Introduction to Human Resource Management

Presented by: Acharya Dev Prajapaty

BHM 1st SEMESTER

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 Table of Contents

• Introduction to Hospitality Industry

• Importance of Human Resource Management
• Purpose of workforce planning and resourcing for organization
• Functions of workforce planning and resourcing for organization
• HRM to fulfill business objectives
• Strengths of different approaches to recruitment and selection
• Weakness of different approaches to recruitment and selection
• Evaluation of strength and weakness of different approaches for recruitment and selection

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 Introduction to Hospitality Industry

• The hospitality industry consist of lodging and food and beverage operations.
• The industry is a vast sector that includes all the economic activities.
• In simple words it can be known as act of making someone feel welcome.
• The industry provides employment opportunities for the wide range of peoples.
• The industry plays a vital role in the global economy which generates billions
of dollars in revenue each year.
• The industry aims to create a welcoming and comfortable environment for their
guests and customers.

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 Importance of Human Resource Management

• Human Resource Management is the practice of managing an organization’s human resources

or employees.
• It includes a wide range of activities, such as recruitment, training, performance management,
compensation and benefits and employee relations.
• Training and development are essential to ensure that employees have the necessary skills
and knowledge to perform their job duties effectively.
• Employee relations involve managing workplace conflict, addressing employee concerns and
promoting a positive work environment.
• Recruitment involves identifying and hiring the most qualified candidates for job vacancies.

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 Purpose of workforce planning and resource for
organization
• Ensuring the organization has the right number of employees with the right skills
and competencies.
• Meeting the organization's strategic goals and objectives.
• Developing strategies to address future workforce needs.

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 Functions of workforce planning and resourcing for
organization
• Analyzing current workforce data and trends.
• Forecasting future workforce needs based on business goals and objectives.
• Identifying potential workforce risks and developing strategies to mitigate them.
• Developing plans to address workforce gaps and ensure the right talent is available when needed.
• Monitoring and evaluating workforce planning effectiveness.

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 HRM to fulfill business objectives

• Recruitment and selection of qualified talent.

• Performance management to improve employee performance.
• Training and development to enhance employee skills and knowledge.
• Succession planning for business continuity.
• Compensation and benefits to attract and retain talent.
• Diversity and inclusion to promote a positive workplace culture.

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 Strengths of different approaches to recruitment and
selection
 Internal

• Encourages employee loyalty and motivation

• Reduces recruitment costs and time
• Boosts morale and engagement by providing growth opportunities for existing employees
• Supports succession planning by identifying internal talent for promotion

 External

• Brings fresh perspectives and new ideas to the organization

• Brings in a wider pool of talent with diverse skills and experience
• Fills skills and competency gaps not available internally
• Increases competition and innovation by challenging the status quo

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 Strengths of different approaches to recruitment and
selection
 Best fit

• It ensures that the selected candidate has the specific skills and attributes required for the job,
leading to higher job satisfaction and better job performance.
• The best fit approach increases the likelihood that the candidate will stay with the organization
in the long term, leading to higher employee retention rates.

 Best practices

• The best practice approach increases diversity by promoting fairness and inclusivity in the
recruitment and selection processes.
• The best practice approach leads to higher-quality hires by using evidence-based
practices that have been shown to lead to better outcomes.

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 Weakness of different approaches to recruitment and
selection
 Internal

• The pool of candidates is less when hiring internally, which may result in a lack of variety
and original thought.
• Other positions may become vacant as a result of internal hiring, which might result in
higher recruiting and training expenditures.

 External

• Due to advertising, screening, and interviewing, external recruiting takes time and money.
• The danger of employing the incorrect person through external recruiting is that they may
not suit the corporate culture or possess the necessary capabilities.

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 Weakness of different approaches to recruitment and
selection
 Best fit

• The best practice approach could not be customized to match the unique requirements of
the business or the work, which could result in less than ideal results.
• The best practice approach could not be adaptable enough to change with corporate
conditions, which could result in obsolete approaches in recruiting and selection.

 Best practices

• The best fit strategy could put too much emphasis on the precise abilities and qualities
needed for the position and neglect to take into account other crucial elements, such diversity
and inclusion.
• The best fit strategy could necessitate a longer and more resource-intensive recruiting
procedure that includes many interviews, tests, and evaluations.
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 Evaluation of strength and weakness of different
approaches for recruitment and selection
• Each method of recruiting and selection has advantages and disadvantages, and the
organization's objectives, values, and resources will determine which method is ideal.
• The most successful results in recruiting and selection are probably those that result from a
balanced strategy that takes into account the advantages and disadvantages of each technique.
• The organization's culture, goals, and vision must be taken into consideration while designing
the recruiting and selection process, which must also be open, equitable, and inclusive.
• Regular examination and review of the hiring and selection procedure may assist uncover
problem areas and guarantee ongoing HRM practice development.

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