Purpose -The purpose of this paper is to establish a new model of managing human resources in the service industry. The authors aim to raise awareness of the failing effects of human resource management (HRM) so far and indicate possible solutions to long-lasting labour issues. Design/methodology/approach -The authors aim to outgrow the current personnel management concepts by approaching the employment management problem requisitely holistically. By combining the concepts of systems thinking, requisite well-being and social responsibility, the authors aim to introduce a new model for managing human resources. An analysis of the relevant HRM models and a perusal of identified issues concerning labour enabled the development of the new HRM model. Findings -Under-investment in human capital in service industries has resulted in high staff turnover and negative attitudes towards service occupations. Recognition of the need for an improved approach to human resources management brings about substantial changes in the strategic management both on the industry-and the organizational levels.Research limitations/implications -Research is theoretical with indirect empirical impact. The proposed model will meet the requirements of systems thinking principles as well as socially responsible corporate behaviour. Practical implications -Improved understanding that human talent and their well-being should be in the centre of business strategies. Originality/value -The value of the paper is in the raised awareness of the need for more innovative and flexible labour market policies. The proposed model is in accordance with the formal corporate pledge to act socially responsible and can be applied in tourism and hospitality organizations.
Intern experience can provide higher education institutions (HEI) valuable information on employers relationships towards the younger workforce in the tourism and hospitality industry (THI). The main purpose of this article is to investigate how interns are treated during their placements. Are they considered to be the companies future human capital, and thereby supported and stimulated to apply for jobs in the service industry that cannot prosper without devoted personnel? Novices and interns are always more vulnerable than more experienced personnel to the consequences of economic crisis and employer exploitation. Yet the tourism and hospitality industry constantly faces shortages of well-trained waiters, cooks, receptionists, animators, chambermaids, and other workers. A survey was carried out among interns that reveals reasons why some students during their study decide to leave the tourism and hospitality industry (or not enter it at all). We investigated their overall attitudes towards internships and their perceptions of conditions within the tourism and hospitality industry. The survey was conducted with a sample of students who completed placements in various tourism companies. A questionnaire seeking information on their satisfaction and circumstances of learning in the workplace was developed and distributed to them. The results of the content analysis provide useful information on employers' attitudes and the quality of working environments.
The Slovenian tourism and hospitality labour market suffers from several deficiencies and structural imbalances. This paper focuses on one solution to these problems in terms of certifications of accredited national vocational qualifications. The tenth anniversary of Slovenia's adoption of the National Professional Qualifications Act seems a convenient time to evaluate the results of this certification system and measure the benefits. A survey was conducted on a sample of employers in the tourism and hospitality industry. Using quantitative data analysis as well as a correlation and multivariate factor analysis, the major deficiencies in the implementation of the certification system were identified.
Diversity and diversity management are indisputably current issues in the global socioeconomic circumstances and particularly evident in the labour market. Diversity encompasses both differences and similarities among people. The paper assesses diversity in the context of the Slovenian hospitality industry (HI). The HI of Slovenia has been experiencing diversity for a long time due to the shortage of skilled workforce. In contrast to an extensive research on diversity abroad Slovenia lacks similar surveys. The paper has an aim to fill this gap and thus, the first purpose of the present survey was to provide an overview of the migrant workforce in Slovenia, their origin and structure. Secondly, a qualitative content analysis of the HI corporate websites was performed seeking information on their diversity strategies and practices. Surprisingly, employers in the HI seem to ignore diversity and thus miss the opportunity to derive benefits from it.
Učenje na delovnem mestu je učinkovit način uvajanja študentov terciarnih študijskih programov v delovno okolje, obenem pa preizkus uporabnosti teoretičnih znanj iz predavalnice. V članku se poglabljamo v učenje na delovnem mestu na primeru praktičnega usposabljanja študentov turizma v Sloveniji. V teoretičnem delu analiziramo strokovno terminologijo, definicije in različne opredelitve praktičnega usposabljanja ter opredelimo vlogo deležnikov v sistemu praktičnega usposabljanja. V empiričnem delu s primerjalnim presojanjem proučujemo značilnosti obstoječih sistemov praktičnega usposabljanja v kontekstu visokošolskih programov na področju turizma. Namen prispevka je razviti model praktičnega usposabljanja v turističnem sektorju z identifikacijo ključnih komponent v posameznih fazah izvajanja, formalnih podlag in izidov. V zaključku predlagamo izboljšave kakovosti sistemov praktičnega usposabljanja z bolj fokusiranimi pripravami deležnikov na prakso, izrabo raznolikih oblik izvajanja praktičnega usposabljanja, spremljanjem razvoja kompetenc študentov ter intenzivnejšo interakcijo med deležniki iz turističnega in izobraževalnega sektorja.
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