Human resource management in tourism

Explain the meaning of Human Resource Management Understand the objectives of Human Resource Management Explain the meaning of HRM. Flippo (2007), Human Resource Management is "the planning, organization, direction, and control of the procurement, development, compensation, integration, maintenance, and reproduction of human resources for the purpose of achieving individual, organizational, and societal objectives".

SIGNIFICANCE OF HRM

Gaining the cooperation of employees is one of the main challenges facing management. Example: Career growth and financial benefits for employees, growth and development of the organization and welfare of society.

OBJECTIVES OF HRM

To organize and maintain manpower needs in the organization for its smooth functioning and secure placement of the right man on the right job. To identify and satisfy employee needs by offering various financial and non-financial incentives in addition to the welfare facilities and developing employee benefits to improve employee motivation.

SCOPE OF HRM (Sheetal Kejriwal et al. 2015)

To provide employees with training to develop skills, increase productivity and improve individual and organizational performance to achieve desired results. To integrate employee-management interests and maintain good working relationships to achieve individual and organizational goals.

HRM in employee welfare: It deals with work environment and other facilities at work

HUMAN RESOURCE MANAGEMENT IN TRAVEL AND TOURISM
SUMMARY
KEYWORDS
SELF ASSESSMENT QUESTIONS
FURTHER READINGS

One of the most important factors that determine the success of a travel business is the HR department. Ram Kumar Balyan and Suman Balyan (2015), 'Modern Human Resource Management (Text and Cases)', Himalaya Publishing House, Mumbai.

Lesson – 2

FUNCTIONS OF HRM

INTRODUCTION
FUNCTIONS OF HRM
Managerial Functions
Operative Functions

Employment : It is the first operative function of Human Resources Management (HRM)
Human Resources Development
Compensation
Human Relations
Other functions

They are required to have a thorough knowledge of the organization and its intricacies and complexities. According to John Bratton, “strategic human resource management is the process of linking the human resource function to the strategic objectives of the organization with the aim of improving performance”.

HR POLICIES

INTRODUCTION
DEFINITION OF HR POLICY
IMPORTANCE OF HR POLICIES
FEATURES OF HR POLICIES
SOURCES OF CONTENT FOR FORMULATING HR POLICIES
STEPS IN THE FORMULATION OF HR POLICIES (VSP Rao, 2008)
GUIDELINES FOR HR POLICY FORMATION AND PREPARATION OF HR POLICY MANUAL
AREAS WHERE POLICIES ARE COMMONLY ESTABLISHED
EVOLUTION OF HR POLICIES IN INDIA
SUMMARY
KEYWORDS
FURTHER READINGS

As a result of liberalization, industrial relations and Human Resource Management (HRM) have assumed strategic importance. As a result of liberalization, industrial relations and Human Resource Management (HRM) have gained strategic importance in India.

HUMAN RESOURCE PLANNING

INTRODUCTION
DEFINITION OF HUMAN RESOURCE PLANNING
SIGNIFICANCE OF HUMAN RESOURCE PLANNING
OBJECTIVES OF HUMAN RESOURCE PLANNING (VSP Rao, 2008)
HUMAN RESOURCE PLANNING PROCESS
Deciding the goals/objectives
Estimating future organisational structure and human resource requirements
Inventory of present human resources
Determining manpower gaps
Formulating HR Plans
Trend Analysis involves study of an organisation’s employment needs over a period of years to predict future needs. We can study the number of employees at the end of each year
Scatter Plot Method is used to identify the relationship between two variables. Example
Managerial Judgement: Senior managers arrive at manpower requirements based on their past experience
Age Inventory shows age-wise number and category of employees and it is useful for future selection and promotion of employees
Replacement charts show the present performance and promotability of inside candidates for important positions such as General Manager, Vice President, etc
Computerised Human Resources Information System (HRIS) system provides valuable information about all categories of employees in the organisation and it can be used

GUIDING PRINCIPLES OF EFFECTIVE HRP (Krishnamoorthy et al. 2017) ___________________________________________________________________________
SUMMARY
KEYWORDS
FURTHER READINGS

Human resource planning is a management activity aimed at acquiring, utilizing, improving and maintaining the human resources of an organization. Other senior managers should also be involved in the implementation of human resource planning in the organization.

