Empowerment of the Employees in the Hospitality Industry Essay

Introduction Human Resource Management group of any type of business group play a great role in any organization’s progressive procedures. This is especially true in terms of the organization’s joined in the hospitality industry. Most likely, it is agreeable among all business organizations that the people or the target market is the main source of the â€Å"blood line† of any business group at that. Constant referral of the people as the main source of life for the said organizations certainly leads to the idea that most of their activities and business operations are aimed to please the clients that they ought to serve basing on the products and the services that they offer for public consumption. This is the reason why understanding the primary role of HRM in the progressive procedures of the said hospitality industry organizations is an important factor that must be dealt with in examining the progressive factors that contribute to the advancement of the hospitality industry within the American society as well as around the world. The fact that the key role of the employees within an organization is to keep its reputation up with regards the service that the company gives to its clients, there should be a certain span of attention given to their motivated progress as part of a progressing company as well. However, to know the most important factor contributing to the progression of this discussion, it is important to examine what really is the hospitality industry pertaining to? Background of the Study The business organizations making up the hospitality industry are mainly those that are serving the social market with the best service that they are able to offer to the human community. Overall, the organizations that are concerned with servicing the human society at the best possible process that they could are considered a member of the hospitality industry. The organization’s constant aim of giving state of the art service to the people makes them survive in the industry that they are involved with. To give at least a much vivid picture of the industry, the discussion of its four major branches shall help in the process of comprehension of the issue being talked about. The said four branches of the hospitality industry include (a) Accommodation Service Providers, which includes hotels, public houses for rent, motels, resorts and sanatoriums; (b) Travel and Tourism, which includes travel agents, airline cabin staff and travel technology; (c)Bars and Clubs which includes nightclubs and public houses; (d) Service and Support such as accountancy as well as occupational health and spa. The branches mentioned herein show the obvious fact that the organizations that are involved within the said industry tries to pioneer in the market of entertainment and servicing activities that actually ease the responsibilities of the human society. Since this is a fact that makes up the entire hospitality industry, it should be considered that human effort is a very important factor in the progress of the said industry. Hence, empowering them and giving them the attention that they need for them to be motivated enough to perform the best possible service that they could offer both the company and their clients as well. This particular procedure of taking care of the inner force of certain servicing organizations indeed affects the overall reputation of the entire business that also affects its performance in the world trade market. This is the main reason why it is very important for the administrations of several servicing organizations to understand the impact that motivational procedures have on the status of the progressive steps that the business groups are trying to aim for and complete within their operational engagements. This is where the involvement of the Human resources Management enters the situation. The motivational procedures that they are taking into consideration actually affects the performance of the entire business organization in the industry. Human Resources Management: The Challenges and Changes The need for having strong health assistance systems in large urban cities in the United States as well as other highly industrialized countries around the world is a challenge to many medical institutions that provide the needed services for such concerns. This is where the role of the Human Resources Management comes in. As known to many, this kind of issue demands a high shift on the human resource systems that a certain company uses. As for medical institutions such as Mt. Carmel and Tucson Medical Center, hiring and retaining employees within the work loading systems of the medical institution was much of a hard challenge for them. In the paragraphs to follow, the issues along with the responsibility of the Human Resource Management team of both medical institutions shall be discussed. The resolutions made for the said issues would also be tackled afterwards. The HRM Responsibilities The Human Resource Management Department or team is a common section that every profit or at times even non-profit organizations have. The reason behind the constant existence of this bisection in every organization is the fact that it has so much control over the staffing systems as well as providing the people within the organization with what they are due as well as with what they need (Clarke, 1998). In this regard, the importance of the presence of this organizational sector is then essential for keeping and motivating employees do their best in their assigned duties. As mentioned earlier, the challenge that has mainly directed HRM teams of both Mount Carmel Medical Institution and Tucson Medical Center to resorting to some revolutionary solutions to be able to meet the said challenges. Indeed, the responsibility that they have towards the employees that include providing them with what they need while still upholding the objectives of the institution to gain the best possible profit solution for the organization. The balanced view towards these needs have to be addressed thoroughly by the HRM team. By doing so, they are expected to provide the stakeholders of the organization with what they needed at a best possible solution (Keener, 1999). Before, the solution that both company’s HRM team was hiring temporary nurses to fill in the need. However, in due time, temporary nurses were not able to fill much of the needs of the said medical institutions. The Best Solution With the introduction of new technology and information processing systems through the internet, the revolution of network based staffing remedies hosted by some information programming companies has been the best possible solution for many people support techniques that different organizations in the business industry use today. This fact has also been proven true by the way Mount Carmel and Tucson Medical Center have faced the challenge of effectively using the human resources that they already have and doing away with hiring temporary nurses to fill in the void positions in the hospitals. At first, the HRM team of both medical institutions has had doubts on how effective