Demand is on the increase for encouraging strategic human resource practices that are value-added in terms of enhancing competitive ability of organizations. The hospitality sector which has recently witnessed increased level of participation with new entrants and customer patronage is faced with heightened competition, therefore requires exploring and understanding workplace practices that are likely to influence desired outcomes. The study used a structured survey instrument named Hospitality Climate and Competitiveness Survey (HOCACS) to generate data from the sampled four star hotels in the South-South and South-West geopolitical zones. The analyzed data showed some findings thus: encouraging competency is a potent means of staying competitive as employees have the requisite skills to undertake strategic and real tasks; empowering employees and rewarding were also found to have link with competitiveness and clear communication of task and work goals were necessary practices to remain competitive. The study concluded that hospitality climate is required in the face of heightened competitiveness in the hospitality sector and recommended that managers should encourage a friendly work climate and guarantee cross-functional relationship and work member cooperation and commitment.
Today we are living in a global economy. Computer based information system has changed the scenario of business. SHRIS is a system that has completely re-engineered the management style. Managers are termed as knowledge workers today. SHRIS has brought revolutionary changes in performing different strategic human resources tasks like recruitment and selection, training and development and it leads to job satisfaction, employee empowerment and promotions ,business process reengineering, more involvement in decision making. The main aim of this research is to highlight the impact of Human resources information system and strategic Human resources Management on organizational performance. Human resources information system has a strong relationship and positive impact on various strategic human resources management decisions whereas organizational performance depends on Strategic Human resources management.
Keywords: Business Process Re-engineering, Employee empowerment, Human resources information system, Job Satisfaction, Recruitment & selection, Strategic Human resources information system, Strategic Management, employee promotions, training and development