This study compared two approaches to strategic workforce planning - qualitative interviews and quantitative labor market analysis - to project the future tourism workforce needs in Minnesota. Key findings:
1) Interviews with tourism leaders identified trends in the economic, demographic, political, and technological environment that may impact the workforce, such as an aging population and increased technology usage.
2) Labor market data projected the workforce size, composition, and skills needed by 2020 based on population and industry trends.
3) The approaches produced some differing results, suggesting a combined method is best for future projections.
4) A profile of the future tourism employee and strategies to develop the workforce were proposed based on both planning approaches.
This article presents a geospatial method for analyzing US Census data to identify potential locations for new businesses, specifically Asian cuisine restaurants. Census data on race and income at the state and zip code level were analyzed in ArcGIS. Hotspot analysis identified 17 counties in California as Asian population hotspots. Within these counties, 48% of zip codes were also Asian population hotspots. Integrating census data with geospatial analysis in ArcGIS can help entrepreneurs identify statistically significant hotspots for potentially successful new business locations.
This document discusses a study that examines how centralized HR capabilities and decentralized control mechanisms in HR shared service centers (HR SSCs) interact to create value for business units. The study found that:
1) The use of formal control mechanisms (e.g. contracts) by business units relates negatively to perceived HR shared service value, but this relationship becomes positive when mediated by informal control mechanisms (e.g. trust) and operational HR capabilities.
2) The dynamic capabilities of HR SSCs relate positively to perceived value, but only indirectly by improving HR SSCs' operational capabilities.
3) Previous studies examined capabilities and control independently, but this study shows how they interrelate to explain perceived value of HR shared
This study examines knowledge transfer across boundaries within business incubation centers in China. Through interviews with employees at several incubation centers, the study identifies key boundary conditions and factors impacting knowledge transfer in the Chinese context. The results show that shared values and trust help knowledge transfer by reducing pragmatic boundaries between organizations. Additionally, entrepreneurial orientation and use of information-rich media within small-to-medium enterprises positively influence knowledge transfer across boundaries. The findings provide insights into knowledge management practices in emerging markets like China.
Think with me, or think for me on the future role of artificial intelligenc...Ying wei (Joe) Chou
This document discusses the potential role of artificial intelligence in marketing strategy formulation. It finds that:
1) AI is increasingly being used to process large amounts of data and translate it into usable information that can inform marketing strategies.
2) While AI is commonly used for tactical marketing tasks, it also shows promise for aiding strategic decision making by systematically processing data and identifying strategic options.
3) A key consideration is moving beyond using AI just for rational decision making and exploring its potential for more creative strategic thinking through a "creative-possibility perspective."
Passion driven entrepreneurship in small and medium-sized towns - empirical e...Ying wei (Joe) Chou
This document summarizes a research paper that examines passion-driven entrepreneurship in small and medium-sized towns (SMSTs) in Italy. It explores how entrepreneurial passion (EP) and domain passion (DP) help transform ideas into real entrepreneurial ventures in resource-scarce SMST contexts. The paper analyzes two case studies of passion-driven entrepreneurial ventures (PDEVs) through their development process. It finds that shared passion fosters local involvement and helps overcome hurdles. The paper contributes to literature on entrepreneurship in peripheral contexts and highlights the role of passion and local networks.
Corporate entrepreneurship and business performance the moderating role of o...Ying wei (Joe) Chou
This document summarizes a research paper that investigated the relationships between corporate entrepreneurship, organizational culture, and business performance in selected banks in Pakistan. The study found that corporate entrepreneurship was positively related to business performance, and that organizational culture was positively related to business performance. Additionally, the study found support for the hypothesis that organizational culture moderates the relationship between corporate entrepreneurship and business performance, such that the relationship is stronger when organizational culture is considered. The study used a survey to collect data from managers in major Pakistani banks and analyzed the results using structural equation modeling.
Is small and medium sized beautiful - the structure and evolution of family s...Ying wei (Joe) Chou
This document provides a literature review and bibliometric analysis of the scientific research on small and medium-sized family businesses (family SMEs). It identifies four main clusters of research on family SMEs: succession in family SMEs, performances of family SMEs, internationalization of family SMEs, and organizational culture of family SMEs. Through comparative bibliometric analysis of 155 research articles from 1989 to 2018, the document maps the evolution of the field and identifies the most influential studies and themes. It aims to provide a systematic analysis of the scientific knowledge on family SMEs to help advance future research.
This document analyzes South Korean media perceptions of economic cooperation with North Korea. The author examines media articles to determine if they present a positive or negative view. The key findings are:
1) An analysis of phrases found the most common were related to flagship economic initiatives like Kaesong Industrial Park and Mt. Kumgang Tourist Region.
2) Most articles discussed sanctions after the 2010 Cheonan sinking and the shift after 2012 with a new South Korean president.
3) Overwhelmingly, the media sources expressed support for economic engagement with North Korea and highlighted the benefits of cooperation, regardless of the source's political stance.
4) While support existed, it was sometimes qualified and focused on
This article presents a geospatial method for analyzing US Census data to identify potential locations for new businesses, specifically Asian cuisine restaurants. Census data on race and income at the state and zip code level were analyzed in ArcGIS. Hotspot analysis identified 17 counties in California as Asian population hotspots. Within these counties, 48% of zip codes were also Asian population hotspots. Integrating census data with geospatial analysis in ArcGIS can help entrepreneurs identify statistically significant hotspots for potentially successful new business locations.
This document discusses a study that examines how centralized HR capabilities and decentralized control mechanisms in HR shared service centers (HR SSCs) interact to create value for business units. The study found that:
1) The use of formal control mechanisms (e.g. contracts) by business units relates negatively to perceived HR shared service value, but this relationship becomes positive when mediated by informal control mechanisms (e.g. trust) and operational HR capabilities.
2) The dynamic capabilities of HR SSCs relate positively to perceived value, but only indirectly by improving HR SSCs' operational capabilities.
3) Previous studies examined capabilities and control independently, but this study shows how they interrelate to explain perceived value of HR shared
This study examines knowledge transfer across boundaries within business incubation centers in China. Through interviews with employees at several incubation centers, the study identifies key boundary conditions and factors impacting knowledge transfer in the Chinese context. The results show that shared values and trust help knowledge transfer by reducing pragmatic boundaries between organizations. Additionally, entrepreneurial orientation and use of information-rich media within small-to-medium enterprises positively influence knowledge transfer across boundaries. The findings provide insights into knowledge management practices in emerging markets like China.
Think with me, or think for me on the future role of artificial intelligenc...Ying wei (Joe) Chou
This document discusses the potential role of artificial intelligence in marketing strategy formulation. It finds that:
1) AI is increasingly being used to process large amounts of data and translate it into usable information that can inform marketing strategies.
2) While AI is commonly used for tactical marketing tasks, it also shows promise for aiding strategic decision making by systematically processing data and identifying strategic options.
3) A key consideration is moving beyond using AI just for rational decision making and exploring its potential for more creative strategic thinking through a "creative-possibility perspective."
Passion driven entrepreneurship in small and medium-sized towns - empirical e...Ying wei (Joe) Chou
This document summarizes a research paper that examines passion-driven entrepreneurship in small and medium-sized towns (SMSTs) in Italy. It explores how entrepreneurial passion (EP) and domain passion (DP) help transform ideas into real entrepreneurial ventures in resource-scarce SMST contexts. The paper analyzes two case studies of passion-driven entrepreneurial ventures (PDEVs) through their development process. It finds that shared passion fosters local involvement and helps overcome hurdles. The paper contributes to literature on entrepreneurship in peripheral contexts and highlights the role of passion and local networks.
Corporate entrepreneurship and business performance the moderating role of o...Ying wei (Joe) Chou
This document summarizes a research paper that investigated the relationships between corporate entrepreneurship, organizational culture, and business performance in selected banks in Pakistan. The study found that corporate entrepreneurship was positively related to business performance, and that organizational culture was positively related to business performance. Additionally, the study found support for the hypothesis that organizational culture moderates the relationship between corporate entrepreneurship and business performance, such that the relationship is stronger when organizational culture is considered. The study used a survey to collect data from managers in major Pakistani banks and analyzed the results using structural equation modeling.
Is small and medium sized beautiful - the structure and evolution of family s...Ying wei (Joe) Chou
This document provides a literature review and bibliometric analysis of the scientific research on small and medium-sized family businesses (family SMEs). It identifies four main clusters of research on family SMEs: succession in family SMEs, performances of family SMEs, internationalization of family SMEs, and organizational culture of family SMEs. Through comparative bibliometric analysis of 155 research articles from 1989 to 2018, the document maps the evolution of the field and identifies the most influential studies and themes. It aims to provide a systematic analysis of the scientific knowledge on family SMEs to help advance future research.
This document analyzes South Korean media perceptions of economic cooperation with North Korea. The author examines media articles to determine if they present a positive or negative view. The key findings are:
1) An analysis of phrases found the most common were related to flagship economic initiatives like Kaesong Industrial Park and Mt. Kumgang Tourist Region.
2) Most articles discussed sanctions after the 2010 Cheonan sinking and the shift after 2012 with a new South Korean president.
3) Overwhelmingly, the media sources expressed support for economic engagement with North Korea and highlighted the benefits of cooperation, regardless of the source's political stance.
4) While support existed, it was sometimes qualified and focused on
Factors Affecting Digital Marketing in Tourism An Empirical Analysis of the N...ijtsrd
The goal of this analysis is to examine the various factors influencing the adoption of digital marketing E Marketing by the tourism industry in Nepal. The research validates a methodological framework for the application of TAM and IDT models to clarify E marketing acceptance using a qualitative methodology in which information is gathered on the basis of a survey method by questionnaires to answer various rates of the study. Advanced statistical methods and Structural equation models were used to examine the data collected. The results showed that the internal and external influences of the Nepalese tourism institutions have a significant impact on the implementation of E Marketing by these organizations. Similarly, the results have verified that IT hypotheses that is, TAM and IDT are true in the example of e Marketing adoption by the tourism sector in Nepal. The findings highlight the relevance of environmental conditions for the implementation of E Marketing and contribute to the extremely limited number of empirical studies that have been performed to examine the acceptance of E Marketing in emerging markets. Girish Shrestha "Factors Affecting Digital Marketing in Tourism: An Empirical Analysis of the Nepal Tourism Sector" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29405.pdf Paper URL: https://www.ijtsrd.com/management/marketing-management/29405/factors-affecting-digital-marketing-in-tourism-an-empirical-analysis-of-the-nepal-tourism-sector/girish-shrestha
Effect of social capital on agribusiness diversification intention in the eme...Nghiên Cứu Định Lượng
This is the first study to explore the comprehensive effect of the facets of social capital on behavioral intention through behavioral goals and determinants of the TPB under the premises of the RBV. The findings will help emerging economies, for example, Vietnam, where most farmers are family business owners or microscaled entrepreneurs in agriculture.
