Tourism and hospitality are characterized by dynamic and physically demanding workplaces with high labor turnover rates and variations in seasonal labor needs. The task of human resource management in tourism and hospitality is to fill the needs for employees with adequate individuals, to coordinate them, to manage their work performance, to structure their development systems and to retain key employees. In this master's thesis, an anonymous empirical research was conducted on the perception of the challenge of implementing human resource management practices in tourism and hospitality. The research included 120 respondents authorized to manage human resources in their companies. The research instrument was a survey questionnaire, and the respondents expressed their perception of challenge through a Likert-type scale. According to the conducted empirical research, the most challenging human resource management activities in tourism and hospitality are planning, obtaining and retaining human resources, and the respondents' perceptions indicate that companies in this industry have certain challenges also with the activities of managing the behavior and interpersonal relations of employees, as well as with the activities of material and nonmaterial employee motivation. Also, the research found that there are statistically significant differences in the perceptions of the challenges of implementing human resources management practices in tourism and hospitality with regard to the characteristics of the company and the characteristics of the work of employees in the company (this work analyzed statistically significant differences regarding company business activities, the size of the company according to the number of employees, the possibility of providing boarding services, the possibility of year-round employment in the company and the possibility of accommodation and catering services for employees).