JOB ANALYSIS

INTRODUCTION
CONCEPTS (Mamoria and Gankar, 2005)
PURPOSES OF JOB ANALYSIS (Aswathappa, 2005)
CONTENTS OF JOB ANALYSIS (Mamoria and Gankar, 2005)
JOB ANALYSIS PROCESS (VSP Rao, 2008)
JOB ANALYSIS METHODS
JOB DESCRIPTION
JOB SPECIFICATION
SUMMARY
KEYWORDS
FURTHER READINGS

This step involves describing the job's content in terms of functions, duties, responsibilities, operations, etc. Employees know the specific duties of the job, and supervisors are aware of the job's relationship to the rest of the organization. The expert panel method uses senior job holders and superiors with extensive knowledge of the job.

The next part of the job description provides the qualifications needed to perform the job satisfactorily. A job specification cuts to the quick with your requirements, while the job description defines the duties and requirements of an employee's job in detail.

RECRUITMENT

INTRODUCTION
CONCEPT OF RECRUITMENT
PURPOSES AND IMPORTANCE OF RECRUITMENT (Aswathappa, 2005)
RECRUITMENT PROCESS (Mamoria and Gankar, 2005)
Recruitment Policy
Recruitment Organisation
Forecast of manpower requirements
Sources of Recruitment
Methods of Recruitment
Evaluation of Recruitment Programme

RECRUITMENT POLICY (Bibhuti Bhusan Mahapatro, 2010)
SOURCES OF RECRUITMENT (Chandramohan, 2008)
RECRUITING IN THE INTERNET AGE : E-RECRUITMENT
FACTORS AFFECTING RECRUITMENT (Bibhuti Bhusan Mahapatro, 2010)
SUMMARY
KEYWORDS
FURTHER READINGS

The recruitment process begins when the personnel department receives recruitment requests from each department of the company. It specifies recruitment objectives and provides a framework for implementing the recruitment programme. The recruitment policy of any organization derives from the personnel policy of the same organization.

Promotion can be defined as "promotion of an employee to a better job with particular reference to increasing pay and status". For legal, ethical and practical reasons, it is crucial for the recruiter to be acutely aware of the organisation's external environment.

SELECTION, PLACEMENT AND INDUCTION

INTRODUCTION
CONCEPT OF SELECTION (Mamoria and Gankar, 2005)
PURPOSE OF SELECTION (Vikas Arora and Seema Arora, 2011)
ESSENTIALS OF SELECTION PROCEDURE (Subba Rao, 2005)
SELECTION PROCESS (Subba Rao, 2005)
Final interview

BARRIERS TO EFFECTIVE SELECTION (Aswathappa, 2005)
PLACEMENT (Mamoria and Gankar 2005, Aswathappa 2005)
INDUCTION (VSP Rao, 2008)
SUMMARY
KEYWORDS
FURTHER READINGS

According to Yoder, 'the hiring process is a or can 'go, no-go' gauges. The purpose of tests is to obtain additional information to assess the employee's suitability for the job. Byham puts the use of selection tests in these words: "The tests are the most measured, the least understood, yet the most valuable source of information about applicants." There are a large number of tests designed to measure human behavior for a job applicant.

The job should not be adapted to the man's qualifications or requirements. The employee must be made familiar with the working conditions that apply in the organization and all things related to the job.

TRAINING AND DEVELOPMENT

INTRODUCTION
DEFINITIONS

Definition of Training
Definition of Development

IMPORTANCE OF TRAINING AND DEVELOPMENT IN AN ORGANIZATION 1. For organization

Reasons that demonstrate the importance of training and development

TRAINING PROCESS
Decide if Training is needed
Determine What Type of Training is needed
Identifying Goals and Objectives
Implementing the Training
Evaluation Training Program

Inputs in Training and Development
BENEFITS OF TRAINING AND DEVELOPMENT
KEY WORDS
Self Assessment Questions

However, investing in training and development is generally considered good management practice to maintain appropriate expertise now and in the future. Training and development program facilitates better utilization of an organization's resources, ie. man, machine, material and money. It is important for a company to break down the training and development needs in order to target relevant people.

In an ever-changing and fast-paced business world, training and development are an indispensable function. Training and development is one of the lowest things on the priority list of most companies.

TRAINING IN AN ORGANIZATION

Objectives
INTRODUCTION
DEFINITION

TRAINING STRATEGY Analyze Your Needs

TYPES OF TRAINING
Induction training
Job instruction training
Vestibule training
Refresher training
Apprenticeship training

Training Methods: on Job Training and off the Job Training Methods Training Methods: On Job Training and off the Job Training Methods!

