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    Pearson BTEC Level 4/5 HNC/D Diploma in Hospitality Management Human Resource Management for Service Industries


    The report presented below focuses on explaining the importance of employees and personnels working in an hospitality industry. With the advent of rapid industrialization and globalization, the organisation have been considering its personnels and candidates as its assets and not an element of cost. The human resource of the company therefore consists of human assets and is thus managed by human resource management department (Mondy, and Martocchio, 2016). Considering 'Only chefs' which is an organization developed recently working on an unique idea of bringing the multi scale restaurants in direct contact with the potential executive chefs for there company for the purpose of recruitment, hiring, training and development of the employees. The hospitality industry is concerned with providing services to the customers travelling for business or personal purposes (Boxall, Purcell, and Wright, 2008.).

    Task 1


    Role And Purpose Of Human Resource Management

    Human resource is a management of people in any organisation and responsible for choosing the right person for the right place. Like any other industry hospitality business also requires these asset, because employees are the most valuable asset for any organisation. How ever Hospitality business required well qualified and hard-working and  able to work in rotation shifts also, because this industry also having rotation shifts.  After globalisation or due to globalisation people have to travel more for different reasons for job for business purpose, for any thing so that the requirement of hotel industry  grows more and  gives a boost to these industry (Hendry, 2012). Big business have big responsibility and to take this responsibility, the workforce of any organisation must have efficient, skilled and well groomed employees. Employees can affect the performance of the organisation which makes it necessary  to hire the best and responsible for the job  who have a spark.   

    In this context Only chef provide the best opportunity to the right person. They comes with the new thought for chef  they gives the opportunity to all kind of chef in any section of kitchen. This is not only for the job seeker but also for the employers (Mathis, and at el., 2016).

    The most important role and the responsibility of HRM is to recruit employee to meet workforce demand for which the recruiter should well versed in his duty. The other most important role of human resource department is to mange employees and manage the relationship between employee and organisation and employee to employee and this task is really important for any organisation for any industry. Because the good and healthier atmosphere effect the growth of the business. Like Only chef gives an opportunity to choose the right work place or kitchen for career growth and vies-versa a right chef for the right kitchen. The other and also important role played by human resource management department  is managing wages and salaries, provides incentives, compensation ,bonus, promotion to the employees on behalf of there work and growth.  

    In hospitality business there is a one more purpose and role for the human resource management department is to recruit the person according to  social culture of the hotel business. Social culture is to represent way people live in different countries. As we know there are different types  of cuisine for different types of people so the manager needs to hire the employee accordingly. The other factor of recruitment in this industry is language base because peoples comes from the different countries and this will affect too the business (Armstrong and Taylor, 2014). As we talk about the chef  if he is a master of any field like Italian, Chinese, continental etc he/she should have a little bit knowledge of the culture and language too, it is good to interact with the costumers is good for the business.

    Only chef provides the perfect chef for the perfect kitchen , A La Carte  chef for the open  A La carte kitchen, Italian chef for Italian cuisine and in other segment.

    Human Resource Plan

    The human resource department in an hospitality industry manages the human resources in an industry. Managing human resource and the issues required developing a plan for the same. An efficient and effective human resource plan considers hiring, recruitment, training and development of the employees. The plan must only include paying wages to the employees on timely basis but also it provides ample of opportunities for morale motivation and performance betterment plans. The human resource management department designs a plan for the organization so that it provides all the necessary and required instructions and supervision to the company for managing the employees (Avey And et.al., 2011).

    The importance of an efficient human resource plan is well understood by the hospitality industry. The human resource plan must therefore be designed after analysing the demand and supply of employees as in case of the company mentioned, the human resource department must find out first of all that what qualities and characteristics the employer's company is looking for into the potential employee. Further it must find out the number of employees appropriate for the designation provided by the companies. The process mentioned above will be affected by the current economical, technological and demographical trends prevailing in the country. As in the case here, the demographical structure of UK is wide enough to provide ample of labour supply to the industry. The technological advancements are such that the employee and employer are well connected with each other without any interruption in between.

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    Further moving it has been observed by studying various articles and magazines that the nation gets strong base of support from the political sector of the nation provided by suitable economic conditions prevailing to promote the carrier development opportunities of the potential personnels (Avey, Luthans and Jensen, 2009). The economic conditions and the governmental interventions could have a major effect on formation of human resource plan wherein the company might be required to provide with monitory and non monitory incentives to the employees as according to the policies framed by the government in favour of employees for promoting their carrier and thereby improving the standard of living status of its public. On the other hand if the economic condition of an country worsens then the government might frame laws that could increase the level of frustration among the employees if the government might put pressure on the organizational firms to reduce or takeaway the benefits provided earlier.