Trends in managing information technology in 2020IJMIT JOURNAL
The International Journal of Managing Information Technology (IJMIT) is a quarterly open access peer-reviewed journal that publishes articles that contribute new results in all areas of the strategic application of information technology (IT) in organizations. The journal focuses on innovative ideas and best practices in using IT to advance organizations – for-profit, non-profit, and governmental. The goal of this journal is to bring together researchers and practitioners from academia, government and industry to focus on understanding both how to use IT to support the strategy and goals of the organization and to employ IT in new ways to foster greater collaboration, communication, and information sharing both within the organization and with its stakeholders. The International Journal of Managing Information Technology seeks to establish new collaborations, new best practices, and new theories in these are
This document summarizes the current state of research on corporate entrepreneurship (CE) among emerging market firms. It reviews literature from 2000-2019 that examines CE related to innovation, strategic renewal, and new venturing in emerging economies. The review finds that while research exists on these topics separately, there is a lack of holistic examination of CE incorporating all three aspects. It concludes that more research is needed to understand how country-level differences in emerging markets impact firms' CE activities and competitive strategies. The document provides directions for future research to address these gaps.
How does hotel employees’ satisfaction with the organization’s COVID-19 respo...Nghiên Cứu Định Lượng
Bài nghiên cứu của thành viên Trung tâm Nghiên cứu Định lượng tham gia trong dự án về Covid-19
This research examines the role of hotel employees’ satisfaction with their organization’s COVID-19 responses in reducing their perceived job insecurity (PJI) and maintaining their job performance (JP). We conducted two studies using an explanatory sequential mixed-methods design. The results indicated that employees’ satisfaction with organization COVID-19 responses (SOCV19R) positively influences JP and moderates (1) the positive association between perceived health risk associated with COVID-19 (PHRCV19) and PJI and (2) the negative link between PJI and JP. Unexpectedly, PHRCV19 was found to positively affect JP, and the moderating effect of SOCV19R on the relationship between PHRCV19 and JP was significant and positive. We also found that PJI has a mediating role in the PHRCV19–JP relationship. This study fills a significant gap in hospitality research by exploring the role of the organization’s crisis responses in tempering the impact of perceived health risk of a global health crisis on hotel employees. Theoretically, this research revealed that employees’ SOCV19R helps raise JP, mitigate the positive influence of PHRCV19 on PJI and the negative impact of PJI on JP, and strengthen the positive effect of PHRCV19 on JP.
Diffusion of innovation through individual and collective entrepreneurship an...Ying wei (Joe) Chou
This document discusses a study that explores the relationship between individual entrepreneurship, collective (team-based) entrepreneurship, and innovation in small and medium enterprises (SMEs). The study develops a theoretical framework and tests relationships using structural equation modeling on survey data from 700 entrepreneurs in SMEs in Pakistan. The results confirm that both individual entrepreneur traits and collective team efforts contribute to innovation in SMEs. Specifically, entrepreneur personality traits directly impact innovation while centralized decision-making does not, and factors like communication and collaboration among team members contribute to collective entrepreneurship and entrepreneurial orientation, which both directly impact innovation. The study aims to provide a more holistic view of entrepreneurship and innovation by considering both individual and collective dimensions.
This document discusses factors affecting the performance of urban railway projects in Vietnam that received official development assistance (ODA) funding. It presents a study that aimed to develop and verify a model for assessing these factors. The study used qualitative methods like expert interviews to develop the model and quantitative methods like surveys and statistical analysis to verify it. The results showed that three factors directly affected project performance: 1) management capacity, 2) adaptability, and 3) financial capacity. Organization ability and risk management did not significantly influence performance. The study provides context on ODA and discusses the methodology used to analyze factors affecting the performance of ODA-funded urban railway projects in Vietnam.
The Implications of Government Policy for the Development of Agro-industry Sa...inventionjournals
Sago is the most important food commodities and the potential for development. The economic development of a region should refer to the agro-industry approach. An industry is not well developed due to the constraints of internal and external factors. This research aimed to identify the Strength, Weakness, Opportuny and Threat which could affect the development of Agro-industry Sago and determine the most effective alternative strategies applied in developing the sago in Kendari Southeast Sulawesi Province. The method used is the matrix of internal and external. The results showed that the internal factors that most influenced the development of the agro-industry sago were the agro-industry sago include availability of raw materials as a strengths and unprofessional manajement as a weakness, while the external factors include specialty food of sago favored by the society as a opportunities and limited funds from the government as a threats. Based on the results of the analysis, the implications of government policy for this study include support of capital, marketing strategy needs to be improved through promotions and maintain the tradition as sago specialty food
Managerial economics is the application of economic theory and methodology to business administration practice and decision making. It helps managers allocate scarce resources efficiently within an organization. Managerial economics draws concepts from microeconomics and uses analytical tools and techniques to improve decision making. It is concerned with both positive economics, which examines what is, and normative economics, which examines what should be to achieve organizational goals. The subject matter of managerial economics includes demand analysis, cost analysis, inventory management, pricing, profit management, and capital budgeting. It is related to and integrates concepts from economics, mathematics, statistics, management theory, and accounting.
Entrepreneurial learning from failure a systematic reviewYing wei (Joe) Chou
This document provides a literature review on entrepreneurial learning from failure. It systematically collects and organizes relevant research according to Kolb's model of experiential learning, which includes four stages: concrete experience, reflective observation, abstract conceptualization, and active experimentation. The review finds that existing research provides insights into all stages of learning from failure. Areas that have received significant attention include the nature of failure, factors influencing reflection like emotions and attributions, the content of learning, and applying learning in new ventures. However, other topics remain underexplored, such as alternative recovery modes, personal characteristics' impact on reflection, cognitive processes underlying reflection, transforming observations into concepts, and applying learning outside of entrepreneurship. This
The research report which has chosen by me here is demonstrating about setting up of business plan in an underdeveloped country. The business and country that is selected to be established is a multi cuisine restaurant in Mongolia. Mongolia is sheltered in between China and Russia. It covers 1,565,000 sq km. area under which 60 percent of total population is resides in the Ulaanbaatar. In addition to this, 95,000 and 74,000 inhabitants live in two main urban centers, such as Erdenet and Darkhan. Moreover, now day’s tourists from diverse places are more attracted towards visiting Mongolia, due to presence of Forests Mountains, dissimilar landscapes ranging from the huge steppes and the country’s most popular Gobi desert. These all striking factors of the place have forced me to make research on the driving dynamics, which is creating desires in the other nation’s people to visit Mongolia.
triple bottom line accounting on financial performance of quoted industrial g...ijtsrd
This study examines Triple Bottom Line Accounting on Financial Performance of Quoted Industrial Goods Production firms in Nigeria. The sample comprises of 11 manufacturing firms Quoted on the Nigerian stock exchange NSE , covering the period of 2013 to 2017 five years. The combination of 11 firms for a five years period provides a balanced panel of observations for analysis using a cross sectional and ex post facto research design. Triple Bottom Line Accounting measures, are Economic cost, Social cost, and Environmental cost. Financial Performance measure was Market Value Per Share. The postulated hypotheses were tested, using ordinary least square method of Multiple Regression Analysis. The empirical results states that, the r squared of 0.38 suggest that our regression model, which regressed Triple Bottom Line Accounting indicators on Financial Performance of Quoted Industrial Goods Production Firms in Nigeria is well fitted. The outcome is 38 and the probability value of f statistics is significant at 1 supporting the credibility of the regression equation. This shows the ability of the selected explanatory variables to predict the changes that occur in Financial Performance of quoted industrial goods production firms in Nigeria. Based on the above findings, we recommend that, regulatory authorities, such as the Financial Reporting Council FRC , Nigeria Stock Exchange NSE and Securities and Exchange Commission SEC to issue out necessary compliance directives and improve their compliance monitoring mechanisms to ensure a reasonable level of compliance by all companies to present their account reports in compliance with triple bottom line accounting pattern. Laime Isaac Odogu | Pereowei Anderson Obalakumo | Timinipre Joseph Okpobo "Triple Bottom Line Accounting on Financial Performance of Quoted Industrial Goods Firms in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd31844.pdf Paper Url :https://www.ijtsrd.com/management/accounting-and-finance/31844/triple-bottom-line-accounting-on-financial-performance-of-quoted-industrial-goods-firms-in-nigeria/laime-isaac-odogu
1) The study examines the antecedents that drive students' entrepreneurial identity aspiration by surveying 127 Austrian vocational college students.
2) It finds that risk-taking propensity, proactiveness, entrepreneurial self-efficacy, and competitiveness positively influence entrepreneurial identity aspiration. Innovativeness and need for achievement were not found to be significant influences.
3) Gender was also found to be related to entrepreneurial identity aspiration, while previous entrepreneurship education and exposure showed no effect or adverse effects.
The document is a report on the 2016 economic impact of University of Western States. It found that UWS had a total gross output of $60,076,485, total GDP of $36,061,151, and supported 792 total jobs in the region. Additionally, it was noted that UWS provides approximately 26,000 pro-bono clinic visits annually valued at $2,968,789 and that over half of UWS alumni live in Oregon or Washington.
This document summarizes a research paper about analyzing the aftermath of business failure. The paper conducted interviews with 6 entrepreneurs who had previously failed and succeeded with new ventures. It found that previous failure strongly impacted individuals, shaping how they perceived blame and affecting their career paths. Failure also led to changes in business behaviors and practices. While predicting failure and its causes have been widely studied, the focus on consequences of failure has lagged behind. This study aims to contribute new insights on how failure outcomes relate to individuals' experiences, ages, and contexts.
This document summarizes a literature review on business process reengineering (BPR). It analyzes 27 peer-reviewed articles on BPR published between 2012 and 2021 in the Scopus database. Key findings include:
1) The most publications were in 2015 and 2016, with journals like the Journal of Business Process Management publishing multiple articles.
2) Research covered issues like loss of employee autonomy and challenges implementing BPR in sectors like healthcare and aviation. Advantages included improved efficiency and competitiveness.
3) Future research prospects include further examining BPR implementation barriers in different contexts and sectors.
