人才流动的增智效应对我国酒店业人才开发的启示

人才是酒店资源中最重要的资源,酒店的人才管理兼具投资性大和流动性强的特点,如何进行有效的人才投资、又防止人才过度流失是酒店人力资源开发和管理中的一个重要课题。按照人才流动的增智效应理论,人才的合理流动将带来酒店业的发展;即使显而易见的酒店业之间的人才流失,也会带来酒店人才开发管理中深层次的增智效应,必将有利于提升酒店管理水平和服务质量,并给出积极的应对策略。     

沈阳经济型酒店人力资源管理存在的问题与对策分析

当前,沈阳经济型酒店在人力资源管理中存在的问题,主要体现在员工素质普遍较低,服务质量普遍不高;工作强度大,薪酬待遇低,员工流失严重;人才培养及储备力度不够;缺乏现代酒店的人力资源管理制度;受传统观念影响,大众认可度低等方面。沈阳经济型酒店人力资源管理改进应从招聘高素质的员工;建立良好的薪酬福利制度;加强人才储备,完善职业发展规划及酒店职业经理人的培训机制;逐步与专业化、品牌化接轨;寻找适合的机会进行宣传,加强社会公众的认可度等方面入手,最大限度地发挥好人力资源管理的核心作用,从而促进酒店可持续发展。     

Interpersonal Stress Reactions and Service Quality Responses among Hospitality Industry Employees

Work stress is now recognised as a major issue in the human resource management arena, for both staff and management. Within the hospitality industry context, service quality issues are beginning to assume major importance in the success of many operations. This study has sought to understand interpersonal conflict work stress responses associated with hospitality industry employee-management conflict, together with approaches to service quality issues among a sample of Australian hospitality industry domain was the sole predictor of the clearer and more autonomous work role stress response, and the management service quality domain was the predictor of the better management communication stress response. Better communication by management presented as the dominant stress response, and was found to be particularly associated with femalae hospitality industry employees. Implications of these findings for both hospitality industry employees and for hospitality industry management are explored.     

Internal labour markets as a strategic tool: A comparative study of UK and Chinese hotels

This paper reports how internal labour markets (ILMs), operated by a multinational hotel chain in the UK and China, impact on a range of organisational outcomes. The study examines the effects of three main dimensions of ILMs: job security, training, and opportunities for advancement on the key organisational outcomes of job satisfaction, organisational commitment, and intention to leave, together with employee attitudes to work environment, co-workers, supervisor, service to guests, leadership, communication, and organisational goal achievement. The paper concludes that the operation of an ILM, underpinned by effective human resource management policies and actions, is associated with high levels of work commitment and job satisfaction together with reduced intention to leave. However, the importance of individual ILM variables differs between hotels in the UK and China.     

In the service of the society: The labour management practices of an Australian life Insurer to 1940

This article considers the labour management practices in use in the Australian life insurance industry during the inter-war period. Using the Australian Mutual Provident as a case study, it is argued that the specific human resource management practices evolved to deal with separate sets of problems arising from the functions of the life insurance business and the manner in which the principal/agent problem was manifested. The differing nature of work associated with the sales and management of life insurance fostered the development of primary and secondary labour markets in which the benefits flowing to one were superior to those accruing to the other.     

饭店企业人力资源管理困境分析与对策

饭店业的竞争日趋激烈,人才素质以及人力资源管理水平成为决定饭店业发展成败的关键因素,然而很多饭店企业正面临:难以招聘到合适的员工;员工流动率偏高;培训匮乏等困境。企业可以通过切实建立"以人为本"的企业文化;重视员工职业生涯规划;改变用人观念;降低人力资本等措施摆脱困境。     

Critically challenging some assumptions in HRD

This paper sets out to critically challenge five interrelated assumptions prominent in the (human resource development) HRD literature. These relate to: the exploitation of labour in enhancing shareholder value; the view that employees are co‐contributors to and co‐recipients of HRD benefits; the distinction between HRD and human resource management; the relationship between HRD and unitarism; and the relationship between HRD and organizational and learning cultures. From a critical modernist perspective, it is argued that these can only be adequately addressed by taking a point of departure from the particular state of the capital–labour relation in time, place and space. HRD, of its nature, exists in a continuous state of dialectical tension between capital and labour – and there is much that critical scholarship has yet to do in informing practitioners about how they might manage and cope with such tension.     

