Introduction
Today in the globalized world,
there has been a sudden increase in the improvement and development of the entertainment
industries. Dining, venues, transportation, talents and accommodations are high
in demand. In the various industries where the people themselves serve the
other people, hospitality sector is considered as one of the most vital and
important sectors. The hospitality sector is considered as one of the
most interesting sectors based upon its business model. The sector is
established by combining several different other industries and sectors as well
as different operators for building up a large organisation there are a number
of services which are offered to the customers named as hospitality (Bharwani
& Butt, 2012). The present globalized world hospitality sector is regarded
as one of the largest businesses across the globe which has a complex and deep
supply chain. Currently hospitality sector offer employment to more than 200
million people across the world and still the number is growing as there is
high demand of talented and skilled individuals in the development sector of
hospitality. In almost all the developing and developed nation hospitality
sector is considered as one of the most vital economic driver. The government
authorities are making efforts to promote and build image of hospitality sector
to enhance and increase the revenues of the country. The hospitality industry
is also an important support system in the efforts of several developing
Nations to present themselves as attractive Lifestyle destinations by having
integrated resorts. There are several positive outlooks of the developing
hospitality sector but it is also essential for the industry to improve it
services as well as the satisfaction of the customers by the means of
excellent service delivery (Bradford, 201). For accomplishing this purpose the
hospitality sector require the most talented and skilled professionals who can
improve their skills for managing unsatisfying the diverse needs of the growing
customer base of hospitality sector. There is requirement of new recruitment
team and well qualified stuff for the new and additional jobs which have been
created for the development of the hospitality industry. The people will
present the several challenges faced by the hospitality sector in the process
of attracting and retaining the talented work force. This human resource assignment
will also highlights several strategies such as recruitment and selection, HR
planning, diversity management, job designing, motivation, training and development,
work life balance etc. are the approaches for sustaining the challenges of
attracting and retaining the workforce in the industry.
Key challenges in attracting and retaining workforce in the hospitality sector
In this human resource assignment to
attract and retain the employees in the hospitality sector is not only
challenge in the present scenario but is regarded as one of the most serious
issues since decades. The first and the most primary factor related to the
issue is the poor image of the sector. It has been analyzed and identified that
the origin of the hospitality sector is considered as the domestic service and
therefore it has its association with stability. The new generation and youth
consider the hospitality sector as one of the lower wage payer. It has also
been analyzed that the hospitality industry of very limited opportunities to
the individual for their promotion as well as progression. In this industry the
individual do not get the chance to enhance themselves as well as get promoted
to higher positions in a rapid manner. Thus, it is considered as the most
significant issue in attracting the talented and skilled individuals (Rigg,
2012). The new generation employees always look for a number of opportunities
where they can have their personal development and also gain several
professional advantages. Because of the unavailability of these opportunities
the individuals are less interested in working in the hospitality sector. The
next major issue with respect the recruitment of competent individual is the
downturn in the economy and hospitality sector related crisis. Identified that
there is an increasing number of terrorist attacks on several major hotels and
hospitality sector organisation therefore because of such that the economy face
a dental and also the individuals do not want to associate themselves with this
industry. It has been observed that the major hospitality sector Organisation
established in those areas which are prone to natural disasters. Therefore it
negatively impacts the Talent acquisition in the hospitality sector. Another
major challenge which takes place while recruiting and retaining the workforce
in the industry is the seasonal job aspect. hospitality sector is considered as
one of the seasonal business where there are increase number of tourist and
visit us at some specific time periods and other than those periods the
industry has to face losses or a lean season in their business (Sintayehu, Kassegn
& Sewent, 2016). Therefore it reduces the job securities of the employees
and this is considered as one of the vital aspect in retaining the workforce or
attractive them to join the hospitality sector. The individuals experience a
threat of losing their job and therefore they prefer associating themselves
with those organisations or sector which provide them higher job security.
The changing
pattern of the consumer demand as well as the advanced technological
development are the another primary aspects which creates several issues in the
Recruitment and retention of be competent employees. In various resources it
has been identified that the pattern of the consumer demands keep on changing
with time and therefore to meet those changing and diverse consumer needs the
companies are required to have technological advancements and innovative
approaches. But the already existing employees who have a certain skill area do
not able to work upon the new and innovative technologies and therefore it
created a number of issues in retaining employees (Peric, 2005). As well as the
changing and diverse needs of the consumer court high pressure upon the
employees to work as per the need of the customers. Thus, the increasing
pressure of customer satisfaction make the employees demotivated and therefore
they do not written in the hospitality sector as well as new employees reframe
themselves from associated with the hospitality industry. The continuously
increasing globalization has resulted in intense market competition in the
hospitality sector. For sustaining the competition and to acquire competitive
edge it is essential for the companies to upgrade their value proposition for
retaining the customer base (Koutroumanis, 2011). Therefore the companies
require more diverse suitable as well as talented work force for attracting the
customers. With the increase cultural diversity in the workforce there are
challenges of developing Unity among them. but on the other hand, the increased
cultural diversity refrain restrict the individuals to join the hospitality
sector essay find uncomfortable to adjust in a culturally diverse environment
and with the employees which are of different culture. Therefore all these
issues resulted in challenges towards attracting and retaining of the competent
individuals in the hospitality sector.