This document discusses the use of performance targets by central government in the United Kingdom to improve frontline performance. It analyzes the role of central institutions like the Prime Minister's Delivery Unit in setting targets, monitoring performance, sharing best practices, and establishing a vision. The author conducted interviews with civil servants involved in target setting and monitoring to understand how central government techniques aim to add value or potentially interfere with frontline operations. The analysis compares the theoretical roles of centralization to the actual practices in the UK to evaluate whether central government efforts are likely to improve performance.
Indian paper industry was established in 1812 with 15 mills producing 1 lakh tonnes annually. Due to limited forest resources, bamboo became a major raw material. The industry is plantation-based and requires large amounts of soft water. Major producing states are West Bengal and Maharashtra. The industry employs over 0.12 million people directly and 0.34 million indirectly, producing various paper products. It accounts for 1.6% of global paper production with an estimated turnover of Rs. 25,000 crore. The industry has grown at around 6-7% annually and consumption is projected to reach 13.95 million tonnes by 2015-16.
Three ordinary women - Mary, Joan of Arc, and Sarah Rich - accomplished extraordinary things through exercising their faith in Jesus Christ. They each faced significant challenges but relied on their faith to endure. Similarly, Kathy Huso is an ordinary woman in the local stake who has shown extraordinary faith through patience, optimism, and service. These women demonstrate that ordinary people can do remarkable things when they have faith in the Savior.
This study compared two approaches for strategic workforce planning in the tourism industry: qualitative interviews
with industry leaders and quantitative labor market projections. Results showed differences between the approaches,
with neither clearly superior. A combined method utilizing both qualitative and quantitative data is suggested to
best project the future size, composition, and training needs of the Minnesota tourism workforce in 2020.
Factors Affecting Digital Marketing in Tourism An Empirical Analysis of the N...ijtsrd
The goal of this analysis is to examine the various factors influencing the adoption of digital marketing E Marketing by the tourism industry in Nepal. The research validates a methodological framework for the application of TAM and IDT models to clarify E marketing acceptance using a qualitative methodology in which information is gathered on the basis of a survey method by questionnaires to answer various rates of the study. Advanced statistical methods and Structural equation models were used to examine the data collected. The results showed that the internal and external influences of the Nepalese tourism institutions have a significant impact on the implementation of E Marketing by these organizations. Similarly, the results have verified that IT hypotheses that is, TAM and IDT are true in the example of e Marketing adoption by the tourism sector in Nepal. The findings highlight the relevance of environmental conditions for the implementation of E Marketing and contribute to the extremely limited number of empirical studies that have been performed to examine the acceptance of E Marketing in emerging markets. Girish Shrestha "Factors Affecting Digital Marketing in Tourism: An Empirical Analysis of the Nepal Tourism Sector" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29405.pdf Paper URL: https://www.ijtsrd.com/management/marketing-management/29405/factors-affecting-digital-marketing-in-tourism-an-empirical-analysis-of-the-nepal-tourism-sector/girish-shrestha
Effect of social capital on agribusiness diversification intention in the eme...Nghiên Cứu Định Lượng
This is the first study to explore the comprehensive effect of the facets of social capital on behavioral intention through behavioral goals and determinants of the TPB under the premises of the RBV. The findings will help emerging economies, for example, Vietnam, where most farmers are family business owners or microscaled entrepreneurs in agriculture.
Trends in managing information technology in 2020IJMIT JOURNAL
The International Journal of Managing Information Technology (IJMIT) is a quarterly open access peer-reviewed journal that publishes articles that contribute new results in all areas of the strategic application of information technology (IT) in organizations. The journal focuses on innovative ideas and best practices in using IT to advance organizations – for-profit, non-profit, and governmental. The goal of this journal is to bring together researchers and practitioners from academia, government and industry to focus on understanding both how to use IT to support the strategy and goals of the organization and to employ IT in new ways to foster greater collaboration, communication, and information sharing both within the organization and with its stakeholders. The International Journal of Managing Information Technology seeks to establish new collaborations, new best practices, and new theories in these are
This document summarizes the current state of research on corporate entrepreneurship (CE) among emerging market firms. It reviews literature from 2000-2019 that examines CE related to innovation, strategic renewal, and new venturing in emerging economies. The review finds that while research exists on these topics separately, there is a lack of holistic examination of CE incorporating all three aspects. It concludes that more research is needed to understand how country-level differences in emerging markets impact firms' CE activities and competitive strategies. The document provides directions for future research to address these gaps.
How does hotel employees’ satisfaction with the organization’s COVID-19 respo...Nghiên Cứu Định Lượng
Bài nghiên cứu của thành viên Trung tâm Nghiên cứu Định lượng tham gia trong dự án về Covid-19
This research examines the role of hotel employees’ satisfaction with their organization’s COVID-19 responses in reducing their perceived job insecurity (PJI) and maintaining their job performance (JP). We conducted two studies using an explanatory sequential mixed-methods design. The results indicated that employees’ satisfaction with organization COVID-19 responses (SOCV19R) positively influences JP and moderates (1) the positive association between perceived health risk associated with COVID-19 (PHRCV19) and PJI and (2) the negative link between PJI and JP. Unexpectedly, PHRCV19 was found to positively affect JP, and the moderating effect of SOCV19R on the relationship between PHRCV19 and JP was significant and positive. We also found that PJI has a mediating role in the PHRCV19–JP relationship. This study fills a significant gap in hospitality research by exploring the role of the organization’s crisis responses in tempering the impact of perceived health risk of a global health crisis on hotel employees. Theoretically, this research revealed that employees’ SOCV19R helps raise JP, mitigate the positive influence of PHRCV19 on PJI and the negative impact of PJI on JP, and strengthen the positive effect of PHRCV19 on JP.
Diffusion of innovation through individual and collective entrepreneurship an...Ying wei (Joe) Chou
This document discusses a study that explores the relationship between individual entrepreneurship, collective (team-based) entrepreneurship, and innovation in small and medium enterprises (SMEs). The study develops a theoretical framework and tests relationships using structural equation modeling on survey data from 700 entrepreneurs in SMEs in Pakistan. The results confirm that both individual entrepreneur traits and collective team efforts contribute to innovation in SMEs. Specifically, entrepreneur personality traits directly impact innovation while centralized decision-making does not, and factors like communication and collaboration among team members contribute to collective entrepreneurship and entrepreneurial orientation, which both directly impact innovation. The study aims to provide a more holistic view of entrepreneurship and innovation by considering both individual and collective dimensions.
This document discusses factors affecting the performance of urban railway projects in Vietnam that received official development assistance (ODA) funding. It presents a study that aimed to develop and verify a model for assessing these factors. The study used qualitative methods like expert interviews to develop the model and quantitative methods like surveys and statistical analysis to verify it. The results showed that three factors directly affected project performance: 1) management capacity, 2) adaptability, and 3) financial capacity. Organization ability and risk management did not significantly influence performance. The study provides context on ODA and discusses the methodology used to analyze factors affecting the performance of ODA-funded urban railway projects in Vietnam.
The Implications of Government Policy for the Development of Agro-industry Sa...inventionjournals
Sago is the most important food commodities and the potential for development. The economic development of a region should refer to the agro-industry approach. An industry is not well developed due to the constraints of internal and external factors. This research aimed to identify the Strength, Weakness, Opportuny and Threat which could affect the development of Agro-industry Sago and determine the most effective alternative strategies applied in developing the sago in Kendari Southeast Sulawesi Province. The method used is the matrix of internal and external. The results showed that the internal factors that most influenced the development of the agro-industry sago were the agro-industry sago include availability of raw materials as a strengths and unprofessional manajement as a weakness, while the external factors include specialty food of sago favored by the society as a opportunities and limited funds from the government as a threats. Based on the results of the analysis, the implications of government policy for this study include support of capital, marketing strategy needs to be improved through promotions and maintain the tradition as sago specialty food
Managerial economics is the application of economic theory and methodology to business administration practice and decision making. It helps managers allocate scarce resources efficiently within an organization. Managerial economics draws concepts from microeconomics and uses analytical tools and techniques to improve decision making. It is concerned with both positive economics, which examines what is, and normative economics, which examines what should be to achieve organizational goals. The subject matter of managerial economics includes demand analysis, cost analysis, inventory management, pricing, profit management, and capital budgeting. It is related to and integrates concepts from economics, mathematics, statistics, management theory, and accounting.
Entrepreneurial learning from failure a systematic reviewYing wei (Joe) Chou
This document provides a literature review on entrepreneurial learning from failure. It systematically collects and organizes relevant research according to Kolb's model of experiential learning, which includes four stages: concrete experience, reflective observation, abstract conceptualization, and active experimentation. The review finds that existing research provides insights into all stages of learning from failure. Areas that have received significant attention include the nature of failure, factors influencing reflection like emotions and attributions, the content of learning, and applying learning in new ventures. However, other topics remain underexplored, such as alternative recovery modes, personal characteristics' impact on reflection, cognitive processes underlying reflection, transforming observations into concepts, and applying learning outside of entrepreneurship. This
The research report which has chosen by me here is demonstrating about setting up of business plan in an underdeveloped country. The business and country that is selected to be established is a multi cuisine restaurant in Mongolia. Mongolia is sheltered in between China and Russia. It covers 1,565,000 sq km. area under which 60 percent of total population is resides in the Ulaanbaatar. In addition to this, 95,000 and 74,000 inhabitants live in two main urban centers, such as Erdenet and Darkhan. Moreover, now day’s tourists from diverse places are more attracted towards visiting Mongolia, due to presence of Forests Mountains, dissimilar landscapes ranging from the huge steppes and the country’s most popular Gobi desert. These all striking factors of the place have forced me to make research on the driving dynamics, which is creating desires in the other nation’s people to visit Mongolia.
triple bottom line accounting on financial performance of quoted industrial g...ijtsrd
This study examines Triple Bottom Line Accounting on Financial Performance of Quoted Industrial Goods Production firms in Nigeria. The sample comprises of 11 manufacturing firms Quoted on the Nigerian stock exchange NSE , covering the period of 2013 to 2017 five years. The combination of 11 firms for a five years period provides a balanced panel of observations for analysis using a cross sectional and ex post facto research design. Triple Bottom Line Accounting measures, are Economic cost, Social cost, and Environmental cost. Financial Performance measure was Market Value Per Share. The postulated hypotheses were tested, using ordinary least square method of Multiple Regression Analysis. The empirical results states that, the r squared of 0.38 suggest that our regression model, which regressed Triple Bottom Line Accounting indicators on Financial Performance of Quoted Industrial Goods Production Firms in Nigeria is well fitted. The outcome is 38 and the probability value of f statistics is significant at 1 supporting the credibility of the regression equation. This shows the ability of the selected explanatory variables to predict the changes that occur in Financial Performance of quoted industrial goods production firms in Nigeria. Based on the above findings, we recommend that, regulatory authorities, such as the Financial Reporting Council FRC , Nigeria Stock Exchange NSE and Securities and Exchange Commission SEC to issue out necessary compliance directives and improve their compliance monitoring mechanisms to ensure a reasonable level of compliance by all companies to present their account reports in compliance with triple bottom line accounting pattern. Laime Isaac Odogu | Pereowei Anderson Obalakumo | Timinipre Joseph Okpobo "Triple Bottom Line Accounting on Financial Performance of Quoted Industrial Goods Firms in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-5 , August 2020, URL: https://www.ijtsrd.com/papers/ijtsrd31844.pdf Paper Url :https://www.ijtsrd.com/management/accounting-and-finance/31844/triple-bottom-line-accounting-on-financial-performance-of-quoted-industrial-goods-firms-in-nigeria/laime-isaac-odogu
1) The study examines the antecedents that drive students' entrepreneurial identity aspiration by surveying 127 Austrian vocational college students.
