Research Paper (undergraduate) from the year 2012 in the subject Leadership and Human Resources - Miscellaneous, grade: 70,0, , language: English, abstract: The purpose of this project was to explore the possible challenges that could have been undertaken while managing Human Resources in Chinese hospitality industry. Above all, we have investigated in various industry experts’ HR practices in luxury hotel properties located both in China and USA and we have chosen to make a comparison amongst them. We have found that luxury hotels that want to achieve international levels of service quality ought to invest more time in hiring and training their Chinese staff. The research on that field and the further investigation on Hospitality Industry showed that the relationship amongst perceived human resources practices and hotel staff’s opinion is differentiated enough mainly because of Chinese hotel employees characteristic. That is their identified characteristic of lacking service mentality due to Chinese hotels’ policy of hiring staff based on personality traits and not on service mentality aspects. Furthermore, cultural differences and as well as institutional differences in human resources account for the differences that exist between Chinese staff in the hospitality industry in China and in United States of America.

Please note: this title will publish in January 2012. This textbook explores the policies and practices employed in the management of people working in the tourism, hospitality and events industries. It considers the nature of these industries and the varied approaches that organizations take with the handling of matters such as recruitment, health and welfare and remuneration. This book is enriched with topical case studies that describe and illustrate the human resource management behaviour of airlines, hotel chains and other international companies in the sector, providing real world industry perspective. With a clear, reader friendly layout containing chapter outlines and objectives and examples of best practice, this is the ideal guide to HRM for any student on a hospitality, tourism or related course.

The hospitality sector is facing increasing competition and complexity over recent decades in its development towards a global industry. The strategic response to this is still that hospitality companies try to grow outside their traditional territories and domestic markets, while the expansion patterns and M&A activities of international hotel and restaurant chains reflect this phenomenon. Yet, interestingly, the strategies, concepts, and methods of internationalization as well as the managerial and organizational challenges and impacts of globalizing the hospitality business are under-researched in this industry. While the mainstream research on international management offers an abundance of information and knowledge on topics, players, trends, concepts, frameworks, or methodologies, its ability to produce viable insights for the hospitality industry is limited, as the mainstream research is taking place outside of the service sector. Specific research directions and related cases like the international dimensions of strategy, organization, marketing, sales, staffing, control, culture, and others to the hospitality industry are rarely identifiable so far. The core rationale of this book is therefore to present newest insights from research and industry in the field of international hospitality, drawing together recent scientific knowledge and state-of-the-art expertise to suggest directions for future work. It is designed to raise awareness on the international factors influencing the strategy and performance of hospitality organizations, while analyzing and discussing the present and future challenges for hospitality firms going or being international. This book will provide a comprehensive overview and deeper understanding of trends and issues to researchers, practitioners, and students by showing how to master current and future challenges when entering and competing in the global hospitality industry.

Human Resource Management (HRM) is fundamentally shaped by institutional and cultural factors, such as the different political environments and social philosophies of particular countries and regions. By examining the various organizational aspects of business life and systems of people management in Asia, the study of HRM across the continent can, therefore, give us a greater understanding of Asian societies, as well as the contemporary world of work more generally. This handbook provides an up-to-date and intellectually engaging overview of HRM in the Asian context. Distinctive in its comprehensive coverage of traditional as well as emerging topics of HRM, it analyzes important themes, such as the regulatory framework for work and employment, religiosity, family business, and gender. Using a comparative approach, it also effectively highlights the unique features of each country’s attitudes towards HRM. Covering a range of themes and case studies, sections include: • Institutional and cultural contexts, • Labour regulation and industrial relations, • Thematic and functional HRM, • HRM in selected Asian countries, such as China, Japan, Vietnam, India, and Singapore. Written in a highly accessible style, this book will be useful to students and scholars of Human Resource Management, Asian Business, Economics, and Sociology. Chapter 15 of this book is freely available as a downloadable Open Access PDF at http://www.taylorfrancis.com under a Creative Commons Attribution-Non Commercial-No Derivatives (CC-BY-NC-ND) 4.0 license.

This book documents and explains how strategic human resource management (SHRM) and high performance work systems (HPWS) have been adopted among indigenous enterprises, namely state-owned enterprises (SOEs) and domestic private enterprises (DPEs) in China, from both management and employee perspectives. The book examines the mutual relationships between employees and their supervisors/ managers through social exchange theory. It explains how and why employees develop their perceptions and relationships with their immediate supervisors/managers in the working environment and the consequent effects on their attitudes and behaviour at work. Given the importance of the Chinese economy in the world, and the impact of its ‘open door’ policy and economic and management reforms, this book will provide valuable insight into China’s SHRM and HPWS.

This state-of-the-art handbook approaches the topics of hospitality strategy with an emphasis on immediate application of ideas to current practice. Top hospitality scholars make original contributions with the inclusion of senior level executives input, insights and current best practices. By incorporating the latest research and thinking on various strategic topics with the commentary and insights of successful executives this handbook blends cutting edge ideas and comprehensive reviews of the subject with innovative illustrations and examples from practice. The strength of the handbook is its combination of academic rigour and hospitality application. The handbook will have a clear reference orientation and focus on key topical issues and problem of interest to practitioners and advanced students of hospitality strategy.

The Elgar Companion to Managing People Across the Asia-Pacific provides a crucial exploration of current business and management research, touching upon topics such as leadership, employee motivation and politics, and innovation to provide a timely examination of management in the Asia-Pacific. It addresses how unique cultural, societal, and governance factors in the Asia-Pacific affect business practices.

The International Encyclopedia of Hospitality Management covers all of the relevant issues in the field of hospitality management from A (À la carte) to Z (Zoning codes).

Given the enormous economic and developmental changes being experienced by nations in the Asia-Pacific region, and the related movement of people between and across countries, it is critical that we better understand the HRM policies and practices of these nations. The latest instalment in the Global HRM series, Managing Human Resources in Asia-Pacific (2E) presents the HRM situations in a number of South-East Asian and Pacific Rim countries, highlighting the growth of the personnel and HR function, the dominant HRM system(s) in the area, the influence of different factors on HRM, and the challenges faced by HR functions in these nations. This edition extends its coverage to Cambodia, Fiji, Indonesia, and the Philippines; a new chapter discusses HR research challenges in the region, such as the transferability of western constructs, problems with data collection, and the emergence of MNEs from Asia Pacific.

Faced with external and internal challenges such as globalization, social changes and responsiveness to customers, technological development, cost containment and structural changes, organizations now experience increasing levels of competition. Evidence has shown a positive relationship between HR practices and business performance outcomes such as increased profitability and productivity. Indeed, HRM practices influence employee skills through the acquisition and development of human capital. Also, the use of well-designed performance management systems and pay-for-performance incentives are important motivations in the workplace. Written by HR professionals, consultants, legal experts and academics with decades of professional experience, this volume covers the full spectrum of HRM practices in relation to their strategic contributions to organizations. In a hands-on and lively fashion, it provides up-to-date HRM knowledge and skills with practical guidelines. The purpose of the book is to enhance people management and gain competitive advantage in the fast-moving business environment.