scholarly journals Identifikasi Kebutuhan Kompetensi Sumber Daya Manusia Industri Perhotelan Kabupaten Bantul

Media Wisata ◽  
2021 ◽  
Vol 15 (1) ◽  
Author(s):  
Prihatno
Keyword(s):  
Human Resource ◽  
Development Strategy ◽  
Customer Service ◽  
Service Industry ◽  
Hotel Industry ◽  
Business Success ◽  
Professional Certification ◽  
National Agency ◽  
Guest House ◽  
The Future

At present, the accommodation services business has become a service industry and is a labour-intensive business means Human Resources support becomes the mainstay of business success. Improved customer service requires a more professional Human Resource capability. As a standard measure that professionals in the field of tourism including hospitality staff and restaurants is possessed a certificate of competence recognized by the National Agency for Professional Certification. In Bantul Regency this accommodation business is growing very rapidly following the development of tourism. The number of existing hotels and inns has reached 95 units for the class with the number of medium rooms, but if recorded all including lodging in the location of objects that only have one room, the number reaches 261 pieces and may continue to grow in the future With the emergence of objects of new attractions. Bantul regency government tries to formulate its development strategy by conducting a study of the identification of human resource competency requirement for the hotel industry in order to give space for the growth and development of the hospitality industry in Bantul regency in the future. This study was conducted by taking 30 samples from the workforce and the guest response from the type of accommodation in the form of hotels totalling 5 pieces, the only business mentioning the lodgings amounted to 8 pieces, in 9 pieces, cabin 6 pieces and each 1 fruit is Inn and Guest House. The data collected by questionnaire and documentation is then processed using Spencer & spencer competency analysis, especially non-technical competency or soft competency to determine the level of incompetent to very competent while also ranking the competency level required in the hotel industry. From the research results obtained data real needs of hotel industry competence which then rearranged and selected based on priority scale likert between 1-4. By using competency guideline in Indonesia from work competency standard especially hotel and restaurant area mapped to get the requirement of human resource competence for the Hotel Industry in Bantul Regency.

Assessing the future of housekeeping operations in Dubai’s five-star hotel industry – room for innovation?

2014 ◽  
Vol 6 (4) ◽  
pp. 352-361 ◽  
Author(s):  
Angela Anthonisz
Keyword(s):  
Organizational Culture ◽  
Competitive Advantage ◽  
Customer Service ◽  
Ownership Structure ◽  
Hotel Industry ◽  
White Paper ◽  
Success Factor ◽  
Structured Interviews ◽  
Content Type ◽  
The Future

Purpose – The purpose of this paper is to evaluate the need for innovation as a means of competitive advantage in the housekeeping (HK) department of five-star hotels in Dubai and consider how the nature of the industry in the region provides particular challenges. Design/methodology/approach – An initial White Paper produced by Amadeus served as the stimulus to conduct a preliminary literature review of innovation in the field of hospitality. The application of innovation was then considered via a content analysis of web sites in Dubai to identify potential candidates for interview. Semi-structured interviews were conducted with Senior Housekeeping Executives in two internationally recognized chain hotels in Dubai to better understand whether there is a need for innovation, what types of innovation are important within these HK departments and understand the potential challenges confronting senior managers in fostering innovative practices. Findings – The key results of this study provide interesting insights into the problems of developing and managing innovation within HK operations, highlighting the issues that exist as potential barriers to innovation in terms of the organizational culture and the ownership structure within the industry in Dubai. The research also highlights the fact that much of the innovation introduced within the HK department is focused on utilization of technology and is very much “output”-orientated in terms of improving customer service and creating operational efficiencies. Research limitations/implications – The paper profiles the potential problems confronting the HK department when it comes to identifying and adopting innovation. The paper also highlights the ever-changing nature of the organizational culture and the ownership structure in the five-star hotel industry in Dubai as a critical influence in terms of the perceived importance of innovation as a success factor for the future. Originality/value – The study is the first in a series of research papers that explores the relationship between key stakeholders in the hospitality industry in Dubai as the customer demand alters and they try to identify and implement innovative ideas and concepts that provide return on investment, increased customer satisfaction, sustainability and competitive advantage. It is the first paper that identifies the context and the current internal and external environments and the drivers within the industry in Dubai (five-star) hotels with a particular focus on 2020. This is within an industry that is showing evidence of change management within the customization of the hotel build and specification, and within the adaption of IT, but is looking for innovation within the application of ideas into industry processes.

scholarly journals Does a successful future entrepreneur in the globalized world need to know logistics?

