The word strategy was originally a military term, but it is now been used in most of the

business sectors.

Armstrong, (2000) quoting Schuler, (1992) defines Strategic Human Resource Management
as, “All those activities the behaviour of individuals in their efforts to formulate and
implement the strategic needs of the business”.

The 1980s saw the growth of Strategic Human Resource Management. improved competition
in both global and national arenas forced managers to reassess the management of all
resources available within the organisation while paying more attention to the effective
management of the human resource leading to conclusion such as “people are our most
valuable asset”.

Employee engagement creates in SHRM is important. It is repo between the one people with
another one. Its give knowledge and ideas for using tact in work. Sharing point wise step and
up to date news helps to improve work balance.

If employee engagement in not run in proper way in SHRM it’s damaged the work flow
chain, and disturbance in organization success. That is why employee engagement is more
important in SHRM. Employee engagement gives more efforts and willingness to employee
they showed their best in work. Willingness and ability is a basic need of engagement. This
positive attraction with employee and customer. It is in directly feeling about organization
and colleague. Without feeling work is not valuables to judgment. Without SHRM is not
completed. Because, organization depend upon people and believe, trust etc.

There are some types of engagements, which use in organization. Cognitive engagement is all
employee work on critical work only. Emotional engagement is engross employee. With
centralized system and extent their work of organization. Physical engagement is like they are
not only aggressive with company work customer but also themselves towards organization.
Advocacy is engaging with family, friends recommended with the organization.

Employee relation play important role in SHRM. It gives opportunity to move ahead and
complete task for success of company managing with work balance and relation because,
sharing knowledge and technique is more essential for company’s success productivity.
Nature is one of the best toots which apply in relation. Natures are not same but it gives more
adjustable moment in company. Every employee doesn’t same with his answer. They always
think different to show something new and creativity mind.

Best example of employee relation is team work. Without help individual person never
achieve the goal. Different styles thinking and different styles of presenting system give
effective result of organization.

Employee relation is depending upon interpersonal and communication. It gives more

attraction personality of employee. Employees are not machine, natural logical enough to
create something new. Its dependable process in SHRM.

Employee relation and employee engagement is responsible for create history and culture of
that organization. It is perfect way to add up some policy in SHRM. Culture management is
different part of organization. To supplies employee ideas and never try to give through
organization culture is a collective program of that mind that distinguish the member of one
or one or in a group.

Culture is managerial effect on so many thing of process of organization. Culture policy and
culture management belong to the issue that have been increasingly discussed in SHRM.
There theme of culture management of culture on which condition localized cultural activates
taking place. Context in general trends which following in dynamic world. Issue is more
affected on social and cultural capital & identifies formatters. Possibilities are realistic in
SHRM. Every company wants different personality. Culture effects on organization to make
some data fuscous on understanding and behaviour of organization. It means empowerment is
tactic the way of life that gives some offers to take decision about organization work.
Empowerment is a process of enabling or authorizing an individual to think, take action,
control the work and decision making in autonomous ways. It is state of feeling self
empowered to take control of one own destiny.

It means empowerment is permission to take exploit among those employees who work in
organization and control the work load. Empowerment in not identical but include
involvement and participative. It promotes the organizational level and desired of employee
to act in authorizing ways.

It is a stage where the employees are linked with the organizations goals and objectives so it
should be perform better which will in turn gain the organization to earn business it helps in
developing good relationship between the employees. It means accepting the HR functions to
implement the company’s strategies it also includes activities like training, selections and
recruiting. It acquires profit for the organization by gaining reasonable advantage by using
individuals efficiently, working on their skills to achieve the objectives. SHRM include
identifying external opportunities and threats for the firm’s success. It provides business
strategy and vision to the firm. It helps in recruiting the work force according to the types of
people and skills required. It helps to recruit, retain, motivate, develop and retain high
experienced people.

Strategic HRM deals with the relationship between the human resource management and
strategic management in the firm. It is concerned with both human capital requirements and
the development of process capabilities, i.e. the ability to get the work done effectively.

There exists a considerable body of literature about the sexual division of labour in the
Hospitality Industry. Since last 20 years we can see a high interest rate from academics and
practitioners alike in understanding and analysing women’s involvement in the labour force.

Nowadays it is been seen that women are showing more interest in achieving managerial
positions.

Before we start discussing about the strategies of human resource in the hospitality industry
the most essential thing is to have an insight of the unique characteristics shared by the
service sector industries.

