Problems in Balancing Corporate Aims and Workers Dreams in Human Resource Management

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Employee policy does not stop with taking records of techniques and practices. This was stated in the works by Brown, et al. (2019) as they reviewed literatures in evaluating the HRM organisation of talents in T&H industry. They revealed that hiring and staffing can traverse boundaries of variety of environments, frameworks and foundations; which means that adjustments to any aspect of them will spread across board, and will need a corresponding degree of the dimension, formula and scopes of the workers in the manner that it associates service quality and their mental affiliation with the organisations they work for (Kichuk, 2017). Kichuk furmther explained that understanding the dynamics and interralated nature of engagement and personnel can be tha pinacle of strategic employee administration because, according to Wang, et al. (2018), professionals in hospitality can link up service tactics with company aspirations. They underscore the constricted skills market peculiarities of the UK, which has a lot of pressure on the recruiters and emploters coming from every coner and seemingly compelling them into designing service engagement strategies that portray seriousness and attention.

A lot of articles has been reviewed by Armstrong & Brown (2019), and in their illustrations, they presented that a association exists that connects strategy with practice in the staff mobilisation. They showed that the link will establish a common ground in the middle of industry and workers conditions as they attune to the changing circumstances in the emerging business scenarios. They forecast that any adopted policy has to be proactive; if not, tactical strategic documenting could be a mere formality and may never be put to use. The authors recommended that resourcefulness of preparations and a quality and practical service delivery should go simultaneously if the HRM are going to be able to tackle the problems of old and hard methods of HRM at all levels of operation. The solution, they say is: grow capabilies, design and execute concurrently (Baum, 2015). Kaufman (2015) dedicated attention on human supervision duties of HRM. His finding include that HRM whose performances are beyond usual have elements of politics mixed with good communicating attributes, which the writer described as “oratory prowess”. He stressed that certain potentials are desirable for the HR managers because they work on people in building capacity, information dissemination, worker engagement, stimulating policy and human capital organisation.

How Workers Contributions Influence the Aspirations of Corporate Successes

Hamed & Elmorsey (2016) reviewed the the historical progression of HRM and found that prior to the 1980s, the labour force has not got any recognition from both senior administrators and business owners. They were then called labour department with little attention the humane side of the name. the world economy began to grow stronger, and the hunam resource management work started to receive attention. Beer, et al. (2015) indicated that the name changed to HRM after the 1980, and according to them, there are documentated evidence concerning conception of the name and how the section of HRM steadily grew over the next 30 years to arrive at where it is today, where attention to it ghas increased.

A book by Nigel (2015) uncovered that HRM is now the propelling force of efficient staff administration, which transforms to organisational success. They cautioned that global fiscal indices of today demands that organisations forecast the industry performing status in the wild and flluctuating business developments. Du Plessis, et al. (2016) reviewed the aptitude framework and universal mobility of workers, and stated that if businesses are to maintain their competitive advantage, reach administrative planning goals and adjust to swiftly changing maraket anxieties, there is a need for firms to assemble a sustainable and skilful HRM who posseses the intellectual and state-of-the-art HRM expertise to gracefully form the company, clients and workers as one (Farnadale, et al., 2014).

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How HR Managers Can Work to Improve the Inputs of Member of Staff

Alzghoul, et al. (2018) maintain that HRM has in-built tendency to inspire the workers’ output in the establishment. The guality of service is reliant on on the degree of incentives, prospects and career building. The authors advise that HRMshould intervene and design a formidable growth plan for workers, benefits and excellent operating ptocedure that will gurantee capacity building, creativity, robust staff orientation, prospects for staff visions and stimulating opportunities to enable workers work with enthusiasm corporate growth. That is why Miao & Cao (2019), in their work, setout to give definition of motivation as the outside influences to operations that rejuvenate workers to work hard in lifting their organisations into remarkable success. HRM will need to do more to inspire labour force by generating better professional roles, accomplish good work procedure, produce and promote a motivating work environment.

Current Ways Forward for Recruiting and Retaining Workforce

Ahmad and Scott (2014) carried out an in-depth resarch on the managing of the front desk units, their staffing difficulties in a cross section of Malaysian hotels, and what he did resulted in the recommendation of many of undertakings that motivate staff into performing in an improved ranks. They encourage the HRM to adopt the recommended approaches in order to release the best value of the workers. The activities in a part of delivery advancement ideal for refining staff talents, ensure their welfare, encourage their retention and promote overall corporate good.