Natural Resources,Wage Growth and Institutions – a Panel Approach

This paper exam,ines the effect of nat,u,ral resource export depen,dence and fis,cal respon,si,bil,ity on wage growth, which is derived from the labour first‐order con,di,tion and esti,mated using a panel growth‐account,ing frame,work. Using annual data, the study accounts for the var,i,abil,ity of resource rev,e,nues, one of the major dif,fi,cul,ties of man,ag,ing these resources. The con,trol vari,ables include the most cru,cial growth fac,tors. Due to insuf,fi,cient annual data, human cap,i,tal is only con,sid,ered inside wages as in many endog,e,nous growth mod,els. We esti,mate the influ,ence on real wage growth aris,ing from the growth‐impacts of nat,u,ral resources through labour and cap,i,tal effi,ciency while con,trol,ling for fis,cal respon,si,bil,ity, which proves a suit,able proxy for pol,i,cies and insti,tu,tions in a sin,gle‐panel case. The results show that respon,si,ble fis,cal pol,icy, assessed by the bud,get bal,ance, pre,vents (var,i,able) dif,fuse and point‐source resources from hin,der,ing real wage growth (through labour effi,ciency), a result also sig,nif,i,cant in a sub‐sam,ple of un‐free coun,tries. The hypoth,e,sis of a resource curse work,ing through insti,tu,tions and reflected on real wage growth holds for resource export shares, but not adjust,ing for re‐expor,ta,tion. Over,all, resource effects are jointly insig,nif,i,cant, even though point‐source resources show a positive impact through cap,i,tal effi,ciency.     

Cultivating greater self‐confidence in African management research

Although strategic management has taken root in many African organizations, much of the existing body of African management research offers little insight into the current state of knowledge and direction in terms of Africa finding its voice within the mainstream research. We draw on a review of the literature to develop a conceptual framework for classifying the contributions in African management research. The conceptual model captures the indigenous (intra‐Africa) and inter‐Africa dimension of macro‐strategy and organizational behavior/human resource research. The accumulated body of research indicates a sign of growing self‐confidence in African management research that must be maintained and revitalized. This article contributes to the literature by developing a unified conceptual model that captures both the indigenous and comparative dimensions of management research. A number of fruitful avenues for future research have been advanced.     

Over the Line: Managers' experience of a labour strike

The experiences of managers who continue to work through a labour stoppage is a largely overlooked question in industrial relations research and practice. Qualitative long interviews were conducted with managers who worked through a strike. A shared narrative for managers' strike experiences emerged. Managers perceived that their prestrike workplace was cooperative and characterized by positive labour‐management relationships. The strike was experienced as contentious and personalized with managers reporting that they and their families were targets of aggression from strikers. The managers envisioned a more formal poststrike workplace characterized by less collegial labour‐management interactions. We discuss the implications of these findings and call for further research on managers' experiences of industrial relations events. Copyright © 2014 ASAC. Published by John Wiley & Sons, Ltd.     

韩国在华企业国际化经营中人力资源管理的实证分析

企业国际化经营中的人力资源管理问题一直是业界管理者讨论的一个热点问题,也是学术界研究的重要课题。跨国公司能否成功地对当地员工进行管理,对其经营成果有着重要的影响。本文以韩国企业在华开展国际化经营中的人力资源管理方面遇到的问题为引子,采用了问卷调查与实际考察相结合的方法,建立了研究模型,提出并验证了假设,最后在理论与实践相结合的基础上揭示了中国员工的劳动价值观及其本质,向在华韩国企业提出了制定和推行有效人力资源管理方案的科学依据及进行跨文化管理的方法。     

