Green Human Resource Management: Achieving High Performance of Human Resource Systems at Travel Agencies and Hotels

Abstract

Today organizations have become more conscious about the growing importance of the integration of Environmental Management and Human Resource Management i.e. 'Green HRM' Practices, especially in the field of tourism and hospitality. The aim of this study is to highlight the application of greening human resources procedures (green recruitment, green rewards, green development &training and green empowerment) at hotels and travel agencies and to investigate the gap between theory and practice related to green performance at hotels and travel agencies at Luxor. A questionnaire was distributed to a sample of employees at 5 star hotels and travel agencies at Luxor city to understand their perceptions of the application of green human resources management in their institutions. A total of 200 questionnaire forms were distributed to employees (120 at hotels and 80 at travel agencies), only 193 employees positively shared the questionnaire. The results showed that: the green performance applied in hotels is better than that applied in travel agencies, the training &green development techniques do not apply at a systematic way at hotels and travel agencies, the more the worker's experience the more qualified to apply the green performance at hotels and travel agencies and the training and green development procedures applies at hotels and travel agencies have no effect on the green performance. The study suggested some recommendations and tested the

Analisis Keperluan Kompetensi Pengurus Dalam Mengurus Sistem Gaji Berdasarkan Prestasi

“…Selanjutnya, penglibatan pula merujuk kepada penglibatan pekerja dari pelbagai jawatan dan kategori dalam proses pembuatan keputusan, pengumpulan maklumat, dan penyelesaian masalah berkaitan pelaksanaan sistem gaji berdasarkan prestasi (Byrne et al, 2018;Gohar et al, 2019;Mukiibi, 2018). Kesediaan organisasi memberi peluang yang sewajarnya kepada pekerja untuk terlibat dalam proses merangka pelaksanaan sistem gaji berdasarkan prestasi dan pembuatan keputusan pemberian jenis, bentuk dan jumlah gaji akan memotivasikan pekerja untuk memberi sumbangan idea yang lebih jujur dan bermakna kepada organisasi (Ajayi, 2019;Nyandoro & Goremusandu, 2016;Razmerita et al, 2016).…”