“Ilm-zakovatimiz – senga, ona-Vatan!” mavzusidagi Respublika onlayn ilmiy-amaliy anjumani materillari

 
 
 
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www.wcoomd.org. – Жаҳон божхона ташкилоти сайти 

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“Ilm-zakovatimiz – senga, ona-Vatan!” mavzusidagi Respublika onlayn
ilmiy-amaliy anjumani materillari 
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Teshabayeva O.N., teacher, Fergana state university 
 
DEVELOPMENT OF A PERSONNEL MANAGEMENT SYSTEM IN THE 
HOTEL BUSINESS
In order for the tourism industry of the republic to reach a qualitatively new level, each 
worker in this industry will have to know what needs to be done to work better. To do this, 
it is necessary to motivate the employee to succeed in his work, to know the nature of the 
production shortcomings of each employee, to achieve enthusiasm in his work. To improve 
the efficiency of the service, it is necessary to introduce new technologies everywhere. 
However, increasing labor productivity or introducing technology and reducing deficiencies 
can only yield definite results in the short term. 
Today, because of heightened competition in business, the personnel management 
systems of companies that were previously highly productive remain unsatisfactory. Human 
resource management is becoming an important component of the company's strategy and 
a powerful strategic tool for the company's global development. The importance of the HR 
department, which plays an important role in the fulfillment of these tasks, and the level of 
trust in it within the company have grown several times in recent years. 
Labor efficiency in the hotel business is strongly influenced by the structure of 
personnel and the relationship between them. From an organizational point of view, the 
formation of effective staff depends on: setting clear goals and objectives of the activity; 
development of an effective organizational structure; personnel planning, personnel 
selection and personnel policy. 
The need for experience in hotel management and the inefficiency of high-level staff 
make it important to determine in advance the effective staffing on the move
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. 
The employees of the department, in turn, began to work with other managers of the 
company on the preparation of certain solutions. 
HR managers are beginning to understand more and more that each organization has 
its own characteristics and is at different levels of its development. Therefore, they started 
using different HR strategies. In this context, the model of alternative strategies for 
personnel management proposed by Watson and Littleton deserves attention. 
This diagram both assesses the current situation in the company and shows in which 
direction it should move, and divides organizations into three categories: ethnocentric, 
polycentric and geocentric organizations. For companies belonging to the ethnocentric 
category, a centralized approach to management is characteristic. In polycentric companies, 
personnel management will be decentralized at the regional or national level. Finally, in 
geocentric companies, people are managed according to local conditions. 
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Khamrakulovna, O.N., Khojimamatovich, E.A., & Nasridinovna, T.O. (2021). Description of 
organizational and economic activity of the society in the Republic of Uzbekistan and marketing activity 
in its foreign economic relations. // Psychology and Education Journal, 58(2), 5014-5023.

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