Manpower Management in Hospitality Industry (Part II)

After ascertaining the actual manpower requirements of the organization, the personnel management formulates program for the recruitment, selection, training, etc. of the prospective employees. The best policy which is followed by most organizations is to fill up higher vacancies by promotion and lower level positions by recruitment from labor market.

Part II: Developing a Human Resource Plan

It is necessary to prepare a human resource plan in every organization involved in hospitality industry. It requires different types of professionals like guides, transportation employees, etc. For this purpose a detailed plan is required to find out the prospective employees.


Recruitment and selection

It is the process of searching for qualified employees and inspiring them to apply for the job. Recruitment helps the management in attracting a large number of qualified candidates. A suitable candidate can be located from different sources like, advertisement, campus interview, employment exchange, etc.

In hospitality industry, hotels can approach the hotel management institutes for selecting qualified candidates. They can also approach employment exchange for new professionals. The travel agencies can recruit employees through advertisement. Another source of recruitment is promotion of existing employees.

The process of screening the recruited candidates is called selection. It is the choosing of suitable person to fill the existing job vacancies. The bio data of the candidates are put into scrutiny and those who fulfill the requirements are called for interview. The organization may conduct written test, group discussions and problems solving exercises, presentations or interviews for completing the selection process.

Induction and training

Induction is the process of introducing a new employee in the organization. It is the technique by which an employee is rehabilitated into the changed surroundings and policies and procedures of the organization. He or she should be properly welcomed in the organization, introduced to colleagues, given details about the organization, made to know his position acquainted with company’s rules, regulations and working conditions. Information and up gradation of knowledge is the key to success in tourism sector and all employees must have undated knowledge.


The quality of service in tourism depends on the job satisfaction of the employees. It is the manager’s responsibilities to motivate the employees.

Besides rewards and incentives, the employees can be motivated by recognizing their performance. Employee’s expectations should also be kept in mind and their achievements or good performance should be duly recognized. This also helps in the retention of good employees in the organization.

Compensation to employees

The reward received by an employee for his services is called compensation. The compensation include direct, indirect and non-monetary.

Direct compensation: Direct compensation includes the basic wages that an employee receives as annual salary or hourly wages. It is based on the actual work done by the employee or time spent by him in the premises. Here the employees are compensated on a particular scale of pay.

Indirect compensation: Indirect compensation means the monetary benefits received by an employee other than the basic wages. It includes retirement program, moving expenses, insurance (health, dental, eye), subsidized housing, paid leave (sick, holiday, personal days), subsidized utilities, boots and clothing laundry service, use of farm trucks or machinery, produce, foods, meals, cellular phones, child care, etc.

Non-monetary compensation: Any benefit an employee receives from an employer or job that does not involve any monetary value. This includes career and social rewards such as job security, flexible hours and opportunity for growth, praise and recognition, task enjoyment and friendships.



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