remote work. HRM plays a main role in framing and executing policies to attract and retain talented people, flexibility in working arrangements and focus on work-family life balance are becoming important factors to meet timely (Da Silva, et. al, 2022). Furthermore, a focus on diversity and inclusion has become ever more prominent and HRM is at the forefront of certifying a fair work environment that takes advantage of various talents.
The role of HRM is to use a strategic and data-driven approach to perform its role in the organization. It is experiencing a transformation into strategic and data-driven roles in today’s organizations. Professional staff are now part of decision-making due to the result of the junction of HR strategies with wider business objectives. The tourism sector, where HRM has an important role in endorsing a customer-oriented culture is mainly categorized by these developments. HRM in tourism is very significant for organizational adaptability and competitiveness in a continuously changing environment as it ensures that the skills of employees are like-minded with the growing needs of the industry. For example, the tourism sector displays the evolution of the role of HRM, which needs adaptation to the comprehensive needs of customers (Tanova and Bayighomog, 2022). In that esteem, HR practices in highly viewed hotel chains like Marriott highlight not only technical skills but also cultural consciousness and language proficiency. This is in line with HR’s current work to manage diversity and promote inclusion in the workforce. Moreover, human resources want to ensure the digital literacy of employees in an industry where technology addition has already been demonstrated, such as Airbnb. These practical examples underscore the important role of HR in labor force design, to meet the unique demands of the dynamic and customer-centric tourism sector.
Explaining the different approaches of HRM and the link between HRM and organisation performance
Understanding human resource management necessitates the study of many different models, theories and agendas that demonstrate how human resource practices interrelate with organizational performance. the ‘Best practice’ model, which suggests that certain HR practices such as employee involvement and training have a general influence on improved performance, is one of the most important approaches (Mohiuddin, et. al, 2022). According to the resource-based approach, human capital is a source of value and gaining competitiveness in a diverse market. Modern models such As ‘high performance work systems assimilate HR practices for optimal performance and effective utilization, while digital HR includes advanced technology. The ‘best-fit model’ highlights the alignment of HR practices to organizational strategy and its competitive effectiveness.
The relationship between HRM and organizational performance is strong because of its effective HR practices and control over organization functions and operations, which result in increased employee productivity, satisfaction, and overall organizational efficiency (Infante and Darmawan, 2022). Well-aligned HR strategies positively affect main performance indicators, promoting a high-performance and robust organization in the 21st century, including talent management, training and strategic workforce planning. The suitable model and approach for HRM is the resource-based view model and strategic HRM are:
Resource-based view model (RBV):
The RBV model considers human capital as a valuable asset of an organization that contributes to its competitive advantage and helps in achieving overall success.
Human resources- In this HR see employee skills, education, capabilities and knowledge as the organization’s valuable assets.
Competitive advantage- The competitive advantage comes from unique, imitable and non-substitutable products and human resources.
Organizational performance- To gain high organizational performance, HR needs to connect HR practices to the organization and leverage distinguishing abilities (RBV – What Is A Resource-Based View Of Strategy?, 2023).
Dynamic ability- Strengthen the requirement for administrations to constantly adapt and develop their human resources to sustain a competitive advantage.
Limitations- The critics argue that this distorts the complex relationships between HR performance and effectiveness.
Strategic HRM (SHRM):
The strategic HRM model helps the inclusive strategic objectives of business by highlighting the part of HR practices. This model incorporates all strategic points that help in making strategies for the organization.
Integration- In this, HR combines HR policies with organizational strategies.
Long-term perspective- They focus on long-term objectives and goals of business rather than its short-term objective.
Leadership development- They give emphasis on the development of talent management and leadership skills (Strategic human resource management, 2023).
Measurement and evaluation- They contain metrics and valuations to measure the efficiency of HR strategies in accomplishing business aims.
