- The document examines the role of the hotel industry in human resource development in Calabar, Nigeria.
- It finds that the hotel industry has provided training to over 200 staff, with three-star hotels providing the majority (56.5%) of training. The most common types of training were on-the-job training and training in hotel service and administration.
- The hotel industry pays taxes to the government, which are used for human resource development initiatives like scholarships and employment. Tax revenues paid by the hotel industry to the government fluctuated over the period studied, ranging from $22-40 million annually.
This document summarizes a research article that examines the gap between the competencies expected of hospitality graduates by the industry versus what is perceived. The study was conducted in Egypt and used a questionnaire to collect data from 280 hotel managers. The results identified five key competency groups required by the industry: transferable competencies, professional competencies, generic competencies, analytical skills, and conceptual skills. The study found that industry expectations of graduates are higher than their perceptions. It concludes that hospitality education needs to better align with industry needs to ensure graduates have the required competencies.
1. The document discusses a study that examines the effects of mobile hotel applications (MHA) on customer behavioral intentions to reuse and revisit hotels.
2. The study develops a framework combining the Technology Acceptance Model (TAM) with the antecedents of memorable experience, customer satisfaction, and behavioral intention.
3. The results of the study of 204 customers who used hotel mobile apps revealed that perceived usefulness of MHAs positively impacts memorable experiences, which in turn boosts customer satisfaction and behavioral intention to reuse the app and revisit the hotel.
This document summarizes a study on factors affecting job performance of entry-level staff in three-star hotels in Egypt. The study explored six factors: managerial standards, commitment, training and development, empowerment, promotion fairness, and salaries/compensation. The findings showed that gender and work experience had some influence on how certain factors affected performance. Being male significantly influenced commitment, empowerment, promotion justice, and salaries/compensation as factors. Being female significantly influenced promotion justice, commitment, and salaries/compensation as factors. Work experience had no significant influence. The study concluded that training, empowerment, and salaries/compensation had a partial effect on performance, while other factors had no effect.
This study examined the impact of leadership style on employee job satisfaction in the hospitality industry. A survey of 300 hospitality employees found:
1) Transactional, transformational, and laissez-faire leadership styles had a significant positive relationship with employee job satisfaction, while the autocratic style had a negative relationship.
2) Factors like empowerment, promotion opportunities, fair pay and rewards, and performance evaluations were important for job satisfaction.
3) Leadership style significantly influenced job satisfaction levels, so implementing the right leadership approach can enhance satisfaction and reduce turnover in the hospitality sector.
In an increasingly competitive employment arena (1)Anamika Sengupta
1) The document discusses the hospitality industry as one of the fastest growing sectors of the economy that offers many opportunities. It covers the diverse segments of the industry and the growth in jobs projected over the coming decades.
2) It emphasizes the importance of African Americans preparing for careers in this industry through college degrees in hospitality management and gaining hands-on experience through internships and mentorships.
3) Successful careers in hospitality require flexibility, strong customer service and business skills, which can be developed through education and experience opportunities while still a student.
An Ethnographic Excursion to Orumba: A Preliminary Report on Ufuma Cave and I...iosrjce
IOSR Journal of Humanities and Social Science is a double blind peer reviewed International Journal edited by International Organization of Scientific Research (IOSR).The Journal provides a common forum where all aspects of humanities and social sciences are presented. IOSR-JHSS publishes original papers, review papers, conceptual framework, analytical and simulation models, case studies, empirical research, technical notes etc.
This document summarizes a research article that studied the relationship between casino employees' demographic variables and their quality of work life (QWL) domains. It found that most casino employees were young females who expect to work elsewhere in 5 years, and do not smoke, drink, or gamble. It analyzed correlations between gender, smoking/drinking habits, and QWL domains like economic status, family, esteem, and commitment. For example, it found drinking was negatively related to economic/family QWL and commitment. The study contributes to limited research on QWL for casino employees and can help casinos better manage their diverse workforces.
Assessment of performance appraisal techniques by small and medium size hotel...Alexander Decker
- The document discusses a study that assessed performance appraisal techniques used by small and medium-sized hotels in Ghana.
- The study found that performance appraisal was mainly done on a daily basis and was used for individual discussions of employee concerns and training needs.
- Hotels tended to use low-cost, less time-intensive human resource practices instead of more sophisticated approaches due to their size.
