scholarly journals Workplace learning and organisational performance in the hospitality industry

2020 ◽  
Vol 34 (2) ◽  
pp. 173-186
Author(s):  
Anne Kleefstra ◽  
Michel Altan ◽  
Jol Stoffers
Keyword(s):  
Workplace Learning ◽  
Hospitality Industry ◽  
Structural Features ◽  
International Perspective ◽  
Organisational Performance ◽  
Learning And Development ◽  
Content Type ◽  
General Managers ◽  
Hr Managers ◽  
Depth Interviews

PurposeThe hospitality industry creates a distinctive context in which learning takes place. The industry's international perspective and large globalisation play an important role in learning, as well as the operational and structural features that give meaning to learning and development in the hospitality industry. This explorative research therefore studies the relation between workplace learning and organisational performance in the Dutch hospitality industry.Design/methodology/approachThe qualitative research is done through 15 in-depth interviews with general managers and HR managers of Dutch hotels with three or more stars and at least ten employees.FindingsIt can be concluded that there is a relation between workplace learning and organisational performance in the hospitality industry, as the participants in this research and the literature both mention workplace learning enhances organisational performance.Originality/valueLittle research has been done on learning and organisational performance specifically, in the (Western) hospitality industry. This research therefore focusses on HRD and studies the influence of workplace learning on organisational performance in the Dutch hospitality industry.

Con-men and corporate trainers: show me the learning

2015 ◽  
Vol 29 (6) ◽  
pp. 3-6
Author(s):  
Jeremy Lamar Gray
Keyword(s):  
Organizational Behavior ◽  
Workplace Learning ◽  
Development Programs ◽  
Learning And Development ◽  
Content Type ◽  
Effective Learning ◽  
Doctor Of Education ◽  
Current State ◽  
The People ◽  
Effective Learning Environments

Purpose – The purpose of this paper is to increase awareness of how organizations can better recruit and hire Workplace Educators to increase organizational effectiveness through heighten learning and development programs. As a Doctor of Education in the field of organizational leadership, I have witness the task of workplace learning and development relegated to inarticulate and inauthentic trainers who lack the skills-set to provide effective organizational strategy needed in the workplace. The paper gives insight on identifying the less qualified and hiring the better qualified. Design/methodology/approach – The approach to this paper was one of gathering information from the professional experience of the author, literature written on organizational behavior and workplace learning and development. This paper was designed to review the history and examine the current state of learning and development in the workplace. Findings – The findings from the literature review gives creditability to the author’s view that it is time for organizations to create more effective learning environments that starts with recruiting and hiring the most effective Workplace Educators, organizations should separate learning and development from human resources and Workplace Educators should be given a sit at the executive table. Originality/value – This paper provides information for organizations and human resource departments to enhance their knowledge of how they are choosing the people to educate their workplace in the study organizational behavior and learning and development. The focus of the paper is to review the history and build more appreciation and respect for the study of organizational behavior and workplace learning and development.

Customer engagement and value co-creation/destruction: the internal fostering and hindering factors and actors in the tourist/hotel experience

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Clement Nangpiire ◽  
Joaquim Silva ◽  
Helena Alves
Keyword(s):  
Design Methodology ◽  
Hospitality Industry ◽  
Document Analysis ◽  
Tourism Industry ◽  
Theory And Practice ◽  
Customer Engagement ◽  
Analysis Framework ◽  
Content Type ◽  
Depth Interviews ◽  
Practical Implications

PurposeThe customer as an active and engaged value co-creator raises new challenges for theory and practice, especially in the hospitality industry. However, the connection between engagement and co-creation is little studied in the hotel/tourism literature. This paper proposes a connection between customer engagement (CE) and value co-creation frameworks to ascertain and depict the internal actors' activities and factors that foster or hinder guests' co-creation and destruction of value.Design/methodology/approachThe researchers used qualitative methods (35 in-depth interviews, document analysis and four observation sessions) in seven regions of Ghana to explore the customer's perspective. Data were analyzed with NVivo11 within a thematic analysis framework.FindingsThe findings suggest that positive and negative engagement fosters or hinders guests' interactions, which lead to value co-creation or destruction. The research also discovered that negative interactions occasioned by any factor or actor trigger value destruction at multiple stages of the experience journey.Practical implicationsIndustry players can use the framework developed to assess their businesses, explore and reflect on the proposed value they aim to generate, and thus be more aware of how they can better facilitate value co-creation with their consumers and avoid value destruction.Originality/valueThis research proposes a novel connection between customer interactions, engagement and value co-creation to ascertain and depict the internal actors' activities and factors that foster or hinder customers' experience in the hotel/tourism industry.

