Critically Comment on the Contemporary Hrm Practices with Reference to Culinary Professionals in the Food & Beverage and Hospitality Industry.

Topics: Human resource management, Human resources, Management Pages: 14 (4596 words) Published: January 17, 2011
According to Miller (1987) HRM relates to “those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage” The field of human resources encompasses the type and level of management requisite for the active and effective recruitment, hiring, day to day employment practices, job termination policy, job description policy and much more. It is by developing an understanding of proactive techniques that when effectively applied to company’s workforce – a human resource team can actually change conditions on the ground. Human resources professionals everywhere have begun to tangibly widen profit margins by increasing not only efficiency, but productivity as well. Indeed the role of the human resources in the workplace has shifted dramatically as these consultants, specialists, teams and entire company departments apply proven methods of management to what would otherwise be inefficient employee bases. While the necessity of maintaining a strong and productive labor field had never truly been lost on the savvy employers of the past, the recent advantages in human resources knowledge have actually brought this field into the active role that it requires in order to implement positive changes upon company’s strength and viability among its competitors. But how exactly is human resources used to leverage the employee base into maximized benefit resources for the company as a whole? One of the first keys to understanding how this works is to orientate your perception towards the idea that the employees are a business greatest asset. Once done, it can more clearly see how anything done to improve the workforce affects the company greatly as a whole. Operating on this basis, human resources take a highly sensitive approach to the positive techniques that have been proven to enhance the workforce. Performance management ranks high on the how the human resources experts can determine how much each employee is worth to the organization, and thereby know who to promote or to fire, and after tracking employee trends who to consider for recruitment. Managing employee is a major job, so those in the Human resource must be equal to all. In today’s competitive world Human resource personnel have major tasks in their hands to manage. It’s not enough to be able to screen employees; however those who work in the Human resource also have to be able to handle a crisis in a smooth discreet manner. Whether the issue is relating to health care or sexual harassment or disputes among employees, the Human resource personnel needs to take care of all such situations at all times. Many organizations find it advantageous to establish specialist division ensuring that this function is performed effectively and efficiently. “People are our most valuable asset” is a cliché which no member of any senior management team would disagree with. Yet the reality of many organizations is that their people remain  Under valued

 Under trained
 Under utilized
 Poorly, motivated & consequently
 Perform well below their true capability
The rate of change facing organizations has never been greater & organization must absorb and manage change at a much faster rate than in the past. In order to implement a successful business strategy to face this challenge, organization, large or small, must ensure that they have the right people capable of delivering the strategy. As organization vary in size, aims, functions, complexity, construction, the physical nature of their product, and appeal as employers, so do the contributions of human resource management. But the most ultimate aim of human resources department is to “ Ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs”, that is, neither overstaffed or...
Continue Reading

Please join StudyMode to read the full document

You May Also Find These Documents Helpful

  • Hrm Practices Research Paper
  • Hrm Practice in Bangladesh Industries Essay
  • Hospitality Management Food and Beverage Essay
  • Essay about BTEC Contemporary Hospitality Industry
  • Essay on Contemporary Hospitality Industry
  • The Relationship Between Hrm Practices and Organisational Culture Within the Hospitality Industry Essay
  • Essay about Critically Exploring Professional Practice
  • Hospitality: Management and Beverage Operation Essay

Become a StudyMode Member

Sign Up - It's Free