Research Mind Map for Hotel Human Resource Management
In the challenging landscape of hotel human resource management, key issues include high employee turnover, low motivation, uncompetitive compensation, and stressful working conditions.
strives to seek new ways for creating a positive environment for employees and guests
helps to retain hard working and talented employees
fosters a workplace where employees feel happier and more fulfilled which translates into a positive experience for guests and visitors at the hotel
keeps everyone motivated about coming to work at the hotel
addresses employee complaints and feedback
ensures constant regulation and maintenance of appropriate behaviour of all employees regardless of position at the hotel
ensures the hotel is always improving on existing infrastructure and norms in daily operations
promotes equality, fairness and human rights in the workplace
ensures non-discriminatory hiring practices at the hotel
all employees regardless of background or minority group association feels welcomed, respected and valued
Purpose
hiring/recruitment
posting job vacancies online
training new hirees
conducting interviews
design employee social events, welfare programs, recognition events, company-wide meetings
events promoting equality rights of minority groups
company-wide and departmental Christmas parties
motivate employees
host awards ceremonies for employees of the month
design competitive compensation packages for hotel employees of each department
Opportunities
identify new ways to design workplace framework
work with hotel management and executives to create a more people-centric environment where not only guests but employees feel valued as well; employees should feel they have an actual stake in the company where their needs and preferences are respected
construct new company policies and procedures which consider employee feedback and concerns
recognize employees for their hard work and loyalty to the company
reward consistent (annually) compensation increases and bonus payouts to employees with positive attitude about their work and their company
design regular and periodic events awarding excellence in the workplace
develop new and enhance existing employee welfare programs
form partnerships with competitor hotels or local agencies for organizing networking events and friendly competition in sports and recreation to build a like-minded community of hotel business professionals
events hosted for awareness about challenges faced by LGBTQ and minority groups
Issues
retaining top talent
many hotel company options with various offerings for prospective employees
lack of career advancement opportunities
low employee motivation
inflexible work hours
low/uncompetitive compensation relative to other industries
depression
high employee turnover
lack of job appeal
stressful jobs
Challenges
skilled labour shortage
formal hospitality management post-secondary degrees are still not as prevalent as other mainstream careers such as medicine, accounting and engineering
lack of young business professional specializing in hospitality management
finding strong talent
limited number of qualified candidates
umpteen number of talent recruiter websites
lack of time required for finding appropriate talent
lack of post-secondary schools grooming students for hotel management
budgetary restrictions
fixed hourly wages and salaries for various types of employees at the hotel
lack of funds approved for use by finance department
