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GHZP 4033
Human Resource Management in Tourism & Hospitality
Lai Yee Wei 219670
SEASONALITY in
Tourism Employment
Human Resource Challenges
Seasonality in tourism
• Defined as cyclical variations in tourism demand.
• Described as one of the most predominant, yet least understood, features of tourism. (Highman and Hinch, 2002)
• Viewed as a challenge and often a problem affecting many areas.
Seasonal jobs
• Defined as a non-permanent paid job that will end at a specified time, once the seasonal peak has passed. (Marshall, 1999)
Strategic Human Resource Management (SHRM)
• Defined as the pattern of planned human resource deployments and activities intended to enable the firm to achieve its goal. (Wright and McMaham, 1998)
SHRM and Seasonality in Tourism Employment
• When the SHRM appropriately deployed, it will provide a primary source of competitive advantage for a firm. Yet, the advantages depend largely on the concept of “fit”.
FIT
What is fit?
• “Fit” is a kind of function has to be aligned to assist the formulation and implementation of an organization’s strategies and priorities.
Horizontal Fit
Vertical Fit
SHRM context
HORIZONTAL FIT VERTICAL FITInvolves aligning HRM practices with one another.
Involves alignment between a firm’s HRM practices and its business strategy.
The coordination among a variety of HR practices.
Concerned more with the compatibility between HR practices in a systematic way.
How does the firm achieve the goal?
GOAL Customer’s Satisfaction
Customer’sExperience
Employee’s Behavior
Horizontal Fit Vertical Fit
Result
• Linking the HR practices & business strategy will shows the employees exhibiting desired role behaviors, in turn, contribute to firm success.
Managing Seasonality in Tourism Employment
• “Embrace” or “Challenge” seasonality.
Embrace Seasonality
ChallengeSeasonality
Embrace Seasonality
• The business that by choice or circumstance accept the seasonal nature of their industry.
• 8-12 weeks, not whole year.• Supplement income with a tourist-related
business.• Example: summer bed-and-breakfast
operation.
Challenge Seasonality
• Tourism operators that are, not by choice, affected by seasonality, nature of a non-seasonal business.
• Operate a year-round enterprise. • Try to extend their season by offering visitors
discounts during the shoulder season.• Example: Hotel extra-ordinary promotion
during off season.
How to decide to embrace or to challenge?
• Align their HR policies and practices with their business strategy.
External Fit
Internal Fit
DefinitionsEXTERNAL FIT INTERNAL FIT
The need to align HR programs with the overall business strategy.
Refer to two types of alignment:I. The need to align HR programs
with other functional areas.II. The need for alignment among
HR programs.
It relates to programs, activities and strategies that the organization develops to respond to the external environment.
Focus on how organizational and HRM systems are connected. Useful to each other and to internal clients.
In short, the HR practices support the overall strategy (external fit), and support one another (internal fit).
HR practices based on seasonality
Embrace Seasonality HR Practice Challenge Seasonality
Focus on temporary workers, employee retention less important
Staffing Focus on full-time core workforce, employee retention valued
Focus on brief orientation and task specific training
Training and development
Focus on continual training and employee development
HR practices based on seasonality
Embrace Seasonality HR Practice Challenge Seasonality
Focus on ability to perform specific tasks (informal appraisal techniques)
Performance appraisal Focus on broader based competencies and task specific abilities (formal & informal appraisal techniques)
Match or lead competitor’s base pay: bonuses based on staying entire season
Compensation Match competitor’s base pay; benefits and merit increases encourage retention; bonuses for staying beyond normal season
Extra Information
• https://www.youtube.com/watch?v=dJDjXfM5NBc
Sharing Staff in tourist areas
Thank You for
your attention
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