Creating a super effective work force for hotel operation through an effective HR system: Recruit, Retain and Train

YMER Digital ◽  
2021 ◽  
Vol 20 (12) ◽  
pp. 618-635
Author(s):  
Akankshya Tripathy ◽  
◽  
Dr Sapan Kumar Sadual ◽  
Dr Smita Sucharita Mohapatra ◽  
◽  
...  
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Work Force ◽  
Tourism Industry ◽  
Effective Work ◽  
Knowledge And Attitudes ◽  
Service Business ◽  
Professional Management ◽  
Equal Importance

Human resource development is becoming increasingly crucial for the tourism industry. Mobilizing our human resource is required to enable them to participate in the task of hotel operations for development and nation building. The mobilization of human resources requires developing their skills, knowledge, and attitudes so that they can accomplish effectively the pre-determined objectives. The successful development of this sector requires efficient and professional management. Having equal importance, however, is the quality of staff training, which is often relatively neglected during the early stages of development this sector. Hotel business basically being a service business, so there is a need to take the necessary steps to build a pool of efficient trained people to occupy various jobs. There is, therefore, a need to pay special attention to the training and qualification of manpower and personnel for the various hotel professions. A special effort has also been made to ensure that services and facilis are expanded to keep up with the competition. In this study, an attempt has been made to create a better work force through a more effective HR system.

scholarly journals Human Resource Development in Tourism Industry in India: A Case Study of Air India Ltd., New Delhi

2008 ◽  
pp. 89 ◽  
Author(s):  
Nafees A. Khan
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Tourism Industry ◽  
New Delhi ◽  
And Performance ◽  
The Individual ◽  
Manpower Shortage

He purpose of Human Resource Development is to improve the capacity of the human resource through learning and performance at the individual, process and organizational levels. By applying a well-ordered and professional HRD approach to work in the protected areas field, the skills, knowledge and attitudes of park personnel will be enriched and this overall quality of work performed will improve. There are a number of problems and constraints, which concern the human resource development in the Tourism Industry, viz., shortage of qualified manpower; shortage of tourism training infrastructure and qualified trainers; working conditions in the Tourism Industry; and lack of proper strategies and policies for human resource development. The present study is an attempt to analyze the HRD initiatives of Tourism Industry with special reference to Air India Ltd. to enhance and sharpen the capabilities of its employees. The study also identifies the need of the Air India to incorporate the spirit of HRD in day to day functioning by utilizing the all possible human resource systems and mechanism to the organization.

An Analysis on Human Resource Development Culture and Climate of Chemical Based Public Sector Enterprises in Kerala, India

2021 ◽  
Vol 2021 (6) ◽  
pp. 132-135
Author(s):  
Balakrishnan A ◽  
Dr. KVM Varambally
Keyword(s):  
Public Sector ◽  
Human Resource Development ◽  
Human Resource ◽  
Deep Structure ◽  
Positive Culture ◽  
Resource Development ◽  
The Individual ◽  
The Impact ◽  
Culture And Climate

The impact of Globalization creates a competitive horizon with new markets, new products, new mindsets, new competencies, and new ways of thinking about business. As an outcome of this, the market places become more complex, uncertain, competitive, and transformational. In this era, the major challenge faced by any organization is to maintain a peaceful as well positive culture and climate inside the organization. The human resource development climate of an organization plays a significant role in ensuring the competency, motivation, and development of its employees. Here the term climate denotes the quality of the internal environment. It influences morale and the attitudes of the individual toward his work and his environment. Culture refers to the deep structure of organizations, which is rooted in the values, beliefs, and assumptions held by organizational members. The study was aimed to analyze the Human Resource Development culture and climate of chemical-based public sector enterprises in Kerala. The results indicated that the Human Resource Development climate in an organization is average and the perception of employees regarding Human Resource Development culture and climate does not differs significantly based on age, job approval status, and qualification. But it differs significantly based on gender and experiences.

scholarly journals IMPLEMENTATION OF THE VOCATION SCHOOL OF LEGISLATION AGENCY IN DISCUSSION AND AGREEMENT VILLAGE REGULATION (Study of The Implementation of The Sriwulan Village BPD in Sayung District, Demak Regency)

2018 ◽  
Vol 5 (3) ◽  
pp. 411
Author(s):  
Siti Rodhiyah Dwi Istinah ◽  
Uyunun Nafisa
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Sociological Approach ◽  
Village Community ◽  
Village Communities ◽  
Village Government ◽  
Priority Needs ◽  
The Village ◽  
The Voice