2) It finds that risk-taking propensity, proactiveness, entrepreneurial self-efficacy, and competitiveness positively influence entrepreneurial identity aspiration. Innovativeness and need for achievement were not found to be significant influences.
3) Gender was also found to be related to entrepreneurial identity aspiration, while previous entrepreneurship education and exposure showed no effect or adverse effects.
The document is a report on the 2016 economic impact of University of Western States. It found that UWS had a total gross output of $60,076,485, total GDP of $36,061,151, and supported 792 total jobs in the region. Additionally, it was noted that UWS provides approximately 26,000 pro-bono clinic visits annually valued at $2,968,789 and that over half of UWS alumni live in Oregon or Washington.
This document summarizes a research paper about analyzing the aftermath of business failure. The paper conducted interviews with 6 entrepreneurs who had previously failed and succeeded with new ventures. It found that previous failure strongly impacted individuals, shaping how they perceived blame and affecting their career paths. Failure also led to changes in business behaviors and practices. While predicting failure and its causes have been widely studied, the focus on consequences of failure has lagged behind. This study aims to contribute new insights on how failure outcomes relate to individuals' experiences, ages, and contexts.
This document summarizes a literature review on business process reengineering (BPR). It analyzes 27 peer-reviewed articles on BPR published between 2012 and 2021 in the Scopus database. Key findings include:
1) The most publications were in 2015 and 2016, with journals like the Journal of Business Process Management publishing multiple articles.
2) Research covered issues like loss of employee autonomy and challenges implementing BPR in sectors like healthcare and aviation. Advantages included improved efficiency and competitiveness.
3) Future research prospects include further examining BPR implementation barriers in different contexts and sectors.
This document discusses the use of performance targets by central government in the United Kingdom to improve frontline performance. It analyzes the role of central institutions like the Prime Minister's Delivery Unit in setting targets, monitoring performance, sharing best practices, and establishing a vision. The author conducted interviews with civil servants involved in target setting and monitoring to understand how central government techniques aim to add value or potentially interfere with frontline operations. The analysis compares the theoretical roles of centralization to the actual practices in the UK to evaluate whether central government efforts are likely to improve performance.
Indian paper industry was established in 1812 with 15 mills producing 1 lakh tonnes annually. Due to limited forest resources, bamboo became a major raw material. The industry is plantation-based and requires large amounts of soft water. Major producing states are West Bengal and Maharashtra. The industry employs over 0.12 million people directly and 0.34 million indirectly, producing various paper products. It accounts for 1.6% of global paper production with an estimated turnover of Rs. 25,000 crore. The industry has grown at around 6-7% annually and consumption is projected to reach 13.95 million tonnes by 2015-16.
Three ordinary women - Mary, Joan of Arc, and Sarah Rich - accomplished extraordinary things through exercising their faith in Jesus Christ. They each faced significant challenges but relied on their faith to endure. Similarly, Kathy Huso is an ordinary woman in the local stake who has shown extraordinary faith through patience, optimism, and service. These women demonstrate that ordinary people can do remarkable things when they have faith in the Savior.
This study compared two approaches for strategic workforce planning in the tourism industry: qualitative interviews
with industry leaders and quantitative labor market projections. Results showed differences between the approaches,
with neither clearly superior. A combined method utilizing both qualitative and quantitative data is suggested to
best project the future size, composition, and training needs of the Minnesota tourism workforce in 2020.
Determining the root cause of problems is important to prevent recurrence and reduce costs. Root cause analysis is a technique that focuses on systems and processes rather than individuals to identify underlying factors. Useful tools for root cause analysis include the five whys, cause-and-effect diagrams, Pareto analysis, tree diagrams, and benchmarking against best practices. Common errors include stopping at symptomatic causes rather than finding deeper root causes.
Donor Friends is an iPad app that aims to make finding bone marrow donors easier by scanning, matching, and locating donors through their genetic information. The app integrates with 23andMe to access users' genetic data and match them to potential donors. It also connects to Allscripts for clinical records and Mapquest to show donors' locations. The goal is to provide a convenient, efficient, and cost-effective way to search for donors compared to traditional methods.
The document discusses how small businesses can use social media, specifically Twitter, to connect with customers and promote their brand. It provides tips for setting up and optimizing a Twitter profile, engaging with followers by sharing meaningful content and helping others, and ways to attract targeted followers through following industry influencers, participating in discussions, and consistently sharing valuable updates. The key recommendation is for businesses to establish themselves as thought leaders in their industry or area of interest on Twitter in order to build loyalty and exposure for their brand.
The document provides a step-by-step guide to learning WordPress. It discusses widgets, menus, plugins, accessing the dashboard, creating posts and pages, adding images and videos, categories and tags, and basic WordPress settings. The guide explains how to customize the sidebar, create navigation menus, add functionality through plugins, and navigate the backend interface. It also outlines how to write, format and publish new content on the site.
This document discusses key concepts in human resource development (HRD). It begins by defining HRD and explaining its emergence beyond traditional training. HRD encompasses activities like coaching, group work, and career development. The document then examines the relationship between HRD and human resource management (HRM), noting that HRD is one function within the broader HRM framework. Several HRD functions like training and development, organizational development, and career development are also outlined. The document concludes by looking at challenges for HRD like changing demographics, the need for lifelong learning, and developing learning organizations.
The document describes an iPad app called Diabetes Genomics Advice that allows users to assess their risk of comorbidities by integrating their existing genetic information. It helps doctors view patient genetic data via the electronic medical record. The app addresses improving management of chronic diseases like diabetes using a patient's genetics. It has been developed to be used by both doctors and patients and integrates with EMR and personal genetics APIs. The code is nearly complete and will be brought to market by partnering with academic hospitals and physician offices.
Curious Hat Deck - 500 Startups Accelerator Batch 5 Fall 2012CuriousHatInc
Digital Exploration Toys for Young Minds is a startup that designs educational mobile apps for children ages 2-9. They have a team of over 55 years of experience in computer graphics and design. Their apps use innovative features of mobile devices like cameras, GPS, and augmented reality to engage children's curiosity about the real world. They have released 6 apps, been featured by Apple multiple times, and have over 150k downloads. Their goal is to create a core app called Curious Minds that acts as a mobile playground for parent-child interaction and discovery through other stand-alone apps that focus on innovation, quality, and design.
This document discusses several approaches to human resource development (HRD). It defines HRD as activities designed by organizations to provide members with necessary skills. Six main approaches are described: 1) The strategic HR framework links HRD practices to building capabilities to achieve goals. 2) The integrative framework examines how HRD contributes to performance through capabilities, satisfaction, and customers. 3) The human capital appraisal approach involves five stages of managing capital in five areas. 4) The People Capability Maturity Model provides guidance to improve software development capabilities through maturity levels. 5) The integrated systems approach views strategy as the starting point and aims for synergy across HRD functions. 6) The HRD scorecard approach links HRD interventions to
The document describes the Guatemalan-Maya Center, a non-profit agency founded in 1992 in Lake Worth, Florida that serves the local Guatemalan Maya community. It provides various services, such as family outreach, education programs, translation, and legal assistance. The center helps address challenges faced by the Maya population, such as language barriers, lack of legal documents, domestic violence, and lack of healthcare access. A field interview with community member M. Martinez highlights specific problems and how the center provides leadership in the community.
The DBear EMR iPad app aims to improve diabetes management through three features: 1) integrating a toy-based reinforcement of care using a bear with a glucose meter, 2) increasing patient compliance with insulin pumps and monitoring through gamification, and 3) promoting patient education. The app is currently in development and will be brought to market in collaboration with Sproutel to target physicians, practices, diabetic patients, and longterm care facilities.
The document discusses evaluating the effectiveness of human resource development (HRD) programs. It describes common purposes of evaluation such as determining if a program is meeting objectives and identifying strengths and weaknesses. Kirkpatrick's four-level model of evaluation involving reaction, learning, behavior, and results is discussed. Data collection methods that can be used for evaluation like interviews, questionnaires, and observations are also outlined.
CSR and Stakeholders: definitions, maps, configurations and strategiesFrançois Mangin
CSR & stakeholders:engagement & strategies
Concepts and définitions
Stakeholder role & strategies
The company ans its stakeholders
Stakeholder typologies
Engaging and Managing the stakeholders: three configurations: Strategic design, project implementation, controversies
The State and its stakholders: the company as a stakeholder
Public and private in France and in Unites States
Lobbying: definition and strategies
Occupational hazard prevention
Psychosocial risks
Stress at work, psychosocial disorders, burn-out
ANAC model of constraints ans resources
Moral Harassment
Role and legitimacy of the company: from Friedman to Porter
Challenges and tools of the Sustainable Development
The Corporate Social Responsibility project: changing the corporation to make development more sustainable
Definitions of CSR: from DJSI to European Union and ISO 26000
ISO 26000CSR Strategies: from Legal Compliance to Radical Militantism: the Virtue Matrix
CSR: Fair practices: Consumer issues ans Operating practicesFrançois Mangin
CSR & Ethics Course - MSc in Management, 1st year - NEOMA Business School.
Deceptive and misleading advertising and packaging
Cases is food labeling,nutriational labeling, health claims
Unfair practices ans strategic stakes in food industry or pharmaceuticals
Corruption
Business case of the anti-bribery action
Foreign Corrupt Practices Act FCPA
OECD Anti-bribery 1997 Convention
Case: Alstom
Enforcment tools
6. The Use Of The Computer Inthe Practice Of Industrial Organizational Psycho...Andrea Porter
This document discusses various ways computers can be used to support industrial-organizational psychology practices. It describes how computers have been used for human resource planning through modeling future needs based on demographic and economic factors. Computers also support job analysis through programs that analyze task data and could potentially generate tasks through adaptive testing. Selection is discussed, including computer-based interviews and integrated personnel databases that store applicant information and match candidates to jobs.
