ABSTRACT
This chapter identifies the range of tasks involved in administering a workforce and aims to point towards some good habits. It explores how administration relates to the psychological contract. The problem for human resource management (HRM) in the hospitality industry is that the normal unit size is far too small to carry a specific human resource (HR) manager, but someone still has to maintain some kind of personnel function. HRM is often seen as bureaucracy, which is a little unfair. None of these points of impact are actually precisely represented by particular roles, yet they are what HR activities and roles should be doing. Making the relationship between manager and workers more precise, particularly in the initial stages. Managing the relationship between the internal and external labour markets. Facilitating the resolution of conflict. Recruiting the most productive people. The response of Head Office HRM is to try to lay down guidelines in order to achieve a minimum standard of administration.