Reform and regional autonomy is actually a new hope for the goverment and village communities to build their villages according to the needs and aspirations of the community. The implementation of development in the village is intended to improve the standard of living and welfare of the village community itself through the establishment of policies, program activities that are in accordance with the essence of the problem and priority needs of the village community. The Village Consultative Division (BPD in Indonesian) is an institution of the realization pf democracy from the village community or an institution that represents the voice of the community and is a working partner of the village Government in administering The Goverment in the village head along with his device was overseen by the Village Consultative Division (BPD in Indonesian). The method of the approach used in this study is the Juridical Sociological approach, it uses the Juridical Sociological. The selection results obtained include : 1) Inbiting factors influenced by human resource factors both from the village Government itself as the highest office holder in the village, as well as from PD members who are tasked with assisting in the implementation of the legislative functions of approval and discussion of illage regulations. 2) Solutions and efforts, the village Goernment is expected to conduct training in human resource development such as improving the quality of education and developing capabilities in shapping regulations.

scholarly journals IMPLEMENTATION OF THE VOCATION SCHOOL OF LEGISLATION AGENCY IN DISCUSSION AND AGREEMENT VILLAGE REGULATION (Study of The Implementation of The Sriwulan Village BPD in Sayung District, Demak Regency)

2019 ◽  
Vol 6 (1) ◽  
pp. 11
Author(s):  
Siti Rodhiyah Dwi Istinah
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Sociological Approach ◽  
Village Community ◽  
Village Communities ◽  
Village Government ◽  
Priority Needs ◽  
The Village ◽  
The Voice

Reform and regional autonomy is actually a new hope for the goverment and village communities to build their villages according to the needs and aspirations of the community.  The implementation of development in the village is intended to improve the standard of living and welfare of the village community itself through the establishment of policies, program activities that are in accordance with the essence of the problem and priority needs of the village community. The Village Consultative Division (BPD in Indonesian) is an institution of the realization pf democracy from the village community or an institution that represents the voice of the community and is a working partner of the village Government in administering The Goverment in the village head along with his device was overseen by the Village Consultative Division (BPD in Indonesian). The method of the approach used in this study is the Juridical  Sociological approach, it uses the Juridical Sociological. The selection results obtained include : 1) Inbiting factors influenced by human resource factors both from the village Government itself as the highest office holder in the village, as well as from PD members who are tasked with assisting in the implementation of the legislative functions of approval and discussion of illage regulations. 2) Solutions and efforts, the village Goernment is expected to conduct training in human resource development such as improving the quality of education and developing capabilities in shapping regulations.

NetTel@Africa

2005 ◽  
pp. 518-522
Author(s):  
Matthew Mitchell
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Southern Africa ◽  
Development Program ◽  
Capacity Development ◽  
Communication Technologies ◽  
Regulatory Environment ◽  
Information Communication Technologies ◽  
Information Communication

NetTel@Africa (NetTel) is a transnational capacity development program focused on improving the policy and regulatory environment for the information communication technologies (ICT) and telecommunications (telecom) sectors. Originally, NetTel was developed as a programmatic response by USAID’s Leland Initiative to a request for human resource development by the Telecommunications Regulators Association of Southern Africa. NetTel is aligned with the USAID. During the development of the program, it became evident that an expansion of NetTel beyond the Southern African Development Community (SADC) region would greatly improve the quality of capacity development in formulating policies and regulation. Recently, NetTel has expanded to priority Western and Eastern African nations.

scholarly journals PENGARUH PERTUMBUHAN EKONOMI DAN PAD TERHADAP KUALITAS PEMBANGUNAN SUMBER DAYA MANUSIA DAN TINGKAT KEMISKINAN

2019 ◽  
pp. 873
Author(s):  
Teguh Khalid Billady ◽  
A. A. I. N. Marhaeni
Keyword(s):  
Economic Growth ◽  
Human Resource Development ◽  
Human Resource ◽  
Secondary Data ◽  
Resource Development ◽  
Observation Methods ◽  
Analysis Technique ◽  
Poverty Levels ◽  
Collection Methods

The aim in this study is to determine the effect of economic growth and local regional revenue on the quality of human resource development and poverty levels, and to determine the effect of economic growth and local regional revenue on poverty levels through the quality of human resource development in districts / cities Bali province. Data collection methods used in this study are observation methods and use secondary data. The analysis technique used is path analysis. The results showed that economic growth and local regional revenue had a positive and significant effect on the quality of human resources and economic growth and local regional negative and significant affected the level of poverty and economic growth and local regional revenue had a negative and significant influence on the level poverty through the quality of human resource development in the districts / cities of the Province of Bali.