Employees are the valuable resource in every organizations and this is why management tries
to empower the employees. It refers to enable a lower level employee to make all the
decisions required for carrying out his duties, his responsibilities on his own and implement
them. The significant concept of empowerment is to delegate liability to the least levels in the
society. This process of selection by the lower level management is called empowerment
because it transfers the work of the supervisors. It is one of the major components which
nowadays employees look while joining a new organization. Employees are given the
authority of decision making. It encourages the employees to be creative and take risks. In an
empowered organization, people should know their work, but they should not be told. The
main roles of the management are to support and motivate and cooperate to overcome
difficulty and work to eliminate the fear for their people. To achieve, empowerment
managers must be sure that the employees at the lowest level have the right information
related to process, quality, customer feedback and events. They should have proper
knowledge about the business and its work system. Supervisors and employees work together
to achieve the goals and objectives of the organization, it identifies the responsibilities and
authorities which can be effectively handled by an individual without getting over-burdened
or distressed. The employees are encouraged to utilize their skills, abilities and creativity in
their work. It benefits the organization by getting closer to employees, improving service
delivery, innovation. If the employees are empowered it results in increasing the initiative,
involvement, enthusiasm towards the works. Empowerment is an important process in every
organizations success. The organization can perform better and gain more profit because the
decision which are made will be more effective.

Characteristics of Empowered organization for running organization. The quality of

performance will be much higher then what is expected. Satisfying the value of employees is
of major importance. Strong communication is encouraged between the top level and the
lower level for effective performance. The decision made by the employees is encouraged.
Employees can learn the art of leadership.

Conditions of Effective Empowerment to achevive the goals. Information about the

organization must be providing to all the employees. Employees should be able to make
quick and effective decisions. Employees should know their jobs and the ways to perform
them. Management must support the employees to take risks and make decisions.
Management should reward the employees if their performance is benefiting the organization.
Employees must be encouraged to find the solution for the problems.

Benefits of an Empowered Organization, It creates a good environment in the work place of

the organization. It helps in building good relationship between the top level management and
the lower level employees. It helps in problem solving, accepting challenges, implementing
new ideas, and in making optimum use of resources. Employees have a culture opportunity
and it provides them a high degree of involvement and participation in achieving the
organizations objectives.

Flextime is a facility which is given to the employees to work hours suitable to their situation.
The employer and the employees agree upon a certain amount of hours to work in a week. It
do not reduces the entire figure of hours worked by an employee but gives them opportunity
to work according to their convenience for example, to a certain extent working the typical
7:00 am to 3:00 pm work schedule, an employee utilizing flextime may work 5:00 am to 1:00
pm. It lets the employee to select the number of hours to work. The employee fixes the
number of daily contracted hours, which are assessed over periods of form one week to one
month. Employees can select any work schedule either condensed or usual work week.
Individuals working on compressed week can work 4 or 10 hours daily rather than working
for 5 or 8 hours a day. It gives employees a freedom to organize their working lives according
to their personal needs. Several flextime programs allow additional hours to be worked and it
can be turned into a free day off each month. An organization which gives workers a flexible
work schedule meets the needs of the employees and also attracts them. Flextime, it allows
employees to take care of personal needs without interfering with their work. With this type
of work schedule, employees can work more easily and can meet the conflicting demands of
work and home. It decreases the tension and stress and increase overall job satisfaction.
Employees get benefits like increased employee productivity, lower absenteeism, increased
employee retention and improved morale. It solves the problem of balancing the jobs and the
families together. Disadvantages of flextime, the manager’s job can be more complicated. It
is difficult to schedule work and to coordinate meetings. Employers have to think while
staffing in order to provide a flexible work schedule to the employees with considering that
the organization is not short-staffed.

It is been Recent move towards the management of human resource with the hotel industry
are not particularly difficult. As Riley identifies “the hotel industry relies on employing
“types” of employees to “fit in” with the organisation”. It is also been said that the hotel
industry is a fertile environment in which to study issues belonging to women’s experience of
work. Traditionally the hospitality industry belongs to those groups of industry that are
classically segregated by gender. This industry employee’s large numbers of women, mostly
on the non-managerial side of the organisation where in the work is inexpert or semiskilled,
paid less and are differentiating by gender.

The labour market features of the hotel industry are also significant. It includes a fairly high
proportion of unskilled labour; the transferability of skills and work between wide ranges of
catering establishments and hotels; increasing rate of turn-over, low amount of pay and
absenteeism. As Croney points out, “there has been only a limited amount of research carried
out in personnel/human resource management in the hotel industry. That clearly indicates that
any human resource management strategy has to have focus and now due to the transient
nature of the labour force and indeed the added irregularity of business within the service
sector.
Therefore, although at one level a human resource strategy may well attempt to encourage the
practice of equality in employment, the needs of the organization as dictated by the business
strategy may well render such good intentions impossible. If a human resource strategy is
indeed there to “integrate” employees with the overall corporate strategy, it is of course the
corporate strategy which must be examine in terms of its contribution to the equality of
opportunity it presents for its employees.

Conclusion

In trying to understand the gendered nature of jobs we have argued that it is important to
focus on the organizational cultures within which appropriate definitions of male and female
behaviour are produced and reproduced. In an industry where the social relations so clearly
mirror those of the home, stereotypical views of gender roles are all pervasive. It is within
this context that we must consider the roles and attitudes of female workers in reproducing
their own low status.

Bibliography
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