This document summarizes a research article that examines the gap between the competencies expected of hospitality graduates by the industry versus what is perceived. The study was conducted in Egypt and used a questionnaire to collect data from 280 hotel managers. The results identified five key competency groups required by the industry: transferable competencies, professional competencies, generic competencies, analytical skills, and conceptual skills. The study found that industry expectations of graduates are higher than their perceptions. It concludes that hospitality education needs to better align with industry needs to ensure graduates have the required competencies.
1. The document discusses a study that examines the effects of mobile hotel applications (MHA) on customer behavioral intentions to reuse and revisit hotels.
2. The study develops a framework combining the Technology Acceptance Model (TAM) with the antecedents of memorable experience, customer satisfaction, and behavioral intention.
3. The results of the study of 204 customers who used hotel mobile apps revealed that perceived usefulness of MHAs positively impacts memorable experiences, which in turn boosts customer satisfaction and behavioral intention to reuse the app and revisit the hotel.
This document summarizes a study on factors affecting job performance of entry-level staff in three-star hotels in Egypt. The study explored six factors: managerial standards, commitment, training and development, empowerment, promotion fairness, and salaries/compensation. The findings showed that gender and work experience had some influence on how certain factors affected performance. Being male significantly influenced commitment, empowerment, promotion justice, and salaries/compensation as factors. Being female significantly influenced promotion justice, commitment, and salaries/compensation as factors. Work experience had no significant influence. The study concluded that training, empowerment, and salaries/compensation had a partial effect on performance, while other factors had no effect.
This study examined the impact of leadership style on employee job satisfaction in the hospitality industry. A survey of 300 hospitality employees found:
1) Transactional, transformational, and laissez-faire leadership styles had a significant positive relationship with employee job satisfaction, while the autocratic style had a negative relationship.
2) Factors like empowerment, promotion opportunities, fair pay and rewards, and performance evaluations were important for job satisfaction.
3) Leadership style significantly influenced job satisfaction levels, so implementing the right leadership approach can enhance satisfaction and reduce turnover in the hospitality sector.
In an increasingly competitive employment arena (1)Anamika Sengupta
1) The document discusses the hospitality industry as one of the fastest growing sectors of the economy that offers many opportunities. It covers the diverse segments of the industry and the growth in jobs projected over the coming decades.
2) It emphasizes the importance of African Americans preparing for careers in this industry through college degrees in hospitality management and gaining hands-on experience through internships and mentorships.
3) Successful careers in hospitality require flexibility, strong customer service and business skills, which can be developed through education and experience opportunities while still a student.
An Ethnographic Excursion to Orumba: A Preliminary Report on Ufuma Cave and I...iosrjce
IOSR Journal of Humanities and Social Science is a double blind peer reviewed International Journal edited by International Organization of Scientific Research (IOSR).The Journal provides a common forum where all aspects of humanities and social sciences are presented. IOSR-JHSS publishes original papers, review papers, conceptual framework, analytical and simulation models, case studies, empirical research, technical notes etc.
This document summarizes a research article that studied the relationship between casino employees' demographic variables and their quality of work life (QWL) domains. It found that most casino employees were young females who expect to work elsewhere in 5 years, and do not smoke, drink, or gamble. It analyzed correlations between gender, smoking/drinking habits, and QWL domains like economic status, family, esteem, and commitment. For example, it found drinking was negatively related to economic/family QWL and commitment. The study contributes to limited research on QWL for casino employees and can help casinos better manage their diverse workforces.
Assessment of performance appraisal techniques by small and medium size hotel...Alexander Decker
- The document discusses a study that assessed performance appraisal techniques used by small and medium-sized hotels in Ghana.
- The study found that performance appraisal was mainly done on a daily basis and was used for individual discussions of employee concerns and training needs.
- Hotels tended to use low-cost, less time-intensive human resource practices instead of more sophisticated approaches due to their size.
This document summarizes a study on talent management practices in major South African hotel groups. The study found that while the hotel groups applied many talent management principles, some problems remained. Talent management is important for the hospitality industry as it is people-focused. The success of organizations depends on employee commitment and contribution. Effective talent management involves sourcing, selecting, onboarding, retaining, developing, deploying, and renewing employees. It requires formal processes and strong leadership to translate into value-based behavior.
Human resource management practices by small and medium size hotels in centra...Alexander Decker
This document summarizes a study on human resource management practices of small and medium hotels in Central Ayawaso, Ghana. The study investigated recruitment and selection practices. It found that managers mainly use word-of-mouth recruitment and selection involves practical tests and interviews. In summary, the hotels use low-cost and time-efficient HRM practices instead of more sophisticated options due to their size.
