scholarly journals Comparativo de inserción a estadías del nivel TSU en Turismo de la UTRM entre el modelo BIS y tradicional

2019 ◽  
pp. 21-30
Author(s):  
Irma GÚADARRAMA-GÓMEZ ◽  
Aralí LARIOS-CALDERÓN ◽  
Carlos Raymundo BALDERAS-ELORZA
Keyword(s):  
Comparative Analysis ◽  
Qualitative Study ◽  
Human Resources ◽  
Human Resource ◽  
Hospitality Industry ◽  
Traditional Model ◽  
Hospitality Sector

Objective: In order to follow up on the research published in 2017 regarding the insertion of TSU Tourism: Hotel Area students in the process of the professional practicum within the productive sector, a comparative analysis of the traditional modality and the Bilingual, International and Sustainable (BIS) modality was carried out to identify the contribution from the students in the formation of human resources of the institution towards the hospitality industry. Methodology: This was a qualitative study, with a descriptive scope. The results obtained from the first investigation were considered and contrasted with the results of the insertion in professional practicums of the generation of 2017 – 2019 BIS modality. The factors considered in the comparison were: socioeconomic, company and area of insertion. Contribution: The results will be a reference for the Subsystem of Technological and Polytechnic Universities that impart the BIS modality in the Tourism program. This will allow them to identify the formation of the human resource by students in the BIS modality compared to what was seen in the traditional model, within the hospitality sector.

Competency of Human Resources and Customer Trust on Customer Satisfaction and Its Consequence on Customer Retention in the Hospitality Industry North Sumatra

2020 ◽  
Vol 11 (6) ◽  
pp. 1515
Author(s):  
Yohny ANWAR ◽  
Kiki Farida FERINE ◽  
Nikous Soter SIHOMBING
Keyword(s):  
Customer Satisfaction ◽  
Human Resources ◽  
Human Resource ◽  
Hospitality Industry ◽  
Customer Retention ◽  
The North ◽  
Customer Trust ◽  
North Sumatra

This research was carried out by of the hospitality industry in North Sumatra. The object of this research is human resource competency, customer trust, customer satisfaction and customer retention in the North Sumatra hospitality industry. The Outcome of this study indicates that human resource competence, customer trust, customer satisfaction and customer retention in the hospitality industry in North Sumatra, Indonesia is relatively good. Human resource competency has an Consequence on customer satisfaction. Customer trust Consequences customer satisfaction. Human resource competency has a Consequence on customer retention. Customer trust has a significant Consequence on customer retention. In addition, there is a Consequence of customer satisfaction on customer retention and there are direct and indirect Consequences of human resource competence and customer confidence in customer satisfaction as well as a Consequence on customer retention of the hospitality industry in North Sumatra.

Employee loyalty in the hospitality industry and ways to develop organizational citizenship behaviour

10.12737/5367 ◽  
2014 ◽  
Vol 8 (5) ◽  
pp. 98-109
Author(s):  
Джавания Чернова ◽  
Dzhavaniya Chernova ◽  
Любовь Морозова ◽  
Lyubov Morozova ◽  
Анастасия Поправкина ◽  
...  
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Management System ◽  
Hospitality Industry ◽  
Employee Loyalty ◽  
Scientific Approach ◽  
Personnel Turnover

The article considers the key tasks of Human resources departments in building and maintaining executive employee loyalty in the hospitality industry. The issue of employee loyalty attracts increasing attention for a number of reasons: (1) the possibility of forecasting and preventing personnel turnover; (2) a belief that a loyal employee is more efficient than either an apathetic or an disloyal one. Human resource is one of the greatest contributors to a company’s competitive potential, it is currently regarded as a pivotal element of the management system and, therefore, requires and deserve a scientific approach.

