scholarly journals The Influence of Human Resource Practices on Job Satisfaction: Empirical Investigation of Jordan Hotels

2018 ◽  
Vol 8 (4) ◽  
pp. 136
Author(s):  
Daifallah Olaimat
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Human Resource ◽  
Empirical Investigation ◽  
Hotel Industry ◽  
Employee Participation ◽  
Training And Development ◽  
Positive Influence ◽  
Human Resource Practices ◽  
Recruitment And Selection

The present study examined the influence human resource practices on job satisfaction in the context of hotel industry in Jordan. The present study used five human resource practices such as recruitment and selection, performance appraisal, training and development, compensation, and employee participation. A total of 120 responses from 8 hotels were collected and analyzed objectively. Multiple regression was used to test the hypotheses. Results showed that all practices of human resource (i.e. recruitment and selection, performance appraisal, training and development, compensation, and employee participation) had positive influence on job satisfaction.

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.

Linking Green Human Resource Management Practices to Environmental Performance in Hotel Industry

2018 ◽  
Vol 21 (3) ◽  
pp. 663-680 ◽  
Author(s):  
Yusmani Mohd Yusoff ◽  
Mehran Nejati ◽  
Daisy Mui Hung Kee ◽  
Azlan Amran
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Environmental Performance ◽  
Hotel Industry ◽  
Environmental Issues ◽  
Training And Development ◽  
Hrm Practices ◽  
Recruitment And Selection ◽  
Green Human Resource Management ◽  
The Relationship

The hotel industry is growing rapidly in developing countries due to an increase in the tourism industry; however, on the other hand, the hotel industry is one of the sectors largely increasing the burden on the environment. Therefore, due to the massive number of environmental issues that hotel industry has encountered, there is an increasing force to pay a correct reaction to environmental issues and executing sustainable business practices such as the adoption of green human resource management (HRM) practices provide a win–win situation for the organization and its stakeholders. It, therefore, signals the need to examine how green HRM practices will enhance the environmental performance in the hotel industry. Grounded by resource-based view theory, this study utilized a research model examining the relationship between green HRM practices (green recruitment and selection, green training and development, green performance appraisal, and green compensation) and environmental performance in Malaysia’s hotel industry. Questionnaires were distributed to human resource (HR) managers/ executives in 3-, 4- and 5-star hotels in Malaysia. A total of 206 hotels participated in the study. The data collected were analysed using partial least squares structural equation modelling. Based on the analysis, the study revealed that green recruitment and selection, green training and development, and green compensation have a meaningful relationship with environmental performance, while green performance appraisal did not have a significant relationship with environmental performance. Our results extend previous research by not only highlighting the importance of green HRM practices in driving environmental performance but also indicating how each dimension of green HRM practices either enhances or inhibits environmental performance. This is the first empirical research that investigates the relationship between green HRM and environmental performance in the hotel industry literature.

A Study On Human Resource Practices Impact On Job Satisfaction In It Organizations, Chennai

2019 ◽  
Vol 118 (8) ◽  
pp. 445-453
Author(s):  
Dr.E. SARAVANAN ◽  
Dr.A. KAVITHA
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Human Resource ◽  
Positive Impact ◽  
Training And Development ◽  
Senior Executives ◽  
Hrm Practices ◽  
Research Article ◽  
It Organizations ◽  
Environment Performance

This research article highlights the context within which IT organizations has grown in India and the extent of human resource management (HRM) practices and systems practiced in this sector. Using a mixed method approach involving both in-depth discussion with senior HR executives and self-completing questionnaires, the data have been collected from selected ITorganizations in Chennai. The results emphasize the way the specific HRM practices such as selection and recruitment, work environment, performance appraisal, training and development and compensations are implemented. The survey suggests the existence of formal, structured, and rationalized HRM systems in IT organizations. A number of insights related to HRM practices are shared by the HR senior executives interviewed peeling more light on the functioning of the IT companies and their challenges. The analysis provides original and useful information to both academicians and HR practitioners and gives ideas for further research in the area of HRM practices in IT organizations in India.Selection and recruitment, Training and development and compensations are having significant and positive impact on Job satisfaction.

scholarly journals The Effect of Selected Human Resource Management Practices on Employees' Job Satisfaction in Ethiopian Public Banks

2015 ◽  
Vol 5 (1) ◽  
pp. 1-16 ◽  
Author(s):  
Amare Werku Ijigu
Keyword(s):  
Job Satisfaction ◽  
Performance Appraisal ◽  
Training And Development ◽  
Strong Positive Correlation ◽  
Positive Correlation ◽  
Hrm Practices ◽  
Compensation Package ◽  
Employees Satisfaction ◽  
Public Banks ◽  
Recruitment And Selection