Planning for sustainable tourism development in Bhutan.

2021 ◽  
pp. 84-98
Author(s):  
Stephen Pratt ◽  
Wantanee Suntikul
Keyword(s):  
Hospitality Industry ◽  
Purchasing Decisions ◽  
Policy Makers ◽  
Sustainable Tourism Development ◽  
General Managers ◽  
Food And Beverage ◽  
Global Tourism ◽  
Tourism And Hospitality Industry ◽  
Tourism And Hospitality ◽  
Depth Interviews

Abstract This chapter investigates the ways in which tourism planning and policies in Bhutan promote, reinforce and constrain sustainability. The scope of this work covers food and beverage purchasing decisions, human resources, transportation and souvenir sales in the tourism and hospitality industry in Bhutan. To achieve these research objectives, 19 in-depth interviews were conducted with hotel general managers in the main tourism areas of Thimphu and Paro. The findings reveal that, while the controlled nature of tourism in Bhutan certainly protects its residents from the negative excesses of global tourism, numerous policies also impede tourism and hospitality from spreading their benefits more widely. Policy makers in Bhutan would rather adhere to the precautionary principle than allow detrimental practices or risk irreversible impact on Bhutanese culture.

Study of managers in Vietnam shows HPWS practices impact both employer outcomes and firm performance

2020 ◽  
Vol 28 (2) ◽  
pp. 24-26
Keyword(s):  
Firm Performance ◽  
High Performance ◽  
Firm Growth ◽  
Longitudinal Design ◽  
Service Firms ◽  
Firm Innovation ◽  
Environmental Pressures ◽  
Content Type ◽  
General Managers ◽  
Hr Managers

Purpose The purpose of this paper was to explore the effects of high-performance work systems (HPWS) on the performance of Vietnamese firms. Design/methodology/approach The authors adopt a longitudinal design to provide insights into why and how HPWS are shaped in Taiwan. They interviewed 17 leaders, including CEOs, HR managers and general managers in 17 Vietnamese service firms. They were interviewed twice, in 2013 then in 2017. Findings Analysis of the data showed that HPWS can impact both employee outcomes, such as attitudes, behaviours and productivity, and firm performance, such as firm innovation, firm growth and profit growth. Originality/value This was one of very few studies to try and understand how and why HPWS are shaped and executed to respond to environmental pressures.

Perspectives on social impact measurement and non-profit organisations

2016 ◽  
Vol 34 (1) ◽  
pp. 80-98 ◽  
Author(s):  
Michael Jay Polonsky ◽  
Stacy Landreth Grau ◽  
Sharyn McDonald
Keyword(s):  
Social Impact ◽  
Objective Assessment ◽  
International Perspective ◽  
Impact Measurement ◽  
Content Type ◽  
Non Profit ◽  
True Value ◽  
The Social ◽  
The Usa ◽  
Depth Interviews

Purpose – Acknowledgement of the social impact created by organisations has become an increasingly frequent discussion among practitioners. The importance of such value creation cannot be understated, yet in an increasingly competitive funding environment, the need to articulate “true” value is paramount. The purpose of this paper is to examine how Australian and US managers of non-profit organisations (NPOs) and foundations view the measurement of the social impact of NPOs. Design/methodology/approach – The paper includes 19 in-depth interviews of non-profit professionals in the USA and Australia. Respondents included non-profit managers, foundation managers and consultants in both countries. Findings – The in-depth interviews found that in both countries respondents generally agreed that objective measures of impact are desirable, but recognised the difficulties in developing objective assessment frameworks enabling comparisons across the non-profit sector. These difficulties, as well as the implications for developing assessments of social value for NPOs, are discussed. This paper demonstrates that there is an opportunity to reposition reporting expectations. The NPO sector can pool together and build on each other’s strengths and market their outcomes as a collective entity. A sector-wide approach provides potential for much needed within-sector mentoring and will showcase the rich and varied outcomes generated by NPOs. Originality/value – This research compares viewpoints in two Western countries, thus offering at least an exploratory examination of social impact assessment from an international perspective. Additionally, this research shows commonalities in terms of what is valued and what is most difficult for non-profits when determining social impact.