On-the-job Training Methods
Off-the-Job Training Methods
On-the-job training Methods

Coaching
Mentoring
Job Rotation
Job Instructional Technique (JIT)
Understudy

Off-the-job Training Methods

Lectures and Conferences
Vestibule Training
Simulation Exercises
Sensitivity Training
Transactional Analysis

It is training for the actual job that must be done by an employee, but that is carried out away from the workplace. It is the process of training employees by rotating them through a series of related jobs. Training is a program organized by the organization to develop knowledge and skills in employees according to the job requirement.

Conversely, Development is an organized activity where the workforce in the organization learns and grows; it is an act of self-assessment. Vestibule Training: This is the training in actual work to be done by an employee, but away from the workplace.

CAREER PLANNING IN TOURISM AND CAREER DEVELOPMENT

Objectives
Introduction

What Is Tourism?
Courses in travel and tourism
Important features of the travel and tourism industry
Why Career in Tourism?
What skills must you possess?

Job prospects in the Tourism Industry

Enhancing skills to increase employability

CAREER PLANNING FOR TOURISM AND HOSPITALITY Following must be considered while implementing a tourism training strategy
SUCCESSION PLANNING
Identify critical positions
Identify succession management strategies
Evaluate Effectiveness

BENEFITS OF SUCCESSION PLANNING
Keywords
Self Assessment Questions
Further Readings

India's potential in travel and tourism is far from being fulfilled. Anyone working in the travel and tourism industry should ideally be armed with knowledge of global culture and all aspects of the travel industry. In addition, there is a universal and sometimes overlapping demand for knowledge and competences in the tourism sector.

Corporate succession planning is the process of identifying and internally developing talent with the specific goal of replacing key business leadership positions within the company. Corporate succession planning : is the process of identifying and internally developing talent with the specific goal of replacing key corporate leadership positions within the company.

PERFORMANCE APPRAISAL

Learning Objectives
INTRODUCTION
Establish Performance Standards
Communicate Performance Expectations to Employees
Measure Actual Performance
Compare Actual Performance with Standards
Discuss the Appraisal with the Employee
Initiate Corrective Action

Methods of Performance Appraisal In Tourism

Ranking Method
Forced Distribution Method
Critical Incident techniques
Checklists and Weighted Checklists

Keywords
Self-Assessment Questions
Further readings

Such a comparison can reveal the discrepancy between standard performance and actual performance and allows the rater to move on to the fifth step in the process, which is the discussion of the review with the employees involved. The fifth step in the assessment process is communicating and discussing the results of the assessment with employees. Then the employee's actual behavior is compared to the predetermined behavior rated on the scale.

The performance of employees is then reviewed based on the achievement of individual goals. It is one of the new performance appraisal methods that organizations often use to evaluate an employee's potential for future performance instead of past performance by a psychologist.

WAGE AND SALARY ADMINISTRATION

INTRODUCTION
WAGE AND SALARY ADMINISTRATION
Objectives Of Wage And Salary Administration
Principles of Wage and Salary Administration
Factors Influencing Wage and Salary Administration
External factors influencing Wage and Salary Administration
Internal factors influencing Wage and Salary Administration

Further Readings

Beach “Wage and benefits administration refers to the establishment and implementation of sound employee compensation policies and practices. Wage and wage administration aims to establish and maintain an equitable wage and salary structure and an equitable labor cost structure. Salary and salary plans must be flexible enough or respond to changes in the internal and external conditions of the organization.

Payroll and salary administration plans should always be consistent with overall organizational plans and programs. Factors affecting the administration of wages and salaries can be categorized into (i) external factors and (ii) internal factors.

EMPLOYEE EMPOWERMENT

INTRODUCTION
Importance of Employee Empowerment
Advantages of Employee Empowerment
Boosts productivity and reduces costs
Having better service
Can embrace change
Improves the quality of work
Collaboration
Communication is boosted
Clients are much happier

Disadvantages of Employee Empowerment

Abusing power
Interpersonal relations
Additional costs of training
Poor knowledge and understanding
Arrogance
Risks of security and confidentiality

Further Readings

But companies need to know how to solicit such ideas and pay attention to employees as well. Employees are thus given the flexibility and freedom to help change their work environment. In return, employees will become more receptive to any positive training from their managers.

These conflicts can result in any environment where employees as well as management cannot have proper working relationships. One way that all employees are empowered is that employees end up sharing information that is not supposed to be shared with others.