2020 ◽  
Vol 74 ◽  
pp. 04002
Author(s):  
Šárka Čemerková ◽  
Žaneta Rylková
Keyword(s):  
Czech Republic ◽  
Customer Service ◽  
Raw Materials ◽  
Business Success ◽  
The Czech Republic ◽  
Business Competencies ◽  
Wide Range ◽  
The Future ◽  
Distribution Logistics ◽  
Globalized World

Starting a business entails huge demands on the future entrepreneur. Only a great idea and a desire to do business are not a guarantee of success. This future entrepreneur must be equipped with a wide range of knowledge, skills and personal qualities. These together form a set of business competencies. One area that clearly affects business success is logistics. Especially in today’s globalized world, without logistics, realized on top professional level, it is not possible to succeed in a tough competitive environment. Large volumes of various materials (raw materials, materials, semi-finished products, products, goods, but also people) are moved practically all over the world. Poorly controlled material flow has a direct impact on the quality of provided customer service and thus on customer satisfaction. A dissatisfied customer equals no customer. The aim of the article is to provide the attitude of successful entrepreneurs in the Czech Republic to the issue of business competencies, specifically in the field of logistics. To what extent does the future successful entrepreneur need to know about logistics, resp. about their different forms? In the text, partial results of the primary research carried out in the winter of 2018-2019 in the Czech Republic will be presented. Questions about the competence in the field of logistics have been asked by entrepreneurs, whose business has existed for at least three years. The main conclusions will be given to the need for knowledge of distribution logistics for the future successful entrepreneur.

Emotional Intelligence and Job Performance.

GIS Business ◽  
2019 ◽  
Vol 14 (6) ◽  
pp. 543-552
Author(s):  
Dr. Amitabh Roy ◽  
Dr.Akhilesh Tiwari
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Human Resource ◽  
Service Industry ◽  
Technological Advancement ◽  
Crucial Importance ◽  
Human Energy ◽  
Energy Information ◽  
Performance Demands

The era of business and commerce have witnessed the swift in alternation towards globalization and competitiveness among the organization. Expanding technological advancement and development of service industry runs as an inseparable unit growing performance demands. In order to ensure remarkable performance the human resource today is required to perform physically and emotionally. Thus,emotional intelligence (EI)is acquired crucial importance in the field of human resource, EI is the ability to sense ,understand and effectively apply power and acumen of emotions to a source as a human energy ,information, connection and influence.

THE IMPACT OF SERVICE QUALITY ON BRAND LOYALTY OF DTAC SELULER SERVICE USERS

2017 ◽  
Vol 9 (1) ◽  
Author(s):  
Debby Arisandi
Keyword(s):  
Service Quality ◽  
Customer Service ◽  
Service Provider ◽  
Brand Loyalty ◽  
Service Industry ◽  
Positive Impact ◽  
Relevant Literature ◽  
Field Research ◽  
Main Research ◽  
The Impact

<p>Purpose- In the GSM seluler telephony sector, the main condition for protecting the subscriber base is to win customer to be loyalty, a key necessity for the maintenance of a brand loyalty in the long term. To achieve this aim, service quality must be measured and identified. This paper’s aim is to measure the effects of service quality towards brand loyalty on DTAC seluler service provider. This study will explore the relationship between service quality and brand loyalty in the seluler service industry.</p><p>Design/methodology/approach- The main research target sample covered 200 seluler phone users in Prince of Songka University, Hatyai campus. Field research was conducted. The questionnaire was formed by a synthesis of existing constructs in relevant literature. Reliability tests, descriptive statistic, and regressions analyses were performed to both confirm scale reliability and answer the research questions. The data were analysed by moderated regression analysis to test the hypotheses.</p><p>Findings- The findings of this study show that an overall service quality directly affects brand loyalty. Network quality, customer service, pricing structure and billing system are the service quality dimensions that have significant positive influence on brand loyalty, which in turn has a significant positive impact on brand loyalty 43,5%. Therefore, it plays a crucial role in winning customer loyalty.</p><p>Originality/value- It is of great importance for seluler operators in a mature market such as that of Thailand, to understand what the drivers of brand loyalty are. The present study produced useful findings, which can be utilized by seluler service provider managers, in their effort to develop and implement successful brand loyalty strategies. With respect to the findings, pricing structure has the most importance than others dimensions of service quality which provides positive outcomes on brand loyalty, not only in the present but also in the future. So, the effect of pricing structure on brand loyalty becomes greater than the effect of others dimenstions of service quality. Therefore, any GSM operator who wishes to preserve its existing subscriber base should concentrate on winning its subscribers’ loyalty, especially for DTAC.</p>Keywords- Seluler Services, Brand Loyalty, Service Quality

