HUMAN RESOURCE MANAGEMENT FOR TRAVEL AND TOURISM

Human Resource Management for Travel and Tourism

Table of contents

Introduction3

Key elements of HRM, roles & objectives4

Importance of HRM strategy7

Payment7

Employee relations9

Development11

Performance12

Role of training and development13

Conclusion15

References16

Appendix17

Human Resource Management for Travel and Tourism

Introduction

The travel, tourism and hospitality industry is highly labour orientated, making recruitment training and development a major priority with most organisations. Employees are the most vital asset to companies because they are the ones on the front row, which the public see everyday, they have customer contact as their main method of communicating their products and services. Hence the reason HRM managers have heavy responsibilities on choosing the right candidate when it comes to the recruitment process. This is the same when it comes to training and developing the right people to meet the company's requirements. The company will need to offer the appropriate reward structures and the opportunity for employee participation. Human resource management can be a hard but a rewarding job. Choosing the right person for the job is vital, if the wrong person is chosen for the job it could lead to a disaster; this is because if they hire a person and that person isn't right for the job then it could be hard to get them out of the company.

“Human resource management (HRM) is a strategic and coherent approach to the management of an organisation's most valued asset. The people working there who individually and collectively contribute to the achievement of its objectives...” (Armstrong 2003)

As a group we believe this means that HRM is all about what strategies and approaches that as a manager they have to undertake. They try to make things simple to help make the day-to-day tasks easier, working individually to achieve a goal at the end of the day as a team.

P1: Examine Human Resource Management

Human Resource Management is based on ideas and techniques developed to enhance worker motivation, productivity and performance. The overall purpose of human resource management is to ensure that the organisation is able to achieve success through people.

“HRM systems can be the source of organisational capabilities that allow firms to learn and capitalise on new opportunities.” (Ulrich and Lake 1990)

The HRM model emphasises on the strategic management of people, which achieves integration between the business and the Human resources strategy. A broad and logical approach to the terms of equally supporting employment polices and practices, i.e. the development of integrated HR polices and practices. The importance placed on gaining commitment to the organisation mission and values it's a 'commitment preference.'  The treatment of people as assets rather than costs, they are regarded as a course of competitive advantages and as human capital to be investigated through the condition of learning and development opportunities. An approach to employee relations that is unitarist rather than pluralist this just means that employer's and employee interests should coincide. The performance and delivery of HR manager is a high responsibility and should be taken carefully and should not just be given to anyone only ...