    Task 2

    Employment Relationship In An Hospitality Industry

    In an hospitality industry major focus it laid upon bringing the customers to the product or service of the company. For providing better and quality assured to the customers it is necessary to ensure that proper training and development of the employee is undertaken by developing a legal relationship between the employer and the employee. This legal link between the main players of an hospitality industry ensures policies regarding conflict management, grievances solutions, disciplinary procedures further extending to improving the participation and involvement of employee. The scope of employment relationship is not limited to these areas only but it also includes providing consultation required by the employee or to the employer in certain cases (Bakker and Demerouti, 2008). It also includes addressing any issues related to negotiation or collective bargaining. As the employment relationship contributes to solving the employment issues of all the individual employee and personnels on a whole it is necessary that the employees group works as a union coordinated collectively to solve the issues that might be faced by them collectively.

    The current labour market is well updated with the latest techniques and legal policies issued by the governmental regulations for their protection of legal rights and to ensure that they are not exploited on any ground. The labour market of the hospitality is so well structured that the employee and personnels are provided with ample of carrier development opportunities. There are special rules and policies framed for the hospitality industry employees where rules and laws related to specific issues such as grievances, conflict and employee participation issues are solved. Thus following this relationship design, almost all of the major large and multilevel hospitality industries have developed special department that works specially for strengthening the relationship with its employee by developing a most suitable cultural and business environment in an organization. The business environment of the hospitality industry is developed by analysing and researching on the relationship that exists with the employees to make sure that the company operates in long run without any negative impact on the relationship between the employer and employee (Barney, Ketchen and Wright, 2011). The employment relationship thus motivates the morale and performance level of the employee which not only develops their carrier but also increases the brand image and goodwill of the organization for ensuring long term growth in potential hospitality industrial opportunities. It can thus be said that the employment relationship in the hospitality industry are strengthening to survive in the competitive environment.

    The human resource department of each organization that is a part of assignment online is governed by special employment laws and acts implied by the UK government. These employment acts work for protection of basic rights of employees such as receiving equal job opportunities and getting enough incentives for the same. The laws regarding the retirement, redundancy, maternity and paternity leaves are framed and implied on to ensure that none of the employees are exploited by exploiting policies of the employers.

    Starting with the redundancy act, there are special laws for protecting the employees against the same. The hospitality industries are required to provide a notice to the employee in advance. In no case the company could take away the employees job or remove him suddenly from the group of its employees (Baum, 2007). Even if the company is going to shut down its activities or wind up with its activities from specific location the employee must be well informed so that he can make arrangements to search for  a job elsewhere. All the working parents are entitled to maternity and paternity leave specially including section for pregnant woman, to take leave for reasonable time foe antenatal care. Paternity leave section provides the employee to apply for leave grant in case arising for the being biological father of the child expected to born on due date. The fact that contribution of both father and mother is required is accepted globally and is applied in the hospitality industry too. The National minimum wage act 1998, ensures payment of minimum standardised per hour wages to the employee in an industry in UK.

    It can be therefore said that the hospitality industry of UK, which is on the leading position among the other countries companies, the reason for the success being understanding the personal life and physical health issues that could be faced by the employee (Bennett and Ho, 2014). These aspects are well considered by the hospitality industry for contributing the importance of comfort level of the employees in providing quality and time assured services to the employees. Every company that is a part of hospitality industry frames its human resource strategies in accordance with to ensure appliance of legal procedures by the organization. The organization obviously needs to incur a lot of expenditure to  ensure legal compliance and long term sustenance of its employees but it is also clear that the human resources are not the cost for company but are an asset to hold on the current strong position of the hospitality industries.

    Task 3

    Job Description And Specification Of Excecutive Chef

    An executive chef is the personnel who enjoys the authority of managing and controlling the kitchen department. Kitchen director, kitchen manager or head executive chefs are the other abbreviations or terminology used to title the Executive chefs. This kind of designation is given to the senior most chefs working in an cruise ships, 5 star hotels or conference and convention centres (Black, Clemmensen and Skov, 2010). The executive chef will have the authority of controlling the entire kitchen brigade with the support of at least one head chef belonging to the kitchen department. The task of an executive chef is not simple as he has to keep on innovating and bringing up with new recipients to attract its customers coming from international background from any part of the globe. The executive must make sure that the recipes will appropriately suit the taste and preferences of all its customers belonging to different cultures.

    Job Specification

    • The executive must be innovative enough to develop unique recipies for banquets and restaurants  that are economical and must align with the budgeted costs.
    • The executive chefs must be able to manage the standards of hygiene and cleanliness throughout all the sections of the organization (Boxall and Purcell, 2011).
    • The executive chef must be able to design unique menu structure ensuring that the list of food items is not necessarily large but is efficient enough to provide a higher level of satisfaction to its customers.
    • The executive chefs must work in collaboration with food and beverages managers to decide the selling price of menu and also must make continuous efforts to minimise and control the ingredient expenditure of the items included in the list of menu (Bratton and Gold, 2012).
    • It is the duty of the executive chef to ensure that the production is sufficient enough to meet the expectations of the guests.
    • The chef must be possessing super qualities to build up disciplinary environment by making proper arrangements with the banquet and conference halls (Chen and Huang, 2009).
    • The chef must provide training and promote activities to search for bringing up new innovations in the menu for helping the guests to celebrate different occasion.