The need for responsive and strategic HR processes in the ever-changing 21st-century situation is exemplified by a compound link between HRM and organizational performance. The connection becomes difficult due to fast technological advancements, changing employees' behaviour and demographics, and globalization. It needs a strategic, flexible and technology-driven approach. Apart from attracting and retaining talent, HR management has an important role in creating a good work culture, leveraging the efficiency of technology and adapting to the diversity and dynamic challenges faced by today’s organizational landscape. Marriott International is a good example of effective human resource management. Its commitment to employee education and development is consistent with the high-performance work systems model. Marriott conducts excellence training programs for employees to improve their skills which helps contribute to better customer service and satisfaction.
SECTION 3
Describing how HRM function can manage employee recruitment
The recruitment process is to identify, attract, and select qualified staff members to fill vacancies in an organization. To ensure the acquisition of suitable talent into particular roles, the program comprises a set of systematically defined steps ranging from job analysis and candidate selection to interviewing and induction. A recruitment process will involve a systematic sequence of tasks aimed at identifying, attracting and selecting suitable candidates for vacant positions within the organizations. To define the requirements of this role, start with a detailed job analysis (Khassawneh and Abaker, 2022). Various methods, e.g. internal promotional campaigns, online job sites and recruitment agents are involved in sourcing candidates. A selection process is followed on receipt of applications with a view to shortlisting the applicants on the basis of their merit.
The following steps will include interviews, assessments or reference checks, to assess skills and cultural fit. Extending the job offer, negotiating terms and welcoming the new employees is done through an induction process (Hamouche, 2023). This means that organizations are able to obtain the skilled employees required for their business needs and strategic objectives through this process. The different types of recruitment methods are:
Internal recruitment- Internal recruitment is the process of hiring candidates from inside the organization to fulfil the empty job positions by promoting existing employees.
Advantages
It promotes honesty, and loyalty, and follows morals and ethics in business.
It saves time and cost of business related to external hiring.
Disadvantages
It has a limited presence for acquiring the outer talent of employees.
The presence can be a reason for internal conflicts.
External recruitment- External recruitment is the process of hiring candidates from outside the institute to fill their job positions.
Advantages
It increases diversity and wider the talent group in the organization.
It carries fresh perceptions and skills.
Disadvantages
It takes more time and human resources.
The new fresher’s face challenges in the organization that are associated with adaption and changes in organizational culture.
Recruitment agencies- Recruitment agencies are external business firms that concentrate on finding and providing skilled candidates for job vacancies (Stewart and Brown, 2019).
Advantages
It engaged outside organizations to source and screen applicants.
It also provides specialized industry knowledge for important roles of business.
Disadvantages
It contains extra costs.
The quality of applicants may change from time to time.
Online job portals- It is an internet-based channel for advertising job openings and covering a large audience in the market with its high presence.
Advantages
Expanding their reach to a global level to target more audiences.
They use social media platforms to advertise new jobs
Disadvantages
Overcome recruits employees with a large volume of requests, which requires efficient screening processes.
Overreliance on online portals and social media apps can be a reason for data loosing or leaking.
For example, Marriott Hotel is actively engaged in recruiting students into the hospitality industry through campus programs as well as working with colleges and universities. This approach is in line with the dynamics of the tourism sector, where new ideas and a customer-centric approach are required. Additionally, keeping in mind the seasonal nature and variety of skill requirements within the tourism and hospitality sector, Marriott is using online recruitment platforms to gain early access to the wider talent group.
SECTION 4
Employee selection and induction in HRM with enhancing talent acquisition and integration in the tourism industry
Selection of employees: The selection of employees at the time of recruitment is an important function of the HRM department. At the same time, it includes identifying and appointing the perfect or qualified candidate for the respective job position. Moreover, the department has a responsibility to reach the expectations of the organization so the common goal can be achieved as well (Anwar and Abdullah, 2021). Nevertheless, various skills are important which include customer service, culture awareness and some specific skills.