The document discusses contemporary tourism and issues facing the tourism industry, including human resource challenges. It covers topics like destination marketing, managing tourism knowledge, measuring the tourism sector, and the objectives and conclusions of studying tourism human resources. Key points addressed are the need to better utilize tourism workers' potential through training, developing human resources, and improving organizational culture to enhance productivity and job satisfaction.
This document discusses current and future trends in the tourism and hospitality industry. It identifies several key trends, including globalization leading to increased international travel, a focus on safety and security in light of terrorist attacks, and increasing diversity among both employees and guests in the industry. The hospitality industry employs millions of people globally and is continuing to grow in employment. For businesses in the industry to be successful, the document emphasizes providing outstanding customer service and focusing on guest satisfaction. Attention to trends, diversity, and quality service are important for the continued success of the tourism and hospitality sector.
An Analysis of The Retention of Trained Employees of The Food and Beverage Se...ijtsrd
Hospitality means the relationship process between a guest and a host, and it also refers to the act or practice of being hospitable, that is, the reception and entertainment of guests, visitors, or strangers, with liberality and goodwill. Hospitality frequently refers to the hospitality industry jobs for hotels, restaurants, casinos, catering, resorts, clubs and any other service position that deals with tourists. The study assessed the factors that determine for higher rates of labour turnover in the food and beverage sector of the hotel industry in Sri Lanka both costal and up country locations across. The study is to examine the rate of turnover, identify factors accounting for it and suggest solutions to address them. Outstanding star graded hotels in the study area were selected. Purposive sampling technique was used to select 100 management and staff graded employees who are willing to respond to the questionnaire. The objective of the study is to find the core reasons why employees leave hotels, especially in the food and beverage department Kitchen and Restaurant departments . What are the measures the organization can follow to retain these employees and how to turn over can be reduced C L De Silva | Dr. S Perera "An Analysis of The Retention of Trained Employees of The Food and Beverage Sector in The Hotel Industry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd37915.pdf Paper URL : https://www.ijtsrd.com/management/hrm-and-retail-business/37915/an-analysis-of-the-retention-of-trained-employees-of-the-food-and-beverage-sector-in-the-hotel-industry/c-l-de-silva
A Study on Marketing Mix of Hospitality Industry.pdfKathryn Patel
This document provides an abstract for a study on the marketing mix of the hospitality industry in India. It discusses how the hospitality industry, including hotels, hostels, and restaurants, has grown significantly in India in recent years, supported by government initiatives. The study aims to examine aspects of the marketing mix that can be improved to increase customer satisfaction and loyalty for the hospitality sector. It provides a literature review on previous research conducted on factors influencing customer satisfaction in the hospitality industry, such as facilities, services, image, and innovation.
Mini project on motel araam , AthirapallyAbid Mohemmed
This document provides an overview of tourism and the hospitality industry in Kerala, India. It discusses how tourism has grown in Kerala due to its unique culture, traditions and natural attractions. The KTDC plays a major role in developing tourism infrastructure and facilities in the state. It operates many hotels, motels and resorts across Kerala, including Motel Araam near Athirapally waterfalls. The document outlines the objectives and methodology of studying Motel Araam to examine its SWOT analysis and identify areas for improvement. It also provides context on tourism and hospitality concepts, the roles they play in the economy, and classification systems for accommodation types.
Cultural diversity for hospitality and tourisim industryStudsPlanet.com
This document discusses the development of cultural diversity training programs for the hospitality and tourism industries in South Africa. It notes that a diverse workforce is important to effectively serve global customers, but can also lead to challenges that must be carefully managed. The author conducted a literature review and interviewed industry enterprises to better understand how cultural diversity is currently managed. The document recommends that multicultural diversity training be viewed as critical for business success in South Africa's diverse society. It suggests methods for assessing needs and developing training programs to promote respect and tolerance between employees from different cultural backgrounds.
UNLV Management Role of Facilities Management Questions.docxwrite5
The document discusses the roles and competencies required of facilities managers in the hotel industry. It identifies 20 significant facilities management roles in hotels, with maintaining preventive maintenance schedules being the most important. The document also examines the interconnectivity between facilities management roles, competencies, and skills needed in hotels. Key competencies for facilities managers include technical skills like building maintenance as well as soft skills like communications and change management.
A Study On Recruitment And Selection Practices At Three Star Hotels In Nashik...Don Dooley
This document summarizes a study on recruitment and selection practices at three-star hotels in Nashik City, India. It analyzes the recruitment process, demographic patterns of recruits, and sources of recruitment. Key findings include that the majority of recruits are male, between 21-40 years old, graduate-educated, and work in food and beverage departments. The study aims to understand recruitment trends and reasons for seeking employment in the hotel industry.