Human Resource Management in Hospitality Multinational Enterprises: An Empiri...IOSR Journals
This document discusses human resource management practices in hospitality multinational enterprises operating in India. It begins with an introduction on the growth of multinational enterprises globally and their presence in emerging markets like India. It then reviews literature on factors that influence the human resource management practices adopted by foreign multinational subsidiaries operating in a host country, including pressures for standardization versus localization. The study aims to compare the HRM practices of Indian hospitality MNEs to foreign hospitality MNEs operating in India and examine how practices are influenced by firm-specific factors like nationality, size, and industry. It hypothesizes that HRM practices will remain aligned with the local cultural environment and diverge from practices in foreign MNE subsidiaries.
Variations in human resource management in asian countries mnc home country a...Nicha Tatsaneeyapan
This document summarizes a research paper that investigates the determinants of human resource management (HRM) strategies used by firms operating in Korea and Taiwan. The researchers measured firms' reliance on high-performance versus traditional HRM policies across areas like staffing, rewards, and employee autonomy. They hypothesized that indigenous firms would be more likely to use organic, high-performance strategies compared to multinational corporation (MNC) subsidiaries. MNC home country effects and host country effects were also examined. The researchers found pronounced differences in HRM strategies based on country of origin and between host countries. Organizational characteristics also impacted HRM strategy.
A Recruitment And Selection Process Model The Case Of The Department Of Just...Kristen Flores
The document summarizes a study on the recruitment and selection processes at the Department of Justice and Constitutional Development in South Africa. It provides context on the legal framework and strategic goals governing recruitment. The study found issues with current practices and developed a comprehensive process model to address challenges. The model maps the recruitment and selection processes across strategic, tactical, and operational levels to help ensure effective and compliant hiring.
Career aspects of_convention_and_exhibition_professionals_in_asiasomyot
This document summarizes research on the careers of convention and exhibition professionals in Asia. The research finds that there is no single career path into the industry, with professionals gaining experience in a variety of sectors like management, sales, and marketing. Professionals show a high level of career commitment but face challenges from environmental, customer, and job demands. The study was limited to four Southeast Asian destinations, so findings may not generalize to all of Asia. Practical implications are discussed regarding career development and employee retention given the diverse entry points and challenges of retaining a committed multi-generational workforce.
Influence of Compensation and Reward on Performance of Employees at Nakuru Co...iosrjce
Human Resource Development is concerned with the provision of learning, development and
training opportunities in order to improve individual, team and organizational performance. The objective of
the study was influence of compensation and reward on performance of employees at Nakuru county
government A survey was carried out within the 11 sub-counties in Nakuru County Government with the study
adapting a descriptive research design. Stratified random sampling technique was employed on a target
population of 6,400 respondents from the same geographical area of study. Simple random sampling was used
to select the respondents that formed a sample size of 98 respondents. Primary data was collected using
questionnaires and interview schedules with a combination of open and closed questions. Statistical Package for
Social Sciences was used to analyze the data. The findings indicated that there was a strong relationship
compensation and reward on employee performance in the county government of Nakuru. The researcher
therefore recommended training needs and other nonmonetary rewards practices in order to enhance employee
performance.
A STUDY ON ASSESSING EXPATRIATE S CHALLENGES DURING AN INTERNATIONAL ASSIGNME...Amy Cernava
Within international human resource management (IHRM), research emphasizes managing international expatriate assignments. Expatriates face challenges adapting to new work environments in host countries, concerns about career opportunities after repatriating, and stresses understanding cultural differences and local policies. The study identifies challenges expatriates face during international assignments and remedies organizations use to overcome them through case studies of expatriates from different sectors, countries, and experience levels.
Human Res Mgmt Journal - 2011 - Wright - Exploring human capital putting hu...ValerieBez1
This document summarizes research on conceptualizing and measuring human capital within strategic human resource management (SHRM). It discusses how the field of SHRM initially focused on HR practices but has rediscovered interest in human capital. The document reviews definitions of human capital from economics and psychology perspectives and identifies issues with measuring human capital at different levels of analysis. It proposes that future SHRM research should provide a more detailed analysis of human capital as the resource that can provide competitive advantage.
This document summarizes a research paper that explores the relationship between human resource management (HRM) practices and innovation in knowledge-intensive firms (KIFs). It presents case studies of 4 innovative companies, 2 manufacturers and 2 KIFs, from Denmark and Australia. The summary finds that while HRM practices differ between traditional manufacturers and KIFs, the case companies all emphasized the importance of knowledge retention and used similar practices like selective hiring, training, performance management, and pay tied to performance to support innovation. More research is still needed on how HRM can best facilitate different types of innovation and on how country-specific factors may influence HRM strategy.
Running head PayneABUS738001PayneABUS738001.docxtodd581
Running head: PayneABUS738001
PayneABUS738001
Human Resource Management and Employee Turnover
BUS-7380 Qualitative Business Research Design and Methodology
Week 1
Amenia Payne
Dr. Lawrence Ness
May 17, 2020
Introduction to Problem
How an organization along with its performance is affected by human resource management (HRM) policies that play an important role in the organization for performance and growth of employees and organization is a widely discussed topic (Boudreau 1991; Jones& Wright, 1992; Kleiner 1990). Different sources contend that work rehearses that advance superior, for example, exhaustive representative enrollment and choice methods, motivator pay, and execution the executives frameworks, and broad worker inclusion and preparing, will in general upgrade the capacities of a company's present and future representative's information, aptitudes, inspiration, just as the maintenance of value workers (Jones and Wright, 1992; U.S. Division of Labor, 1993). The human asset strategies of the association will be in general assistance +7. The year 2006 was the year when HR managers noticed that were approximately 46% and considered employee turnover their top post priority in workforce and organization and that took the peak from 2012 that was 25% in that year.
Society for Human Resource Management (SHRM) explained that it has different causes for lessening employee turnover ought to be imperative for any association that involves (1) employee turnover can turn out to be exorbitant rapidly, (2) undesirable turnover influences the presentation of any association, (3) as the accessibility of talented representatives diminishes, it will turn out to be progressively hard to hold looked for after workers. According to a study, it was analyzed that employee turnover can be too costly that annually it can shoot up to 200% of annual salaries that is a great loss for organizations caused mainly due to turnover. Now with these staggering figures, it is very difficult for organizations today to fully understand the concept of employee retention and turnover and how to decrease the overall process and how to handle turnover (Mayhew, 2019). Similarly, trained employees and loyal workforce of the organization get replaced with new employees that take additional time to get trained hence organizations face a loss of time along with loss of resources and money (Iqbal, 2010). Employee turnover should only be done when it is essential for any organization to replace existing employees with new talent and that will only be done when organizations know that this turnover will give benefit and growth to the organization (Meyer, 2011). Employee turnover has termed as a risky choice as it involves the major risks in any organization for current and future project implications by human resource management (Iqbal, 2010).
An organization’s business strategic plans for execution should be contingent on current and potential employees. Throu.
Running head PayneABUS738001PayneABUS738001.docxglendar3
Running head: PayneABUS738001
PayneABUS738001
Human Resource Management and Employee Turnover
BUS-7380 Qualitative Business Research Design and Methodology
Week 1
Amenia Payne
Dr. Lawrence Ness
May 17, 2020
Introduction to Problem
How an organization along with its performance is affected by human resource management (HRM) policies that play an important role in the organization for performance and growth of employees and organization is a widely discussed topic (Boudreau 1991; Jones& Wright, 1992; Kleiner 1990). Different sources contend that work rehearses that advance superior, for example, exhaustive representative enrollment and choice methods, motivator pay, and execution the executives frameworks, and broad worker inclusion and preparing, will in general upgrade the capacities of a company's present and future representative's information, aptitudes, inspiration, just as the maintenance of value workers (Jones and Wright, 1992; U.S. Division of Labor, 1993). The human asset strategies of the association will be in general assistance +7. The year 2006 was the year when HR managers noticed that were approximately 46% and considered employee turnover their top post priority in workforce and organization and that took the peak from 2012 that was 25% in that year.
Society for Human Resource Management (SHRM) explained that it has different causes for lessening employee turnover ought to be imperative for any association that involves (1) employee turnover can turn out to be exorbitant rapidly, (2) undesirable turnover influences the presentation of any association, (3) as the accessibility of talented representatives diminishes, it will turn out to be progressively hard to hold looked for after workers. According to a study, it was analyzed that employee turnover can be too costly that annually it can shoot up to 200% of annual salaries that is a great loss for organizations caused mainly due to turnover. Now with these staggering figures, it is very difficult for organizations today to fully understand the concept of employee retention and turnover and how to decrease the overall process and how to handle turnover (Mayhew, 2019). Similarly, trained employees and loyal workforce of the organization get replaced with new employees that take additional time to get trained hence organizations face a loss of time along with loss of resources and money (Iqbal, 2010). Employee turnover should only be done when it is essential for any organization to replace existing employees with new talent and that will only be done when organizations know that this turnover will give benefit and growth to the organization (Meyer, 2011). Employee turnover has termed as a risky choice as it involves the major risks in any organization for current and future project implications by human resource management (Iqbal, 2010).
An organization’s business strategic plans for execution should be contingent on current and potential employees. Throu.
Antecedents to Retention and Turnover among Child Welfare, Soc.docxboyfieldhouse
Antecedents to Retention and Turnover among Child Welfare, Social Work, and Other
Human Service Employees: What Can We Learn from Past Research? A Review and
Metanalysis
Author(s): Michàl E. Mor Barak, Jan A. Nissly and Amy Levin
Source: Social Service Review , Vol. 75, No. 4 (December 2001), pp. 625-661
Published by: The University of Chicago Press
Stable URL: https://www.jstor.org/stable/10.1086/323166
JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide
range of content in a trusted digital archive. We use information technology and tools to increase productivity and
facilitate new forms of scholarship. For more information about JSTOR, please contact [email protected]
Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at
https://about.jstor.org/terms
The University of Chicago Press is collaborating with JSTOR to digitize, preserve and extend access
to Social Service Review
This content downloaded from
������������136.165.238.131 on Tue, 10 Mar 2020 15:58:05 UTC������������
All use subject to https://about.jstor.org/terms
https://www.jstor.org/stable/10.1086/323166
Social Service Review (December 2001).
