Career management in the hospitality industry

You to identify and discuss career management in a particular sector of the labour market. Select an industry (or specific organisation) as the case study for your report. Identify the key HRM challenges for career management in the selected industry or organisation, and discuss how career development of the workforce is being managed from either a human capital perspective or a resource-based perspective.

Career management is all about accomplishing the success in the present role and placing the foundation of the coming opportunities. The aim of the report is to highlight the major HRM challenges for the career management in the hospitality industry. Along with this, it includes the ways through which the hospitality industry can manage career development from either a human capital perspective or a resource-based perspective. The human capital refers to as the collective skills, knowledge, intangible assets of the individual and many other aspects that help the company in generating the economic value for the particular person. Resource-based perspective also contributes to manage the career development of the human being which is essential to determine the resourced with the potential to offer the comparative advantage of a firm. In the end, the report includes the ways through which I can manage my career.

Tourism and hospitality occupations vary a lot in terms of the skill requirements. The labor market in the hospitality industry includes labor from unskilled to highly skilled labors and the professional occupations (Cascio, 2018). This reflects a variety of the opportunities for the many skill levels and deals a means for up-skilling during a career journey. According to the research, this has been found that some career has the opportunity of the progression. On the other hand, others don’t have an opportunity as they are facing the lack of the clear career pathways which is one of the reason due to which this sector is known for the poor career management and the high employees turnover (Farndale, Scullion, and Sparrow, 2010). Moreover, the human resource management team also faces some of the issues due to which they are not able to manage the career of the employees in the sector. Some of the key HRM challenges for career management in the hospitality sector are discussed below: –

Recruitment and selection of the right talent: – The human resource management team need to hire an employee in the hospitality sector who can meet all the obligations of the company. The HR involved in this sector hire the employees when they find an empty position in the organization. The companies in the hospitality industry need to pay a high amount on training because they are not able to right talent in labor market that can meet their requirement (Stone, et al, 2017). Therefore, the hiring and selection of the right talent are essential and a leading challenge due to which the HR is not able to fill the high position in the organization.

Management of the career development

Engagement of employees: – HR of the company perform numerous function out which the engagement of the employees in every essential. The employees in the hospitality sector get involved with the company, activities of the operations, a growth of business and the customer’s satisfaction. This helps the HR manager to select the appropriate candidate that knows about the company for which engagement is essential. While managing the career opportunities in the company the HRM ensures that the labor knows about the company which is possible with engagement (Al Ariss, Cascio, and Paauwe, 2014). Though, in the hospitality sector, the employees don’t believe in getting engage with the companies activities they just work and leave the job as soon as they get another opportunity.

High turnover rate: – HRM of hospitality sector finds a high turnover rate in the organizations due to which they are not able to manage the career opportunities in the organizations. The HRM team of the companies want the people who can retain for the long period of time in the organization as this is the way through which they get to know more about the company and can easily get the promotion (Thomson, Thomson and Arney, 2015). Though, in the hospitality sector retaining the employees is one of the biggest issues HRM of the companies faces. .

Unemployment: – The unemployment in the countries is one of another factor that can lead to the issues for the company. The unemployment in the country takes place when employees are not willing to work or they are not getting the work. The work in the hospitality industry is available to the human resource managers face the issue when the skilled employees deny for the working in the hospitality industry (Seibert, Kraimer and Heslin, 2016). This will leads to the shortage of the people who can fill the highest position in the hospitality company.

Lack of budget of organization: – The lack of budget is one of another issue that is faced by the managers in the managing the career. The candidates who get agree to work in the hospitality industry ask for the high amount. These people come with some skills and experience along with this the position on which they get agree to work is high due to which they ask high package. There are numerous companies who might face budget issue due to which they can’t hire the employees at high cost (Albrecht, et al, 2015). This leads to the issues for the HRM of the hospitality companies as they won’t be able to perform the career management in the organizations.

Human capital perspective

The management of the career development is very important for the HRM of the company which can be done from either a human capital perspective or a resource-based perspective. Below given are some of the ways through which HRM can bring the career development.

