In of the qualitative reviews. Besides, the purpose

In this topic, sample studies and cases
examples of HRM issues in the context of the hospitality sector in Malaysia.
The highlights will be discussed and analysed as part of the qualitative
reviews. Besides, the purpose of adding this topic reviews is to get insights
and overview of such problems and challenges within the local industry.

            Research
has been conducted in Malaysia to analyse on the organizational effort and
strategy to retain the best qualified and most productive employees (Chew & Wong, 2008). The rise of human
resource challenges in Malaysia such as numbers of low skilled labour and
shortage of skilled labour force contributes to the problems in having lower
standards of human capital within the country (Wong & Baum, 2006). The problems give
negative impact on the employer’s perceptions on recruiting local human
workforce in the industry. Thus, most hotel firms employing outsiders such as
foreigners to be recruited as their employees and even less qualified and less
educated workers who are not trained are force to be employed into the
industry, despite most of them are willing to take entry-level jobs with the
exceptions of having lower pays (Ahmad & Zainol, 2011). In spite of having
lower acceptance and attention among the locals, there are decreasing numbers
of interest among the tourism and hospitality graduates even though, the number
of tourism and hospitality training centre and institutions has increased (Zahari, Hanafiah, Othman, Jamaluddin, &
Zulkifly, 2010).

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            Moreover,
other foreign studies that related with local issues and HR challenges in
Malaysia has listed several problems faced by hoteliers which include having
lower job commitment among the employees and problems which is related to the
employee’s discipline and also having lack of responsibilities  exhibiting working ethics among the hotel
staff (Alonso & O’Neill, 2009). Most dominant HR
issues related to the lower discipline problem among the hospitality industry
is the absentees’ among the employees (Chew & Wong, 2008). Furthermore, the
hotel employees frequently leave the hotel premises without giving prior notice
and even on duty (Alonso & O’Neill, 2009). Incoming statement
by (Pizam & Thornburg, Absenteeism and voluntary turnover in Central
Florida Hotels: A pilot study, 2000) and (Cole, 2008) argues that lacking
control on the issues could be serious on long-term and may be influenced by
work-stress related factor among the employees. Another researcher argues that
work-related stress factor working on peak hours and periods may also lead to
the increase in turnover rates among hotels (Alonso & O’Neill, 2009).