The globalization of the hospitality industry presents challenges for the quality and effectiveness of HRM within the international context. One challenge is the numbers of outlets needed to open with strict quotas on the employment aboard. Besides, cultural issues, national characteristics and regulations need to be considered, like attitude towards time. Employers need to understand the salary and benefit expected by international personnel to fight with challenges like low pay, long working hours, poor employment conditions, high labour turnover, and lack of training.
4.1 Multicultural Issues
With the development of globalization, multicultural issues are the challenges for HRM specialists. Blending amenities to meet the needs of the world’s …show more content…
According to the International Society of Hospitality Consultants, which held a meeting to investigate world issues regarding hospitality and pointed out that the shrinking labour force is the number one challenge facing the global hospitality industry. Long working hours, including nights and weekends, low pay make jobs in this industry undesirable as most of people want more flexibility and higher-quality work opportunities. The lack of focus on employee satisfaction and the nature of the work are the main roots for labour shortages, regardless of the location. Furthermore, the staffs in the country of origin, especially management and supervisors, have changed dramatically. In the past, companies tended to hire from their other outlets in order to maintain the integrity of their brands in new countries. However, in order to address this situation, immigration rules in many countries changed to protect their citizens and ensure that local employees have priority in employment. As a result, sourcing candidates who are skilled and suitable for the organization become prolonged and difficult. As the demand for labour increases but the supply decreases, hence the cost of hiring increases. But hospitality developers cannot avoid the human component of hospitality operations even the cost increased, since the interaction between hospitality guests and employees has a dramatic impact on …show more content…
HRM plays a key role in helping employees to ensure that people can adjust and re-quip themselves to face new situations. It is vital that there is a need of systematic training for every local employee who maybe the potential employee in the new countries, particularly in those competencies such as HRM which will need great degree of professional to suit for multi-unit role. It is clear that the skills of being a first-class regional manager are very different from those required in the other areas. Therefore many regional managers were promoted abroad, but most of them experienced little linkage between the new role and their existing competencies. Just because the skills required are different in every regions. And, because nowadays the businesses involved in hospitality industry are more widely, related training according to different sectors become more
4.1 Multicultural Issues
With the development of globalization, multicultural issues are the challenges for HRM specialists. Blending amenities to meet the needs of the world’s …show more content…
According to the International Society of Hospitality Consultants, which held a meeting to investigate world issues regarding hospitality and pointed out that the shrinking labour force is the number one challenge facing the global hospitality industry. Long working hours, including nights and weekends, low pay make jobs in this industry undesirable as most of people want more flexibility and higher-quality work opportunities. The lack of focus on employee satisfaction and the nature of the work are the main roots for labour shortages, regardless of the location. Furthermore, the staffs in the country of origin, especially management and supervisors, have changed dramatically. In the past, companies tended to hire from their other outlets in order to maintain the integrity of their brands in new countries. However, in order to address this situation, immigration rules in many countries changed to protect their citizens and ensure that local employees have priority in employment. As a result, sourcing candidates who are skilled and suitable for the organization become prolonged and difficult. As the demand for labour increases but the supply decreases, hence the cost of hiring increases. But hospitality developers cannot avoid the human component of hospitality operations even the cost increased, since the interaction between hospitality guests and employees has a dramatic impact on …show more content…
HRM plays a key role in helping employees to ensure that people can adjust and re-quip themselves to face new situations. It is vital that there is a need of systematic training for every local employee who maybe the potential employee in the new countries, particularly in those competencies such as HRM which will need great degree of professional to suit for multi-unit role. It is clear that the skills of being a first-class regional manager are very different from those required in the other areas. Therefore many regional managers were promoted abroad, but most of them experienced little linkage between the new role and their existing competencies. Just because the skills required are different in every regions. And, because nowadays the businesses involved in hospitality industry are more widely, related training according to different sectors become more