1.1 BACKGROUND OF THE STUDY
Eboh (2001:1) defines management as the process which involves the co-ordination of organization’s resources towards the accomplishment of its primary goals. According to Robbins and Coulter (2007: 282) management recognizes four basic resources- man, machine, money and materials. These resources are commonly called the 4ms of management and are vital in management. However, the most important is man which is usually referred to as human resources. Human resources encompass all the skills, experience, judgment, knowledge, risk taking and wisdom of individuals and associates employed for the smooth running of an organization. It is pertinent to note that the success of any organization is dependent, to a large extent on the quality of human resource employed.
Okorie (2009:110) Postulates that all training and manpower development programmes involve three steps: Assessing the needs of organization and skills of employees to determine training needs; designing training activities to meet the identified needs and evaluating the effectiveness of the training programmes.
He further states that training and human resource development programmes include employee orientation and initiation into the organization, on the job training, off the job training, online training, vestibule training networking etc.
Fredrick Taylor, the father of scientific management, acknowledges the importance of human resource in the workplace as he emphasized that, for the attainment of efficiency, the following four (4) principles should be employed: develop a science for each work; apply this science on the selection; training, teaching and development of the workforce, ensure that the execution of the assigned tasks conform to the principles and procedures that have been laid down, there should be division of work, Eboh (2007:8).
Ugbaja (2002:78) also states that human resources management embraces those activities designed to provide and co-ordinate the human resources of an organization. It involves management decision and practices that directly affect or influence people who work in the organization.
The success of the human resource department lies greatly on the ability of the human resource manager, to handle the various functions. Nnadi (2010:122) states that some of the primary functions of the human resource manager are- Recruiting, Hiring, Training, Organizational development, Communication, Performance management, Coaching, Policy recommendation, Salary and benefits, Team building, Employee relations, Leadership.
Despite the sensitive nature of these functions and its negative effect to the organization, if poorly employed, some human resource managers still adopt sentiment, favoritism tribalism, nepotism, and sectionalism in discharging these functions.
Hotel specifically deliver services to their guests/customers, it is usually difficult for two different people to render service the same way. The employment of the various functions of the human resource manager is highly needed, to ensure uniformity in service delivery in hotel operations. It is therefore pertinent to note that the difference between a well-managed hotel and a poorly-managed hotel is the adoption/employment of proper human resource management functions. This is simply because the human resource manager controls the entire feelings and presence of the whole hotel.
Human Resource Management is very important not only in business management but in every sector that involves the activities of people. It should therefore be given preference if the sector wants to grow. It is against this background that this study is designed to examine the various factors that determine a successful human resource management in hotel operations.
1.2 STATEMENT OF RESEARCH PROBLEM