The Impact of Top Mana(g)ement Team Process on Corporate Social Responsibility and Firm Performance

This article aims to explore how top management team (TMT) process affects strategic corporate social responsibility (CSR), and in turn, how strategic CSR influences firm performance. In addition, this article examines whether CSR mediates the relationship between TMT process and firm performance. The sample consists of 203 hotels from the tourism and hospitality industry in the southeast China. TMT processes assessed are communication and cohesion. Results indicate that (1) corporate social responsibility is positively related to firm performance, (2) top management team process (communication and cohesion) is positively related to corporate social responsibility, and (3) corporate social responsibility fully mediates the relationship between top management team process and firm performance. Results highlight upper echelons mechanisms that underpin the TMT process–firm performance relationship. This study contributes to understanding how TMT process affects firm performance both directly and indirectly, through strategic CSR.     

关于加强事业单位人力资源管理的思考

本文结合笔者多年的工作经验,分析了我国人力资源管理的现状以及存在的问题,并就如何完善人力资源管理提出了自己的见解.     

Challenging APEC: the Asia Pacific labour network and APEC's human resource development working group

This contribution examines the interaction between the Asia Pacific Labour Network and Asia Pacific Economic Cooperation (APEC). In particular it explores the reasons behind the APEC decision to undertake a project to examine successful practices in training, skills development and other human resource activities that have involved labour, management and government. This marks a departure in APEC activiry which to date has neglected labour issues and excluded labour organizations from any substantive role within APEC. The study examines the relationship of APEC to civil sociery, how human resource development issues fit within APEC, the role of the international labour movement in lobbying APEC and the challenges the labour movement might face in participating in APEC including its Human Resources Development Working Group.     

Hotel management contract: impact on performance in the Korean hotel sector

This study investigates the influence of hotel management contract on the performance of super-deluxe hotels in Korea and identifies how the 1996–1997 tourism recessions affected the relationship between management contract and the performance of the hotels. The Mann–Whitney U test, stepwise logistic regression, and multivariate analysis of variance statistical analyses indicate that management contract is positively related to the performance of the hotels, and the 1996–1997 tourism recessions caused the management contract–performance link to vary. From the industry application perspective, this study provides hotel owners with empirical information relating to: (1) a means to assess the performance of hotels under management contract and (2) a decision rule to apply an appropriately matched operating arrangement to an environmental state for maximum performance. The results obtained present an invaluable analysis tool for all owners involved in charting a hotel's future.     

Markets and managerial discretion: Tooth & Co., 1970–1981

Studies of business have often sought to explain features of management activity, particularly labour management activity, with reference to the product market conditions faced by managers. This paper argues that a more nuanced understanding of management can be gained by examining both the product and financial market environment. These conditions influence the structuring of management and the development and application of managerial policy. This paper examines the management, particularly the labour management, of one of Australia's leading companies during the twentieth century. Specifically it examines how the product and financial market environment faced by this company in the 1970s influenced the labour management strategies pursued. It shows that particular market conditions will privilege or provide justification for certain types of labour management activity. This is illustrated by examining this company's operation under two distinct sets of market conditions.     

基于内部营销的战略性人力资源管理运行模式研究

内部营销与人力资源管理的关系非常密切。在战略性人力资源管理日益兴起的今天,如何将内部营销管理哲学和管理方法运用于战略性人力资源管理中,如何实现有效的战略性人力资源管理,如何充分挖掘和调动人的潜力,是理论界和实践界面临的现实问题。只有认清内部营销与战略性人力资源管理的契合点及本质区别,才能构建起基于内部营销管理工具的战略性人力资源管理运行模式。     

网络时代企业人力资源管理的对策

网络时代企业人力资源管理面临人力资源管理环境、人才竞争、企业文化及员工发展等多方面的挑战。企业对这些挑战应采取更新观念、建立有效的企业人力资源管理体系、采取人性化管理和网络化管理方法、建立专业化的人力资源管理队伍和人力资源管理信息系统等对策