Factors influencing the satisfaction of clients towards guest houses a study ...Alexander Decker
The document discusses a study on factors influencing guest satisfaction at guest houses in Khagrachari District, Bangladesh. Researchers surveyed 207 guests and used factor analysis to identify three key factors: 1) Services (e.g. water, restaurants, lobbies), which had the strongest influence on satisfaction. 2) Value Added Services (e.g. cleanliness, prices, amenities). 3) Reservation System (e.g. ease of booking, check-in/out). The study aims to help guest houses improve satisfaction by focusing on these important factors.
The spatial analysis of hotel strata and rate of tourists inflow in the hotel...Alexander Decker
This document summarizes a research study on the spatial analysis of hotel strata and tourist inflow rates in Calabar, Nigeria. The study categorized 123 hotels based on their facilities and services. It analyzed the distribution of hotels across wards in two local government areas and measured tourist numbers at each hotel using registration forms. The study found that most hotels were located in the city center, consistent with location theories. It also found variation in hotel numbers and tourist inflow rates between locations. Proper planning is needed to avoid overconcentration of hotels in any one area.
Assignment 1: Employee Turnover
Nowadays, the articulation "luxury" has been manhandled and is gradually losing its one of a kind centrality. Luxury lodgings are those sorts of hotels which are used by travelers and different people who require lifted desires for services. In this inn, guests pay a ton of money and they, consequently, expect an abnormal state of accommodation in everything going from the lodgings, the toilets, nature of food and diverse things arranged in an exorbitant inn. Exploration and the travel industry is the genuine driving reason behind lavish inns wherever all throughout the world. Similarly, the improvement of towns and adventures has provoked the establishment and movement of the lodging part. The investigation of people in different parts of the world has propelled a general advancement of awesome eateries on the planet today. Extended interest, compensation and the longing for the liberal lifestyle have moreover strongly affected the lavish inn segment. This paper endeavors to give the purposes behind high representative turnover in the hotel segment and measures.
High employee turnover is a critical concern affecting the hotel business in all parts of the world. Lavish lodgings fall in the administration ventures and along these lines needs to put expansive interests in staffing to keep up and get a better than average high ground over other aggressive associations in the zone. The accomplishment of Luxury lodging has been constrained by the associations between its workers and the guests. The lavish inn industry asks for high speculation concerning human work to accomplish an astounding upper hand (Kim, Song & Lee, 2016). Be that as it may, the rate at which laborers move to various vocations is high.
Staff positions in sumptuous inns contradict relying on the sort of the eating house. The specialist's zone unit delegated management, visitor services, and subordinate laborers. The administration specialists incorporate the supervisors of the secretaries. Visitor services area unit the laborers of United Nations organization offer services to the customers simply like the waiters/waitress and in this manner the housekeepers and subsequently the room attendees. In conclusion, the subordinate laborers incorporate the cleaners, landscapers, handymen among others. The director's area unit is at risk for coordination, staffing, sorting out and guaranteeing exercises of the building region unit running. Servants are the organization part and area unit responsible for right designation and the board of building rooms and lodgings. The work division comprises of the principal residential, associates, house organization individuals, and chaperons. The chaperons clean the rooms and confirm that visitors get the correct consideration. Clerk's area unit is subject for taking the cash and giving out receipts. They, in this way, encouraging overseas are the budgetary parts of the association. The receptionists.
This document discusses using business coaching as an education tool to help micro and small tourism enterprises (MSEs) adopt more sustainable business practices. It argues that MSEs face barriers to sustainability and need targeted support. Business coaching provides a participatory learning method through one-on-one guidance to help MSEs integrate economic, environmental, and social concepts into their core operations. The chapter explores how coaching can help MSEs achieve the triple bottom line of sustainability and examines practical guidelines for implementing coaching programs for tourism MSEs.
Hotels which purely operate with a commercial business purpose consider the customer is the king!’ And, if we believe this it is also important to know how to make them happy. Recent days customers expect lot of good services more than their expectations Hence, it is mandatory that employees approach and interaction with the guests play a predominant role in the satisfaction and retention of them. The study focused on identifying the customers’ perception towards the laundry and bar services that are provided by the leading star hotels in Salem city, Tamilnadu, South India from the 300 customers who had stayed in the said hotels. Descriptive research design with exploratory approach and non-scientific sampling method with purposive sampling technique was used in this study to get the actual perception of the customers. Concrete suggestions and measures to be implemented are suggested.