Digital Transformation in the Hospitality Industry in an Emerging Country

2020 ◽  
pp. 223-243
Author(s):  
Kanitsorn Terdpaopong
Keyword(s):  
Organizational Performance ◽  
Hospitality Industry ◽  
Emerging Technologies ◽  
Digital Transformation ◽  
Left Behind ◽  
General Managers ◽  
Emerging Country ◽  
Rich Information ◽  
The Impact ◽  
Depth Interviews

Emerging technologies have an undeniably significant impact on the hospitality industry. Hotel owners and general managers face many challenges to compete in an ever-increasingly competitive market. Many hotels are quick to adopt some of the emerging technologies to maximize brand visibility, gain operational efficiencies, and enhance customer experiences. The digital transformation is well underway. Hotels need to keep up with technological changes; otherwise, they are taking risks being left behind. This chapter encompasses the digital transformation of the hospitality industry to examine the impact of it on operational competence and organizational performance in an emerging country like Taiwan. Five case studies are used in this chapter. In-depth interviews with the executives of the leading hotels in Taiwan are a source of rich information and reflect the gradual transformation of technology in the hotel industry of Taiwan.

How and why does expatriation management influence expatriates’ employability?

2016 ◽  
Vol 4 (4) ◽  
pp. 432-452 ◽  
Author(s):  
Joost Bücker ◽  
Erik Poutsma ◽  
Hananja Monster
Keyword(s):  
Single Case ◽  
Line Managers ◽  
Content Type ◽  
Hr Management ◽  
Hr Managers ◽  
Management Functions ◽  
Depth Interviews ◽  
Study Setting ◽  
Practical Implications

Purpose The purpose of this paper is to offer a timely assessment of the influence of human resource (HR) processes and policies on expatriates’ employability, using a Dutch international engineering firm as the study setting. Design/methodology/approach The qualitative study, based on in-depth interviews with 15 respondents in various roles, such as expatriates, repatriates, HR managers and line managers, is complemented by a document analysis of HR policy reports about expatriation processes. Findings Expatriation management influences the internal employability of engineering expatriates, yet most HR policies related to expatriation work are counterproductive in terms of in-company employability of expatriates. Research limitations/implications Further research could extend this single case study by differentiating engineering from management functions and addressing employability implications for other assignments and other forms of expatriation. Comparisons are also possible across various stakeholders with regard to social support. Practical implications HR management can follow several prescriptions revealed by this study to increase expatriates’ employability within the organization. Originality/value This study is among the first to relate expatriation processes to the dimensions of employability.

Partnership between life insurers and their intermediaries

2014 ◽  
Vol 37 (4) ◽  
pp. 385-408 ◽  
Author(s):  
Tsu-Wei Yu ◽  
Yung-Ming Shiu
Keyword(s):  
Conflict Resolution ◽  
Market Orientation ◽  
Structural Equation ◽  
Communication Strategies ◽  
Future Research ◽  
Content Type ◽  
Life Insurers ◽  
General Managers ◽  
Depth Interviews ◽  
Willingness To Cooperate

