CROSS CULTURAL HRM

Global Business Issues in Cross Cultural Human Resource Management

Abstract

This research paper will discuss the management of human resources in the hospitality industry around the globe, using some specific business as examples;. It utilizes the core concepts of international business in this regard and comprehensively addresses the issues providing recommendations for future course of action. It also provides personal application for improving the future prospects and performance of a global business manager.

Global Business Issues in Cross Cultural Human Resource Management

Research Questions and Aims and Objectives

Aims and Objectives

Following are the aims and objectives of this study:

To identify the style of management of human resources in the hospitality industry in different cultures around the world.

To identify the global issues related to the management of human resources that is associated with these differences in styles of management of Human Resources.

Research Questions

What are the differences among the requirements of human resource in the hospitality industries in different countries around the world?

How do these differences in the requirement of the human resource affect the performance of the hospitality industry around the globe?

What do the hopistality industry around the globe do in order to deal with the issue of different requirements of the Human Resources?

Literature Review

Training

Training is one of the initial costs in a total quality initiative. This is done to improve the skill level of employees, but also to improve motivation (training can be a rewarding, and it is often more rewarding to do work that we know how). So not surprisingly, it is something many companies whose investment reluctant. Even if, they make the investment, often are very careful to measure the benefits compared to costs (Arnold, Quelch, 1998, p. 91-94).

Investigation of training needs is important, especially in the hospitality industry, which is known for its traditional approach in terms of human resource management. The following report aims at developing an understanding of the current situation of graduates of hospitality ", as well as hotel managers skills and professional development. Primary research was conducted through a series of four focus groups, based in Sydney, Brisbane and the Gold Coast, with the professionals of the hospitality industry. A comparative analysis was completed and then compares the results to identify problems or deficiencies. Firstly, the results show that there is general agreement that the changes that occur in the training of specialists in the hospitality industry. However, these changes are often recommended by scientists and not necessarily accepted industry.

All members of the group acknowledged that more and more common, adding to the curriculum developed as employees need to respond more quickly to environmental changes. In essence, a balance must be found between theory and practice. The second major problem arising from the study is that the industry is not very attractive for a new generation of graduates. It contributed to a better work / life balance than that offered by the hospitality industry. For these reasons, the industry should also concentrate on developing more attractive in terms of function, salary and professional development (Barberis, ...