Selection Process: the selection process consists of multiple stages that help in identifying the deserving candidate. Moreover, selection starts with identifying the skill set which is required for the specific job position. After that, the application screening and testing then the next stage of the interview starts (Armstrong and Taylor, 2020). Moreover, with every stage, some candidates get assigned while some get rejected. Further, after reviewing both interpersonal and technical skills a job offer is later given to the final selected candidate.
Types of Selection Methods: there are different selection methods are used while identifying the candidate for the job role some of them are like:
Interviews: it can be conducted in more than one round with a direct interaction between HR and the specific manager of the department.
Test: in some companies various kinds of tests can be conducted to analyse the skill and knowledge of the candidate for the job role
Reference: At the time of selecting an experienced candidate the company check about the previous experience (Wilton, 2019). Moreover, this will help in the behaviour and communication at the same time.
Group discussion: with the help of group discussion the HR can analyse the interpersonal skills of the candidate. Some of them are communication, confidence etc.
Technical round: this round is mostly used for the job role of a technical worker like an engineer, graphic designer etc. So the technical round helps to determine the ability and skills for the technical part as well.
Staff Induction: staff induction is also known as the orientation that includes the process of introducing the new employees to the culture, and policies of the organization. Moreover, in the tourism industry, the employee has to get familiar with customer services, brand standards and other important policies. Nevertheless, the company ensure that the new employees are comfortable while working in the organization.
Importance of the staff induction: Staff induction is essential for the organization and some of the major importance is as follows:
Retention rate: proper staff induction helps in staff satisfaction and eventually results in an increasing retention rate. Moreover, this also helps the company to make the new employees more familiar with the staff as well.
Legal compliance: At the time of induction the organization provide every detail related to the legal documentation and the information. So any kind of misunderstanding can be avoided as well in the future.
SECTION 5
Discuss human resource planning, performance management, talent management and career
Human resources planning: Human resource planning plays an important role in the department of HRM and directly impacts the organization as well. Moreover, the department has to keep updated about the human resources in the company. Further, the department is required to take immediate action at the time of sudden layoff or recruitment of the employee. For example, at the time of the pandemic, many companies of tourism had to lay off employees so the cost could be managed. At the same time after the pandemic, a sudden rise in tours has been seen which again created a need for workers in the industry (Stewart and Brown, 2019). So the HR department always has analysed the demand and need of the resource so the business operation can work smoothly without any issues. This is one of the important tasks of the HRM in the organization.
Performance management and its components: Performance management is the process by which every employee becomes aware of their roles and responsibilities while motivating them. Moreover, performance management consists of five main components planning, monitoring, developing, rating and rewarding. Nevertheless, those components help the HR to perform their job roles in management. Further, like the first HRM plan the task is about the following task and informs the worker about their duties then monitors the progress (Stone, Cox and Gavin, 2020). Additionally developing and rating the work performance also helps the employee to identify the skill gap. Lastly, rewarding the employees helps them to be more motivated and productive.
Talent management and its approaches: Talent management is the task where the right candidate for the right job gets identified to accomplish the goal. Moreover, with this one of the main objectives of talent management is attracting and retaining skilled employees. Nevertheless, in the recent era of growth and development, many opportunities wile threats for companies are available in the market. So a talented workforce is an essential need in the corporation as well. Further, some major approaches to talent management are like implementation of strategies and methods to attract, retain and deploy the employees (Azizi, et. al, 2021). Moreover, with the help of these approaches, the HRM department requires a skilled workforce to achieve the organization's goal and vision.
Career management and its importance in the organization's performance: Career management is very important for the employee to develop their skill and knowledge. Moreover, this also helps the company to eventually improve their work performance as well. Nevertheless, there are many ways to improve career management to enhance the organization's performance as well. For example, there are new kinds of skills and chances are required like technological advancement, sustainability practises and new laws and regulations to comply with. So the organization has to hire and train the existing employees at the same time. Further, those requirements in the context of the torus have been changed a lot like the company has to practise sustainable practise to reduce the negative impact on the environment.
