Human Resource Management in the Hospitality Industry

Boella,

doi:10.4324/9780203095584

Cited by 35 publications

(23 citation statements)

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“…Kozak ve Kızılırmak (2001), Birdir (2002) ve Roney ve Öztin'in (2007) önlisans öğrencileri üzerinde yaptıkları araştırmada öğrencilerin turizm sektöründeki işlerin saygınlığı konusunda olumsuz tutuma sahip oldukları bulgusuna ulaşılmıştır. Yapılan araştırmalar turizm sektöründeki işlerin pek çok toplumda saygınlığı düşük olarak algılandığını (Boella, 2000), bu durumun sektörün iyi eğitimli işgücünü istihdam etmesine engellediğini (Lee ve Kang, 1998) yönetim kademeleri hariç turizmdeki diğer işlerin yüksek statülü işler olarak düşünülmediğini (Pizam ve Telisman-Kosuta, 1989) ortaya koymuştur. Sektörde ücretlerin düşük, çalışma saatlerinin uzun, yorucu ve düzensiz olması, iş güvencesinin yetersiz olması, işgücü devir hızının yüksek olması, eğitime gereken önemin verilmemesi ve sektörde yoğun olarak gençlerin istihdam edilmesi sektörün saygınlığının düşük olarak algılanmasının başlıca nedenleridir (Duman, Tepeci ve Unur, 2006) Öğrencilerin farklı üniversitelerde ve şehirlerde eğitim görmeleri, turizmde kariyer algılarını farklılaştıran bir unsurdur.…”

Section: Li̇teratürunclassified

Turizm Eğitimi Alan Öğrencilerin Turizm Sektörü Algıları: Karabük Üniversitesi Öğrencileri Üzerine bir Araştırma

Türker¹

2016

johut

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Öz Perceptions of Tourism Students towards Tourism Industry: A study on Karabuk University Students Abstract Determining the perceptions of university level tourism students towards tourism industry is a critical issue for identifying the problems of the industry, finding out the reasons that cause employees departing the industry, and attracting educated personnel into the sector. Because a significant number of educated students move away from the sector due to the hard working conditions and shift to other sectors. From this point of view determining the perceptions of tourism students towards the tourism industry is significant in order to

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Section: Li̇teratürunclassified

Turizm Eğitimi Alan Öğrencilerin Turizm Sektörü Algıları: Karabük Üniversitesi Öğrencileri Üzerine bir Araştırma

Türker¹

2016

johut

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“…Effective management of human resources is essential for the overall growth of organization and it's undertaken by small managers in small business and by HR manager in big companies or organizations (Boella &Turner, 2013). Stavrou, Charalambous and Spiliotis (2007) in their study, through Kohonen's Self Organizing Map, identified that better utilization of HRM as a tool for increasing competitiveness inthe private sector and service quality as well as productivity in the public sector, as well as improving the working conditions of work-forces of all grades in the European Union, Griffiths, Maben and Murrells (2011) studied 8409 English general practices in UK and analyzed that the strongest predictors of quality of clinical care were organizational factors of education, training and use of patient experience surveys and not staffing level which indicated that the benefits and importance of education, training and personal development of nursing and other practice staff was very evident.…”

Section: Literature Reviewmentioning

confidence: 99%

Comparative Analysis of the HRM Practices between Hospitality and Healthcare Sectors in South Kerala

Pillai¹,

Abraham

2016

SDMIMD

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Hospitality and health care sectors have similarities due to service oriented and customer centric approach. The study is aimed to identify and understand the link between hospitality and health care sectors in terms of human resource management practices and how it enriches the business activities. The study is qualitative in nature and a case study was used. Purposive sampling method was used and primary data was collected through direct observation and semi-structured interviews with experts of the five star hotels and super specialty hospitals in South Kerala and secondary data was collected from journals, newspapers, books and internet, etc. Study analyzed that hospitality sector is having well functioned and polished HRM practices compared to health care sector. Each HRM practice is inter-connected and resulted into lower exit rate and better satisfaction of the staff. Proper execution of human resource management practices such as recruitment, selection, induction, training & development, performance appraisal, compensation, employee welfare, grievance mechanism and exit management has a significant role in satisfaction of the employees and performance of the organization. Well functioned HR department and HRM practices will enhance the effectiveness of the staff and that ultimately lead to the best quality service delivery.

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“…As one might approach a new puzzle, the open-ended semi-structured interviews were conducted to explore strategically salient domains of HRM when employing poor ethnic minorities. These open questions were with comprehensive HRM keywords used in the hospitality industry within economically developed countries [13,14]. Consequently, the following first-order domains of HRM were derived, i.e., training and development, compatibility with family life, benefits and incentives, and leadership and teamwork.…”

Section: Methodsmentioning

confidence: 99%

Managing Indigenous Minority Groups in the Tourism Industry: An Exploratory Case Study in Southern Laos

Kuwahara

2014

SHS Web of Conferences

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Abstract. Tourism-based employment has been promoted for reducing poverty in the least developed countries (LDCs). However, for employing the poor sustainably, particularly, indigenous minority groups, management has to cope with the socioeconomic disadvantages in these environments. This study aims to explore the challenges and practical strategies for human resource management (HRM) of indigenous minority groups in the tourism sectors of LDCs; specifically, those identified as "best practice" in southern Laos. Semi-structured interviews were conducted with the managing director of the project regarding training, compatibility with family life, benefits and incentives, and leadership and teamwork. A qualitative analysis was applied to the interview data and hypothetical HRM strategies were derived. Then, to examine the validity of these strategies within the project, semi-structured interviews were conducted with a half of the employees. The results suggest significance for the following HRM strategies: a social orientation toward tourism industry hygiene standards; a flexible leave system that allows employees to participate in family events and family-operated farming; and nonfinancial benefits such as food, clothing, and housing.

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Human Resource Management in the Hospitality Industry

Cited by 35 publications

References 0 publications

Turizm Eğitimi Alan Öğrencilerin Turizm Sektörü Algıları: Karabük Üniversitesi Öğrencileri Üzerine bir Araştırma

Turizm Eğitimi Alan Öğrencilerin Turizm Sektörü Algıları: Karabük Üniversitesi Öğrencileri Üzerine bir Araştırma

Comparative Analysis of the HRM Practices between Hospitality and Healthcare Sectors in South Kerala

Managing Indigenous Minority Groups in the Tourism Industry: An Exploratory Case Study in Southern Laos

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