Employee Development Essay

The hotel industry is considered extremely labour-intensive and exploitative in nature. Hotels are said to have adopted autocratic style of managing its employees, thereby, not being in favour of taking in inputs from the employees over the work processes and towards the betterment of work environment. Employee development is hotel industry is not considered a main issue, rather a side issue. The main focus of hotels is, in fact, providing job enlargement to its employees so that they can flatten and rationalize the management structure in order to reduce the headcount level. There is a lack of innovation in the industry and the industry still works within the traditional boundaries of employment practices and methods of working

Proper work force planning would lead to a healthy “employee-job role fit” and thus, it would reduce work dissatisfaction and other factors which could cause discomfort such as unavailability of suitable alternatives for the employees to carry out their tasks completely and correctly. Service quality is also sometimes at a disadvantage for smaller hotels. It has been suggested that the only ways to differentiate hospitality services among different hotels is either price competition or providing additional services connected with a particular service, that is, complimentary services to give the employee an extra-level of satisfaction and a different experience altogether. (Yang and Fu, 2009). The workforce is considered as the most important asset for the hotel industry. However, to achieve results to the full potential, it is necessary that they are carefully and aptly chosen, and then optimized. There are certain performance gaps that are not manifested and remain latent, until workforce planning is done and these gaps impede the execution of some business-level

First method is Internal Supply Analysis which states that the organization has to evaluate supply internally in order to meet the demand. On a quantitative basis, the hotel business will have to look at the capability-performance match even within jobs that are fully staffed in order to reduce the level of attrition, turnover, retirement and mobility of workforce of specific individuals. Demand planning also has to be technologically-driven to bring out accurate results (Peter Louch and Vemo,