� 2001 by The University of Chicago. All rights reserved.
0037/7961/2001/7504-0005$02.00
Antecedents to Retention
and Turnover among Child
Welfare, Social Work, and
Other Human Service
Employees: What Can We
Learn from Past Research? A
Review and Metanalysis
Michàl E. Mor Barak
University of Southern California
Jan A. Nissly
University of Southern California
Amy Levin
University of Southern California
This study involves a metanalysis of 25 articles concerning the relationship between dem-
ographic variables, personal perceptions, and organizational conditions and either turn-
over or intention to leave. It finds that burnout, job dissatisfaction, availability of em-
ployment alternatives, low organizational and professional commitment, stress, and lack
of social support are the strongest predictors of turnover or intention to leave. Since the
major predictors of leaving are not personal or related to the balance between work and
family but are organizational or job-based, there might be a great deal that both managers
and policy makers can do to prevent turnover.
This content downloaded from
������������136.165.238.131 on Tue, 10 Mar 2020 15:58:05 UTC������������
All use subject to https://about.jstor.org/terms
626 Social Service Review
Retention of employees in child welfare, social service, and other human
service agencies is a serious concern. The high turnover rate of pro-
fessional workers poses a major challenge to child welfare agencies
(Drake and Yadama 1996) and to the social work field in general
(Knapp, Harissis, and Missiakoulis 1981; Jayaratne and Chess 1983, 1984;
Drolen and Atherton 1993; Koeske and Kirk 1995). Reports of turnover
rates range from 30 to 60 percent in a typical.
Antecedents to Retention and Turnover among Child Welfare, Soc.docxfestockton
Antecedents to Retention and Turnover among Child Welfare, Social Work, and Other
Human Service Employees: What Can We Learn from Past Research? A Review and
Metanalysis
Author(s): Michàl E. Mor Barak, Jan A. Nissly and Amy Levin
Source: Social Service Review , Vol. 75, No. 4 (December 2001), pp. 625-661
Published by: The University of Chicago Press
Stable URL: https://www.jstor.org/stable/10.1086/323166
JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide
range of content in a trusted digital archive. We use information technology and tools to increase productivity and
facilitate new forms of scholarship. For more information about JSTOR, please contact [email protected]
Your use of the JSTOR archive indicates your acceptance of the Terms & Conditions of Use, available at
https://about.jstor.org/terms
The University of Chicago Press is collaborating with JSTOR to digitize, preserve and extend access
to Social Service Review
This content downloaded from
������������136.165.238.131 on Tue, 10 Mar 2020 15:58:05 UTC������������
All use subject to https://about.jstor.org/terms
https://www.jstor.org/stable/10.1086/323166
Social Service Review (December 2001).
� 2001 by The University of Chicago. All rights reserved.
0037/7961/2001/7504-0005$02.00
Antecedents to Retention
and Turnover among Child
Welfare, Social Work, and
Other Human Service
Employees: What Can We
Learn from Past Research? A
Review and Metanalysis
Michàl E. Mor Barak
University of Southern California
Jan A. Nissly
University of Southern California
Amy Levin
University of Southern California
This study involves a metanalysis of 25 articles concerning the relationship between dem-
ographic variables, personal perceptions, and organizational conditions and either turn-
over or intention to leave. It finds that burnout, job dissatisfaction, availability of em-
ployment alternatives, low organizational and professional commitment, stress, and lack
of social support are the strongest predictors of turnover or intention to leave. Since the
major predictors of leaving are not personal or related to the balance between work and
family but are organizational or job-based, there might be a great deal that both managers
and policy makers can do to prevent turnover.
This content downloaded from
������������136.165.238.131 on Tue, 10 Mar 2020 15:58:05 UTC������������
All use subject to https://about.jstor.org/terms
626 Social Service Review
Retention of employees in child welfare, social service, and other human
service agencies is a serious concern. The high turnover rate of pro-
fessional workers poses a major challenge to child welfare agencies
(Drake and Yadama 1996) and to the social work field in general
(Knapp, Harissis, and Missiakoulis 1981; Jayaratne and Chess 1983, 1984;
Drolen and Atherton 1993; Koeske and Kirk 1995). Reports of turnover
rates range from 30 to 60 percent in a typical ...
Social media usage in hotelhuman resources recruitment,.docxwhitneyleman54422
Social media usage in hotel
human resources: recruitment,
hiring and communication
Chris Gibbs, Fraser MacDonald and Kelly MacKay
Hospitality and Tourism Management Department,
Ted Rogers School of Management, Ryerson University, Toronto, Canada
Abstract
Purpose – The purpose of this study is to explore the use and non-use of social media (SM) by North
American hotels for human resource (HR) activities.
Design/methodology/approach – This exploratory study used an online survey and a sampling
frame of 1,711 North American hotels with 300 or more rooms, excluding economy properties. With a
response rate of 17.1 per cent and a defined population, data were weighted to reflect the midscale,
upscale and luxury market classes.
Findings – Slightly more than half of North American hotels use SM for HR activities. Higher service
level hotels are related to SM HR use generally; midscale properties report higher usage for internal
communication. Use of SM in hotel HR is more focused on marketing versus recruitment activities.
Research limitations/implications – The generalizability and, therefore, implications are limited
to North American hotels, midscale or higher with 300 or more rooms. Future research should
complement this broad-based study by delving more deeply into rationale for HR communication over
hiring functions for SM and its overall adoption for HR in the hospitality industry.
Practical implications – This study provides an understanding of how SM is being used and its
perceived usefulness across a variety of HR activities. The findings will inform the application of SM for
hotel HR purposes.
Originality/value – This is the first empirical study about SM and HR practices in the North
American hotel industry.
Keywords Hotels, Recruitment, LinkedIn, Social media, Hiring, Human resources
Paper type Research paper
Introduction
Social media (SM) is changing human interaction and the way in which individuals
access personal information in the expanding online environment. SM is an example of
a discontinuous innovation – a new product that establishes new behavior patterns
(Assael, 1984) – and is influencing the way human resource (HR) professionals recruit,
screen, hire and terminate employees (Brandenburg, 2008; Brown and Vaughn, 2011;
Clark and Roberts, 2010; Davison et al., 2011; Slovensky and Ross, 2011). As noted by
Davidson et al. (2011, p. 1), “Technology is now set to revolutionize the way HR
management is conducted”. Preliminary research suggests that despite growing use and
This research was generously supported by the Office of the Vice President Research and
Innovation through the Undergraduate Research Opportunity grant and the Ted Rogers Institute
for Tourism and Hospitality Research at Ryerson University. The authors would like to thank
Smith Travel Research for providing the hotel sampling frame.
The current issue and full text archive of this journal is available on Emerald Insight at:
www.emeraldinsight.com/0959-6119.h.
An Empirical Analysis Of Recruitment And Selection Practices In The Public Se...Darian Pruitt
The document discusses an empirical analysis of recruitment and selection practices in the public sector of Ghana. It examines recruitment and selection processes at the Ghana Revenue Authority through questionnaires and statistical analysis of the data. The results show there are high positive correlations between recruitment and selection processes, selection decisions, and the public sector in Ghana.
1. Environmental scanning is one of four activities that comprise external analysis, which is understanding changes in the external environment that may impact an organization.
2. The goal of environmental scanning is to alert decision makers to potentially significant external changes early so they have time to react. Scanning considers an organization's task environment, industry environment, and broader macroenvironment.
3. There are different types of scanning, including passive scanning like casually reading news and active scanning that systematically searches across different information sources to comprehensively cover important environments. Continuous active scanning is most useful for strategic planning.
Environmental scanning involves understanding external factors that may impact an organization. It alerts decision-makers to potential changes so they can plan accordingly. There are different levels of environment to scan - the task environment of direct stakeholders, the industry environment of all similar organizations, and the broad macroenvironment of social, technological, economic, environmental and political trends. Scanning can be passive by casually following news, or active by systematically gathering information from diverse sources to comprehensively cover all environments relevant to strategic planning. The goal is ongoing, integrated scanning to detect early signals of changes that may occur unexpectedly.
Environmental scanning involves understanding external factors that may impact an organization. It alerts decision-makers to potential changes so they can plan accordingly. There are different levels of environment to scan - the task environment of direct stakeholders, the industry environment of all similar organizations, and the broad macroenvironment of social, technological, economic, environmental and political trends. Scanning can be passive by casually following news, or active by systematically gathering information from diverse sources to comprehensively cover all relevant environments. The goal is ongoing, integrated scanning to detect early signals of changes that could impact strategic planning.
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2. Theoretical Framework
The body of theory around strategic management, with its roots in the disciplines of business policy, organizational
theory, and organizational behavior, continues to expand to an ever widening number of fields including tourism
(Tse & Olsen, 1999). A number of theoretical frameworks and models for strategic HRD have appeared in the
literature (Gilley, Quatro, & Lynham, 2003). Although each framework for strategic HRD has somewhat differing
features almost all share a method for determining a strategic response to challenges confronting current and future
human resources. In general terms this method involves an examination of the external factors that may create
change through a process designed to identify key characteristics of an industry’s environment to monitor significant
trends in order to make appropriate managerial action in response (Craft, 1988; Rothwell & Kazansas, 1994). This
process is known as external environmental scanning. External environmental scanning research has tended to focus
on single large for-profit firms in the U.S. Yet, the suitability of this approach to an entire industry to identify HRD
issues has not been examined nor has the results of this method been compared to existing secondary labor market
analysis data on future workforce projections.
Several studies have examined the sectors of the external environment scanned by executives and the attention
paid to each sector (Auster & Choo, 1993; Daft, Sormunen, & Parks, 1988). Findings indicate strong firm and
industry specific preferences. In other words, individual organizations and the industry within which they operate
tend to only pay attention to those areas of the external environment perceived to offer the greatest threats and
opportunities. Research on the frequency of scanning activity tends to find an increase in times of high strategic
uncertainty (Daft et al., 1988). The sources of information for environmental scanning show top level managers
preferring personal sources over impersonal sources such as government reports, newspapers, and published
research findings (Jennings & Jones, 1999; Keegan, 1974). Yet, the accuracy of data for future workforce planning
efforts from personal sources of information compared to impersonal existing sources is unknown. This study
addresses this research need.
An alternative method for workforce planning is labor market analysis. As a branch of economics, the study of
labor markets should attract attention from HRD scholars and practitioners given the acceptance of economics,
along with systems theory and psychology, as core foundations for the HRD field (Swanson & Holton, 2001). Yet,
as Wang and Holton (2005) recently commented, the understanding of economics in HRD has been narrowly
confined with numerous economic theories and analysis techniques having received scant attention in the HRD
literature. Ehrenberg and Smith (2003), in their text on modern labor economics, noted that economic theories of
the labor market rely heavily on labor market information which is material and data about the demand and supply
for labor within a certain market. A labor market could be a community, a city, a region, country, or an industry.
