Implementation of the strategies, plans and programs requiered to attract, motivate, develop, reward, and retain the best people to meet the organizational goals and operational objectives of the hospitality enterprise.
-forces external to the firm
-managers have little or no control
-rapid change- trend and environment
-workforce diversity- majority of hospitality workers will be from minoriy groups
-rise of internet: efficient but..
-legislation-complex and always changing
-evolving work and family roles: dual career families
-skill shortages: end of baby boomers
-natural disasters: HR concerns
-concerns or problems internal to a firm.
-managers have some control
-competitive position:cost(labor cost)quality(recruiting and training quality workers)distinctive capabilities(i.e. brand image)
-Organizational restructuring: active Mergers and aquisations.
-self-managed work teams
-organizational culure: different generations of workers & various beliefs/values
-technology: ethical, privacy, security issues
Total Quality Management (TQM)
An organization-wide approach to improving the quality of all the processes that lead to a final product or service. (involved in organizational challenges)
Transferring responsiblity and decision-making authority from a central office to people and locations closer to the situation that demands attention. (organizational challenge)
-Matching people and organization(job satisfaction-->customer satisfaction)
-ethical dilemmas and social
-responsibility: unethical business practices and whistle blowing.