Employment Relations in the Hospitality

November 8, 2019

A great deal of the work is unpaid or low-paid, with a heavy reliance on females and young labor and, in some countries, migrants. Most work is regarded as semi-skilled or unskilled, with some deskilling. Training is often basic, with firms tending to buy in skills from the labor market. A large number of workers communicate directly with customers, while others have a more indirect customer relationship.

Part-time and nontraditional employment is commonplace, and may be increasing among the different nations interest in creating more flexible labor markets. Mobility is high, which leads to high labor turnover rates. Recruitment and retention is particularly problematic, particularly for managers where a lack of professionalism may impede business success in developing and transitional economies.

This book is a very thorough approach to employment relations and a number of different areas that a hospitality HR person needs to consider in order to do his or her work properly, especially in an increasingly global world.

The book is written from a British perspective, which still allows for valuable advice to readers in any EU nation or North America. However, some of the information is not applicable to other countries. What the book does serve to do, however, is give someone who is either new to hospitality human resources or needs a refresher course on employment relations due to changing parameters with increased globalization a quite good starting point on the issues that will be of concern in this ever-changing field.

Reference:

Lucas, R.E. (2003). Employment Relations in the Hospitality and Tourism Industries.: New.