Introduction to human resource management in tourism and hospitality industry

2019 ◽  
Author(s):  
Rozila Ahmad ◽  
Nurhazani Mohd Shariff
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Hospitality Industry ◽  
Industrial Relations ◽  
Employee Relations ◽  
Labour Relations ◽  
Tourism And Hospitality Industry ◽  
Tourism And Hospitality

Introduction to Human Resource Management in Tourism and Hospitality Industry is written for the reference of students taking courses related to human resource management in tourism and hospitality industry. This book contains some information of tourism and hospitality industry in Malaysia. Included in this book is information regarding industrial relations in Malaysia which applies Malaysian laws as some of the international laws are not applicable in Malaysia.This book applies new theories and information from a new source of reference to help students gain a new perspective on human resource management in the tourism and hospitality industry. The scope of the content is comprised of the overview of human resource management in tourism and hospitality industry, recruitment and selection, motivation, training and development, performance appraisal, reward, organization communication, employee relations and labour relations, leadership, international HRM, and the future of HRM in the tourism and hospitality industry.

Human Resource Management in Indian Hospitality Industry

2016 ◽  
pp. 2323-2340
Author(s):  
Mohinder Chand Dhiman ◽  
Amit Kumar
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Global Economy ◽  
Hospitality Industry ◽  
Past Century ◽  
Sustained Competitive Advantage ◽  
Tourism And Hospitality Industry ◽  
Tourism And Hospitality

In the present era of globalization, human resources is the most important asset for any organization and a source of achieving competitive advantage. The theory, research, and practice of human resource management (HRM) has evolved considerably over the past century; experiencing a major transformation in practices within the most recent three decades. Today, HRM is regarded as the source of sustained competitive advantage for many organizations operating in a global economy, with no exception for the tourism and hospitality industry. While there is growing evidence that the practice of human resource management in the hospitality industry is characterized by informality, there is less evidence about the emerging theoretical and practical aspects of HRM. Thus, this chapter makes a modest attempt in the direction of building management concerns and advocacy for better HRM systems and practices in Indian hospitality industry.

Human Resource Management in Indian Hospitality Industry

2015 ◽  
pp. 259-275
Author(s):  
Mohinder Chand Dhiman ◽  
Amit Kumar
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Global Economy ◽  
Hospitality Industry ◽  
Past Century ◽  
Sustained Competitive Advantage ◽  
Tourism And Hospitality Industry ◽  
Tourism And Hospitality

In the present era of globalization, human resources is the most important asset for any organization and a source of achieving competitive advantage. The theory, research, and practice of human resource management (HRM) has evolved considerably over the past century; experiencing a major transformation in practices within the most recent three decades. Today, HRM is regarded as the source of sustained competitive advantage for many organizations operating in a global economy, with no exception for the tourism and hospitality industry. While there is growing evidence that the practice of human resource management in the hospitality industry is characterized by informality, there is less evidence about the emerging theoretical and practical aspects of HRM. Thus, this chapter makes a modest attempt in the direction of building management concerns and advocacy for better HRM systems and practices in Indian hospitality industry.

The Mediating Role of Employers Attractiveness and Prestige on Job Aspirants Perception Towards Green Employee Relations in Malaysia

2021 ◽  
Vol 40 (1) ◽  
Author(s):  
Diane Christine Fernandez ◽  
Jaya Ganesan ◽  
Jian Ai Yeow
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Undergraduate Students ◽  
Developing Economies ◽  
Private Higher Education ◽  
Employee Relations ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

The key objectives of this study are to examine the relationship between Green Employee Relations and Job Pursuit Intentions as well as the mediating roles of Employers’ Attractiveness and Employers’ Prestige. This study is useful in determining the impact of green growth in developing economies such as Malaysia. Employing Business fields undergraduate students from private Higher Education Institutions in Malaysia as the research sample where a total of 216 responses were collected for the study. For data analysis, SPSS and Smart PLS were utilized. Based on the bootstrapping approach, the results showed that the direct and mediating linkages were supported. This is where Green Employee Relations influenced the Job Pursuit Intentions, both Employers’ Attractiveness and Employers’ Prestige mediated the relationship respectively. The findings of this research offer empirical evidence to comprehend prospective job aspirants’ perception towards Green Employee Relations in influencing their Job Pursuit Intentions. Additionally, the study advances by contributing literature in the contemporary Human Resource Management area - Green HRM. Keywords: Green Human Resource Management, Green Employee Relations, Employers’ Attractiveness, Employers’ Prestige, Job Pursuit Intentions JEL Classifications :  J5, MO, M1

The relationships between Human Resource Practices on Employee Retention in Malaysian Industrial Settings

2013 ◽  
Vol 1 (2) ◽  
pp. 09-20
Author(s):  
Kim Lian Lee ◽  
Sarvanan Singram ◽  
Christopher Luke Felix
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Employee Retention ◽  
Management Practices ◽  
Human Resource Practices ◽  
Manufacturing Companies ◽  
Hrm Practices ◽  
Human Resource Management Practices

Objective - The study explores the relationships between human r esource management practices on employee retention in Malaysian industrial setting s . The human resource management practices such as selection, training and development, performance appraisal and reward were considered in this study as the main factors that impact the employee retention in an organization Methodology/Technique - All d ata used in th is study consist s of respondents of executives and managers in manufacturing companies located in Klang Valley, Malaysia. Data processing and statistical analyses were mainly carried out using SPSS. Reliability test was used to check the con sistency and dimensionality of the scale items. P e a rson Intercorrelation was used to measure the associations among the human resource practices and employee retention and Multiple Regression Analysis to check the criterion - related validity of the scale i tems and to complement the correlation results. Findings - Data from 151 respondents from various industries show ed that the reward was most correlated with employee retention. This is followed by performance appraisal, in which fair and inclusive appraisa l leads to better retention. On the contrary, selection was found to have least significance relationship with employee retention. Novelty - The contribution of the study is in asserting some findings for human resource manager to understand the importanc e of an effective HRM practices on employee retention in the manufacturing industry. Apart from that, this research provides an understanding of some important elements in human resource management practices that are more effective in employee retention. Type of Paper - Empirical Type of Paper - HRM Practices; Employee Retention; Relationship; Significance .

Human Resource Management and Industrial Relations in the Latin American Context

2021 ◽  
pp. 285-305
Author(s):  
Wilson Aparecido Costa de Amorim ◽  
Antonio Carvalho Neto
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Latin American ◽  
Industrial Relations ◽  
Institutional Setting ◽  
Theoretical Point ◽  
Contextual Influences ◽  
Comparative Analyses ◽  
Hrm Practices

With a particular focus on the Mercosur bloc, this chapter examines key features of human resource management (HRM) and industrial relations systems (IRS) in Latin America. Several key themes are explicated in the chapter. The first theme is whether the dissemination of HRM practices in an institutional setting that emphasizes the hierarchical and market characteristics of IRS will also produce some kind of convergence in these practices. The second theme is to what extent the rather different national institutional environments generate similar or different HRM practices. The third theme, relatedly, is whether evidence exists of mimetic influences in the spread of HRM practices. The framework discussed in the chapter could serve as a useful theoretical point of departure for identifying both national and regional contextual influences on HRM and IRS. It may ignite interest in comparative analyses in the Latin American context. Accounts of HRM in the Latin American context, along with comparative analyses of IRS of specific countries in the region, are significantly underrepresented in the literature. Furthering national comparative research on HRM practices of organizations in the Mercosur region could open up new lines of inquiry, in particular, on the likelihood of convergence or divergence.

Sign in / Sign up

Export Citation Format

Share Document