SECTION 6
Employees' relation, laws and their Importance
Employee’s relation: A positive and good relationship between the employees and the organization is essential. Moreover, good employee relation helps the organization to increase the retention rate by improving the job satisfaction among the worker. Nevertheless, the HRM department makes many policies and implement various strategies to build good relation with the employees as well. Further, some practises to improve the relation are like motivating and inspiring the employees by providing rewards and reorganization. At the same time, many tourism companies are also conducting different training sessions for the employees (Chowdhury, et. al, 2023). That training session will help the employee to gain the skill and knowledge and help in the progressing in their respective as well.
Employee engagement: Employee engagement is the motivation and dedication a worker has toward the job role in the organization. Moreover, there are many ways to engage the employee in the work to enhance the organization's work performance as well. With this good employee engagement programmes also attract and retain employees. So the management needs to engage the employees to become more productive and improve their performance. Further, the five Cs help the management: care, connect, coach, contribute and congratulate (Da Silva, et. al, 2022). These five Cs also create a healthy contrition and work environment in the organization by motivating the worker while working or completing specific tasks. At the same time, the employee has a work-life balance that increases job satisfaction as well.
The basic principle of employees Law: An organization has various laws related to the employees that they have to comply with. Moreover, those lows include some basic rights of the employees that they have while working in a company. Nevertheless, there are some basic principles of the employee’s laws as well. Some of the major principles are related to discrimination, compensation, labour, hiring, termination and workplace safety. Those principles are like discrimination the company have to ensure the perversion of it while providing compensation (Tanova and Bayighomog, 2022). At the same time the labour law and terminating of contract will be with ethical practises while ensuring a safe workplace as well.
Employee rights at work: in a workplace, employees have various rights that the company have to manage as well. Some of the major employee rights are compensation, health and safety, right to fair pay, sick leave and working hours. Moreover, the company have to ensure the implementation of the laws and rights so that any kind of misunderstanding can be avoided. At the same time, the implementation can also make a good impression in the job market to attract more employees as well. Further, it also helps the company to retain the talent in the organization as well. Moreover, if the company does not comply with any of these laws then the employee can sue the organization which will impact the reputation of the corporation. Further, as part of the tourism industry, the company have too many laws to company as well.
SECTION 7
The concept of learning in the employees
The concept of learning: In the current era of changes and development, companies have to focus on learning to develop the skills and knowledge of the existing employees. Moreover, the also help the company to save the extra cost and time that they have to spend on hiring new candidates. Moreover, the tourism industry has to company focus on learning the most because in recent years serially after the pandemic the rise in consumers has been seen. So to reach the expectations of tourists the corporation has to increase the skilled workforce as well.
This seems to be a smart move when companies are seeking to maximize resources because it not only improve personnel skills. Organizations may reduce their requirement for regular hiring, along with the expenses and time limitations that go along with it, by putting money into the ongoing education and growth of their workforce (Mohiuddin, et. al, 2022). Essentially, learning turns into the engine behind the growth of a skilled, flexible, and dynamic labour force that is capable of facing the difficulties presented by the modern business landscape.
The demand to study is also necessary to the tourist sector that has seen a rise in request, particularly in the wake of a worldwide epidemic. The tourism industry has a trouble in delivering the higher standards of tourists due to the renewed enthusiasm in exploration and travel. In this particular setting, learning has even greater consequence since delivering outstanding customer service depends on having a workforce that is both talented and updated. The tourist sector must deliberately prioritise worker competency development in order to meet this spike in demand (Infante and Darmawan, 2022). In adding up to covering the technical parts of the field, this entails developing soft skills like solving issues and interaction, which are necessary given the service-based character in the tourist sector.