Thrust areas of knowledge management in hospitality industryIAEME Publication
This document discusses knowledge management in the hospitality industry. It argues that knowledge management is important for hotels to improve service quality and maintain a competitive advantage, especially considering factors like high employee turnover. It identifies different types of knowledge relevant to hotels, including task-specific knowledge, task-related knowledge, transactive memory, and guest-related knowledge. The document also discusses knowledge management strategies for hotels, including whether to focus on shared or distributed knowledge, and personalization or codification of knowledge transfer. It concludes that hotels should focus on both shared and distributed knowledge and aim to improve their ability to integrate customer knowledge.
A career in hotel and restaurant management involves taking on responsibilities like overseeing all daily operations, hiring and managing staff, ensuring high standards of service and cleanliness are maintained, and controlling budgets and inventory. It requires strong communication, organizational and problem-solving skills. While it involves long hours and high stress at times, it can be very rewarding to be in charge of an establishment and provide a positive experience for customers.
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.
This study aimed to investigate the impact of mobile phone, land phone and internet (ICTs) on sales, market performance, room occupancy, profitability and credit facilities in the hospitality sector of tourism in the tourist city of Livingstone in Zambia. The study used multiple regression models to find out the relationship between dependent and independent variables. The study found that there was positive impact of ICTs usage on sales, marketing performance, room occupancy, profitability and credit facilities. The study found negative relationship between internet and profitability of the firm due to higher costs of internet access. The study suggested that the firms should work together as a pool to reduce internet costs, such as, the use of trivago.co.zm; booking.co.zm; hotels.com; agoda.com; expedia.com; etc.
Abnormalities of hormones and inflammatory cytokines in women affected with p...Alexander Decker
Women with polycystic ovary syndrome (PCOS) have elevated levels of hormones like luteinizing hormone and testosterone, as well as higher levels of insulin and insulin resistance compared to healthy women. They also have increased levels of inflammatory markers like C-reactive protein, interleukin-6, and leptin. This study found these abnormalities in the hormones and inflammatory cytokines of women with PCOS ages 23-40, indicating that hormone imbalances associated with insulin resistance and elevated inflammatory markers may worsen infertility in women with PCOS.
This document summarizes a study on talent management practices in major South African hotel groups. The study found that while the hotel groups applied many talent management principles, some problems remained. Talent management is important for the hospitality industry as it is people-focused. The success of organizations depends on employee commitment and contribution. Effective talent management involves sourcing, selecting, onboarding, retaining, developing, deploying, and renewing employees. It requires formal processes and strong leadership to translate into value-based behavior.
Human resource management practices by small and medium size hotels in centra...Alexander Decker
This document summarizes a study on human resource management practices of small and medium hotels in Central Ayawaso, Ghana. The study investigated recruitment and selection practices. It found that managers mainly use word-of-mouth recruitment and selection involves practical tests and interviews. In summary, the hotels use low-cost and time-efficient HRM practices instead of more sophisticated options due to their size.
The document discusses contemporary tourism and issues facing the tourism industry, including human resource challenges. It covers topics like destination marketing, managing tourism knowledge, measuring the tourism sector, and the objectives and conclusions of studying tourism human resources. Key points addressed are the need to better utilize tourism workers' potential through training, developing human resources, and improving organizational culture to enhance productivity and job satisfaction.
This document discusses current and future trends in the tourism and hospitality industry. It identifies several key trends, including globalization leading to increased international travel, a focus on safety and security in light of terrorist attacks, and increasing diversity among both employees and guests in the industry. The hospitality industry employs millions of people globally and is continuing to grow in employment. For businesses in the industry to be successful, the document emphasizes providing outstanding customer service and focusing on guest satisfaction. Attention to trends, diversity, and quality service are important for the continued success of the tourism and hospitality sector.