Most of the research has been conducted in the job satisfaction of employees’ on employees job related outcomes but there is little well comprehensive research done that shows  the influence of HRM practices on the satisfaction of employees towards a job.This study is correlational type of research design which is aimed to describe or ascertain if there are significant associations between selected HRM practices and employees’ job satisfaction.In addition to Correlation and Regression, Descriptive statistics, frequencies and percentages were utilized to analyze the data. Interpretation is made on the mean, frequency, and percentage of the data and summarized by bar graphs and pie charts.The study result has implied that recruitment and selection is found to have moderate but positive correlation with employees’ job satisfaction and the remaining, training and development, performance appraisal and compensation package found to have strong positive correlation with employees’ job satisfaction. Moreover, the regression result shows that recruitment and selection, training and development, performance appraisal and compensation package have a significant positive impact on job satisfaction.Each HRM practices in the banks should be a source for employees’ satisfaction and then employees will be loyal and willing to stay in those organizations (Banks) because, employees’ satisfaction on the job will reduce absenteeism and turn over intentions in public banks.

scholarly journals The Influence of Human Resource Management Practices on the SMEs Performance: Mediating Role of Employee Engagement

2021 ◽  
Vol 4 (1) ◽  
pp. 79-91
Author(s):  
Muhammad Azeem Ahmad ◽  
Arshia Hashmi ◽  
Waris Ali
Keyword(s):  
Organizational Performance ◽  
Performance Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Training And Development ◽  
Human Resource Practices ◽  
Mediating Role ◽  
And Performance ◽  
Recruitment And Selection

Recently, human resource practices have been considered as the foremost solution for high organizational performance and attained the focus of recent studies and regulators. Therefore, the present study investigates the impact of human resource practices such as recruitment and selection, training and development, reward and compensation, and performance management on SMEs performance in Pakistan. The present research also examines the mediating role of employee engagement among the nexus of recruitment and selection, training and development, reward and compensation, performance management, and SMEs performance in Pakistan. This research has adopted the questionnaires to collect the data and executed the smart-PLS to analyze the data. The results revealed that recruitment and selection, training and development, reward and compensation, and performance management have a positive association with SMEs’ performance. The findings also exposed that employee engagement positively mediating the links among recruitment and selection, training and development, reward and compensation, performance management, and SMEs performance in Pakistan. This study has provided the guidelines to the policymakers that they should extend their focus towards human resource practices that improve organizational performance.

scholarly journals The mediating role of Quality Management in the relationship between human resource practices and organizational performance in the Greater Salt Municipality: الدور الوسيط لإدارة الجودة في العلاقة بين ممارسات الموارد البشرية والأداء التنظيمي في بلدية السلط الكبرى

2021 ◽  
Vol 5 (14) ◽  
pp. 67-49
Author(s):  
Talal Saleh AbdulKarim Al-Hiyasat Talal Saleh AbdulKarim Al-Hiyasat
Keyword(s):  
Quality Management ◽  
Public Relations ◽  
Organizational Performance ◽  
Human Resource ◽  
Reward System ◽  
Training And Development ◽  
Human Resource Practices ◽  
Recruitment And Selection ◽  
The Relationship

This research aimed to identify The Moderator Role of Quality Management on the Relationship between Human Resource Practices and Organizational Performance in the Greater Salt Municipality, and the research sample consisted of (27) respondents from administrators and workers in the following departments (Personnel Affairs Department, Public Relations Department, and General Bureau Department, And the Administrative and Legal Affairs Department) in the Greater Salt Municipality. The research found a number of results, the most important of which is that the general mean of all items to measure the degree of human resource practice in the following sections (Personnel Affairs Department, Public Relations Department, General Bureau Department, and Administrative and Legal Affairs Department) in the Greater Salt Municipality reached (4.27), which indicates The degree of strong agreement among the study sample members regarding the level of measurement of the degree of human resource practice in the Greater Salt Municipality, and that there is a strong degree on the availability of the practice of recruitment and selection, the level of performance evaluation, and the availability of elements for the practice of the reward system, and the practice of training and development in the Greater Salt Municipality, but it differs in terms of List them by the way they are set up and organized. The research also found that the general mean of all the measures of quality management in the Greater Salt Municipality reached (4.21), which indicates a strong degree of agreement between the study sample members of the role of the following sections (Personnel Affairs Department, Public Relations Department, General Bureau Department, and Affairs Department Administrative and Legal) in measuring quality management in the Greater Salt Municipality. As for discussing hypotheses, the research found that there is a statistically significant relationship between human resource practices (recruitment and selection, training and development, reward system, and performance evaluation) and the organizational performance in the Greater Salt Municipality. Finally, the researchers concluded that there is a significant difference in the role of quality management as a mediating variable on the relationship between human resources practices and organizational performance in the Greater Salt Municipality.

scholarly journals PENGARUH REKRUTMEN DAN SELEKSI, PELATIHAN DAN PENGEMBANGAN, PENILAIAN KINERJA, DAN KOMPENSASI TERHADAP KINERJA ORGANISASI

2018 ◽  
Vol 19 (2) ◽  
pp. 229-242
Author(s):  
ASTRIE SEPTININGTYAS ◽  
NURWANTI NURWANTI
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Management Practice ◽  
Sampling Technique ◽  
Training And Development ◽  
Positive Influence ◽  
Primary Data ◽  
Permanent Employees ◽  
Recruitment And Selection ◽  
Staff Level

