For businesses it is critical to ensure that they create an effective and comprehensive strategy for human resource management. The functions of human resources are associated with employee recruitment, selection, development and training of employees, compensations, benefits, employee relations and much more. An effective human resources plan can help in handling problems which may rise for the hotel and its employees (Stewart and Brown, 2019). This plan considers numerous factors such as culture and size of business, market competition, budget and financial resources of hotel. This report is aimed at analyzing and evaluating key features of employment market, recruitment, selection and induction practices, retention strategies, diversity management and flexible working initiatives.
The content of labour market is complex as its functions are associated with market economy, economics, education and social nature. According to Atkinson and Storey (2016) Employment market functions involve distribution function of employment on industries, professions, sectors, territorial areas and qualifications, revenue sharing of economic operators, training function, through all these functions labour remuneration can be accomplished. The social function of employment market is associated with meeting supply and demand of labour, humanization of labour, improving conditions of labour, protecting the unemployed and retraining them. The training and education function includes information related to vocational training, education, work experience accumulation and reintegration of labour. Development and training opportunities will help hotel to retain employees. Political function is associated with reinforcing political and social stability. One of the most common features of employment market is that it is segmented which creates differences in supply and demand of labour. There are three levels of employment market which are primary, secondary and tertiary. The first level includes workers of the hotel who are at advantage of training and higher education. In this level there is employment and income stability and there are real professional growth chances. Rather than hiring new employees, hotel may consider filling vacancies through internal promotions. According to Piasna and Myant (2017) the secondary segment involves high staff turnover, low level of employee skills, wages are also low, there are less opportunities for promotion and professional growth prospects are few. This segment of employment market has less access to training and education.
Employment market is depends on jurisdiction, working schedule, duration of contract and location of labour. The employment market is inflexible and rigid, thus it may impact process of recruitment. Rigidity in labour market is natural due to legal and institutional aspects, geographical evolution, professional training and lifestyle. There are differences in salaries which exist within hotel industry. This is because inflation and unemployment rate may be high. Another factor of rigidity is minimum wage in employment market which may not leave any space for adjusting to market conditions. Study conducted by (Behrens, et. al, 2014) minimum wage may affect level of productivity and need for hiring new employees. If the productivity of employee is lower than the minimum wage, the hotel may decide whether it wants to dismiss or does not wants hiring of new personnel. In case, the minimum wage level is higher then negative outcomes related to employment and there are more individuals whose productivity is low like young generation who does not have education or experience, then they are not included in workforce market and they are performing duties without any legal documents. The hotel industry is dynamic and flexible which may lead employees to switch jobs quickly and create high quality workplace. This encourages employees to opt for better paid jobs and results in growth of employee’s number. Another major feature of employment market is flexibility. This flexibility promotes employment as well as atypical positions such as jobs that have variable work schedule, part-time jobs that have reduced work hours and self employment. The hotel is offering part-time jobs to employees which keep shifting day and night. This affects process of recruitment as not all employees may be willing to switch constantly between day and night shifts.
Regulations and laws are also a key feature of employment market. This feature of market is specifically associated with workforce and requirement for ensuring employee protection and loyal competition. The employment market legislation can help in improving fight against unemployment and effective management of employment population. Employment market is dynamic and determined by factors of education, training and demographic. Another major feature of employment market is that it is competitive. The competition in the market affects the process of recruitment and retention especially for managerial and reception roles. Employment market is growing more diverse and aggressive. This requires hotel to be more specific when selecting candidates for managerial and reception roles. In case hotel recruiters are unable to meet expectations of recruitment measures, it can affect hotel negatively. Study conducted by Dube, et. al, (2016) showed that the impacts include high development and training costs which deactivates high turnover rates and poor execution. Competition feature of employment market needs hotel to offer competitive benefits and compensation package. It requires hotel to assure that packages are remotely aggressive and reasonable. For minimizing the impact of competition on recruitment and retention, hotel can also offer candidates a decent employee referral program. As the hotel is running of budget, such referral program would be a cost effective method. Employee market trends can be tackled by making application simple that is through online platforms. Labour market trends require employers to build their image by using social networking sites. The people who are conducting the interview need to be well-trained so that they are able to find right people for the job. Hotel can opt for a hiring model which is elastic and consistent so that it can be adjusted according to the changing workloads and conditions. The labour market trends keep changing and impact recruitment and retention process which can be handled by hotel by adopting appropriate practices in recruitment, selection and induction.
