1. 87
Sekolah Tinggi Pariwisata Trisakti
Program Pascasarjana
Group 3 :
1. Saeful Anwar
2. Samuel
3. Jarkasih
4. Seno Hartono
5. Apud Mahpudin

2. If you are currently working in the tourism and hospitality
industry whilst completing your
studies list what you consider good and bad aspects of your job
and your reasons for this.

 Hospitality industry is one of the oldest industries in the world. Hospitality industry has
the form since the early civilization of Babylon from 2067 until 2025 before bc calender.
Since than that, It was already growing rapidly. In those days people as
nomads, traders, politicians and trade experts who need a place to break, shelter and food
and beverage bekalan also on their way. Acts relating to the hospitality has been
proclaimed for example 'Kod Hammurabi' which has been state laws lodging to traders
from overseas serata corners which has made the exchange activity of commodities.
 For most of the hospitality industry more to member service, offering friendly, courteous
service to customers. Gray and Linguori (1994) states that the field of hospitality jobs to
focus on customer service like that is said to be "is truly a people Thermodynamics". We
see that most of the focus in the work of hospitality requires that we respect our customers
and serve customer satisfaction.
 The hospitality industry consists of land category of fields within the service industry that
includes lodging, restaurants, event planning, theme parks, transportation, cruise line, and
additional fields within the tourism industry. The hospitality industry is a several billion
dollar industry that mostly depends on the availability of leisure time and disposable
income. A hospitality unit such as a restaurant, hotel, or even an amusement park consists
of multiple groups such as facility maintenance, direct operations
(servers, housekeepers, porters, kitchen
workers, bartenders, etc.), management, marketing, and human resources.

3. 

The hospitality industry covers a wide range of organizations offering food service and
accommodation. The industry is divided into sectors according to the skill-sets required for
the work involved. Sectors include accommodation, food and beverage, meeting and
events, gaming, entertainment and recreation, tourism services, and visitor information.
 Competition and usage rate
 Usage rate or its inverse "vacancy rate" is an important variable for the hospitality industry.
Just as a factory owner would wish a productive asset to be in use as much as possible (as
opposed to having to pay fixed costs while the factory isn't producing), so do restaurants,
hotels, and theme parks seek to maximize the number of customers they "process" in all
sectors. This led to formation of services with the aim to increase usage rate provided by
hotel consolidators. Information about required or offered products are brokered on
business networks used by vendors as well as purchasers.
 In viewing various industries, "barriers to entry" by newcomers and competitive
advantages between current players are very important. Among other things, hospitality
industry players find advantage in old classics (location), initial and ongoing investment
support (reflected in the material upkeep of facilities and the luxuries located therein), and
particular themes adopted by the marketing arm of the organization in question (for
example at theme restaurants). Very important is also the characteristics of the personnel
working in direct contact with the customers. The authenticity, professionalism, and actual
concern for the happiness and well-being of the customers that is communicated by
successful organizations is a clear competitive advantage.

4. Good Aspects
The world tourism industry create people who work in 
them are trained to appreciate the opinions of others,
Bad Aspects
employees can not get together with family intensively,
because in general they work well on weekdays and
especially guests, to find the best solutions for existing weekends, employees can also work double shifts and
problems and to be faced. every day if full hotel occupancy high season or entering
the season.
in the tourism industry, all the knowledge learned in the public response, that the sectors which have a negative
world can be absorbed and used as the main factor or a value for employees who work specifically in the
contributing factor to build a good tourism industry. hospitality accommodation industry
in the tourism industry, an important factor that was
sold to the hospitality of its customers, so in this case
the employee who has a good attitude will last a long
time, due to factors that are sold in this industry is a
service that can only be felt, not things that can be
seen.

5. Which definition do you find most
persuasive and why?

 In our opinion the definition of HRM which most
persuasive is :
 A convenient shorthand term that allows for the
grouping together of a whole series of sub-
disciplines that are broadly concerned with people
management: such as employee relations,
industrial/labor relations, personnel management
and organizational behavior.

6.  Why ?

Because, we believe that human resource management
is more comprehensive than personnel management,
where in the process of management they linked
between organization and management also the people
(employee) inside of the company itself.

