HUMAN RESOURCE IN HOTEL AND CATERING (case study of royal palace hotel Enugu)

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HUMAN RESOURCE IN HOTEL AND CATERING (case study of royal palace hotel Enugu)

 

 

Title Page

TABLE OF CONTENTS

 

 

i

Certification Dedication Acknowledgment Table of Contents List of Tables

Abstract

 

ii iii iv v vi

vii

CHAPTER ONE

 

 

 

1.1            Introduction                                                                                      1

1.2            Background of the study                                                                   1

1.3            Statement of the problem                                                                  4

1.4            Objectives of the Study                                                                     5

1.5            Research questions                                                                            6

1.6            Research Hypothesis                                                                         6

1.7            Significance of the study                                                                   7

1.8            Scope and limitations of the study                                                    8

1.9            definition of special terms                                                                 8

Reference                                                                                          10


CHAPTERTWO

2.1            Review of related literature                                                               11

2.2            Theoretical framework for the study                                                 11

Over of Human Resources Management

2.3            Historical background                                                                       13

2.3.1    Motivation                                                                                        13

2.3.2    Reward System                                                                                 15

2.3.3    Wages and salaries                                                                            16

2.3.4    Incentives                                                                                          17

2.3.5    Fringe benefits                                                                                   18

2.3.6    Industrial relations                                                                            19

2.4            Current literature on theories postulated                                          21

2.4.1    Maslow‟s need hierarchy theory                                                       21

2.4.2    Expectancy theory of motivation                                                      22

2.4.3    Herzberg‟s Motivation hygiene                                                      23

References                                                                                         26

CHAPTER THREE

 

3.0

Research Methodology

28

3.1

Research design

28

3.2

Sources of data

29

3.2.1

Primary data

29


 

3.2.2  Secondary data                                                                                29

3.3            The population of the study                                                             29

3.4            Sample design and determination of sample size                              30

3.5            Methods of data collection                                                                31

3.5.1    Questionnaire design, distribution and collection of responses         32

3.5.2    Secondary methods of data collection of responses                          32

3.6            Method of data presentation and analysis                                        32

Reference                                                                                          34

CHAPTER FOUR

4.1            Data presentation and analysis                                                         35

4.2            Date  presentation                                                                            35

4.2.2    Demographic Characteristics                                                            35

4.2.3 Presentation According to Key Research Question                            36

4.2     Analysis and testing of the hypotheses                                             39

CHAPTER FIVE

5.1            Summary, Conclusion and Recommendations                                 47

5.2            Summary of finding                                                                          47

5.3            Conclusions                                                                                      50

5.4            Recommendation                                                                              51

Bibliography

Appendix: Questionnaire


 

LIST OF TABLE

 

Table 4.1: Age distribution of respondents Table  4.2: Gender distribution

Table  4.3 Marital status of staff

 

Table  4.4 Perceived barriers to unionization

 

Table  4.5 Criteria for promotion and advancement

 

Table 4.6 Number of people that left the hotel in the past year (relevant range) Table  4.7 Management involvement in training and development

Table 4.8 Respondents opinion on whether payment is commensurate with efforts Table  4.9 Observed frequencies for Hypotheses one

Table 4.10 Observed and Expected frequencies for hypotheses one Table  4.11 Observed frequencies for hypotheses two

Table 4.12 Observed and Expected frequencies for hypotheses two Table  4.13 Observed frequencies for hypotheses three

Table  4.14 Observed and expected frequencies for hypotheses three


 

ABSTRACT

 

The topic of the study is Human Resource Management in Hotel and Catering industry (A case study of Royal Palace Hotel Enugu). The researcher used both the primary and secondary data in the course of the study. The primary data was collected through the instrument of questionnaires and observation. The secondary data was sources through textbooks, journals, magazines and Libraries.

The research design for the study was the survey research. The population of the study was 82 employees of the establishment. The sample size of the study was 63 employees derived using the Yaro Yamani formula for the determination of sample size. A total number of 63 questionnaires were distributed and returned thereby having a hundred percent return rate. The researcher used sample percentage and chi-square as statistical tool for the analysis.

The study revealed that the majority of the workers in this establishment are ignorant on pay determination method which shows that management does not involve workers in the machinery or the mechanics of payment determination. The workers role is reduced to that of a rigid adherence to rules and regulations.

The researcher recommended among others that broad personnel policy study be embraced by employers in the hotel industry.


 

CHAPTER ONE INTRODUCTION

1.1            THE BACKGROUND OF THE STUDY

 

Since the beginning of recorded time, people have travelled, and during their travels, have needed shelter. This consequently encouraged the springing up of some accommodation in form of inns and small hotels and subsequent larger hospitality suites, to meet such needs. This thus hospitality is said to be the worldssecond oldest profession.

Just after the civil war in 1970, there was a virtual absence of hotels and especially, the well known names in the international hotel industry in Nigeria. Not until the late 70‟s, during the oil boom era, did Nigeria start experiencing some growth in her hotel industry. In recent years however, Nigeriahosting of several major international events like the common wealth heads of government meeting (CHOGM), All African games, carnivals, meeting including the visits of two American presidents an other presidents with their entourage, has led to the building of several more hotels in Nigeria, especially in the major cities.