EMPLOYEE WELFARE AND JOB SATISFACTION

INTRODUCTION
Types of Welfare Measures Welfare measures
Worker’s Health Services Factory health center

Welfare Measures Outside The Workplace
Further Readings

1. Measures for well-being at the workplace .. a) Conditions of the working environment Safety and cleanliness: attention to approaches. Intramural activities consist of facilities available in factories and include medical facilities, accident compensation, provision of nurseries and canteens, provision of drinking water, washing and bathing facilities, provision of safety measures, activities related to improvement of employment conditions etc. Social measures: Social measures are something that is available to employees in addition to regular wages and other economic benefits according to legal provisions.

Job Satisfaction: Job satisfaction is defined as the extent to which an employee feels motivated, satisfied and satisfied with his/her job. Job satisfaction occurs when an employee feels that he or she has job stability, career growth, and a comfortable work-life balance.

QUALITY OF WORKLIFE & WORKLIFE BALANCE

INTRODUCTION
Quality of work life involves three major parts
Occupational health care
Suitable working time
Appropriate salary

Nature and Scope of Quality of Work Life

Recognition of work life issues
Commitment to improvement
Quality of work life teams
Training to facilitators
Conduct focus groups
Analyze information from focus group
Identify and implement improvement opportunities
Flexible work hours
Autonomy to work

Importance of Quality of Work Life

Enhance stakeholder relations and credibility
Increase productivity
Attraction and retention
Reduces absenteeism
Improve the quality of working lives
Matches people who would not otherwise work with jobs
Benefiting families and communities
Job involvement
Job satisfaction
Company reputation

Significance of Good Work life Quality
Problems in Improving the QWL

Poor reward and recognition
Dead-end jobs
Managing by intimidation
Negative working environment
No job security
Negative attitude

Work Life Balance
Steps to improve work life balance

Creating a work leisure plan: Where an individual has to schedule his tasks, and divide time appropriately so that he has allocated appropriate time to his work and his career
Leaving out activities that waste time and energy: Individual should judiciously avoid wasteful activities which demand large time and energy and in return not produce output for
Outsourcing work: Delegate or outsource time consuming work to other individuals
Set enough time for relaxation: Relaxation provides better work life balance, and tends to improve productivity on the professional or the work front along with providing ample scope

Benefits of work life balance
Further Readings

Employee satisfaction and quality of work life directly affect a company's ability to serve its customers. Quality of work life is the quality of the relationship between employees and the total work environment. Quality of work life concerns the human dimensions of work and is related to job satisfaction and organizational development.

What do you feel are the top three issues that affect your quality of work life. Hence, work-life balance is extremely important for employees and increases their motivation to work for the company.

SOCIAL SECURITY MEASURES & JOB SATISFACTION

INTRODUCTION
NEED FOR SOCIAL SECURITY
THE OBJECTIVES OF SOCIAL SECURITY CAN BE SUB-SUMMED UNDER THREE, CATEGORIES
JOB SATISFACTION Job Satisfaction
FACTORS INFLUENCING JOB SATISFACTION
FURTHER READINGS

SOCIAL SECURITY MEASURES & JOB SATISFACTION. ensure a minimum level of material life to the destitute or helpless in society by the state. Job satisfaction is the favorability or unfavorability with which the employee views his work. For an employee, supervision is as much a contributor to job satisfaction as it is to job satisfaction.

Therefore, it seems that, in addition to the nature of work and the work environment, there are individual variables that influence job satisfaction. The nature of work determines job satisfaction, which is in the form of level of occupation and content of work.

EMPLOYEE MORALE & MORALE VS PRODUCTIVITY

INTRODUCTION
HOW CAN YOU MEASURE THE MORALE OF EMPLOYEES?
Stay connected with your employees: A feedback is an effective mechanism to stay in touch with your employees. Deploy an employee engagement survey at timely intervals to get

FACTORS AFFECTING EMPLOYEE MORALE

Supervision and feedback: The level of supervision received by an employee is a tremendous factor that affects the morale. If the employees feel they have no direction or

WAYS TO BOOST EMPLOYEE MORALE

Train them well for professional development: Most organizations fail to understand the importance of training their staff. Be it employee on boarding or any other formal training
Be open to feedback: Many organizations today, promote the open door policy, where an employee is free to express what they feel to their superiors or their reporting authority

MORALE VS. PRODUCTIVITY
Further Readings

If the employee is not physically or mentally fit, this can be a potential employee morale. The purpose of employee recognition should be to reinforce what an organization wants an employee to do more of. This will give them the confidence to align their personal goals with those of the organizational goals.

It is a collective responsibility of the employees and the organization to provide a conducive work environment and work culture that radiates positivity and benevolence. The work culture is thanks to the employees and they should know the importance of values and morals.