Food Industry <br />Economics

Food Industry
Economics

ISSN Print: 2312-847X
ISSN Online:2411-4111
ISO: 26324:2012

RESEARCH OF PROBLEMS OF HUMAN RESOURCE MANAGEMENT IN HOTEL AND RESTRAUNT BRANCH

Kozak K.B.;Markova H.F

Key words: human resource management;hotel and restaurant branch;problems of a human resource management;workforce;work motivation system

Page: 45-51

Abstract

This article presents the results of research into the problems of a human resource management in the hotel and restaurant industry and the importance of hospitality areas for tourism infrastructure in Ukraine.It is dealt with the relevance of solving the problems of the human resource management in the modern conditions of development of enterprises. The components of a practical importance of HR man-agement are: ideal designing of a practice of personnel administration; development of the theory, strategy , equipment, ways and control facilities of the personnel; rationalization of a practical management of people; orientation to requirements of the economic efficiency; motivation of the heads to make a choice of models of management from a number of modern alternatives. It is determined that in a modern conditions, search and staff recruitment are the most important part of the human resource policies of the enterprise and are the key elements of a human resource manage-ment system. The areas of work with the personnel in which the enterprise should intensify its efforts are : person-nel planning, the analysis of work, rationing of work and an assessment of execution, system of stimulation, organizational culture, system of measures for adaptation of new workers to work in the enterprise, training. It is investigated the important functions of the human resource management, specifics of hotel and restaurant branch, necessity of introduction of a modern effective models of management, communication of a system of motivation and work of the personnel. There are emphasized the main existing problems of the human resource management. The first one is the imperfect technology of development and adoption of personnel decisions. The second one is an absent orientation to achievement of efficiency. Third - methods of a set, an assessment and personnel train-ing are badly introduced. Attention is drawn to the components of the work motivation system and to the conditions for effec-tive management of the workforce. Conclusions and some measures are drawn on the necessity of the creation of an accurate system of work with workers, on the understanding of defects of the traditional native concept of the human re-source management, on formation of a new personnel policy and a corporate philosophy of the manage-ment


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DOI: 10.15673/2312-847x.4/2015.56856

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