Aspects of training and remuneration in the accommodation industry

Abstract

It has long been recognised that effective staff training and remuneration allows an organisation to provide a unique and differentiating standard of service in industry, resulting in increased profitability to service providers. The purpose of this research study is to investigate the training strategies, and hence the training profile, of organisations within the accommodation sector. The extent and role of training and remuneration is examined in local independent accommodation providers, and then compared to the larger, chain operations. The quantitative findings are complimented with qualitative research undertaken through interviews with human resource (HR) managers from a number of international hotels in both Perth and Singapore. This mixed method of analysis approach is used to determine the extent of relationship between local accommodation providers and international chains. HR practices in the industry were viewed in Singapore as being very traditional in both the multi-chain hotels, failing to keep up with new practices and technology, and focusing on administrative rather than strategic goals. No comments on practices in Australia were forthcoming, but it is probable that practices are also very traditional.

Employee Training Policies of High Revenue Companies: Analysis of Case Examples From Turkey

“…Companies expect to increase service and product quality and innovative activities and also productivity due to faster adaptation of employees to new conditions, as a result of investment in employee training (Dearden et al, 2006;González et al, 2016;Mathews, 2002;Taylor & Davies, 2004). The fact that the structure of organizations has become more complex over time and the need for new skills due to the expansion of the job descriptions of employees has made the provision of employee training widespread (Knoke & Yang, 2003).…”

What do strategic responses achieve?

“…A study by Tukunimulongo ( 2016) found that training-on-the job helps the employee to relate the job in the course of learning; which Taylor and Davis (2004) advances that it is a better method for firms to save on time and cost. Shafini et al(2016) in their study argued that off-the-job training is the most effective training and development approach to enable employees increase their productivity and meet increased demands of customers and in turn help the firm make more profits.…”

The Impact of Employee Uniforms on Job Satisfaction in the Hospitality Industry

“…Management can use uniforms as visual symbols to continuously transfer firm values to and among their employees [26,27] and uniforms have communicative power in both, the external and internal spheres of a corporation. Furthermore, for many hotel organizations, uniforms have been part of an employee benefit package for some time now and therefore can contribute to staff satisfaction and commitment [11,12]. In summary, uniform features in the service industries include attributes such as functionality, comfort, materials, appropriateness to job task, style, colour and overall fit [13].…”

“…Furthermore, for many hotel organizations, uniforms are part of employee benefit packages and therefore can contribute to work commitment, organizational identification, and higher staff satisfaction [11][12][13].…”