Labor market analysis reviews demographic, economic, social, and labor force information and data. It should
describe the characteristics of the supply of labor including human resources who are currently workers or potential
workers in the labor market. Furthermore, it should also provide information on job opportunities in the labor
market and human resource needs of employers (Handbook of labour market information, 2000).
Aims of the Study
The overall aim of the study was to compare and contrast the two dominant methods for conducting strategic HRD
planning; namely an external environmental scanning interview with a sample of industry leaders and data from
various labor market analysis sources. The study also sought to test the suitability of both methods to make a
preliminary profile of the tourism/hospitality employee and the overall size and composition of the tourism
workforce. The U.S. state of Minnesota was used as the data collection site with the year 2020 selected as the target
date for future projections. More specifically, the study sought to address the following four questions:
To create a picture of the Minnesota tourism workforce in the year 2020 by:
1. Conducting primary data collection with key leaders in Minnesota’s tourism industry to examine workforce
projections in 2020 in terms of population forecasts; labor force size and composition; and external
environmental trends likely to impact the tourism industry and its workforce.
2. To conduct secondary labor market data analysis of existing sources of tourism industry workforce
projections in 2020 in terms of population forecasts; labor force size and composition; and external
environmental trends likely to impact the tourism industry and its workforce.
3. To compare and contrast the outcomes from both HRD planning approaches.
4. Use the results from both approaches to propose strategies to identify future sources of human resources
and approaches for HRD for the Minnesota tourism industry 2020 workforce.
8-1
3. Method
This section reports on the research design, sample, instrument, and data analysis techniques used.
Research Design
The first part of the study adopted a survey research design using telephone interviews to obtain data from
individuals on projected changes in the external environment of the tourism industry. A mixed-method approach
that relied heavily on qualitative data from semi-structured interviews was used. Each interview lasted
approximately 30 minutes. The second part of the study examined the projected characteristics of the Minnesota
tourism workforce in 2020 using existing data sources. The interviews were conducted tourism industry leaders
who because of their senior position were likely to be aware of the future trends impacting the industry. The target
population for this study consisted of executive directors of professional organizations and trade associations who
serve the tourism industry within the state of Minnesota. These included State Tourism Offices, festival and event
associations, State Convention and Visitor Bureaus (CVBs), and hotel and lodging associations. These associations
and their executive directors were identified by reviewing telephone directories and websites related to the
Minnesota tourism industry. The name and contact information for the executive directors, or similarly titled
position, was obtained producing a final sampling frame consisting of 15 associations. Efforts were made to contact
all 15 executive directors by telephone. At the completion of the data collection stage of the study, ten executive
directors were successfully contacted and all agreed to participate in the interview. The five remaining directors
could not be reached despite numerous telephone attempts. This results in a 67% response rate.
The data for the second stage of the study utilized existing secondary sources. In conducting a search for
existing labor market data on workforce projections in the tourism industry through to the year 2020, the Internet
search engine ‘Google’ was utilized. Keyword combination searches such as ‘workforce projections’, ‘human
resources’, ‘tourism/hospitality industry’, ‘employment’, ‘2020’, were used to identify existing labor market
analysis sources related to the tourism industry. Data files and summaries of workforce projection research were
found on the websites of the U.S. Department of Labor, U.S. Department of Education, and the U.S. Census Bureau.
In the U.S. a vast amount of data on labor markets is produced by the Bureau of Labor Statistics (BLS). The BLS is
a division of the U.S. Department of Labor, although it predates the department having been established in 1886
after receiving considerable support from the labor reform movement (Goldberg,& Moye, 1985). As Manser (1998)
described, BLS data are also used for labor economics research and analysis, often combined with various data sets
produced by other agencies. At the state level the primary source of labor market research was the Minnesota
Department of Employment and Economic Development (DEED). A search of libraries found all of the same
publications (but no additional sources) in print version testifying to the current electronic dissemination priorities of
governmental agencies. This data from both federal and state government were reviewed to gain trend patterns on
the likely size and composition of the tourism workforce for the nation and Minnesota.
Instrument
The telephone interview contained two main sections. The first section used a qualitative approach to gather
data on likely changes in the relevant external environmental sectors that might impact the future tourism workforce
within the state. The external environment sectors used in this study were (1) economic; (2) demographic; (3)
political and legislative; and (4) technology. These four sectors are common to most environmental scanning
frameworks used for HRD planning (Rothwell & Kazanas, 1994). These four external environment sectors served
as a guide around which semi-structured questions were asked to elicit responses related to anticipated changes in
the external environment of Minnesota’s tourism industry and the possible impact these changes may have on the
future tourism workforce. A second section of the instrument used a quantitative approach to obtain data from
respondents on their views on two issues that the literature has identified as crucial to successful strategic HRD
efforts for future workforce planning, namely, identifying barriers to HRD and identifying responsibility for
ensuring that the workforce has the required skills, knowledge, and abilities. The questions were developed for this
study but similar items were used in research to identify HRD needs in New Zealand’s tourism industry (Business
and Economic Research Ltd., 2004). Example items from the 12 questions related to potential barriers for HRD
included lack of time for doing HRD, lack of motivation of employees, and lack of knowledge about the benefits of
HRD. Six questions explored who had responsibility for ensuring that the workforce has the required skills,
knowledge, and abilities with level of agreement statements considering the employee, their supervisor, the
owner/manager of the organization, high school teachers, college faculty, and policy makers. Both the potential
barriers and responsibility for ensuring the workforce of the future has the needed skills were measured using a fivepoint Likert-type scale with response categories 1 = strongly disagree; 2 = somewhat disagree; 3 = neutral; 4 =
somewhat agree; and 5 = strongly agree. The responses to the closed-ended quantitative questions were analyzed
with frequency and means reported. The responses to the open-ended questions were content analyzed to identify
8-1
4. common themes. Existing data from labor market analysis sources was not manipulated or subject to further
analysis.
Results
The results from the external environmental scanning interview are presented first followed by results from the labor
market analysis data.
Results from the External Environmental Scanning
Analysis of interview data with industry leaders produced a number of common themes. The themes identified
from the assessment of the external environment sectors are presented in the following order: economic,
demographic, political and legislative, and technology. The ten executives participating in the study listed a wide
range of economic trends that they thought were likely to impact Minnesota tourism over the next 15 years. The
most frequently reported responses related to the condition of the domestic economy, with more specific examples
stated including the inflation rate, indicators of consumer confidence, and the health of the stock market. These
were noted as being related to the second most frequent category of responses, the economic situation in Minnesota
and especially the amount of state funded support for the tourism industry. Three respondents made specific
mention of the cost of fuel/gasoline as a major economic trend which could impact the industry. Two separate
human resources issues related to the cost of labor were frequently mentioned in the economic sector scan; the level
of the minimum wage and the necessity to provide increased benefits to employees.
The respondents seemed to have little difficulty in listing several projected changes in the demographic
composition of the state and its tourism industry workforce. All but one manager specifically referenced the aging
population and increasing median employee age within the tourism industry. With a shortage of younger workers
many executive directors noted the need for alternative employment arrangements including part-time work and the
need to make tourism an attractive industry for baby boomers who may have previously retired from a first career
but wish to remain active in the workforce. Similarly, the increasing diversity of the state and its labor force was
frequently reported with several noting the need for tourism employees with greater cross-cultural knowledge and
second language abilities.
The assessment of the political and legislative changes likely to be most significant in their impact to the
Minnesota tourism industry provided a wide range of responses. It should be mentioned that the executive directors
participating in the study were quite passionate about many of the issues raised in this section. The issues they
raised ranged from the need to retain the current law of no sales tax on apparel in Minnesota, increased scrutiny on
non-citizens illegally working in the industry, and the provision of wage credits for employee earning tips as a
significant portion of their compensation. A number of issues surrounding the work of the Department of Homeland
Security were seen as potential major impacts including the policy requirement for international visitors to have
biometric passports, the intrusion of privacy with fingerprints and eye scans, and the extended time required to
process visa applications. At the state level major political and legislative changes were noted as potentially
impacting the tradition and belief of the need for the state to continue to support the tourism industry.
Technological changes thought to possibly create an impact to the tourism industry in Minnesota focused
heavily on the expanded role of the Internet as a powerful communication medium. The Internet was seen as
increasing its role within the industry to include an even greater presence in reservations/bookings, advertising and
promotions, vacation planning, and e-commerce. Technological advancements were also seen as reducing the cost
of management and maintenance freeing employee time to focus on customer service. The need for an ever
increasingly technology literate workforce also emerged as a key theme identified by several respondents.
With the four segments of the external environment scanned the respondents were then asked for their views on
what major human resource changes would occur in the Minnesota tourism workforce. Most of the human resource
changes focused on issues raised in the demographic and technological sectors. The most frequently reported
responses in technology related to increasing the skills of employees with computers whereas, the most frequently
related to demographic changes related to employees able to both work with and be representative of the an older
and more diverse population. Economic changes were also mentioned, although not as frequently, in relation to the
need to offer more competitive compensation and benefits to tourism industry employees. Two interesting human
resource changes predicted are worthy of mention. The first was the suggestion from several respondents that
human resources management and development professionals within the industry will be responsible for shifting the
perception that those workers unable to find work in other settings gravitate towards tourism. The second issue
addressed the need for human resource management leadership to show a greater level of professionalism than that
which now characterizes the industry.
8-1
5. When asked about the new knowledge, skills, and abilities employees in the Minnesota tourism industry will
need to possess, given the identified external changes, most respondents again highlighted increased employee
technological skills along with the knowledge and ability to work with people from diverse cultures who may not
speak English as their first language. Perhaps in response to the economic changes predicted, a need for employees
to understand business, marketing, and finance was also frequently mentioned. The importance of strong customer
service skills was specifically mentioned by more than a third of respondents. The ability to adapt to a rapidly
changing environment, which is likely to describe the tourism industry of the future, was also seen as a key attribute
needed of the 2020 workforce. An interesting observation was made by one respondent who correctly noted that
tourism has a strong history of employing persons with disabilities. They noted that this is something for the
industry to be proud of and something that should be retained in the face of predicted externally driven change.
