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dc.contributor.author
Tzoumas, Alexandros
en
dc.date.accessioned
2015-06-14T17:37:31Z
dc.date.available
2015-09-27T05:57:30Z
dc.date.issued
2015-06-14
dc.identifier.uri
https://repository.ihu.edu.gr//xmlui/handle/11544/326
dc.rights
Default License
dc.title
Human Resource Management in Tourism and Hospitality Industry
en
heal.type
masterThesis
heal.secondaryTitle
Recruitment policy
en
heal.keyword
Hospitality industry--Personnel management
en
heal.keyword
Tourism--Personnel management
en
heal.keyword
Human services personnel--Recruiting
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heal.keyword
Dissertations, Academic
en
heal.keyword.LCSH
Recruitment
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heal.keyword.LCSH
Testing
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heal.keyword.LCSH
Greece
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heal.keyword.LCSH
Hospitality services
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heal.keyword.LCSH
Tourism management
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heal.keyword.LCSH
Promotions
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heal.keyword.LCSH
Suitability
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heal.language
en
heal.access
free
el
heal.license
http://creativecommons.org/licenses/by-nc/4.0
heal.recordProvider
School of Economics, Business Administration and Legal Studies, MSc in Management
heal.publicationDate
2013-11
heal.bibliographicCitation
Tzoumas Alexandros ,2013, Human Resource Management in Tourism and Hospitality Industry: Recruitment Policy, Master's Dissertation, International Hellenic University
en
heal.abstract
Tourism is associated with various types of organizations, taking part in the composition of the diverse tourism product. Hosting, the leader of all sectors, offers, among many other services, the most crucial part of the tourism product; that of accommodation and nutrition. The hospitality sector consists of different types of settlement. The hotel industry constitutes, for most countries, the principal source of income and this is the reason why professionals consider it as a noteworthy part of the global market. This could be achieved by exploiting the most important competitive advantage that can be created, pertaining to human capital. Managing Human Resources in the hotel industry is the key subject under investigation in the current research dissertation. At the first part of the dissertation, HRM practices regarding the recruitment policy are being theoretically analyzed based on decisions dealing with the Human Resources Department (such as programming, attracting, recruiting and screening) as part of firms‟ strategic objectives and goal setting processes. At the second part, attention is paid to the need for effective recruiting practices to be adapted and developed, regarding that is the Greek hospitality industry, with the aim to examine why careful recruitment is important in this particular sector and to analyze the basic recruiting criteria and methods. This is due to the fact that investing in human resources is of significant importance and contributes to the financial status of an organization, especially for the industry of hotels, where human capital is not competent and effective enough, and where no advertisement of products and services would assign to the company‟s welfare. To this end, the current study aims to explore the hotel‟s central recruitment efforts as well as looks into the current and future strategies adopted by Greek enterprises for recruiting the appropriate candidates. In terms of methodology, the qualitative approach was employed, through a survey research instrument that was distributed both through e-mails as well as through interviews over a period of four weeks, in order to collect primary data from a convenience sample of Greek tourism enterprises. According to the findings the Greek hospitality industry faces similar staff turnover and recruitment failure impacts, which negatively affects service quality levels, costs 3 and time related to staff recruiting and training, while it enhances idea generation. Strategies mentioned to be used by the interviewees for screening and qualify in the relationship between (1) data responses on the application form and (2) measures of success on the job, demonstrate a shift to predict thoroughly which candidates will be successful and which won‟t. Due to short number of responses, the findings should be treated with attention. New research approaches for studying recruiting techniques and selection testing, such as social network analysis, are recommended for future research. The paper contributes to the international and national hospitality literature by providing primary data about the level, the type and methods of recruitment in the Greek tourism industry.
en
heal.tableOfContents
CHAPTER 1. INTRODUCTION ................................................................................... 6 CHAPTER 2. RECRUITMENT IN THE HOSPITALITY INDUSTRY ................. 10 2.1 The concept of recruitment .................................................................................... 10 2.2 Types of recruitment .............................................................................................. 10 2.3 Recruitment process ............................................................................................... 15 2.4 Screen out the most suitable candidates ................................................................. 17 CHAPTER 3. METHODOLOGY ................................................................................ 18 3.1 Qualitative analysis ................................................................................................ 18 3.2 The interviews ........................................................................................................ 18 3.3 Ethics in research ................................................................................................... 19 3.4 Sample of the research ........................................................................................... 19 CHAPTER 4. FINDINGS / DATA ANALYSIS .......................................................... 21 CHAPTER 5. FINDINGS ............................................................................................. 29 5.1 Discussion of findings............................................................................................ 29 5.2 Implications............................................................................................................ 31 5.3 Recommendations .................................................................................................. 34 CHAPTER 6. CONCLUSIONS .................................................................................... 39 6.1 Conclusions ............................................................................................................ 39 6.2 Suggestions for further research ............................................................................ 40 BIBLIOGRAPHY .......................................................................................................... 41 APPENDIX ..................................................................................................................... 45
en
heal.advisorName
Mano, Rita
en
heal.committeeMemberName
Katsaliaki, Korina
en
heal.committeeMemberName
Mano, Rita
en
heal.committeeMemberName
Kyrgidou, Lida
en
heal.academicPublisher
School of Economics, Business Administration and Legal Studies, MSc in Management
en
heal.academicPublisherID
ihu
heal.numberOfPages
45
heal.fullTextAvailability
true


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