Discuss about the Hospitality Workforce Issues for Tourism Industry.
The critical situation in hospitality industry rose due to the unskilled labour and skilled labour shortage problem. There are various workforce agendas which drives the goals of the industry in a wrong way. There are not enough evidences for maintaining this imbalance in near future. So there this industry needs to specify the importance of this issue. There are different literature reviews available for rectifying these issues which are causing the damage to the hospitality industry and creating massive reduction in motivational perspective (Hoque, 2013).
The review provided in this paper is concerned about the demands of the hospitality industry and how the unskilled labour is hampering the growth of the industry in Australia from different perspective is discussed in details. The government and academia can provide a good work culture to overcome this crisis related to the current crisis of unskilled labour in the hospitality sector of Australia (Riley, 2014). The shortages of labour are not just only about the recruitment activities but also involves the retention strategies. This paper provides the multi-faced approaches not only identifies the dominant issues but also recognizes the interrelation among these issues.
A literature search was undertaken regarding the hospitality workforce issue related to the unskilled labour and skill shortage problem in the hospitality industry. Filters were applicable for the literature published before 2000 in order to make this review more convenient with the recently updated data regarding the responses found from the survey done on unskilled labour issue of the hospitality industry (Boella & Goss-Turner, 2013). Particular attention is given to the articles publishing dominant issues regarding the hospitality industry.
In the hospitality industry mostly the multinational companies and sponsors invests their money for the development of the hospitality industry. These aspects reignite the unique characteristics of the hospitality industry, which is relating the unskilled labour issue with the Australian hospitality industry. By analyzing the environment of Australia the impacts of the unskilled labour can easily be understood (Humphreys & Marchand, 2013). The research findings provide the details of the dominant aspect responsible for creating barriers to the growth of the hospitality industry in Australia.
The main issue concerned in this paper is the problem rose regarding the unskilled labour in the hospitality industry. Human Resource Practices have broad role behind this aspect. Providence of proper skills is totally related to the human resource development plans (Lee-Ross, 2014). These practices are concerned about: training budgets, strategic human resource plans, career progression opportunities. All of these aspects are dependent on the size of the organization and their popularity in the market. in Australia 50% of the micro-business are operating in the regional areas of it.
Skills are less among the regional areas in case of the hospitality industry, so to improvise the situation human resource plans can innovate new and impressive strategies to train the employees and worker in a very different way. In most of the cases the worker are rigid in nature about learning something new in field (Hoque, 2013).
Required skills:
According to the several studies performed on the skill sets required for the hospitality employees are literacy and numeracy, though the fundamental requirement of the hospitality industry are described by the characteristics of the aesthetic labour resources. The skills required as the fundamental part of the hospitality management are concerned with the demands of the customers. These demands of the customers are comprised of inter and intra personal skills of the employees, which provides the great importance to any hospitality organization (Hesford et al., 2016). These inter and intra personal skills are totally interrelated to the some other specific skills: problem solving, critical thinking, maintenance professional and emotional intelligence with proper leadership quality. Except all these factors the organization also needs the specific operational skills for the developmental aspect of the issues raised in case of the hospitality industry. Hospitality education provides the detailed education about the curriculum about the customer needs.
A recent hospitality program that was revealed by the authority of Australia are declared as too generic and compared to teaching materials which were too old for supplying the needed for satisfying the customer demands (Humphreys & Marchand, 2013). The detailed study performed on the hospitality industry of Australia showed that the education providers were very much incongruence about what they are providing to their students. The students or the learner rather needs further training before entering the work place.
One of the most important need of the hospitality industry is that the demands of this sector always varies according to the needs of the sub-sectors, which also addresses the needs of the SMEs across this sector. These needs are commonly ill-defined wither at the technical level or from the knowledge level (Robinson et al., 2014). This aspect mainly forces the education providers who are providing insufficient knowledge for practical purposes of the hospitality industry.
One of the largest factors influencing the hospitality industry is the poor reflection of the industry they shown by itself to their employees. This is the crucial factor which influences the industry from different perspectives. From the global point of view about the hospitality industry there are so many multi- national organizations that are providing so many opportunities to the employees for learning the techniques through the strategic human resource approach (Rolfe & Hudson-Sharp, 2016). Though the reality is that, the hospitality industry is totally dominated by the SMEs. These aspects involves the low cost tourism, which offers low cost of labour According to the Australian industry structure it is noted that the lack of knowledge among the Australian graduates is responsible for the bad impact upon the recruitment and retention.
Employment issue is described by the point of view of the satisfaction of the employees. From a few decades the employment issue elaborates that the employees are concerned about their vastly different expectations, which totally change the field of hospitality among employees. Rather than doing work during all the life and investing themselves toward a never ending working schedule they prefer to maintain balance among the working life and all leisure of life (Agrawal, 2016).The most important aspect for employing the people in the hospitality industry are: maintaining positive relationship with colleagues, continuous work scope and attractive learning opportunity. Dissatisfaction of the employee tends to their lack of interest in learning the practical aspects which are important for the development of the hospitality industry. The job variety should be provided to the employee for retaining their work culture, then only they will find interests in this field. The balanced environment in the hospitality industry attracts the employees more for learning the skills required.