Human Resource Practice System in Malaysian Five-Star Hotels

2014 ◽  
Author(s):  
Rozila Ahmad
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Hotel Industry ◽  
Human Resource Practices ◽  
Human Resource Practice ◽  
Objective Performance ◽  
Beach Resort ◽  
Recruitment And Selection ◽  
Managerial Employees ◽  
Resort Hotels

Organisations, including hotels, usually have more than one human resource practices system. Thus, this book is written to provide an understanding of the human resource practice system for managerial and non-managerial employees in the context of hotel industry. This book focuses specifically on five-star beach resort hotels in Malaysia. The human resource practices system for managerial employees includes empowerment while the recruitment and selection is more thorough. Their compensation is more attractive and their training is more rewarding. Both groups of employees are provided with a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication.

Applications of Operations Research in Human Resource Management

2021 ◽  
Vol 9 (9) ◽  
pp. 1611-1614
Author(s):  
Vanya Aggarwal
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Real World ◽  
Operations Research ◽  
Operational Research ◽  
Low Cost ◽  
External World ◽  
Future Plan ◽  
The Future ◽  
Future Path

Abstract: Operational HR encompasses the highly visible, day-to-day tactical operations required to keep a workforce running. This made us look for strategic approaches essential for most organisations. Be it defining the future path, determining the future plan, mission, vision, planning, objectives and goals of a particular organization. In a nutshell, we wanted to bring out the intricate relationship between HR and operational research especially considering the current dynamics of the external world. The unprecedented changes in HRM made us dig deeper on the importance of the role and applications of operations research to cope with these changes. Finally, we believed our research was complete when we presented real-world examples, and it was demonstrated to us that Operations Research approaches may assist firms in making good HR policy decisions at a low cost

Predicting human resource competencies

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Cognitive Ability ◽  
Human Resource ◽  
Work Experience ◽  
Positive Relationship ◽  
Service Industry ◽  
Individual Characteristics ◽  
Openness To Experience ◽  
Content Type ◽  
Challenging Tasks ◽  
Hr Competencies

Purpose The purpose of the research is to conceptually define and empirically investigate the density of work experience along with individual characteristics [cognitive ability, conscientiousness, openness to experience] and examine their influence on HR competencies. Design/methodology/approach 140 Human Resource [HR] professionals and their supervisors from a service industry sector were surveyed. Conscientiousness and openness to experience were assessed using scales from a five factor inventory. Density of work experience was assessed using a profile with five distinct areas of challenge. Two measures of intelligence were used and averaged. Supervisors were asked to respond to competency items which covered business knowledge, functional expertise and change management. Findings The hypotheses were supported by the evidence in that 1. Cognitive ability had a direct positive relationship both with HR competencies and density of work experience 2. Openness to experience had a direct positive relationship both with HR competencies and density of work experience 3. Conscientiousness had a direct positive relationship with their density of work experience 4. There is a direct positive relationship between density of work experience and HR competencies Research limitations/implications The author notes the following limitations 1. Learning from each role [manager, team leader, individual contributor] was not assessed 2. The measure of density of work experience could be queried or supplemented 3. Any feedback that respondents might have received and any course corrections that may have been made were not considered Practical implications Organizations could consider increasing the density of work experience within the same role and this could have implications for progression to higher levels of pay. Employers could use an approach of gradually increasing the level of responsibility and involvement in challenging tasks of employees who are not of higher cognitive ability. Originality/value Prior to this study there had yet to be no convincing theory developed as to how individuals with specific characteristics acquire the specific competencies necessary for managerial effectiveness.

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