An Analysis of The Retention of Trained Employees of The Food and Beverage Se...ijtsrd
Hospitality means the relationship process between a guest and a host, and it also refers to the act or practice of being hospitable, that is, the reception and entertainment of guests, visitors, or strangers, with liberality and goodwill. Hospitality frequently refers to the hospitality industry jobs for hotels, restaurants, casinos, catering, resorts, clubs and any other service position that deals with tourists. The study assessed the factors that determine for higher rates of labour turnover in the food and beverage sector of the hotel industry in Sri Lanka both costal and up country locations across. The study is to examine the rate of turnover, identify factors accounting for it and suggest solutions to address them. Outstanding star graded hotels in the study area were selected. Purposive sampling technique was used to select 100 management and staff graded employees who are willing to respond to the questionnaire. The objective of the study is to find the core reasons why employees leave hotels, especially in the food and beverage department Kitchen and Restaurant departments . What are the measures the organization can follow to retain these employees and how to turn over can be reduced C L De Silva | Dr. S Perera "An Analysis of The Retention of Trained Employees of The Food and Beverage Sector in The Hotel Industry" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-1 , December 2020, URL: https://www.ijtsrd.com/papers/ijtsrd37915.pdf Paper URL : https://www.ijtsrd.com/management/hrm-and-retail-business/37915/an-analysis-of-the-retention-of-trained-employees-of-the-food-and-beverage-sector-in-the-hotel-industry/c-l-de-silva
A Study on Marketing Mix of Hospitality Industry.pdfKathryn Patel
This document provides an abstract for a study on the marketing mix of the hospitality industry in India. It discusses how the hospitality industry, including hotels, hostels, and restaurants, has grown significantly in India in recent years, supported by government initiatives. The study aims to examine aspects of the marketing mix that can be improved to increase customer satisfaction and loyalty for the hospitality sector. It provides a literature review on previous research conducted on factors influencing customer satisfaction in the hospitality industry, such as facilities, services, image, and innovation.
Mini project on motel araam , AthirapallyAbid Mohemmed
This document provides an overview of tourism and the hospitality industry in Kerala, India. It discusses how tourism has grown in Kerala due to its unique culture, traditions and natural attractions. The KTDC plays a major role in developing tourism infrastructure and facilities in the state. It operates many hotels, motels and resorts across Kerala, including Motel Araam near Athirapally waterfalls. The document outlines the objectives and methodology of studying Motel Araam to examine its SWOT analysis and identify areas for improvement. It also provides context on tourism and hospitality concepts, the roles they play in the economy, and classification systems for accommodation types.
Cultural diversity for hospitality and tourisim industryStudsPlanet.com
This document discusses the development of cultural diversity training programs for the hospitality and tourism industries in South Africa. It notes that a diverse workforce is important to effectively serve global customers, but can also lead to challenges that must be carefully managed. The author conducted a literature review and interviewed industry enterprises to better understand how cultural diversity is currently managed. The document recommends that multicultural diversity training be viewed as critical for business success in South Africa's diverse society. It suggests methods for assessing needs and developing training programs to promote respect and tolerance between employees from different cultural backgrounds.
UNLV Management Role of Facilities Management Questions.docxwrite5
The document discusses the roles and competencies required of facilities managers in the hotel industry. It identifies 20 significant facilities management roles in hotels, with maintaining preventive maintenance schedules being the most important. The document also examines the interconnectivity between facilities management roles, competencies, and skills needed in hotels. Key competencies for facilities managers include technical skills like building maintenance as well as soft skills like communications and change management.
A Study On Recruitment And Selection Practices At Three Star Hotels In Nashik...Don Dooley
This document summarizes a study on recruitment and selection practices at three-star hotels in Nashik City, India. It analyzes the recruitment process, demographic patterns of recruits, and sources of recruitment. Key findings include that the majority of recruits are male, between 21-40 years old, graduate-educated, and work in food and beverage departments. The study aims to understand recruitment trends and reasons for seeking employment in the hotel industry.
Factors influencing the satisfaction of clients towards guest houses a study ...Alexander Decker
The document discusses a study on factors influencing guest satisfaction at guest houses in Khagrachari District, Bangladesh. Researchers surveyed 207 guests and used factor analysis to identify three key factors: 1) Services (e.g. water, restaurants, lobbies), which had the strongest influence on satisfaction. 2) Value Added Services (e.g. cleanliness, prices, amenities). 3) Reservation System (e.g. ease of booking, check-in/out). The study aims to help guest houses improve satisfaction by focusing on these important factors.
The spatial analysis of hotel strata and rate of tourists inflow in the hotel...Alexander Decker
This document summarizes a research study on the spatial analysis of hotel strata and tourist inflow rates in Calabar, Nigeria. The study categorized 123 hotels based on their facilities and services. It analyzed the distribution of hotels across wards in two local government areas and measured tourist numbers at each hotel using registration forms. The study found that most hotels were located in the city center, consistent with location theories. It also found variation in hotel numbers and tourist inflow rates between locations. Proper planning is needed to avoid overconcentration of hotels in any one area.