It has been
observed in this human resource assignment that the nature of the
characteristic of the hospitality sector is fast paced which means that there
are continuous changes in this sector as well as it is growing with a higher
speed. It is a sector where the human resource or the people are required to
serve the customers on 24×7 basis. It resulted in high work pressure as well as
stressful duties which restrict the individuals to experience a work life
balance. In the hospitality sector the customers can come at any point of time
and therefore the employees are required to serve them for long and irregular
working hours (Dzhandzhugazova, Blinova,
Orlova & Romanova, 2016). Because of the high work pressure the employees
stand to feel stressed and they do not have the time to take care of the health
even. it is considered as one of the major reason behind increased turnover in
the hospitality sector organisation. A several number of hospitality sector
companies that tried to introduced work life balance as well as flexible time
schedule for the employees but still it has been observed that to attain work
life balance is a major challenge for the hospitality sector organisations
(Victorino, Verma, Plaschka & Dev, 2005).The extreme workload and inflexible time
schedule do not attract the talented and competent individuals to associate
themselves in the hospitality industry and therefore there exist the challenge
for recruitment and retention of the skilled and talented employees. Other
major aspects which are associated with the decrease recruitment of talented
individuals in the industry are that the service as well as the front line
staff does not get much respect for their profession. Both in the organisation
as well as in the industry these people are not given adequate respect. Health
the individuals who are competent and talented do not want to work in the
hospitality organisation because of the society status quo as well as their self-respect.
Hence these entire aspects combine reframe the individuals to participate in
hospitality sector employment and become a part of the industry (Syed &
Kramar, 2009).
Training and
development are considered as two most vital aspect in retaining the workforce
and attracting new talent in the organisations. In the absence of training and
development of the employees in any sector or industry it has results in lack
of skilled and talented individuals. In the hospitality sector it has been
observed that organisations do not provide adequate training to their staff or
the employees which result in a less skilled or incompetent work force which
are unable to deal with the diverse customer needs, advanced technology tools
and equipment, new methods and approaches, etc. (Verma, Stock & McCarthy,
2012). Even at some places where the orientation and training takes place
are highly ineffective, boring as well as time consuming for the employees. When
the training provided are ineffective then it gives more better outcome even
the time of the human resource are also exhausted. In maximum of the
hospitality sector organisations there are still use the traditional coaching
method and there is no significance or Emphasis paid up on the use of virtual
methods in the industry (Victorino, Verma, Plaschka & Dev, 2005). Because
of the failure of providing latest as well as Advanced Technological
information and knowledge to the Employees the workers fail to work upon the
new and innovative technology platforms. Employees cannot take use of new
technology and therefore the results and outcomes of the hospitality sector
still continue to be the same. It is also realize that for the employees
working in the hospitality sector there are no clear and adequate career
development paths. It is regarded as one of the most major issue which industry
recruitment of talented individuals in the hospitality sector. Every employee
need some kind of growth development and progression in their job or working
but because of the restricted career development paths The talented individual
district themselves as well as do not want to become the part of the
hospitality industry (Hausknecht, Rodda & Howard, 2009). Because of the
restricted development of the individuals their results in higher level of
employed the satisfaction. When the employees are the workers get depressed
with their job and when there is very less level of job security provided
to them then its result in increased turnover rate. The organisations are
required to pay higher attention on the training and development of the
employees, using virtual methods, providing training to take use of new
technology platforms as well as offering them high level of job security for
decreasing the turnover rate and increase the retention of the employees (Syed &
Kramar, 2017).
Motivation is
regarded as the significant source for attracting and retaining the employees
in any organisation or industry. If there is absence of motivation approaches
or strategies in order to motivate the work force than those Industries like
the recruitment of competent employees (Christensen Hughes & Rog, 2008). In present scenario all the employees are
required to pay higher attention to the work life balance and motivation of the
workers as they have understood the importance of motivation and its link with
the performance of the employees. In the hospitality sector dear has also been
identified a power gas which decrease the motivation of the employees and it's
become difficult for them to work in the hospitality industry (Kramar &
Syed, 2012). In the industry there is also lack of word motivation which means
that the supervisors or the higher authorities do not motivate the ground level
employees. It results in lack of word motivation and therefore the employees
are unable to discuss their issues with the managers. In the hospitality sector
there is usually requirement of new generation or the youth and therefore there
are very less opportunities for the elderly workers (Buckley & Caple,
2009). Hence if the elderly workers are skilled talented or competent then also
they have the least opportunities to get recruitment in the industry. Therefore
at some point of time the individuals felt that there is decrease job security
as well as at the young is only the individual decide to work or associate
themselves with any other sector which can offer them a long term employment
without any job in security (D’Annunzio-Green, 2009). In respect with the
non-financial rewards the employees do not get any kind of such rewards or
promotions which can motivate them in enhancing their performance. Usually the
employees only get the financial or monetary rewards which are not much
motivated in nature or helps in increasing the motivation of the workers
(Laing, 2009). The hospitality sector also left behind in offering adequate
safety to its employees and first female individuals respect themselves from
recruiting or getting employment in the hospitality industry. Hence it is
considered that there is a vital need for motivational techniques and
strategies to get implemented in the hospitality sector organisations for
attracting them as well as for retaining them for a longer time period (Kramer
et al., 2011)..,
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