Compare and Contrast Alderfer's Erg Theory and Maslow's Hierarchy Needs Theory

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IJMBS Vol. 2, ISSue 3, July - Sept 2012

ISSN : 2230-9519 (Online) | ISSN : 2231-2463 (Print)

The Significance of the Human Resources Role in The Hotel Sector in Harare, Zimbabwe 1 1 2,3

Human Resources Manager for Servcor (Pvt) Ltd., Zimbabwe Midlands State University, Graduate School of Business Leadership, Zimbabwe also been negatively affected by these poor employment practices which have been exacerbated by economic cycles and fragile political systems. In Zimbabwe, organisations in the Hotel sector particularly in Harare are facing similar problems. Such problems emanate from poor working conditions, increased labour court cases, low remuneration, high labour turnover, poor or non existent career structures, and lack of professionalism. The above state of affairs questions the significance given to the Human Resources role in the Hotel sector in Harare. Therefore this research sought to assess the level of significance given to the Human Resources function in order to find meaningful solutions to employment practices and personnel problems experienced in the Sector. The research focused on the 1 star to 5 star rated and registered hotels in Harare. The hotel ratings are according to [15] ratings. II. Literature Review According to scholars; [2-3,10], effective human resource management is strategic in nature and depicts certain characteristics such as summarized below. • It emphasizes the strategic management of the human capital of the organisation. • It is a comprehensive and coherent method to the provision of mutually supporting employment policies and practices. It means the development of integrated human resources policies and practices, thus configuration or bundling. • It places importance on gaining commitment to the organisation’s mission and values. Therefore it is commitment oriented. • It treats people as assets for the organisation rather than costs. Thus, people are seen as a source of competitive advantage as well as human capital to be invested in. • It is an approach to employee relations which is unitarist and not pluralist. The belief is that employees share the same interests as employers emphasizing on the principle of mutuality. • It stresses that the performance and delivery of human resources management activities is a line management responsibility. A. The Evolution of the HR Function All scholars agree that the role of the HR function has evolved over the years, and should therefore be viewed from the newest perspectives in organizations. However some organizations seem to still lag behind these trends. Scholars {4} view the role of HRM in the digital age as having evolved from the Personnel Administrative function to Human Capital Management function. This is seen as having made electronic HR becoming important in knowledge management. {1} sees the role of the HR function as increasingly being seen as to be business oriented. But citing Francis and Keegan, (2006), Brockbank (2005b), {1} notes the tendency for HR to focus on business performance outcomes instead of employee well being which should also remain a critical function of HR work. According to {11} when an organization’s HRM w w w. i j m b s. c o m

Isaac Wisikoti, 2Marcus Mutanga, 3Dr. Nhuta

Abstract There is generally a world wide view that internationally the Hotel and Catering Industry has a number of personnel related problems and poor employment practices and conditions. This view is supported by a study of the Hotel and Catering Industry by {5} which revealed that the industry was dogged with problems of low wages, long working hours and unstable shift hours, poor or non existent career structures, over reliance on informal recruitment methods, lack of evidence of good human resources practices and high labour turnover. Therefore this research sought to assess the level of significance given to the Human Resources function in order to find meaningful solutions to employment practices and personnel problems...
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