According to the global context about the hospitality industry there are so many options available for getting lower paid labour, which is reducing the chances of providing proper training to the unskilled labour (Ajufoh & Ogwuche, 2016). Various organizations related to hospitality industry are getting the labour by providing low cost but the developmental aspect of skilled labour is ignored by the authority at that stage. In case of the Australian hospitality industry the main issue is related to the current industrial relations framework, which provides no more attractive prospective of the industry towards the employees. There is providence of incentives in this industry which will insist the employees to do their work properly. From this context it is crystal clear that there is not good industrial relations among the employees and the industry.
In case of the governmental policies SMEs face more disadvantageous situation for he unfair dismissal laws applied by the government (Hagan et al., 2014).These aspects demotivate the employees for gaining knowledge through training.
Role of academia:
According to concerned needs of the hospitality industry the education providers should be more focused on the industry needs while providing training to the learner. In addition to this, they also should take care of the environment they are attached with and the skills they are providing to employees (Rok & Mulej, 2014). The skills they are proving must be reactive as well as proactive. All of these factors are dependent on a fundamental factor: the capacity of the industry. The capacity of the industry leads to the understanding of the relationship between the government and Australian hospitality industry. Over last 20 years the industry shown unprecedented growth and also recognized for providing quality education according to the industry needs.
There should be meaningful dialogue need between the education providers and the government policy makers. There are several companies and agencies who are coming forward for making collaboration with each other and also with the government for having a clear view point about the current issues and goals of the hospitality industry (Seekings & Nattrass, 2015). This aspect can help the hospitality industry while unskilled labour can cause a massive problem to the industry and lack of collaborative approach between the organizations and government may leads to a critical situation for the learners. Collaborative understanding also makes the labour market attracted for developing the atmosphere. Another aspect of collaborative approach is that: within the hospitality industry some of the collaborative undertakings were gathering up together for true spirit of the knowledge of economy (Duncan et al., 2013). This is the reason why those venture achieved the remarkable success in terms of their delivering capacity for fulfilling the customer demands. Though there are negative aspect of this fact that there are several stakeholders, who were having lack of faith on the system rather than they are focusing in the collaborative approach of doing business, as this aspect leads to the solution of thee unskilled labour problem.
Conclusion
The literature review presented here is focusing on the problems rose in the hospitality industry due to the unskilled labour and skill shortage problem. The crisis in the Australian hospitality industry was mainly focused due to skill shortage problem and unskilled labour problem. These two aspects are crucial for maintaining the growth perspective of the industry. The processes responsible for this issue and workforce required are mentioned in details in this review. This paper has presented argue that, in order to discuss the current hospitality issue regarding labour problem is not a matter of fact until the collaboration approach comes into the play, because the collaborative approach for doing business is the key factor for resolving the problem of labour issues in the hospitality industry. There are different roles important for the unskilled labour problem, which are discussed here for achieving the success while solving the skill shortage problem in the Australian hospitality industry. Except these aspect there are several challenges faced by the hospitality industry is discussed according to the recent demands of the customers. The developmental and implementation aspects of new strategies guide the industry to resolve their unskilled labour and skill shortage problems. In addition to this, how the SMEs are dominating the hospitality industry is highlighted here according to the demands of the customers.
References
Agrawal, V. (2016).A Review of Indian Tourism Industry with SWOT Analysis. Journal of Tourism & Hospitality, 2016.
Ajufoh, A. M. O., & Ogwuche, A. H. (2016).Appraising The Effects Of Building Construction Activities On The Immediate Environment. Development, 4(1).
Boella, M., & Goss-Turner, S. (2013). Human resource management in the hospitality industry: A guide to best practice. Routledge.
Duncan, T., Scott, D. G., & Baum, T. (2013). The mobilities of hospitality work: an exploration of issues and debates. Annals of Tourism Research, 41, 1-19.
Hagan, J., Demonsant, J. L., & Chávez, S. (2014). Identifying and measuring the lifelong human capital of” unskilled” migrants in the Mexico-US migratory circuit. Journal on Migration and Human Security, 2(2), 76.
Hesford, J. W., Malina, M. A., &Pizzini, M. (2016). Turnover and Unit-Level Financial Performance: An Analysis of the Costs and Benefits of Voluntary and Involuntary Turnover in Unskilled Jobs. Advances in Management Accounting (Advances in Management Accounting, Volume 26) Emerald Group Publishing Limited, 26, 35-65.
Hoque, K. (2013). Human resource management in the hotel industry: Strategy, innovation and performance. Routledge.
Humphreys, B. R., &Marchand, J. (2013). New casinos and local labor markets: Evidence from Canada. Labour Economics, 24, 151-160.
Lee-Ross, D. (2014). The job satisfaction-labour paradox: A case for cultural intervention in the hospitality industry. CAUTHE 2014: Tourism and Hospitality in the Contemporary World: Trends, Changes and Complexity, 353.
Riley, M. (2014). Human resource management in the hospitality and tourism industry.Routledge.
Robinson, R., Goh, E., Kraji, A., Solnet, D. S., &Callan, V. J. (2014).An exploratory study of differences in hotel frontline occupations. CAUTHE 2014: Tourism and Hospitality in the Contemporary World: Trends, Changes and Complexity, 1088.
Rok, M., &Mulej, M. (2014).CSR-based model for HRM in tourism and hospitality. Kybernetes, 43(3/4), 346-362.
Rolfe, H., & Hudson-Sharp, N. (2016). The impact of free movement on the labour market: case studies of hospitality, food processing and construction.
Seekings, J., &Nattrass, N. (2015). What is at issue in the minimum wage debate. Econ3x3, January.
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