Assignment 1: Employee Turnover
Nowadays, the articulation "luxury" has been manhandled and is gradually losing its one of a kind centrality. Luxury lodgings are those sorts of hotels which are used by travelers and different people who require lifted desires for services. In this inn, guests pay a ton of money and they, consequently, expect an abnormal state of accommodation in everything going from the lodgings, the toilets, nature of food and diverse things arranged in an exorbitant inn. Exploration and the travel industry is the genuine driving reason behind lavish inns wherever all throughout the world. Similarly, the improvement of towns and adventures has provoked the establishment and movement of the lodging part. The investigation of people in different parts of the world has propelled a general advancement of awesome eateries on the planet today. Extended interest, compensation and the longing for the liberal lifestyle have moreover strongly affected the lavish inn segment. This paper endeavors to give the purposes behind high representative turnover in the hotel segment and measures.
High employee turnover is a critical concern affecting the hotel business in all parts of the world. Lavish lodgings fall in the administration ventures and along these lines needs to put expansive interests in staffing to keep up and get a better than average high ground over other aggressive associations in the zone. The accomplishment of Luxury lodging has been constrained by the associations between its workers and the guests. The lavish inn industry asks for high speculation concerning human work to accomplish an astounding upper hand (Kim, Song & Lee, 2016). Be that as it may, the rate at which laborers move to various vocations is high.
Staff positions in sumptuous inns contradict relying on the sort of the eating house. The specialist's zone unit delegated management, visitor services, and subordinate laborers. The administration specialists incorporate the supervisors of the secretaries. Visitor services area unit the laborers of United Nations organization offer services to the customers simply like the waiters/waitress and in this manner the housekeepers and subsequently the room attendees. In conclusion, the subordinate laborers incorporate the cleaners, landscapers, handymen among others. The director's area unit is at risk for coordination, staffing, sorting out and guaranteeing exercises of the building region unit running. Servants are the organization part and area unit responsible for right designation and the board of building rooms and lodgings. The work division comprises of the principal residential, associates, house organization individuals, and chaperons. The chaperons clean the rooms and confirm that visitors get the correct consideration. Clerk's area unit is subject for taking the cash and giving out receipts. They, in this way, encouraging overseas are the budgetary parts of the association. The receptionists.
This document discusses using business coaching as an education tool to help micro and small tourism enterprises (MSEs) adopt more sustainable business practices. It argues that MSEs face barriers to sustainability and need targeted support. Business coaching provides a participatory learning method through one-on-one guidance to help MSEs integrate economic, environmental, and social concepts into their core operations. The chapter explores how coaching can help MSEs achieve the triple bottom line of sustainability and examines practical guidelines for implementing coaching programs for tourism MSEs.
Hotels which purely operate with a commercial business purpose consider the customer is the king!’ And, if we believe this it is also important to know how to make them happy. Recent days customers expect lot of good services more than their expectations Hence, it is mandatory that employees approach and interaction with the guests play a predominant role in the satisfaction and retention of them. The study focused on identifying the customers’ perception towards the laundry and bar services that are provided by the leading star hotels in Salem city, Tamilnadu, South India from the 300 customers who had stayed in the said hotels. Descriptive research design with exploratory approach and non-scientific sampling method with purposive sampling technique was used in this study to get the actual perception of the customers. Concrete suggestions and measures to be implemented are suggested.
Thrust areas of knowledge management in hospitality industryIAEME Publication
This document discusses knowledge management in the hospitality industry. It argues that knowledge management is important for hotels to improve service quality and maintain a competitive advantage, especially considering factors like high employee turnover. It identifies different types of knowledge relevant to hotels, including task-specific knowledge, task-related knowledge, transactive memory, and guest-related knowledge. The document also discusses knowledge management strategies for hotels, including whether to focus on shared or distributed knowledge, and personalization or codification of knowledge transfer. It concludes that hotels should focus on both shared and distributed knowledge and aim to improve their ability to integrate customer knowledge.
A career in hotel and restaurant management involves taking on responsibilities like overseeing all daily operations, hiring and managing staff, ensuring high standards of service and cleanliness are maintained, and controlling budgets and inventory. It requires strong communication, organizational and problem-solving skills. While it involves long hours and high stress at times, it can be very rewarding to be in charge of an establishment and provide a positive experience for customers.
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.