scholarly journals Managing the empathic culture of client-oriented personnel in the system of human resource development in the Russian regions

2021 ◽  
Vol 296 ◽  
pp. 03013
Author(s):  
Yulia Salamatina
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Research Problem ◽  
Russian Regions ◽  
Personal Quality ◽  
Depth Analysis ◽  
Huge Impact ◽  
Main Components

The article is devoted to a study on the management of an important professional and personal quality of any employee of a customer-oriented company - empathic culture. The relevance of this research is due to the low level of human resource development in Russian regions. Having conducted an in-depth analysis on the research problem, the author has come to the conclusion that it is the empathic culture of personnel that has a huge impact on efficiency and profitability of any Russian client-oriented company. The author identified the main components of empathic culture of front liners and selected methods to determine the level of formation and development of each of the components. Based on the data following this research, which was conducted on the basis of three client-oriented organisations, the author proposed the most effective ways to manage the empathic culture of staff in order to successfully operate the companies.

scholarly journals Concept of Human Resources Development to Improve Teacher Performance: Multi-Case Study

2020 ◽  
Vol 1 (3) ◽  
pp. 140-150
Author(s):  
Muh Burhanudin Harahap ◽  
Maria Veronika Roesminingsih ◽  
Mudjito Mudjito
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Participant Observation ◽  
Teacher Performance ◽  
Case Study Research ◽  
Development Program ◽  
Resource Development ◽  
Teaching Staff

This study aims to analyze the concept of Human Resource Development carried out by schools in improving the performance of teaching staff at Elementary School Muhammadiyah of 1 Jember and Al Baitul Amien of 1 Jember. This research method uses a qualitative approach with a multi-case study design. The multi-case study used in this study uses two research sites. Data collection techniques in this study used participant observation, documentation, and interviews. Based on the research conducted, it can be concluded that the concept of the human resource development program carried out by these schools to improve the quality of teacher performance, namely: (1) increasing the abilities, skills, attitudes, and responsibilities of educators (teachers) to be more effective and efficient, (2) optimizing human resource development as much as possible by delegating to educators (teachers), and (3) striving to improve education quality by recommending educators (teachers) to take further studies to a higher level. There is no multi-case study research in improving the performance of students.

scholarly journals The Model of Kiai in Human Resource Development Quality

2019 ◽  
Vol 12 (1) ◽  
pp. 82
Author(s):  
Mohammad Anwar
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Work Performance ◽  
Resource Development ◽  
Resource Planning ◽  
Well Being ◽  
Quality Of Education ◽  
Educational Institute ◽  
Informal Assessment

Pondok Pesantren is one of the organization/educational institute that is still valued as the second class compared with public educational institute. Hence, to show that the quality of education in pondok pesantren is able to compete with other institutions is by developing human resource that is conducted by Kiai. This research is to describe about the development of human resource in increasing the quality of education in pondok pesantren Diponegoro, Klungkung, Bali by using phenomenology perspective. In addition, this research is qualitative research with the form of case study. The findings of this research are: first, the model of Kiai in human resource development of teachers competence in this pesantren, are: 1) planning the human resource that is conducted by: a) arranging the planning which involves the structures, b) it is conducted in the first year and in the middle of the semester, c) planning the teachers based on the evaluation and analysis needs. 2) Recruiting the human resource by following the procedure and sunny ideology, high dedication, sincere, and competence, b) internal and external recruitment. 3) Selecting the administrative, written test, teaching, and interview. 4) Evaluating a) conducting formal and informal assessment, b) conducting class supervision periodically, c) assessing the work performance, loyalty, responsibility, obedient, honesty, and leadership, d) assessing by report model, e) compensation of teacher in the form of financial and non financial.  5) Human resource development by giving training program and meeting periodic. The second, the model of Kiai in developing the manager of human resource competence in this pesantren are: 1) planning human resource in a) recruiting the manager based on the human resource, b) selecting which is customized by the position needs, c) placing and appointing based on the duty and authority, d) developing the human resource by giving training, e) maintaining of well-being, f) integrating the human resource by leadership and communication, g) compensation the allowance of pesantren, h) discipline, i) discharging the position, 2) Implementing the strategy of human resource planning by: a) supplying, filtering and selecting, b) developing by giving training and mutation, continuing study to the higher level and mutation the position, c) maintaining of well-being, d) integrating by communication intensely in solving the problem in general, e) compensation of  fee, f) discipline, it is pointed out whether to the students or manager who violate the rule, g) discharging which is caused by mutation, retired, and resigned.