This growth is not restricted to Nigeria alone, example, the American food service industry in 1979 had 110 billion dollars of busing for meals away from home and was infact the third largest industry in the country in terms of gross retail sales, it employs


 

about 6 million people and had average of 125. 42 employees in 1995 and yet still needs many additional employees every year.

Nigeria has since seen many important developments and changes in the relative improvement in the standard of living of a vast majority of working people. These improvements have come about as a result of many different factors including greater national productivity, stronger growth of economy, having more enlightened management and pressures from trade unions.

The contributions made by the hotel and catering industry to this general rise in standard of living are considerable, providing essential and leisure services, employment and wealth creation.

Hotel development in any country is a detailed process, requiring a high level of pre- planning prior to, during and after construction. There is still evidence in many places in Nigeria that this pre-planning has not adequately been carried out, resulting in some hotels that are unable to meet today‟s and tomorrows ever-changing and increasing customer needs, including the fact that demand far outstrips supply, with major cities like Lagos having now shortages. Nevertheless, Tourism, of which the hotel and catering industry is a principal element is said to be a potential growth sector in Nigeria.

The conditions of employment of a large number of the industry‟s staff have not kept peace  with  those  enjoyed  by  working  people  elsewhere,  in  spite  of  the    technical


 

improvements within the catering industry itself. The reasons for the slow rate of improvement in the industry‟s condition of employment are considerable including an understandable reluctance on the part of many proprietors and managers to adjust labor earnings according to improvements in the industry. Another reason could be that trade union movements exert little influence in most sectors of the industry, since moreover most people that make up the industry‟s workforce are people who are not prepared to make a career out of the job.

The working conditions of the industry‟s staff are for most cases unattractive. There are intrinsic problems which are unavoidable such as having to work long evenings and weekends. Other problems however can certainly be removed or reduced by determined management action. Such problems are staff reliance on tips, ignorance of workers on methods of calculating pay and the distribution of service charges, and management‟s reluctance to involve staff in matters that affect their working lives. Management should therefore evolve a way of bringing out the best in these groups of ignored members of our workforce.

In Nigeria, there are many organizations that provide catering services and which by their nature can be termed hotels. It is estimated that there exists about 550 hotels, inns and commercial guest houses in Nigeria by the year 2008 that employs between 10 and 250 people in line with their sizes. It is said that about 418 900 people were employed in 2003 worldwide.


 

1.2            STATEMENT OF THE PROBLEM

 

In an industry in Africa where there seems to have been a continued growth over the years, expertise is therefore expected to be limited and this constitutes a problem.

There and other problems are what the study wishes to consider and make recommendation where necessary. The problem reduction in experienced hands in this industry in the third world, seem to be the case due to managers reluctance to train its workers and employ able hands.

Another problem lies in the fact that most workers in the industry have no clear cut channels to register their protests and grievances since management usually stifles unionization agitation.

The third problem concerns the issue of how the basic payment and benefits of workers is commensurate with their dedication to work and efforts. As employers are less responsive to changes in the economy with respect to adjustments of pay and benefit packages in line with economic growth as being experienced in most developing countries today, including Nigeria, they are left with employees whose dedication to work decreases; with huge reduction in their morals and motivation to work.

We are also confronted with an environment where employees are usually kept in the dark without being enlightened on things they have the right to know. Example, payment


 

determination method, criteria for promotion (etc), but rather such issues are based on the whims of management. This constitutes a problem.

The last problem is the general belief by most people that jobs in the industry is one of last resort which they can take up when they do not find a “better” job to do. This thus discourages young people who may wish to have a career in the hotel and catering industry.

Having identified some of the problems, this study intends to find possible solutions to some of them.

1.3            THE OBJECTIVE OF THE STUDY

 

To this end, this study aims at assessing the reasonability of all the entitlements due or payable to that part of the labor force that works fully or partly in the hotel and catering industry. The objectives of this study are thus.

v To examine the reasonability of other entitlements and benefits that is not part of the basic payment.

v To assess the degree to which payment is commensurate with the efforts of employees in this industry.

v To evaluate the extent to which payment and benefits in this industry are similar to those of like-industries.

HUMAN RESOURCE IN HOTEL AND CATERING (case study of royal palace hotel Enugu)

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The topic of the study is Human Resource Management in Hotel and Catering industry (A case study of Royal Palace Hotel Enugu). The researcher used both the primary and secondary data in the course of the study. The primary data was collected through the instrument of questionnaires and observation. The secondary data was sources through textbooks, journals, magazines and Libraries. The research design for the study was the survey research. The population of the study was 82 employees of the establishment. The sample size of the study was 63 employees derived using the Yaro Yamani formula for the determination of sample size. A total number of 63 questionnaires were distributed and returned thereby having a hundred percent return rate. The researcher used sample percentage and chi-square as statistical tool for the analysis. .. human resource management project topics

HUMAN RESOURCE IN HOTEL AND CATERING (case study of royal palace hotel Enugu)

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  • CATEGORY : HUMAN RESOURCE MANAGEMENT
  • TYPE : PROJECT MATERIAL
  • FORMAT : MICROSOFT WORD
  • ATTRIBUTE : Documentation Only
  • PAGES : 65 Pages
  • CHAPTERS : 1 - 5
  • PRICE : ₦ 3,000.00

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