WHY CAN'T JAPANESE MULTINATIONALS UTILIZE BOTH INTERNATIONAL AND LOCAL HUMAN RESOURCES IN ASEAN?: A COMPARATIVE ANALYSIS

2002 ◽  
Vol 10 (01) ◽  
pp. 23-37 ◽  
Author(s):  
MITSUHIDE SHIRAKI
Keyword(s):  
Comparative Analysis ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Case Studies ◽  
Human Resource ◽  
International Human Resource Management ◽  
International Human ◽  
Management Issues

The theme of this paper is to extract the characteristics and problems of Japanese multinationals International Human Resource Management (IHRM) by comparing the operations of Western multinationals with those of Japanese multinationals operating in ASEAN. What kind of IHRM systems are constructued and practiced by Western multinationals that are operating in ASEAN? Are there any big differences in IHRM between Japanese multinationals and Western multinationals? And furthermore, what kind of management issues are they facing in this region and what kind of implications are there for their Japanese counterparts? This papers aims to clarify these points through case studies in this region. Finally some entreprenuerial strategies to tackle these problems Japanese headquarters are investigated.

Human Resource Management Technologies: Case Study of Oil and Gas Companies. Comparative Analysis

2020 ◽  
pp. 63-68
Author(s):  
Kamila Kulzhanova ◽  
Anastasiya Sheina
Keyword(s):  
Comparative Analysis ◽  
Human Resources ◽  
Human Resource ◽  
Oil And Gas ◽  
Human Resources Management ◽  
Personnel Evaluation ◽  
Resources Management ◽  
Royal Dutch Shell ◽  
Oil And Gas Companies

Based on the study of scientific and theoretical works of scientists in the field of organisation and human resources management, the authors conducted a comparative analysis of important for the socio-economic situation of states companies, such as “Royal Dutch Shell” and PJSC “LUKOIL”, according to the following criteria: goal, mission, recruitment, incentives, personnel evaluation, and dismissal.

Understanding the eHRM Promise and Adoption Imperatives

2019 ◽  
pp. 263145411987320 ◽  
Author(s):  
Suryanarayan Iyer
Keyword(s):  
Resource Management ◽  
Qualitative Study ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Key Factors ◽  
Factors Influencing ◽  
Hr Function ◽  
Performance Gains

Organisations invest in Electronic Human Resource management (eHRM) by buying into its potential of strategically transforming the Human Resource (HR) function. However, the posited performance gains are often obstructed by users and organisations alike in adopting the systems towards realisation of stated outcomes. The article aims to provide an understanding of the promise of eHRM in terms of the posited goals and outcomes of eHRM. Through a qualitative study with Chief Human Resources Officers of 15 large organisations, the article also highlights the key factors influencing adoption of eHRM in organisations.

scholarly journals Priority technologies for the adoption of digitalised human resources management in hospitality industry

2021 ◽  
Vol 110 ◽  
pp. 02011
Author(s):  
Maksim Romanov
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Hospitality Industry ◽  
Human Resources Management ◽  
Resources Management ◽  
Management Efficiency ◽  
Innovative Products ◽  
Krasnodar Region

The intensification of digital transformations in human resources management involves the creation of innovative products and service solutions that can improve the management efficiency and develop the information infrastructure. The article identifies and substantiates the priority tools and technologies for the adoption of digitalised human resource management in the hospitality industry and describes the complex of HR metrics made up by the author for the key areas of personnel processes in the hospitality businesses and including the following main metrics: HR automation, HR analytics, HR marketing, smart recruitment, and e-training. The author presents the system of indicators for the evaluation of functional units of the model of digitalised human resources management in the hospitality industry and evaluates the priority tools of digitalised human resources management in terms of the hospitality industry in Moscow, St. Petersburg and the Krasnodar region.

scholarly journals REACH THE STARS: HOW TO MANAGE HUMAN RESOURCES SUCCESSFULLY IN EARLY CHILDHOOD EDUCATION CENTER?

