An Empirical Study of New Age Employment in Tour Operations and Allied Areas

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
Shyju P. J. ◽  
Rinzing Lama
Keyword(s):  
Information Technology ◽  
Factor Analysis ◽  
Empirical Study ◽  
Business Model ◽  
Management Practices ◽  
Tourism Sector ◽  
Human Resource Management Practices ◽  
Specific Factors ◽  
New Generation ◽  
Micro Enterprises

In this study, the authors makes an attempt to understand the aspirations of the new generation employees in tour operation business and allied areas. It is being attempted with the presumption that the takeover of information technology seeded the concept of micro enterprises in tourism which functions with the business model of low investment and good turnover. The focus was in identifying employee specific factors of encouraging and discouraging in nature in the fast growing tourism sector, especially job attrition and the dynamics of human resource management practices. Factor Analysis, independent sample t-test, multiple regression have been used to establish various relationships. The findings of the study are considered to be relevant since it quantitatively establish the dynamics of employment in tourism in India.

scholarly journals Examining HRM Practices in Relation to the Retention and Commitment of Talented Employees

2021 ◽  
Vol 13 (24) ◽  
pp. 13923
Author(s):  
Juraj Tej ◽  
Matúš Vagaš ◽  
Viktória Ali Taha ◽  
Veronika Škerháková ◽  
Michaela Harničárová
Keyword(s):  
Human Capital ◽  
Factor Analysis ◽  
Organizational Commitment ◽  
Human Resources ◽  
Management Practices ◽  
Individual Factors ◽  
Hrm Practices ◽  
Human Resource Management Practices ◽  
Talent Retention ◽  
The Right

The claim that human resources or human capital is the most important and valuable asset of organizations is widespread and widely accepted. For this reason, one of the biggest challenges for organizations is to find the right employees with the necessary skills, high potential, and talent. However, the challenge for organizations is not only to find, but also to retain and to use the potential of talented employees. The main aim of this study is to identify the HRM practices which most significantly affect the retention and commitment of talented employees. Based on factor analysis, individual factors of HRM practices were identified. Through canonical analysis, the relationships between the identified factors of HRM practices, talent retention (the intention of talented employees to remain in the organization), and the organizational commitment of talented employees were identified. One of the most important results of the study is the identification of human resource management practices that are most strongly associated with talent retention and commitment.

Human resource management practices of large multinational firms in Hungary, 1988–2005

2010 ◽  
Vol 60 (4) ◽  
pp. 427-460 ◽  
Author(s):  
J. Poór ◽  
A. Engle ◽  
A. Gross
Keyword(s):  
Multinational Corporations ◽  
Human Resource ◽  
Multinational Firms ◽  
Management Practices ◽  
Small Sample Size ◽  
Small Sample ◽  
Human Resource Management Practices ◽  
Critical Issues ◽  
Specific Factors ◽  
Corporate Office

A model of human resource (HR) practices in the subsidiary units of multinational corporations (MNC’s) in Hungary was developed from a review of the literature. This model describes the evolution of different HR variables in the light of external (macro) and internal (firm specific) factors. Based on components of this model, an interview-based survey of top level HR executives at 42 subsidiaries of large multinational companies in Hungary was completed. Results suggest that local subsidiary HR executives still maintain significant authority over their functional processes vis-à-vis the corporate office and expatriates are used less now than in earlier stages of development. Critical issues facing these executives varied by stage of competitive development between 1988 and 2005, HR staff continue to have significant in-country head counts, consulting is largely limited to training and development activities and most privately owned subsidiaries perceive unions as a marginal institution in Hungary today. The paper concludes with a series of limitations based on the interview processes and small sample size and a discussion of areas for further regional and national research development relevant to the model.

scholarly journals Exploratory Factor Analysis of The Underlying Structure of Talent Management Practices Among Universities in Uganda

2018 ◽  
Vol 5 (2) ◽  
Author(s):  
Farooq Miiro
Keyword(s):  
Factor Analysis ◽  
Empirical Study ◽  
Exploratory Factor Analysis ◽  
Management Practices ◽  
Talent Management ◽  
Underlying Structure ◽  
Validity And Reliability ◽  
Survey Tool ◽  
Measuring Scale ◽  
Promax Rotation

The empirical study presents the findings generated from 300 randomly selected respondednts from six universities in the central region of Uganda. The survey tool contained 24 self-reported items with a five point Likert measuring scale chosen from the earlier studies done on the four sub-dimension of talent management construct. Exploratory Factor Analysis was used with Promax rotation to establish whether identification, development, culture and retention are true dimensions of talent management construct. The results from the date exhibited that the four factors of talent management structure were explained at 56.1% variance. The validity and reliability were sound enough since the internal consistency scale estimates ranged from 0.837 (identification), 0.7(development), 0.707 (culture) and 0.758 (retention) for the factor structure extracted. Lastly, the findings gave plausible empirical evidence for the validity of the four sub-dimensions and their individual items.

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