TM4024 Hospitality Management: People and Organisations
Term(s): SEMA
In the dynamic landscape of hospitality, events, and tourism, recruitment faces challenges like seasonality, high turnover, and specialized skill requirements. This report explores these hurdles and proposes strategies to enhance the sector's recruitment process, ensuring the acquisition of a skilled and adaptable workforce.
Maslow's Hierarchy of Needs, a psychological theory delineating human needs in a pyramid structure, provides a comprehensive framework for understanding motivational factors. Grounded in this theory, I reflect on my professional development, considering insights from Hopper (2020) and Cui et al. (2021).
Beginning with the foundational level of physiological needs, Hopper (2020) underscores the significance of a stable income and conducive work environment. Personally reflecting on my career, I acknowledge the direct correlation between financial stability and my motivation. Ensuring a secure income has been pivotal in maintaining focus and commitment to professional goals.
Moving up the hierarchy, safety needs encompass job security and a supportive work culture (Hopper, 2020). Reflecting on past experiences, I recognize the profound impact of a secure work environment on my motivation. Job stability and a supportive culture have fostered a sense of security, enabling me to channel my efforts towards professional growth.
Social needs, the third tier in Maslow's pyramid, emphasize interpersonal relationships (Hopper, 2020). Cui et al. (2021) extend this notion to the professional realm, highlighting the role of a supportive network. Reflecting on my career journey, I acknowledge the motivational influence of a collaborative work environment and the importance of cultivating professional relationships.
Esteem needs, the fourth tier, involve recognition and accomplishment (Hopper, 2020). Drawing on my experiences, I recognize the motivational boost derived from acknowledgment of achievements and opportunities for skill development. These aspects contribute significantly to a sense of professional fulfillment.
Self-actualization, the pinnacle of Maslow's hierarchy, underscores personal growth and fulfillment (Hopper, 2020). Cui et al. (2021) suggest aligning career goals with self-actualization needs. Reflecting on my aspirations, I see the value of continuous learning, setting challenging goals, and pursuing passions to achieve self-realization in the professional realm.
We are seeking a dynamic and visionary Chief Innovation Officer (CIO) to lead our organization into the future. The CIO will be responsible for driving innovation, fostering a culture of creativity, and implementing strategic initiatives to propel the company's growth. This role requires a forward-thinking leader with a proven track record in developing and implementing innovative solutions.
i. Develop and execute the organization's innovation strategy, aligning with overall business objectives.
ii. Foster a culture of creativity and collaboration, encouraging innovative thinking at all levels of the organization.
iii. Lead cross-functional teams to identify and implement breakthrough technologies and processes.
iv. Collaborate with internal and external stakeholders to identify market trends and emerging opportunities.
v. Oversee the development of new products, services, and business models.
vi. Evaluate and manage strategic partnerships and collaborations to drive innovation.
vii. Stay abreast of industry trends and technological advancements to ensure the organization remains at the forefront of innovation.
i. Proven experience in a senior leadership role with a focus on innovation.
ii. Demonstrated success in developing and implementing innovative strategies that drive business growth.
iii. Strong understanding of technology trends, market dynamics, and competitive landscapes.
iv. Outstanding interpersonal and communication abilities, with the capacity to motivate and guide groups of people..
v. Strategic thinker with the ability to translate vision into actionable plans.
vi. Master’s Degree or Skills of Equivalent Level
vii. Proven ability to navigate ambiguity and drive results in a fast-paced environment.
The ideal candidate for the role of Chief Innovation Officer will possess the following attributes:
i. Visionary Leadership: Proven capacity to motivate and inspire groups of people toward a shared goal while encouraging an innovative and ever-improving culture.
ii. Strategic Thinking: Proven track record in developing and implementing innovative strategies that align with business goals and drive sustainable growth.
iii. Collaboration and Influence: Outstanding communicative abilities and the capacity to impact substantial stakeholders and work well in teams that are cross-functional.
iv. Adaptability: Comfortable navigating ambiguity and uncertainty, with the ability to adapt to evolving business landscapes and technological advancements.
v. Results-Driven: Track record of achieving measurable results and delivering on key performance indicators.
vi. Industry Knowledge: Deep understanding of industry trends, emerging technologies, and market dynamics.
vii. Communication Skills: Exceptional verbal and written communication skills to articulate complex ideas and concepts to diverse audiences.
i. Balancing Specificity and Flexibility: Striking the right balance between outlining specific qualifications and leaving room for candidates with diverse yet relevant experiences.
ii. Future-Focused Description: Anticipating the skills and qualities crucial for the role in the rapidly evolving landscape of innovation and technology.
iii. Avoiding Bias: Ensuring the language used in the description is inclusive and free from unintentional bias to attract a diverse pool of candidates.
iv. Conciseness: Condensing extensive information into a concise yet comprehensive job description and person specification.
Recruitment within the hospitality, events, and tourism sector presents a multifaceted human resources (HR) challenge, as evidenced by recent research. Leveraging generative artificial intelligence (AI) applications, as discussed by Dwivedi et al. (2024), is one potential solution, but it brings its own set of practices, challenges, and research considerations.