Training: – Training of the employees of the organization is one of the effective ways through which the HRM of the companies can bring the development of the careers in industry. In the hospitality industry, the HRM is not able to get appropriate candidates due to which they need to provide the training to the employees (Armstrong and Taylor, 2014). The effective training helps the employees to enhance their skills and knowledge towards the work that they are performing as this is the only way through which they can make use of their knowledge for achieving the success in the career. Moreover, this training is provided by the skilled employees of the organizations in the hospitality industry. These trainers make use of their knowledge and intelligence while providing the training to the employees (Domingo, Goh, Richardson and Hui, 2016). This reflects the human capital which is skills and knowledge for managing the career development.

Individual personal development plans: – The HRM of the companies in the hospitality sectors should keep the record and track the progress in line with the planned career development. The tools of the organization help the employees to learn the solutions in a long way that contributes to the success of the overall program (Cerdin and Brewster, 2014). This mentoring can be done with the help of the expert who has skills of observing and analyzing the things.

Formal development programs: – HRM helps the company in developing the effective programs that incorporate a diversity of assessment, training and the learning outputs that are intended to provide the support to career advancement which includes learning programs, mentoring, job rotation and tuition reimbursement.

All these aspects show the role of the human capital perspective in managing the career development of the workforce in the hospitality industry. The human capital is considered as the skills and talent that they have with them. This talent is used by them at a workplace to bring the changes in all the aspects.

Infrastructure: – The career development of the employees needs improved infrastructure facilities because this provides the comfort to the employees. The employees need space where they can learn the things effectively and efficiently. Therefore, it is essential to manage the proper infrastructure because the environment of the organization matters a lot for the company.

Resource-based perspective

Equipment’s: – The advanced equipments helps the organizations in the hospitality industry to enhance the knowledge of employees. The use of equipment’s by the employees will train them and make them perfect for handling the things. On-job training of the employees is an effective way to develop the skills of employees for which the employees need advanced equipment’s (Cappelli and Keller, 2017).

Investment of amount: – The funds of the company are considered as one of the effective resources that can be used by the companies in the hospitality industry for enhancing the career development. These funds can be utilized in effective training, hiring a talented trainer and many others.

The above-given aspects reflect the need for the resources to manage the career development of workforce in the hospitality industry

Conclusion

This can be concluded in the end, that the career management and development is essential for every employee who is working presently with the motive of the acquiring the future opportunities. In the hospitality industry, the HRM of the organizations faces numerous challenges while managing the career of the employees. These challenges are related to the labor market as the supply of unskilled labors makes the challenges for attracting and retaining the employees in the market (Nachmias and Walmsley, 2015). Moreover, there are different methods include through which career development can be done with the use of the human capital perspective and resource-based perspective

The management of my career is very important for me because this is the fact that it is difficult to grab or find the opportunity in the dynamic environment. Firstly, I will select the industry in which I would like to enter as this is one of the most important decisions. The selection of the industry will further decide the continuity in the working. The retention in the industry is depended on the work selection due to which it is considered an important aspect. Another aspect is learning from the training and the developed plans that are provided by the company as it is important to keep maintaining the skills. I will maintain my loyalty towards the company which is the only way through which I can win the trust of peoples.

I will always ensure that I am able to get engaged in all the activities that are taking place in the organization as this will help to grab more details about the company and will be able to grab thee opportunities. Moreover, I will also try to keep myself up to date in which I keep myself updated with the advanced technology that helps in leading a good print on the mind and heart of the customers. I will manage my work on time and will try to perform well in the industry because the performance of employees matters a lot while promotion.

References

Al Ariss, A., Cascio, W.F. and Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal of World Business, 49(2), 173-179.

Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35.

Armstrong, M. and Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Cappelli, P. and Keller, J.R. (2017). The historical context of talent management. The Oxford handbook of talent management, 23-42.

Cascio, W. (2018). Managing human resources. McGraw-Hill Education.

Cerdin, J.L. and Brewster, C. (2014). Talent management and expatriation: Bridging two streams of research and practice. Journal of World Business, 49(2), 245-252.

Domingo, K., Goh, E., Richardson, S. and Hui, L.K. (2016). A career in the hospitality industry: An exploratory study of female postgra