However, there is article said that SHRM is not suitable to the hospitality industry. Not only through the education and training but also through experience. There are a numerous challenges characteristic show that it is difficult for HR to making a decision in strategic implementation (Walsh, Michael, et al). Human resources have different characteristic from other resources in the organization. For example, the value related to hotel’s brand recognition they are intangible and simply unclear (Walsh, Michael, et al). As said that it is difficult to predict the human performance. It is challenging to build a strong case that particular investment in employees clearly result in specific development in employee performance, which directly effect
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Superior performance achievement, organization needs to generate cost efficiencies, which allow them to manage on lean margins or other alternative themselves. This approach to strategy reflects the role, which internal resources helping organization to create value and be more competitively and profitable (Harrison, 2005). SHRM is focus on two forms of resources. First is the capital human of organization, knowledge, skill and abilities of employees. Human capital is challenge Hr to making a strategic decision because they have to transform human resources into company capability, which is valuable, rare and difficult to imitate (Amit, Shoemaker, 1993). Second is system of the organization that specific sucu as Hr policies and practice, which support to develop human resources. So how to select the suitable cost efficient bundle, which will help employee give the best performance is a challenge of this resource.( Amit, Shoemaker, …show more content…
By Hr programe is use for increase value of relationship among people in organization and between organization processes through the creation, transfer and intregate knowledge. The real benefit comes from how overall strategy of organization shaped Hr program approaches. When Hr programs are very unigue, which is difficult for competitor to imitate them. With this organization is increase a competitive advantage (Kannan, 2002). Moreover, firm gain competitive advantage not just because of they undertake Hr program but also how they select an appropriate mix of programs. Moreover, researcher also states about “Black Boxes”of employee performance this concept map going well with the service-oriented nature of the hospitality industry. Because of the quality of service is very important to hotel, restaurant and other hospitality businesses. Human resource department can add more value when they devolp the ways that employment connect to customer and meet their needs (Coff, 1997). Futhermore, there is tools to manage HR investments when employees as the most important asset that organization need to minimized the expenses. These require the development of HR metrics and use of HR decision-making models. Metrics models is a tool to evaluate HR investments in efficiency, effectiveness and impact. Metrics of effeiciency investigate how good of HR function perform by
Superior performance achievement, organization needs to generate cost efficiencies, which allow them to manage on lean margins or other alternative themselves. This approach to strategy reflects the role, which internal resources helping organization to create value and be more competitively and profitable (Harrison, 2005). SHRM is focus on two forms of resources. First is the capital human of organization, knowledge, skill and abilities of employees. Human capital is challenge Hr to making a strategic decision because they have to transform human resources into company capability, which is valuable, rare and difficult to imitate (Amit, Shoemaker, 1993). Second is system of the organization that specific sucu as Hr policies and practice, which support to develop human resources. So how to select the suitable cost efficient bundle, which will help employee give the best performance is a challenge of this resource.( Amit, Shoemaker, …show more content…
By Hr programe is use for increase value of relationship among people in organization and between organization processes through the creation, transfer and intregate knowledge. The real benefit comes from how overall strategy of organization shaped Hr program approaches. When Hr programs are very unigue, which is difficult for competitor to imitate them. With this organization is increase a competitive advantage (Kannan, 2002). Moreover, firm gain competitive advantage not just because of they undertake Hr program but also how they select an appropriate mix of programs. Moreover, researcher also states about “Black Boxes”of employee performance this concept map going well with the service-oriented nature of the hospitality industry. Because of the quality of service is very important to hotel, restaurant and other hospitality businesses. Human resource department can add more value when they devolp the ways that employment connect to customer and meet their needs (Coff, 1997). Futhermore, there is tools to manage HR investments when employees as the most important asset that organization need to minimized the expenses. These require the development of HR metrics and use of HR decision-making models. Metrics models is a tool to evaluate HR investments in efficiency, effectiveness and impact. Metrics of effeiciency investigate how good of HR function perform by