Purpose – The purpose of this study attempts to fill the gap in the literature by investigating partnerships between life insurers and insurance intermediaries, the effects of these partnerships, and the parties' willingness to cooperate. Design/methodology/approach – Data were collected in a survey of general managers of the insurance intermediaries in Taiwan and were analysed using in-depth interviews and questionnaires. A structural equation modelling approach is employed to test the hypotheses. Findings – The paper finds that partnership components, communication strategies, conflict resolution approaches, and market orientation are related to partnership performance. The paper also finds that willingness to continue cooperation increases with partnership performance. The results have implications for managers of life insurers and their intermediaries. Originality/value – This research is one of the first studies to conceptualize and empirically examine the partnerships of life insurers and insurance intermediaries. Theoretically, a specification of the linkages between characteristics of the partnership, communication strategies, conflict resolution approaches, the market orientation of the partners, the partnership's performance and both parties' willingness to continue cooperation can provide a useful framework for future research. Practically, this study offers insights into how to proactively manage partnerships in order to improve partnership performance, willingness to continue cooperation and avoid the damaging costs inherent in failure.

scholarly journals HRM roles in cross culture training provision: insights from Israeli companies

2019 ◽  
Vol 48 (1) ◽  
pp. 273-287
Author(s):  
Michal Perlstein ◽  
Sylwia Ciuk
Keyword(s):  
Current Practice ◽  
Cross Culture ◽  
Content Type ◽  
Expatriate Adjustment ◽  
Wide Range ◽  
Hr Managers ◽  
Hr Roles ◽  
The Given ◽  
Depth Interviews

Purpose The purpose of this paper is to contribute to cross culture training (CCT) literature by exploring the HR managers roles in CCT provision and the reasons affecting the given role enactment. Design/methodology/approach This exploratory study is based on in-depth interviews with 15 Israeli HR managers in charge of the provision of CCT in their respective companies and five interviews with CCT professionals who provide CCT training for a wide range of companies operating in Israel. Findings The study highlights the significant impact of HR managers’ awareness and perceptions of CCT on its provision and discusses a related self-perpetuating cycle of current practice reinforcement that limits the likelihood of practice improvement. Research limitations/implications The limitations of the exploratory design of the study call for further research on HR roles in CCT provision. Practical implications The findings suggest that HR managers partly design and implement practice according to what they believe are unmet expatriate needs and what they perceive as effective HR tools. The authors discuss the practical value of raising their awareness not only of CCT designs and methodologies, but also of the complexities of expatriate adjustment and the opportunities offered by rigorous evaluation of current practice. Originality/value The study departs from the dominant focus in the literature on the content and methodologies of CCT and instead explores the neglected role of HR managers in CCT provision.

Competencies of hotel general managers: a conceptual framework

2017 ◽  
Vol 29 (1) ◽  
pp. 393-418 ◽  
Author(s):  
Sonia Bharwani ◽  
Parvaiz Talib
Keyword(s):  
Hospitality Industry ◽  
Talent Management ◽  
Competency Model ◽  
Competency Framework ◽  
Sustainable Leadership ◽  
Senior Managers ◽  
General Manager ◽  
Content Type ◽  
Leadership Competency ◽  
General Managers

Purpose It is crucial for hospitality organisations to develop sustainable leadership by regularly re-evaluating the competencies and skills required by their senior managers and leaders. In the context of this strategic talent management imperative, this paper aims to identify and map competencies required for the pivotal position of a hotel general manager to develop a holistic and relevant leadership competency framework. Design/methodology/approach Through secondary research, this study undertakes a detailed literature review of competency and leadership studies in the context of the hospitality industry to distil the essential competencies and skills required by a general manager. Findings This study proposes a leadership competency model for hospitality organisations in the form of a 43-item competency framework for hotel general managers categorised into four broad dimensions – cognitive competencies (knowledge), functional competencies (skills), social competencies (attitudes and behaviours) and meta competencies (motives and traits). Practical implications The proposed competency model, once empirically tested for robustness, could serve as a blueprint for hospitality organisations to develop their own organisation-specific competency framework for senior leadership that could prove to be a keystone for integrated talent management practices. Further, educationists and trainers could use the findings of this study as inputs in designing curricula and pedagogical interventions to meet the industry’s future needs and expectations with regards to competencies of senior managers. Originality/value By aggregating competencies from earlier studies and synthesising and categorising them in accordance with a contemporary, hospitality industry-relevant typology, a comprehensive competency model specific for hotel general managers has been proposed.

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