Labour Market Skill Deficiencies in the Tourism and Hospitality Industry

Rok, Marija

doi:10.7549/ourecon.2012.3-4.08

Cited by 4 publications

(5 citation statements)

References 4 publications

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“…Otras situaciones problema refieren a que la actividad hotelera presenta condiciones laborales negativas como horarios extensos e irregulares, salario bajo, pocas oportunidades de crecimiento, altos niveles de presión, así como poca satisfacción hacia el empleador (Rok, 2012) dificultando así la gestión del capital humano. Retomando a dicha gestión, también humano también enfrenta dificultades para considerar el entorno y, ante ello, generar equipos capaces de responder eficientemente a presiones a corto plazo, procurando el cambio, la innovación y la flexibilidad (Iborra y Dasí, 2012).…”

Section: Dificultades De La Gestión De Personal En Las Pymes De Hospeunclassified

Perspectiva sistémica en los procesos de capital humano en PyMEs orientadas al servicio de hospedaje

Ríos

Garcí

Tejeida-Padilla

et al. 2018

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Introducción: Las PyMEs de hospedaje operan en un entorno complejo cuyas restricciones minan su capacidad de adaptación ante perturbaciones. En dicho contexto, la gestión del capital humano se ve afectada vulnerando las operaciones y permanencia de estas organizaciones. Se considera que el capital humano es nodal para el equilibrio del sistema total, sin embargo, son pocos los modelos sistémicos específicos para PyMEs.Método: Se empleó el Método Sistémico para generar un diagnóstico sobre la situación percibida como problema, comprender la estructura del sistema y detectar las interrelaciones conflictivas, proponer un modelo conceptual para esbozar una solución. Dicho modelo se contrastó con la realidad para proponer nuevas interrelaciones que mejoren la dinámica organizacional encaminada al equilibrio viable de estas con su entorno.Resultados: Los sistemas relevantes que conforman el modelo conceptual fueron procesados mediante el Proceso de Jerarquización Analítica (AHP) y para cada uno se obtuvo 90% de consistencia. Esto significa que el modelo propuesto representa la realidad en la que opera el sistema objeto de estudio.Conclusión: El Método Sistémico permitió identificar actores relevantes, ubicarlos en un nivel de recursión y reconocer las relaciones conflictivas. El modelo conceptual no persigue el rediseño del organigrama de la organización, sino replantear las relaciones actuales para reducir obstáculos y apoyar a la adaptación continua de las organizaciones en cuestión. Lo anterior, contrasta con otros enfoques que se aplican para la gestión del capital humano dentro de empresas del sector turístico pues poseen una esencia lineal.

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Section: Dificultades De La Gestión De Personal En Las Pymes De Hospeunclassified

Perspectiva sistémica en los procesos de capital humano en PyMEs orientadas al servicio de hospedaje

Ríos

Garcí

Tejeida-Padilla

et al. 2018

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“…Since 2000 workers have been able to have their informally learned skills accredited as a National Vocational Qualification (NVQ), with occupations chosen in cooperation with the social partners. However, a survey of managers in the tourism and hospitality industry shows only limited knowledge of the system of NVQs, although 19% of respondents participated in the system, with a similar number rejecting it and only recruiting based on formal education or work experience (even though NVQs formalise work experience) (Rok, 2012). A weak link between the qualifications available (such as Cheese Sommelier) and employer needs was also reported.…”

Section: Life-long Learning Could Boost Labour Market Inclusion Of Olmentioning

confidence: 99%

Raising living standards and supporting investment by boosting skills in Slovenia

O'Farrell

2017

OECD Economics Department Working Papers

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“…These challenges have been widely surveyed by authors (Baum, 2006(Baum, , 2007Nickson, 2007;Lebe et al, 2009;Harkison et al, 2011;Rok, 2012). It seems that THI faces some common labour problems worldwide, especially the hospitality sector.…”

Section: Introductionmentioning

confidence: 98%

“…THI worldwide confronts a vast range of negative characteristics that cause challenges for THI (and HRM) in attracting higher-education graduates and a skilled workforce. These challenges have been widely surveyed by authors (Baum, 2006(Baum, , 2007Nickson, 2007;Lebe et al, 2009;Harkison et al, 2011;Rok, 2012). It seems that THI faces some common labour problems worldwide, especially the hospitality sector.…”

Section: Introductionmentioning

confidence: 99%

CSR-based model for HRM in tourism and hospitality

Rok

Mulej

2014

Kybernetes

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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.

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Labour Market Skill Deficiencies in the Tourism and Hospitality Industry

Cited by 4 publications

References 4 publications

Perspectiva sistémica en los procesos de capital humano en PyMEs orientadas al servicio de hospedaje

Perspectiva sistémica en los procesos de capital humano en PyMEs orientadas al servicio de hospedaje

Raising living standards and supporting investment by boosting skills in Slovenia

CSR-based model for HRM in tourism and hospitality

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