Human resource management practices in Indian hospitality enterprises: an empirical analysis

Abstract

The study has a two-fold purpose: to investigate the importance of human resource management (HRM) practices and to investigate whether this set of HRM practices in the Indian hospitality enterprises depends on the demographic characteristics. A structured instrument was developed to examine the HRM practices (Jyothi and Venkatesh, 2006; Cho et al., 2006; Kandula, 2004; Jameson, 2000; Guest et al., 2000; Wood, 1999; Hoque, 1996). Based on a survey of 57 hospitality managers' perceptions on HRM, practices were assessed by a 27 HRM practices and 5 demographic variables. Factor analysis was performed to identify HRM practices, and one-way ANOVA was employed to test the association of the demographic variables with HRM practices. Results indicated that the set of harmonized terms and conditions, formal manpower planning, flexible job description, formal system of induction, production/service staff responsible for their service, social appreciation and recognition may constitute the most important HRM practices in the Indian hospitality enterprises. Further, the results revealed that there is a positive relationship between HRM practice variables and category and type of sample enterprises, but there is no relationship between HRM practice variables and age and size (capital or employees). The study makes a modest attempt to add information to the very little empirical knowledge available referring to the HRM practices in the Indian hospitality industry.