Additionally, learning has benefits that go outside gaining new ability right away. It encourages staff member to experiment using new data and techniques by fostering an innovative culture within the business. In a result, the organisation is improved equipped to predict market trends and adapt rapidly to the shifting tastes of its customers. Flexibility and creativity become critical distinction in an industry that is changing quickly, and staffs that continually learns has a stronger chance to add to the achievement of the firm as a whole. As businesses begin implementing learning initiatives, leadership is essential (Khassawneh and Abaker, 2022). In order to create an atmosphere that encourages continual learning, leaders are essential. They have to promote an environment which motivates staff members to seek chances for professional development and to improve and re-skill. This involves recognizing staff members for being committed to learning in addition to giving them accessibility to training initiatives.
Conclusion
In summing up, HRM role is vital for organisational leadership as it acts as a link among employees and organisational objectives. Strategic human resources management (SHRM) along with the Resource-Based View, or RBV, model constitute two of the methods that are included in HRM. RBV emphasises the strategic use of people as an instrument of advantage, stressing the unique abilities and qualities that each member of the staff brings to the table. SHRM, on the contrary improves organisational efficiency by coordinating human resources processes with overarching company objectives. When implemented to the tourist sector, HRM emerges as a key ingredient for success. Efficient hiring, choosing, and training of new hires are critical processes that need customized approaches to improve the acquisition of talent and integration. In the constantly shifting tourist industry, the planning of human resources, performance management, talent administration, and job growth all play a part in maximizing the staff.
For a successful future, understanding the complicated world of labour regulations and relations with staff is essential. HRM maintains compliance with the law and promoting good employee relations, which results in an efficient work environment. Furthermore, in the tourist industry's effort to satisfy evolving client expectations, the notion of learning inside the HRM function is vital. In along with improving skills, ongoing education promotes innovation as well as adaptability among workers.
Refrences
Books and Journals
Anwar, G. and Abdullah, N.N., 2021. The impact of Human resource management practice on Organizational performance. International journal of Engineering, Business and Management (IJEBM), 5.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Azizi, M.R., Atlasi, R., Ziapour, A., Abbas, J. and Naemi, R., 2021. Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach. Heliyon, 7(6).
Chowdhury, S., Dey, P., Joel-Edgar, S., Bhattacharya, S., Rodriguez-Espindola, O., Abadie, A. and Truong, L., 2023. Unlocking the value of artificial intelligence in human resource management through AI capability framework. Human Resource Management Review, 33(1), p.100899.
Da Silva, L.B.P., Soltovski, R., Pontes, J., Treinta, F.T., Leitão, P., Mosconi, E., De Resende, L.M.M. and Yoshino, R.T., 2022. Human resources management 4.0: Literature review and trends. Computers & Industrial Engineering, 168, p.108111.
Hamouche, S., 2023. Human resource management and the COVID-19 crisis: Implications, challenges, opportunities, and future organizational directions. Journal of Management & Organization, 29(5), pp.799-814.
Infante, A. and Darmawan, D., 2022. Gender Equality: Women's Involvement in Human Resource Management Practices. Journal of Social Science Studies (JOS3), 2(1), pp.27-30.
Khassawneh, O. and Abaker, M.O.S.M., 2022. Human resource management in the United Arab Emirates: Towards a better understanding. In HRM in the Global South: A Critical Perspective (pp. 103-128). Cham: Springer International Publishing.
Mohiuddin, M., Hosseini, E., Faradonbeh, S.B. and Sabokro, M., 2022. Achieving human resource management sustainability in universities. International Journal of Environmental Research and Public Health, 19(2), p.928.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Tanova, C. and Bayighomog, S.W., 2022. Green human resource management in service industries: the construct, antecedents, consequences, and outlook. The Service Industries Journal, 42(5-6), pp.412-452.
Wilton, N., 2019. An introduction to human resource management. An Introduction to Human Resource Management, pp.1-632.
Online
RBV – What Is A Resource-Based View Of Strategy?. 2023. Online. Available through. :< https://thinkinsights.net/strategy/rbv-strategy/>
Strategic human resource management. 2023. Online. Available through. :< https://hr.university/shrm/strategic-human-resource-management/ >