scholarly journals ANALISIS KEBUTUHAN PENDIDIKAN DAN PELATIHAN PEGAWAI NEGERI SIPIL PADA BADAN KEPEGAWAIAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA KOTA TIDORE KEPULAUAN

2017 ◽  
Vol 23 (3) ◽  
pp. 124-136
Author(s):  
Abdurrahman Abdurrahman ◽  
Halim Halim
Keyword(s):  
Human Resource Development ◽  
Human Resource ◽  
Resource Development ◽  
Education And Training ◽  
Training Needs ◽  
Needs Analysis ◽  
Organizational Level ◽  
Individual Level ◽  
And Training

AbstrakPendidikan dan Pelatihan diperlukan untuk mengatasi kesenjangan antara kualitas pelaksanaan tugas dengan standar kualitas minimal yang dibutuhkan, serta untuk meningkatkan  kualitas  kerja.  Penelitian  ini  bertujuan  untuk  mengetahui  dan menganalisis pelaksanaan analisis kebutuhan pendidikan dan pelatihan bagi Pegawai Negeri Sipil pada   Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Tidore Kepulauan. Penelitian ini menggunakan metode kualitatif. Unit Analisis terdiri atas 8 Informan serta dokumen-dokumen yang diperoleh dari BKPSDM  Kota  Tidore  Kepulauan  yakni  Dokumen  Rencana  Strategik,  Dokumen Laporan Akuntabilitas Kinerja, dan Dokumen Analisis Jabatan. Data dianalisis secara kualitatif.  Hasil  penelitian  memperlihatkan  bahwa  Badan  Kepegawaian  dan Pengembangan  Sumber  Daya  Manusia  Kota  Tidore  Kepulauan  tidak  melakukan analisis kebutuhan pendidikan dan pelatihan dengan tepat dan sistematis. Identifikasi kebutuhan pendidikan dan pelatihan di tingkat organisasi hanya ditentukan oleh pimpinan, identifikasi kebutuhan pendidikan dan pelatihan ditingkat pekerjaan hanya menyesuaikan dengan program-program pendidikan dan pelatihan yang ditawarkan oleh  penyelenggara  dan  kebutuhan  di  tingkat  individu  hanya  diputuskan  oleh pimpinan berdasarkan intuisi dan keinginannya. Oleh karena itu, sebaiknya BKPSDM Kota Tidore Kepulauan dalam menentukan bagian atau bidang mana dalam organisasi yang membutuhkan diklat dilaksanakan melalui proses analisis organisasi dengan melakukan wawancara keluar, survai Calon Peserta dan data kepuasan peserta maupun dengan melihat indeks efisiensi.Kata kunci:  Analisis Kebutuhan Pendidikan dan Pelatihan, Pengembangan Sumber Daya Manusia, Pemerintah Kota Tidore Kepulauan. Abstract Education and Training are needed to address the gap between the quality of task performance and the minimum quality standards required, as well as to improve the quality  of  work.  The  objective  of  this  study  is  to  understand  and  analyze  the implementation of training needs analysis for Civil Servants that was undertaken by The  Board  of  Employee  and  Human  Resource  Development  of  Tidore  Kepulauan Municipality. This study uses a qualitative method. Analysis Unit is 8 informants and documents obtained from BKPSDM Tidore Kepulauan Municipality namely Document of  Strategic  Plan,  Document  of  Performance  Accountability  Report,  Job  Analysis Document. Data were analyzed qualitatively. The results of the study show that The Board  of  Employee  and  Human  Resource  Development  of  Tidore  Kepulauan Municipality did not conduct a proper and systematic training needs analysis. The training needs identification at the organizational level is determined solely by the leader, the training needs identification at the job level merely adjusting to the education and training programs offered by the organizers and the individual level needs only decided by the leadership based on intuition and desire. Therefore, it is better to BKPSDM Tidore Kepulauan Municipality in determining which part or field in the organization that need the training done through organizational analysis process by conducting out interview, participant survey and participant satisfaction data as well as by looking at the efficiency index.Keywords:  Training Needs Analysis, Human Resource Development, Tidore Kepulauan Municipality.

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