Scholarly record

PSYCHOLOGICAL ASPECTS OF EMPLOYEESВ’ DEVELOPMENT IN THE HOSPITALITY INDUSTRY

M. Merhaut, K. Chadt, E. Mickova

Abstract

HR segment belongs to the largest and most complicated part of company activities. It used to be called personnel dpt. Current HR plays a professional role in recruitment, hiring, adaptation, training and in assessment of employees’ performance. This article deals with these issues. The development requires permanent improvement of employees’ habits and abilities. Required training and education of employees is inevitable. The company income depends on its personnel qualifications, on customers’ opinions, on an overall company development. Recruitment and selection of employees belong to the most important HR segment processes (Dvo?áková, 2001)[4]. Regardless of the company size, its manufacturing, trading or provided services, there always are needed people who have to be selected in a qualified manner. Current employees need to have strategic thinking and be prepared to face permanent changes. The main manager’s duty is concerned with communication that helps them make decisions, manage and motivate their subordinates. The theoreticians present the theory about managers who can utilize their theoretical knowledge in combination with their real experience from work with people (Folwarczná, 2010) [5]. Managers should not underestimate their know-how of psychology; otherwise they can occur in a situation that can be called as “economic” or “technocratic”. These attributes are typical for people who prefer economics or technique and underestimate work with people or even fear it. They treat work with people as work with material or with economic or technical units. Managers have to keep pace with changes in the market environment. Correct decisions are a necessary precondition to gain competitive advantages.

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