21.9.
What'
so special about
Human Resource Management in Leisure and Tourism?
HRM main tasks:
personnel
- demand
- acquisition
- use
-
development
(planning)
- controlling
Principles of working for HR dept.:
Harvard - potentials, stressing RESOURCE
Four main policy areas:
- participation
of staff members
- Human resource movements
- Financial Motivation
systems
- Organisation and Structurizing of Work
Michigan
- strategic, stressing MANAGEMENT
Four
main policy areas:
-
selection
- rewards
- development
- appraisal
Modern
development of HR Dept.
from Cost Center ->
Service Center -> Profit Center
BUT:
for Leisure+Tourism "third way" of HRM: implicit HRM or
"Non-conscious" HRM - most SMEs
have NO personnel dept. which goes beyond Buchhaltung + Chef
"managing is managing" but for services industries HRM differs from industrial producing companies:
- short term customer demand
- direct labour demand
- subjective standards
- high mobility
service triangle
Characteristics of Tourism Labor Force:
- young (first job)
-
high level of fluctuation
- many entries from other industries
("Quereinsteiger")
- high percentage of women
Result: HIGH HUMAN CAPITAL RISK
Labor Market reflects Tourism Market:
Trailing-behind
structures of customers (Austria, East Germany)
produce trailing-behind
in the industry.
Tourism is more than hotels and transportation: Also in cultural institutions employees have to be selected and trained according to their abilities in dealing with tourists.