The responses to the question of the best way to ensure that employees in Minnesota’s tourism industry do
possess the new knowledge, skills, and abilities tended to focus on formal education and training. While the
majority of this skill acquisition focused on post-secondary education and workplace learning a great emphasis was
also placed on K-12 education. One executive director suggested that a second language should be mandatory in
schools. This partnership approach between industry and education was seen as a vital factor in creating awareness
of tourism related occupations and making tourism an industry of choice.
A series of 11 potential barriers for HRD in Minnesota’s tourism industry were presented to respondents. The
priority of other issues overshadowing HRD was identified as the single greatest barrier towards developing human
resources. The other most significant barriers for HRD reported, in order, were high personnel turnover, lack of
time, cost of training and developing employees, and benefits of HRD not known. The final section of the survey
examined who should have responsibility for ensuring that the tourism workforce in Minnesota in 2020 has the
required skills, knowledge, and abilities. Based on the responses from the executive directors, the majority agreed
that persons at managerial levels within the tourism sector, such as the owners/managers and supervisors in the
industry are the most responsible. The other most important individuals for ensuring that the future workforce has
the necessary skills were policy makers, college/university faculty, and high school teachers. The respondents then
next in order identified the employees themselves as being responsible for gaining the required skill sets to function
effectively in the 2020 workforce. Interestingly, this suggests that respondents feel employees are not as responsible
as owners/managers, supervisors and college/university faculty for ensuring workers are ready for jobs in the future.
Results from the Labor Market Analysis
Data related to labor market analysis suggest that factors associated with population are the single most
important feature for determining the size and composition of the labor force. Population trends affect employment
in a number of ways including the demand for goods and services and the corresponding changes in the size and
demographic composition of the labor force (Hecker, 2001). The U.S. Census Bureau projected that the U.S.
population should increase by 24 million over the 2002-2012 period, a slower rate of growth than over the previous
10-year period. The population aged 16 to 24 will grow at 7 percent between 2002 and 2012, whereas, the group of
people aged 55 to 64 will increase by 43.6 percent or 11.5 million persons. Looking further out, the Census Bureau
is projecting that in 2020 U.S. population will have reached 325 million. The Workforce 2020 study (Judy &
D’Amico, 1997) also projected significant population growth with the total size of the U.S. workforce in 2020
estimated at 171 million with significant higher proportions of women and immigrant workers. The number of
workers staying in the workforce after traditional retirement age is forecast to increase as work offsets increased
retirement expenses and lower Social Security income. At the state level, Minnesota’s population is predicted to
show steady growth. The State Demography Office has suggested that Minnesota's population is projected to grow
to 5.45 million by 2010 and 6.27 million by 2030 (McMurray, 2002). This represents an 11% increase. This growth
will be fueled by immigration from other states and foreign countries and by natural increase resulting from more
births than deaths.
The BLS provides an employment outlook over a ten-year time horizon. The most recent data projections on
the 2002-2012 decade are summarized into three broad categories: general U.S. economic outlook projections, labor
force projections, and occupational projections. The expected outlook for the U.S. economy is anticipated to show
domestic growth with continued high productivity, low unemployment rates, and strong foreign markets (Su, 2001).
Labor force projections are made by combining projections of the general population from U.S. Census data and
labor force participation projections made by the BLS. Projections for 2012 are characterized by overall growth of
the size of the labor force with 17.4 million additional workers anticipated to be added over the 2002-2012 period
(U.S. Department of Labor: Bureau of Labor Statistics, 2004). Looking beyond the 2002-2012 period there are
estimates that by 2020 the U.S. economy will require a total of 144.7 million workers. Of this total number of
workers, approximately 83% will work in service industries. Finally, the BLS analysis of occupational employment
projections to 2012 shows that jobs requiring a postsecondary vocational award or an academic degree, which
8-1
6. accounted for 29 percent of all jobs in 2000, will account for 42 percent of total job growth from 2002 to 2012.
However, most of the new jobs added to the labor market will be in occupations that require only work-related
training. This would include many jobs in the tourism sector.
When examining workforce projections in the tourism industry the first challenge confronted is the diversity by
which the industry is defined and the resulting range of tourism related occupations either included or excluded in
labor market analysis data. As the International Labour Organization (ILO) (2001, p.7) noted:
the credibility and international comparability of “tourism statistics” depend heavily on: (1) a consensus
regarding the choice of “tourism characteristic industries”, i.e. those industries on which tourism demand has
the most important direct impact, and an estimation of the “tourism ratio” of their output; as well as (2) the
methods used to calculate the indirect effects on the output of many other industries. Statistical presentations
differ in whether they include such indirect or induced effects in the measurement of tourism in the economy.
Despite these challenges facing human resource planners there is now widespread agreement about past and future
employment growth in the tourism sector. By some accounts employment in the tourism industry has tripled since
1970 with an estimated 7,629 000 U.S. employees (full-time equivalent) working within the industry, representing
5.6% of total U.S. employment (World Travel and Tourism Council, 2000). The BLS has predicted that overall
employment in the broadly defined tourism, leisure, and hospitability industry will grow by 17.8 percent by 2012.
No existing data extends beyond 2012, although double digit percentages increases are suggested to continue
towards 2020 (U.S. Department of Labor: Bureau of Labor Statistics, 2004).
Tourism is a key sector of Minnesota's economy, currently generating $9.2 billion annually (Hillman, 2004) and
providing full-time employment for 226,293 people (DEED, 2005). The tourism industry is classified by the
Minnesota Department of Employment and Economic Development (DEED) as part of the leisure and hospitality
industry which includes the eating and drinking, lodging, amusement, and recreation sectors as defined by the
Standard Industrial Classification (SIC) system. Separating out the number of Minnesotan’s employed within the
tourism industry (leisure and hospitality industry) creates difficulty based on this definition and how labor market
data is tracked within SIC categories. The current number represents approximately nine percent of all the jobs in
Minnesota's economy – a percentage that has remained fairly consistent over the last decade. On the whole, tourism
related jobs are found in a range of businesses that include everything from small, owner-managed resorts to
national hotel chains. While a degree of uncertainty exists over the exact current size of the tourism workforce a
clearer indication of future staffing needs is present in data projecting Minnesota industries likely to experience the
greatest changes in terms of the numbers employed between the years 2002 to 2012. No data is available beyond
2012. The states traditional strong primary produce and extractive industrial sectors (mining, agriculture, forestry,
and fishing) show either zero growth or actual job loss; whereas the leisure and hospitality industry is projected to be
the fourth most rapidly growing sector in the state in terms of the number of new jobs created between 2002 and
2012. This growth projection represents a 19% change in the number of jobs across the ten year period. Put another
way, this represents more than 46,000 new tourism related jobs ranging from entry level to senior executive that will
need filling by 2012. In summary, the examination of existing data shows that while Minnesota’s population will
continue to grow at 11% creating job growth in all economic sectors, the tourism industry in Minnesota will
experience almost 20% growth.
Discussion and Conclusions
The overall aim of this study was to gain information to create a preliminary profile of the tourism/hospitality
employee and the tourism workforce in Minnesota in the year 2020 while comparing the results of two methods for
conducting workforce planning. The most important conclusion that can be drawn from the secondary data analysis
and interviews with key leaders is that the tourism industry in Minnesota lags behind many other industry sectors in
collecting data needed to forecast long-term workforce changes. In other occupations experiencing projected
employee shortages in the face of significant external environmental change there appears to be a greater amount of
workplace planning occurring. Furthermore, within the tourism industry there appears to be ample evidence that
other regions and nations are investing considerable resources into workforce planning despite the challenges that
long range planning in this ill-defined industry presents. For example, discussion, frameworks, and examples of
completed tourism workforce plans can be found in increasing numbers from diverse global locations including
London, England (Euronet.org); and the Asia and the Pacific region (International Labour Organization , 2003).
When comparing results from the external environmental scan and labor market analysis data a fairly high level
of consensus was found on the likely economic, demographic, political/legislative, and technology impacts to both
the tourism industry and its 2020 workforce. However, the interviews with executive directors produced far more
specific information than labor market sources in terms of the human resource management and development
8-1
7. actions needed in response to externally driven changes. Furthermore, interviews with industry leaders identified
potential major barriers to the development of human resources in the industry, an issue not addressed in any
existing labor market data sources. Finally, industry leaders, and not labor market information, seem able to
recognize where responsibility rests for ensuring that the future workforce is sufficiently knowledgeable and skilled.
Respondents to the environmental scan were firmly in the belief that this responsibility would mostly fall on
individual tourism organization managers and supervisors, but also educators, especially those in the post-secondary
level, would also play a major role in delivering qualified human resources into the tourism labor market.
The results of this study indicate that a combined method approach to HRD planning may be better than
selecting either an external environmental scanning or a labor market analysis approach alone. While fraught with
difficulties and limitations, forecasting models for tourism related and tourism generated employment need further
development (Sirakaya, Choi, & Var, 2002; Smeral, 2003). Researchers from HRD, economics, education, and
management along with human resource management and HRD practitioners from industry should play a key role in
the evolution and refinement of workforce planning models and forecasting techniques. The importance of tourism
to the economic vitality of regions, states, and nations, should encourage government and foundations to fund grantsponsored research in this area where the outcome is likely to assist both individual organizations and the industry as
a whole. Future research would also benefit from studies examining scanning methods and labor market analysis
techniques compared to alternative approaches to projecting issues related to the future workforce such as scenario
planning. This would seem to be well-supported with existing theory in that scenario planning aims to achieve
interactive forecasting by using strategic intelligence from the economic, political, environmental, cultural, and
technological domains along with consideration of past trends, future bearing events, the role of main actors, and
critical uncertainties of the social system (Ruona, Lynham, & Chermack, 2003). Scenarios ensure that plans avoid
sub-optimal development paths by exposing negative events that might happen in the future and preparing in
advance how to take care of these. Given what is known and what is unknown about the future of the tourism
workforce this planning method may be well suited when combined with labor market data and existing HRD
planning frameworks.
The limitations of this study need to be recognized when considering the findings. The primary limitations are
related to the study setting in a single U.S. state and the small sample size of executive directors. However, we feel
any potential bias maybe minimal given the total population of these positions, the open-ended qualitative approach
to scanning used in the study, and the need for individuals in this role to be extremely knowledgeable about external
environmental trends and their potential impact to their industry. The unknown accuracy of as-reported labor
market analysis data is an additional limitation. In the present era of external environmental change within the
tourism workforce two things are clear: the old rules regarding recruiting, retaining, and training employees no
longer work, and no one is certain what the new rules will be. Yet, numerous quotes support the need to envision
then plan for the future. “The future is not inevitable. We can influence it, if we know what we want it
to be” (Handy, 1989).
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