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HUMAN RESOURCES MANAGEMENT IN THE HOTEL AND CATERING INDUSTRY

ABSTRACT

The subject of my research is human resource management in the hospitality industry (case study of the Royal Palace Hotel Enugu). Researchers used both primary and secondary data throughout the study. Primary data were collected through means of questioning and observation. Secondary data were from textbooks, journals, journals, and libraries.

The research design of this study was a research study. The study population was 82 employees of the facility. The sample size of the survey was his 63 employees, which he derived using the Yaro Yamani formula to determine the sample size. A total of 63 questionnaires were distributed, corresponding to a 100% response rate. Researchers used sampling rate and chi-square as statistical tools for analysis.

Research indicates that the majority of workers at this facility are unaware of how wages are set, and management does not involve workers in wage-setting machines and mechanisms. Workers’ role is limited to strictly complying with rules and regulations.

Among other things, researchers recommend that employers in the hotel industry take extensive talent surveys.

CHAPTER ONE

INTRODUCTION

1.1 THE BACKGROUND OF THE STUDY

Since recorded history, people have traveled and needed protection while traveling. As a result, some accommodations emerged in the form of inns and small hotels, followed by large hospitality suites to cater to such needs. That is why this hospitality is said to be his second oldest profession in the world. In the immediate aftermath of the civil war in 1970, Nigeria’s hotels were virtually non-existent, and none were particularly well-known in the international hotel industry. The Nigerian hotel industry experienced some growth during the oil boom of the late 1970s. In recent years, however, Nigeria has been the host of several major international events, including the Commonwealth of Governments Summit (CHOGM), the All African Games, carnivals and conferences, as well as two American presidents and other presidents and their entourages. including visits to ., mainly in large cities, to build several more managed hotels in Nigeria.

This growth is not unique to Nigeria. For example, the American hospitality industry, with $110 billion in bus trips to eat out in 1979, is actually the third largest industry in the country in terms of total retail sales, employs about 6 million people and averages 125 million people. employ people. In 1995 it had 42 employees and still needs to add more employees each year. Since then, Nigeria has witnessed a number of significant developments and changes in the relative improvement of living standards for the majority of the working population. These improvements are the result of a variety of factors, including increased country productivity, stronger economic growth, smarter management and union pressure.

The hotel and catering industry contributes significantly to the overall improvement of living standards by providing basic and leisure services, employment and wealth creation.

Hotel development in any country is a detailed process requiring a high degree of pre-planning before, during and after construction. In many places in Nigeria, there are still signs that this pre-planning is not being carried out properly. As a result, some hotels are unable to meet the ever-changing and growing needs of their customers today and tomorrow. Large cities like Lagos are currently in short supply. Nevertheless, tourism, of which the hotel and catering industry is a major component, is seen as a potential growth sector in Nigeria.

1.2 STATEMENT OF THE PROBLEM

Limited expertise is therefore to be expected in an African industry that seems to be growing continuously over the years and this poses a problem.

In this study, we hope to consider these and other issues and make recommendations where appropriate. The decline in the problem of experienced workers in this third world industry is likely due to management’s reluctance to train workers and hire qualified workers.

Another problem lies in the fact that most workers in this industry do not have clear channels to report protests or grievances.

A third issue concerns how a worker’s base salary and benefits match their workload and commitment. Low willingness to work when employers become less responsive to economic changes in terms of adjusting wages and benefit packages to economic growth, as is experienced today in most developing countries, including Nigeria. Workers are left. Morale and motivation for work is greatly reduced.

We also face an environment where employees are often left in the dark without being educated about what they have a right to know. payment example

It is the whim of the management, such as judgment methods and promotion standards. This causes problems.

A final problem is the common belief of many people that industrial jobs are a last resort if “better” jobs cannot be found. It therefore discourages young people who want to pursue a career in the hospitality industry.

Having identified some of the problems, this research intends to find possible solutions to some of them.

1.3 THE OBJECTIVE OF THE STUDY

To this end, the study aims to assess the adequacy of the rights payable or payable to a portion of the workforce working wholly or partly in the hospitality sector. Therefore, the purpose of this study is

Assess the adequacy of other entitlements and benefits that are not part of basic care. Evaluate whether wages are commensurate with the efforts of workers in this industry.

Evaluate how salaries and benefits in this industry compare to those in similar industries.

An investigation of the industrial relations that exist in the hotels under study and their impact on workers’ well-being.

Identify the impact of inadequate compensation and benefits systems, or lack thereof, on employee performance.

1.4 RESEARCH QUESTIONS

The following research questions are asked.


How satisfied and motivated are employees in the hotel and catering industry with their salaries? How satisfactory are the working conditions available in this sector relative to the workload of workers?

To what extent is management involved in employee training and further education?

To what extent does management agree to union formation?

How responsive is management to changes in the economy in relation to adjusting compensation and benefit packages to economic indicators?

1.5 RESEARCH HYPOTHESIS

The hypotheses of this study include:


E:
The payment package and employee benefits do not match the effort they put in.

C:
The payment package and employee benefits are commensurate with their efforts.

E:
Management does not encourage workers to unionize

C:
Management encourages employees to form a union

E:
Employee morale and job motivation are adversely affected by the salaries and benefits they receive.

C:
Employee morale and job motivation are not adversely affected by the salary and benefits they receive.

1.6 THE SIGNIFICANCE OF THE STUDY

This study is important for the following reasons.


To change the belief of some hoteliers in their own country that unionizing their employees can cause more problems.

The importance of getting rewarded for your effort and productivity should be emphasized. Because most of the workers in this industry are looking for psychological needs, they work in an environment ostensibly restricted to self-actualized working adults. Ability to help bring the Belle industry back to what it perceives as an important part of the economy and a potential growth area.

1.7 SCOPE AND LIMITATIONS OF THE STUDY

Attempts to assess human resource management in the hospitality industry will be broad and comprehensive. Researchers therefore believe that the scope of this research should be limited to the management of social services and welfare systems. H. All other rights to which an employee is entitled, other than wages. Due to its nature, it can be a motivator for employees of industry organizations.

This survey is limited to all staff at the Royal Palace Hotel in Enugu. However, the findings of this study apply to the Nigerian hotel and catering industry. The main limitations of this study are the limited degradation by previous researchers on the subject and management’s hostility to questions and requests.

1.8 DEFINITION OF TERMS

Hotel An establishment operated by an owner to provide food and drink and, if necessary, lodging to persons in suitable conditions for the use of services.

Scam Hotel A hotel primarily for travelers while away from home temporarily.

Residential Hotels These are hotels that offer full residential accommodation in an apartment style, as opposed to simple Quest standards with no cooking or dining facilities in individual units.

Airport Hotel Accommodation for airport travelers. Clerk Clerk Someone who is usually paid monthly by a bank, mostly managers and senior management.

Full-time employees:
Who knows they usually work around 30-45 hours a week and are guaranteed a salary on a monthly cash basis.

A resort hotel-hotel located on a lake by the sea or other natural geographical feature that can be incorporated as part of the hotel.

Casual Workers Workers who typically work on a session basis. Evenings or afternoons, there is no guarantee of future work and they are usually paid in cash per session.

 

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