    Thus the person specification of executive chef requires the chef to be innovative, thereby making efforts to motivate the junior level personnels to work delivering super services and new ideas for the organization. He must therefore be able to control the staff efficiently (Collings and Mellahi, 2009).

    Selection Procedure Of Different Service Industries

    The different service industries that includes providing services of hospitality and tourism have different selection procedure. Here undertaking the example of an hospitality industry the procedure of selection of executive chef will be considered with that of a hotel supervisor. The task of executive chef is somewhat limited with relation to maintaining of quality standard of food items whereas the hotel supervisor must be able to supervise and control the different departments of the hotel.

    Comparing the selection process of executive chef with that of a hotel supervisor.

    • A hotel supervisor must possess super quality of being able to lead the different departments whereas the executive chef leads only the kitchen brigade. The maintenance of discipline of the entire hotel is the responsibility of the hotel supervisor whereas the executive chef has to control and bring discipline into the kitchen department (Crook And et.al., 2011). The kitchen department will be supervised by the hotel supervisor whereas the executive chef does not supervise the hotel.
    • Therefore it can be said that the selection procedure of the executive chef is completely different than that of the hotel supervisor. For recruitment of the executive chef he is checked by taking practical examination on preparation of different cuisines and items, whereas no such practical examination is required to be taken for recruitment of hotel supervisor. The personality skills of hotel supervisor are checked to ensure leadership quality whereas the executive chef need not have to compulsorily have the knowledge of managing entire organization.

    Task 4

    Contribution Of Training And Development

    The contribution of training and developmental activities carried out by the Human resource department is having a list of positive impacts on the performance of operational and administrative qualities of the organization (Easterby-Smith and Prieto, 2008). Every personnel is capable of learning new activities and enhancing there developmental skills. In today's era of globalization the employees need to be provided with ample of opportunities by providing training and developing the personality of the personnel. For the successful working of operational activities of an hospitality organization it is necessary that the organization carries out a procedure specially designed to enhance the skills of employee and thereby benefiting the company. The training activities would provide practical training to the employees for using the technology used by the business environment of the organization.

    The employees will therefore be admitted to the environment of organization easily. Training activities develop the personality of the personnels by increasing their morale and motivating them to use the new technologies that would be cost effective and time saving for the organization. The training activities are helpful in reducing the fear of employees to perform internationally on an open ground by explaining them the ways to communicate with foreign clients or employees from different cultural background (Guest, 2011). These activities also build a level of confidence among employees and thereby contributing to the performance of organization as the hospitality industry is related with providing service to the clients and bringing them to enjoy the services by offering attractive schemes of services. Thus the employment training and development training is not only beneficial for the employees but also for the company's performance in hospitality industry.


    It can be concluded from the above report that the importance of Human Resource Management in managing the human resource of the company reflects that how the organization considers its employees that is whether as asset or as cost. If the employees are considered as human resource than the company could easily adopt the Employment relationship and continue to lead the industry for a longer period of time. With an increase in rapid industrialization and globalization, the number of people travelling all over the world have increased some of them travelling on business trips and the others travelling as  leisure activity or to celebrate special occasion with their family, the scope of expansion of hospitalization industry has increased considerably in UK. The tourism and hospitality sector are growing in alignment with the considerable need to adopt various Human resource Management activities to successfully carry out the operational activities in an hotel industry.  


    • Mondy, R. and Martocchio, J.J., 2016. Human resource management. Human Resource Management, Global Edition.
    • Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
    • Avey, J.B. And et.al., 2011. Meta-analysis of the impact of positive psychological capital on employee attitudes, behaviors, and performance. Human resource development quarterly. 22(2). pp.127-152.
    • Avey, J.B., Luthans, F. and Jensen, S.M., 2009. Psychological capital: A positive resource for combating employee stress and turnover. Human resource management. 48(5). pp.677- 693.
    • Bakker, A.B. and Demerouti, E., 2008. Towards a model of work engagement. Career development international. 13(3). pp.209-223.
    • Barney, J.B., Ketchen, D.J. and Wright, M., 2011. The future of resource-based theory revitalization or decline?. Journal of management. 37(5). pp.1299-1315.
    • Baum, T., 2007. Human resources in tourism: Still waiting for change.Tourism Management. 28(6). pp.1383-1399.
    • Bennett, J.M. and Ho, D.S., 2014. Human resource management. In PROJECT MANAGEMENT FOR ENGINEERS.(pp. 231-249).

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