The study by Dwivedi et al. (2024) underscores the potential of AI, specifically ChatGPT and similar generative applications, in addressing HR challenges within the hospitality and tourism industry. These technologies can streamline recruitment processes, automate routine tasks, and enhance communication. However, challenges such as the need for employee training, ethical considerations, and the potential impact on interpersonal aspects of hospitality should be acknowledged. While AI can improve efficiency, maintaining a balance that preserves the personal touch essential in these service-oriented sectors is crucial.
The Routledge Handbook on Gender in Tourism (Swart et al., 2024) sheds light on the gender dynamics within the tourism industry. Gender-related challenges, if not adequately addressed in recruitment, can contribute to disparities in the workforce. It emphasizes the importance of promoting diversity and inclusivity in hiring practices, which is a key consideration for HR professionals in the sector.
Another significant HR challenge in the hospitality industry is illuminated by Bullock et al. (2024), who discuss modern slavery and labor exploitation risks. The hotel industry, a prominent component of the broader hospitality sector, faces these ethical challenges in recruitment. HR practices must be vigilant in ensuring that recruitment processes do not inadvertently contribute to or overlook such exploitative practices.
In conclusion, the HR challenges in recruitment within the hospitality, events, and tourism sector are evident from various perspectives. While AI offers promising solutions, its implementation should be thoughtful to preserve the human touch. Gender disparities and the risk of labor exploitation further highlight the need for ethical and inclusive recruitment practices in this dynamic industry. HR professionals must navigate these challenges adeptly to ensure the industry's sustained growth and ethical standards.
In the hospitality, events, and tourism sector, the recruitment process encounters several formidable challenges that necessitate innovative strategies for effective resolution. One of the primary challenges lies in the sector's inherent seasonality, leading to fluctuating demand for skilled personnel. This poses difficulties in maintaining a consistent workforce, as the need for skilled staff varies based on peak and off-peak seasons.
To address the seasonality challenge, one proposed strategy involves the implementation of flexible staffing models. This entails creating a core team of permanent employees supplemented by a pool of temporary or part-time staff during peak seasons. By adopting a flexible approach to staffing, businesses can efficiently manage fluctuating demand while ensuring a skilled workforce during busy periods.
Another significant challenge is the high turnover rate prevalent in the industry. The transient nature of many roles, coupled with demanding work conditions, contributes to a revolving door of personnel. To mitigate turnover, organizations should focus on comprehensive employee retention strategies. This includes offering competitive compensation and benefits packages, creating a positive and supportive work environment, and providing opportunities for professional development. Investing in employee well-being and growth not only fosters loyalty but also enhances the organization's reputation, making it an employer of choice in the industry.
Moreover, the sector's demand for specialized skills poses a recurrent recruitment challenge. To address this, strategic partnerships with educational institutions can be established. Collaborating with universities and vocational schools allows the industry to contribute to the development of tailored educational programs that equip students with the specific skills needed in hospitality, events, and tourism. Such partnerships can create a pipeline of skilled talent, reducing the gap between industry requirements and available expertise.
Incorporating advanced technologies into the recruitment process is another critical strategy. Leveraging artificial intelligence, data analytics, and automation can streamline talent acquisition, enhance efficiency, and provide a more agile response to the sector's dynamic staffing needs. Embracing technology not only improves the recruitment process but also positions organizations as forward-thinking and innovative, potentially attracting tech-savvy candidates.
In summary, addressing the challenges in the recruitment process in the hospitality, events, and tourism sector requires a multifaceted approach. By implementing flexible staffing models, prioritizing employee retention strategies, fostering educational partnerships, and embracing technological advancements, organizations can navigate the unique complexities of the industry and build a resilient workforce capable of meeting its dynamic demands.
By embracing flexibility in staffing, prioritizing employee retention, fostering educational partnerships, and integrating technology, the hospitality, events, and tourism sector can overcome recruitment challenges. These strategies not only address immediate concerns but also contribute to building a resilient workforce capable of navigating the industry's unique complexities.
Bullock, K., Di Domenico, M., Miller, G., Shirgholami, Z. and Wong, Y., 2024. Under the radar? Modern slavery and labour exploitation risks for the hotel industry. Tourism Management, 102, p.104857.
Cui, L., Wang, Y., Chen, W., Wen, W. and Han, M.S., 2021. Predicting determinants of consumers' purchase motivation for electric vehicles: An application of Maslow's hierarchy of needs model. Energy Policy, 151, p.112167.
Dwivedi, Y.K., Pandey, N., Currie, W. and Micu, A., 2024. Leveraging ChatGPT and other generative artificial intelligence (AI)-based applications in the hospitality and tourism industry: practices, challenges and research agenda. International Journal of Contemporary Hospitality Management, 36(1), pp.1-12.
Hopper, E., 2020. Maslow’s hierarchy of needs explained. ThoughtCo, ThoughtCo, 24, pp.1-3.
Swart, M.P.N., Cai, W., Yang, E.C.L. and Kimbu, A.N. eds., 2024. Routledge Handbook on Gender in Tourism: Views on Teaching, Research and Praxis. Taylor & Francis.