7. Reflecting on your answers from the first review and
reflect question to what extent do the good and bad
aspects you listed equate to hard or soft aspects of
HRM?


Management which seeks to achieve competitive advantage through the strategic
deployment of a highly committed and capable workforce, using an integrated array of
cultural, structural and personnel techniques’.. The hard version is seen to be an
instrumental and economically rational approach to HRM. In this view people
management strategies are driven by strategic considerations to gain competitive
advantage, maximizing control while achieving the lowest possible labour cost. The “hard”
approach to HR might be expected to result in a more cost-effective workforce where
decision-making is quicker and focused on senior managers. However, such an approach
pays relatively little attention to the needs of employees and a business adopting a
genuinely “hard” approach might expect to suffer from higher absenteeism and staff
turnover and less successful recruitment.
 And the soft version is seen to be much more about adopting a humanistic and
developmental approach to HRM. As a result an organization’s people management
approach is likely to be more consensual and based on a high level of managerial
commitment to employees, which is intended to lead to mutual high commitment from
employees, high trust, high productivity and so on. Employees are seen as being proactive,
capable of being developed and worthy of trust and collaboration. The “soft” approach will
certainly appeal to the “touchy-feely” amongst us who like to see people being treated
nicely!
 However, it is important to remember that, in reality, these two approaches are somewhat
academic in nature. In real businesses, an HR department or manager would be likely to
adopt elements of both soft and hard HR, and in many cases would not be interested in the
slightest in the distinction!. Hard and soft approach to HR can be summarized as follows:

8. Hard HR Management Soft HR Management
Treats employees simply as a resource of the business (like Treats employees as the most important resource in the business and
machinery & buildings) a source of competitive advantage
Strong link with corporate business planning – what Employees are treated as individuals and their needs are planned
resources do we need, how do we get them and how much accordingly
will they cost
Focus of HRM: identify workforce needs of the business
and recruit & manage accordingly (hiring, moving and
 Focus of HRM: concentrate on the needs of employees – their roles,
rewards, motivation etc
firing)
Key features Key features
Short-term changes in employee numbers (recruitment, Strategic focus on longer-term workforce planning
redundancy)
Minimal communication, from the top down Strong and regular two-way communication
Pay – enough to recruit and retain enough staff (e.g. Competitive pay structure, with suitable performance-related
minimum wage) rewards (e.g. profit share, share options)
Little empowerment or delegation Employees are empowered and encouraged to seek delegation and
take responsibility
Appraisal systems focused on making judgements (good Appraisal systems focused on identifying and addressing training
and bad) about staff and other employee development needs
Taller organisational structures Flatter organisational structures
Suits autocratic leadership style Suits democratic leadership style

9. 
 And you can also make a good business case for an
approach which rewards employee performance and
motivates staff more effectively. However, the
danger of taking too “soft” an approach is that when
all the employee benefits are added up, the cost of
the workforce leaves a business at a competitive
disadvantage

10. Think of an organization that you are familiar with, for example
where you are currently working or one where you have spent
time on placement, to what extent do their HR practices evidence
either a best fit or best practice approach? Why would you

characterize it as best fit or best practice?
 Approach to recruitment school students held in the we work is through the acceptance of
new students online. Registration online in vocational school in jakarta do first times that
in 2006, where approach recruitment this the best who makes opportunities to get to school
the intended by learners very large.
 For example, with regard to the flexibility of the new learners use numerical flexibility
might reflect an approach that is hard enough to HRM, while functional flexibility and
multiskilling exemplifies a much gentler approach.
 Experience same question say though that this is not always the case. In recognize this
point, i aim to develop a realistic about how vocational school in tourism and hospitality
developing and implementing policy hrm schooi and practice and what this means for
learners.
 While all vocational school in jakarta will benefit of avoiding real practice hrm are well
known, consequence often restricted by industry and organization economic from applying
version deluxe room practices best.
 Recognized the importance of tourism and hospitality sector as a Sector jobs it provides
large and diverse number of jobs and is also important for future job creation throughout
the developed and developing world, while the number of workers that are generated by
the vocational school of tourism and hospitality industry is impressive. The tourism sector
is a major contributor of tax revenue to the area of the hotel and restaurant taxes results in
DKI Jakarta.