2021 ◽  
Vol 2 (2) ◽  
pp. 125-137
Author(s):  
Ajeng Regita Maudy ◽  
Misno A. Lathif ◽  
Senny Weyara Dienda Saputri
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Stage ◽  
Teaching Staff ◽  
Planning Stage ◽  
Evaluation Phase ◽  
Collection Methods

This research is motivated by the success of the PAUD Terpadu Al Furqan Jember in developing students' potential, academic, and non-academic achievements. This success cannot be separated from human resource management, especially teachers as educators. This study aimed to determine the process of human resource management for teaching staff at PAUD Terpadu Al Furqan Jember. This type of research is descriptive qualitative with observation, interviews, and documentation as data collection methods. The results showed that the human resource management process in PAUD Terpadu Al Furqan Jember was carried out in planning, organizing, developing, and evaluating. The planning stage began with a needs analysis by the principal, followed by recruitment by the foundation. The principal's organizing stage is carried out by coordinating human resources' placement according to expertise and the appointment of a companion teacher to assist the apprenticeship program for new teachers. Schools and foundations carry out the development stage in competency improvement and quality control activities, routinely held every Saturday. The evaluation phase is carried out once a week after development activities and at the end of each semester carried out by the principal, peers, and parents. The evaluation results' follow-up is the existence of coaching carried out by the foundation and the school in constructive personal criticism, followed by training attended by all human resources.

HUMAN RESOURCE MANAGEMENT IN THE HOSPITALITY INDUSTRY

2009 ◽  
Vol 15 (1) ◽  
pp. 107-116
Author(s):  
Slobodan Ivanović ◽  
Maja Blažević
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Hospitality Industry ◽  
Effective Management ◽  
Material Costs ◽  
Cost Item

An enterprises human assets or, put more conventionally, its human resources tend to be one the most significant costs for most hospitality enterprises. In most hotels the payroll is the single biggest cost item, whilst in restaurants and bars it is usually second only to material costs. Furthermore, human resources are usually the first point of contact between an enterprise and its customers. The effective management of these human resources is therefore vital to the success of the enterprise.

Characteristic Analysis and Management of Human Resource in EPC Project

2014 ◽  
Vol 638-640 ◽  
pp. 2319-2322
Author(s):  
Tao Hong ◽  
Hai Yan Ju ◽  
Chang Tai Luo
Keyword(s):  
Project Management ◽  
Comparative Analysis ◽  
Theoretical Analysis ◽  
Human Resources ◽  
Human Resource ◽  
Characteristic Analysis ◽  
Engineering Project

Based on the theory of project management and human resources, combining with the practical construction situations in China, using theoretical analysis and comparative analysis, four important characteristics are extracted in engineering project using EPC mode, that is, mobility, duality, commodity & humanity and collaboration. Furthermore, the origins and implications of above characteristics in depth are analyzed, and some management methods are presented with the guidance in connection with them in theory.

scholarly journals REACH THE STARS: HOW TO MANAGE HUMAN RESOURCES SUCCESSFULLY IN EARLY CHILDHOOD EDUCATION CENTER?

2021 ◽  
Vol 2 (2) ◽  
pp. 125-137
Author(s):  
Ajeng Regita Maudy ◽  
Misno A. Lathif ◽  
Senny Weyara Dienda Saputri
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Development Stage ◽  
Teaching Staff ◽  
Planning Stage ◽  
Evaluation Phase ◽  
Collection Methods

This research is motivated by the success of the PAUD Terpadu Al Furqan Jember in developing students' potential, academic, and non-academic achievements. This success cannot be separated from human resource management, especially teachers as educators. This study aimed to determine the process of human resource management for teaching staff at PAUD Terpadu Al Furqan Jember. This type of research is descriptive qualitative with observation, interviews, and documentation as data collection methods. The results showed that the human resource management process in PAUD Terpadu Al Furqan Jember was carried out in planning, organizing, developing, and evaluating. The planning stage began with a needs analysis by the principal, followed by recruitment by the foundation. The principal's organizing stage is carried out by coordinating human resources' placement according to expertise and the appointment of a companion teacher to assist the apprenticeship program for new teachers. Schools and foundations carry out the development stage in competency improvement and quality control activities, routinely held every Saturday. The evaluation phase is carried out once a week after development activities and at the end of each semester carried out by the principal, peers, and parents. The evaluation results' follow-up is the existence of coaching carried out by the foundation and the school in constructive personal criticism, followed by training attended by all human resources.

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