the online processes could be for their employees. However, when they saw that the said program would be much beneficial both for the hospital’s objectives as well as with the employees, they took the chance of implementing the said resolution. As a result, this system has provided both institutions with so much ease and best results for the services that they offer to their clients who are hoping for excellent healthcare provisions. Implementing such programs have fully equipped the Human Resource Management teams to rearrange the staffing system in the institutions they work for while also being able to provide the organization with what they expect from their service operations. However, the said implementation also has its own disadvantages as further enlisted by Maureen Minehan in the article â€Å"Technology’s increasing impact on the workplace†. The said advantages are as follows: †¢ Portability †¢ Discrimination †¢ Legal issues †¢ Worker’s compensation and liability scheduling (1997) The said issues are considered to be among the least yet most important details that must be considered in the implementation of online programs for staffing employees. Minehan further adds that it would not be so much a surprise that because of the implementation f such technological systems, the said techniques that are governed by technological advancement â€Å"would eventually change, thus also affecting the activities of the HRM teams of the organizations† (1997). The existence of the new technological innovations on information sharing is indeed a gift to the social systems, especially organizational systems that exists today. However, like other remedies, the said innovations have their own advantages and disadvantages once they are implied. Hence, this is the main reason why the Human Resources Management teams are further faced with the challenge of whether to apply the said technological innovations in their company’s system or not. The important thing though is the idea that whether they would implement it or not, the main focus of their job is to provide the company and its employees with the best benefit that could get from the service that they render the clients of the organization. By being focused in the said responsibility, it would be easier to choose on whether to implement the technological programs or not. Management and the Hospitality Industry T, take for example the Australian economy. The Australian community is made up of a large number of minorities or immigrants who have been entering the boundaries of the country searching for employment. Hence, through this particular truth, it could be observed that the management teams of the business organizations in Australia faces the challenge of dealing with the differences of the people who are employed in the country especially in the hospitalityindustry (Leat, 2001, 14). This is particularly the one of the reasons why management and its procedural applications could not simply be passive agent in the foundation of a fine employee relations structure.(Greenwood, 2005, 19) The fact that the internal effects of globalization is focused upon the idea of employing people more than ever, the Australian retailing industry primarily aims to commit its services to the people as much as it could. Along with this, the business organizations are given the high privilege of making a difference in the society, aiming to continuously allowing people see the fact that through employment, they could be able to satisfy their needs and their demands with regards an aimed lifestyle that they have always dreamed of for them and their families as well (Kaufman, 2003, 25). This particular truth on employment satisfaction is the primary reason why the management teams are established. TO be able to motivate the employed personnels for them to work with the goals of the organization along with their personal aims as well, It is necessary to develop the ways by which the management is able to provide them with the satisfaction that they need (Kaufman, 2003, 19). This is the way by which an employee relations procedure is established for the betterment of the entire workforce of business organizations. Hospitality Organizations are expected to control a large number of employees as they are mainly empowered by the selling abilities of salesclerks and cashiers and other rank and file positions within the organization. Creating a fine working environment for the employees would certainly help in the establishment of a strong business organization. Through policing and employee relations establishment the said motivational factor that would assist the employees in working their efforts towards the right path of success is indeed needed.(Greenwood, 2005, 56) This is where the management procedures practiced by the management teams of different organizations enters the scene. Several hospitality companies in Australia are paying much to be able to help their workforce have a clear motivation towards their goals as well as with the company’s goals (Bruce, 2004, 21). Conclusion Continuously sticking to the example carried herein with regards the Australian economy, it could be noted that there are those that preempt the industries in Australia as neither as strong or even a weak status in the world economy. At some point, the said reactions are derived form the fact that the hospitality industries are at some point lacking the capability to assist their employees in reaching their goals making it harder for the workforce to perform well, which might result to lesser successful accounts of profitable outcome for the Australian economy. This is where the importance of human resource management should be strongly applied among hospitality organizations. From this perspective, it could be observed and thus proven that the management sector of any organization is definitely not a passive agent when it comes to empowering the human relations of certain business companies especially in the Australian Hospitality Industry (George, 2005, 65). Most often than not, it could be noted that the Management team even has the largest responsibility in creating the possibilities for a larger, more successful employee relations within the hospitality industry systems. Especially taking into consideration the major role of the human resource management in empowering the people of those who are working within the hospitality industries, it could be observed that people are supposed to be served and be serviced at the same time. The ability of the human resource management to create possibilities by which the stakeholders of the organization would actually benefit from could actually help the said industry grow towards its peak servicing operations within the human society. From the study presented herein, it could be noted that there are several responsibilities that the HRM need to attend to. However, because of the focus that they have to put on empowering their own people, they need to balance the aspects that they ought to take into consideration in actually completing their responsibilities. BIBLIOGRAPHY Maureen Minehan . (1997). 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