  • Recruitment and Selection: Employing and choosing the best applicants from a pool demands a carefully structured recruitment programme that will involve strategic testing for various core and desirable competencies. The process will test for emotional stability, attitude and aptitude tests such as manners, qualities and other characteristics. High demanding assessments procedures will reveal the applicants’ interpersonal and communication abilities, team working skills, skill in concentrating, creativity talents, responsible demeanour and more.
  • Staff Retention: There should be relentless efforts in the effort to prevent high staff turnover which is a big issue in the T&H sector. Human resource managers can avoid this by establishing a staff-retention advantages like company equity or pension fund.
  • Team Work: HRM can break workforce up in teams and allow them flexibility to enjoy some level of autonomy and independence. In this program, many staff with leadership qualities can express it on these small teams as administrators or team leaders.
  • Training and Development: This kind of programme is essential for the promotion of enterprise value, staff individualised dreams and professional career progression. Members of the labour force can use the opportunity to elevated to positions and build the needed skills such for quality service delivery.
  • Appraisals for Performance: Company can adopt this for schemes like “pay for individual contribution”. It has to a programme that commences at a certain period of the year. Performance appraisal should run across all strata of the organisation from top to down and from down to up for fairness and equity in line established standards dream and company tradition.
  • Reward for Quality: Apparently the appraisal will furnish the information with which to identify exceptional staff members. They will be given motivations and upgrades to inspire them for more commitment.
  • Job Security: This has to be done beyond words of mouthy. There should be a concrete assurance such as written evidence.
  • Employee Involvement: Involving workers in an employee relationship program is a significant boost to staff freedom. Workers will engage with other teams in a congenial atmosphere created just for the staff interactive independent manner. This can empower personnel to discover more exciting things about their work and the environment, which can help them to adapt.

Requirements of TQM Arrangements in Methods of Hiring and Sustaining of Workforce

In the tourism and hospitality sector, talent quality management (TQM) is apparently consequential because businesses devote so much attention and interests to it. Because of enterprise desire to attract and develop the best quality staff, the industry has over time invented many award bodies that recognize outstanding workers and corporations (Eriksson & Kovalainen, 2016). Chartered Institute of Personnel and Development, CIPD report on Resourcing and talent planning surveys (2017) listed awards in diverse categories and they include: European Foundation for Quality management, Swedish Quality Awards, The Catey Awards, The Golden Chef's Hat, Flair Bartending and more.

United Nations Economic Commission on Europe (2013), in their survey on the effectiveness of TQM and industry mood, gave evidence that proved that many hospitality companies have not been very optimistic about the efficacy of TQM strategies even as certain improvements have been recorded compared to 2010 and 2011. However, only 7% of the organisations with TQM strategies score the activities as highly useful, but 13% say they are moderately useful, and still 11% see them as not useful at all (Kessler, 2013).

Obeidat, et al. (2019) suggested that strategies on TQM is an all encompassing practice, which must involve the motivation of all the the sections of an establishment for the required target of customer satisfaction and loyalty to be attained. Alfalla-Luque, et al. (2012) used an example of 27 five-star hotels in UK and USA (that included Mariot, W-hotel, Hilton, Sheraton and Sofitel) to illustrate what is required in the strategic implementation TQM for hiring and retention. Their selection methods are based on how smart, how creative, passion for quality, and alignment with company vision. They use internal and external sourcing, apprenticeship and internship to pool talents. Work experience is not a key condition for selecting applicants. Adetunji (2015) commented on the effectiveness of the mention processes and suggested some principles as criteria for maximizing talents which can be utilised by HRM for retaining quality employees. These include compensation packages, meal tickets, rewards, reinforcement and welfares. Innovating the company atmosphere to highlight fun and inspiration, coaching and mentoring will attract and sustain imaginative and innovative workforce (Armstrong & Brown, 2019).


The literature review has taken time to revise the status of the global highest employer of labour, the tourism and hospitality industry. The reviewer has taken time to research comprehensively on this problems bedeviling the segment of the economy in terms of selection of workforce and retaining them. Largely, staff turnover and loss of customers form the major concerns and these can bring down a hospitality business. The author highlighted a lot of strategies that are improving the landscape of HRM in making sure that quality talents are attracted and retained as a way forward for business success. Following these, the author recommends a framework for HRM’s effective TQM for business success, competitiveness and sustainability, which includes innovative staffing and choice making process, creative teamwork and employee empowerment, long-term training and development plan, standardized performance appraisals and competitive compensation packages.

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