The process of human resources involves recruitment, selection and induction. This includes finding, hiring and training of employees. In today’s global market the talent pool is quite big and it is also competitive. According to (Hasoon, et. al, 2018) revealed that if there is no strategy in place for process of human resources then it might not be able to bring appropriate talent to the organization. This is often termed as full life-cycle recruiting. The hotel first needs to figure out what it needs in terms of knowledge, competencies, experience and budget for hiring. It is also to be ensured that this is aligned with recruitment, induction and corporate requirements.
The process of recruitment involves identifying needs of the organization for employing people to the extent that application forms arrive in the organization. Two kinds of recruitment practices can take place which include internal recruitment and external recruitment. Internal recruitment can results in lots of savings for the hotel. The employers already know very well how business operations would require training and time for new employees in order to fit in. Thus, they look for people from within the organization. For the hotel this strategy can work in form of promotion. Internal promotion act can also help in incentivizing staff to work harder. Hotel can also use following recruitment practices for employing people in managerial and reception roles:
The search and hiring of right talent can be difficult. There is skills shortage, tough market competition and diversity in candidates’ expectations of jobs which has complicated the process of recruitment and selection for HR managers. The selection process provides an opportunity to HR to hire best candidates. The HR managers of the hotel are under constant pressure for cost savings and they need to work keeping in mind budget constraints. Selection of right people for business can be done by adopting following practices:
The new hires of the company are provided with induction programmes that allow them to meet other workers and skills are shown to them that they must learn. The initial days at the work involve observing and an experienced worker teaching some basic skills to new hire for performing the job. Large firms arrange detailed training scheme which is done in-house while the hotel can also arrange a small session of induction. The best practices of induction include following:
Hotel can adopt these recruitment, selection and abduction practices for effective management in critical times.
The hotel chain is experiencing high turnover as most of the female employees are leaving both managerial and reception roles and only male employees are left which has given rise discrimination cases. This may be because company does not have right retention strategies, the management of diversity is bad and employees are not being provided with flexible working hours. Following are some recommended initiatives which can be used by hotel chain for dealing with issues.
The management of the hotel chain needs to implement retention strategies which will help in retaining employees for long period of time. When a hotel hires new employee, it invests its money and time on them for bringing him to level of existing employees. Employees are constantly looking for change thus they may leave the hotel if their needs and desires are not being fulfilled correctly. Therefore, hotel chain is required to implement following initiatives for retaining employees so that it does not have to invest in new employees:
One of the basic problems hotel chain is facing is related to diversity. The hotel chain needs effective diversity management technique that will promote inclusion of employees from different backgrounds by incorporating new programs and policies. Adopting strategies of diversity management will allow to mitigating pending discrimination cases. Following practices of diversity management can be employed by the hotel:
The developments in technology, communication systems and enhanced consideration related to work-life balance have increased importance of flexible working initiatives. Recent research conducted by Timewise claimed that in UK there are 87 percent full time workers who have flexible working hour. The flexible working policies were actually designed for assisting working mothers yet with time these practices are becoming a part of organization as employees are demanding more flexible hours. Flexible hour policies also let organization to retain employees. Hotel chain can implement flexible working initiatives which help them retain employees. Flexible working hours can be incorporated by adopting following practices:
Such policies of flexible working hours and diversity management will help in retention of employees.
Based on the analysis and evaluation conducted above related to employment market, recruitment and retention strategies, it can be concluded that hotel chain needs to remain competitive by enhancing diversity management and employee retention through flexible working initiatives. The issues of discrimination can be tackled by implementing policies of diversity management while issues of high turnover rate can be tackled by incorporating policies of flexible working.
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