The purpose from this research is to determine how to influence human resource management practice such as recruitment and selection, training and development, performance appraisal, and compensation to organizational per-formance. The methods which is used on the research is descriptive and casuality. Respondents who in volved in this study is permanent employees with staff level who work for Hoka-Hoka Bento in all branches Bekasi as much as 160 people. This research used saturated sampling technique. The data was obtained from primary data which has been collected through questionnaires with likert scale. The methods of data analys is on this research are simple regression and multiple regression. The result soft his research are variable of recruitment and selection, training and development, performance appraisal, and compensation have positive influence to organizational performance individually. Recruitment and selection is variable that have the most significant impact on organizational performance.

scholarly journals The Impact of HRM Practices on Job Satisfaction in the select Star Hotels of Coimbatore

2019 ◽  
Vol 8 (10S) ◽  
pp. 180-191
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management Practices ◽  
Training And Development ◽  
Employee Job Satisfaction ◽  
Hrm Practices ◽  
The Impact

Employees are the greatest asset for any organization and they are pivotal to organization’s effectiveness. Satisfied employees can contribute more to the attainment of organizational goals (Maimako, 2016). According to literature survey(Jeet, 2014; Hassan,2013) the high level of employee job satisfaction will lead to lower turnover, increase in production, increase in customer service, cost reduction in recruitment and selection,lower training cost and improvement in team work.Oyeniyi,Afolabiand Olayanju(2014) and Maimako, (2016)state thatgood Human Resource Management (HRM) practices like training and development, performance appraisal, compensation and safety and health have direct impact on employee job satisfaction and this leads to increase in satisfaction level. For this research, five HRM practices (Staffing; Training and Development, Performance Appraisal, Performance Rewards, and Internal Communication System) were taken to find theirimpact on Job satisfaction. Data collected from ten star hotels in Coimbatore city show that human resource management practices have positive impact on job satisfaction. The moderation effects of gender and salary also have had animpact on employee job satisfaction.

THE ROLE AND RELEVANCE OF HUMAN RESOURCE MANAGEMENT AND ITS PRACTICES IN THE PORTUGUESE HOTEL INDUSTRY

2021 ◽  
Vol 27 (2) ◽  
pp. 407-427
Author(s):  
Natália Costa ◽  
Carlos Miguel Oliveira ◽  
Ivo Oliveira
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Performance Management ◽  
Human Resource ◽  
Hotel Industry ◽  
Training And Development ◽  
Hrm Practices ◽  
Top Managers ◽  
Recruitment And Selection

Purpose – Validation of the Human Resource Management (HRM) practices used by Portuguese hotels, their degree of importance, and the alignment between their strategic dimension and their operational implementation. Design – The study was developed using quantitative analysis, supported by a questionnaire shared with top managers of hotel companies in the Portuguese Hotels national register. Methodology – The HRM practices integrated in the study were the result of those identified in the literature review, the global HR barometer developed by the Michael Page company, and the HRM practices integrated in the Label Pro HR project, developed by the Mediterranean Federation from Human Resources in association with HRM Associations and European higher education institutions. Findings – In Portugal, HRM in the hotel industry is beginning to be understood as a way to achieve competitive advantage. 92,7% of the top managers in our sample reported that the existence of an HR department grants a competitive advantage. Recruitment and Selection, Training and Development, Performance management and evaluation, and Safety and Hygiene at Work are the most important HRM practices. We conclude that the characteristics of hotels (classification and size) are crucial for HRM, their organizational processes, and the strategic importance assigned to the function. Originality of the research – The study is innovative because it uses a questionnaire specifically designed for the study, and which considers a high number of HRM practices. The sample consists of 124 of the 1.515 registered hotels (8,2%).

scholarly journals Effectiveness of Human Resource Practices among Printing Press Organizations in Sivakasi

2021 ◽  
Vol 9 (05) ◽  
pp. 2211-2225
Author(s):  
Kasi Raman R ◽  
Manikandan N
Keyword(s):  
Performance Appraisal ◽  
Human Resource ◽  
Industrial Relations ◽  
Printing Press ◽  
Human Resource Practices ◽  
Compensation Policy ◽  
Cross Sectional ◽  
Recruitment And Selection ◽  
Selection Of

The research was entitled as “Effectiveness of Human Resource Practices among Printing Press Organizations in Sivakasi”, reveals the importance of existing human resource practices followed in the organizations. The study analyses the various areas of human resource management in the organization such as recruitment and selection, training and development, performance appraisal, compensation policy and remuneration, motivation and welfare measures, and Industrial relations. The study examines the application of Human resource practices within the areas of the organization. The study confronts the functions and role of HR executives in focus with recruitment and selection of manpower and also training & development for the workforce. The research methodology was carried out in a survey cross-sectional applied to 350 respondents. Result of research showed that negative correlation between the performance appraisal and compensation. The findings revealed that the Human resource practices are the most important indicators in determining the growth of Printing Press organizations in Sivakasi.

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