This study aimed to investigate the impact of mobile phone, land phone and internet (ICTs) on sales, market performance, room occupancy, profitability and credit facilities in the hospitality sector of tourism in the tourist city of Livingstone in Zambia. The study used multiple regression models to find out the relationship between dependent and independent variables. The study found that there was positive impact of ICTs usage on sales, marketing performance, room occupancy, profitability and credit facilities. The study found negative relationship between internet and profitability of the firm due to higher costs of internet access. The study suggested that the firms should work together as a pool to reduce internet costs, such as, the use of trivago.co.zm; booking.co.zm; hotels.com; agoda.com; expedia.com; etc.
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The catalytic role of hotel industry in human resource development in calabar, nigeria
1. Research on Humanities and Social Sciences www.iiste.org
ISSN 2222-1719 (Paper) ISSN 2222-2863 (Online)
Vol.3, No.11, 2013
106
The Catalytic Role of Hotel Industry in Human Resource
Development in Calabar, Nigeria
1
Otu, Judith. E, 1
Itam V. Abang, 1
Emeka Josephat.O, 2
Eja, Eja .I.
1
Department of Sociology, University of Calabar, Cross River State, Nigeria.
Email:jeseme03@yahoo.com
2Department of Geography and Environmental science, University of Calabar , Nigeria. Email:
ejaiwara43@gmail.com.
Abstract
This paper attempt to examine the role of hotel industry in human resource development in Calabar. Information
on the types of human resource development offered by the hotel industry were obtained in the various
categories of hotels. However, information such as staff training, tax to government, employment, monthly
remuneration to staff which were variables used to model the role of hotel in human resource development were
obtained from the various hotels. The socio-economic characteristics of the staff were obtained using
questionnaires. However, findings revealed that the hotel industry has contributed to human resource
development in Calabar as evidenced in the number of staff trained, annually tax remittance to government by
the hotel industry for human resource development which was confirmed in the tested hypothesis with a high
calculated value. Therefore, adequate measures must be put in place if really the hotel industry must play a
catalytic role in human resource development in Calabar.
Keywords: Catalytic, Development, Hotel Human resources, Industry
Introduction
In recent times, there is a rapid change in order to catch up the races, making the best use of the
personnel’s abilities became of tremendous significance in any organization, it is on this note that human
resource development needs to be carefully considered and implemented in any organization. So as the
organization to be able to meet with the implications of globalization, technology changes, workforce diversity,
changing skill which are capable either to collapse or ensure effective organizational process (Farhad, 2007).
Today, staff training is one of the important aspects of human resource development that has aided the
effective functioning of any organization in the world, just like the popular quotation, “Give a person a fish and
yam feed him for a day (McClelland, 2002). The development of the hotel industry has been rapid and wide
spread in the last half century. Hotel business is important service industry in most countries of the world,
especially those attracting a large tourist trade. The industry is making heavy investment in new facilities for
already existing hotels , including more parking areas, swimming pools and more new buildings with larger
guest rooms being constructed. Accordingly, Gray and Liquor (2004), in their attempt to provide a definition of
hotel opined that the word hotel is derived from the French word meaning host, which referred to a French
version of a “town house” or any other building seeing frequent visitors, rather than a place offering
accommodation. In recent times, the World Tourism Organization (WTO, 1998) estimates that the world hotel
room inventory grows by about 2.5 percent per annum. It was observed that in 1999, WTO (1998) estimated
that there were about 12.2 million rooms worldwide. According to World Tourism Organization (WTO)
occupancy rates vary, but they average about 65 percent overall. Baum (2003) in his opinion view hotel as an
establishment that provides paid lodging, usually on a short term basis. He further stresses that the provision of
basic accommodation, in time past consisting only of room with a bed, a cupboard, a small table a washstand
and currently rooms have been replaced with modern facilities, such as “en-suite bathrooms”, air conditioners or
climate control. Constitute a hotel room to include telephone, an alarm, a television , internet connectivity, while
snack foods and drink may be supplied in a mini bar and facilities for making hot drinks. However, the empirical
findings of Armstrong (1992) is based on the fact that the main aim of human resource development in an
organization is to achieve organizational objectives through effective utilization, training and development of the
employees. He further stress that human resource development is targeted to motivate employees and make the
best use of employees’ abilities and potentials in order to increase productivity and economic returns In Nigeria
hotel industry has play a catalytic role in tourism activities and at the same time has aided human capacity
development through employment, training, income and recent generation (Okon, 2006), in Cross River State,
the rate of tourist influx in Calabar has aided the emergence of numerous hotels which has resulted in human
capacity development to service the industry (Larry, 2005). Today, inspite of the high amount of investment
made by both private and government in the hotel industry, the rate of human resource development seem not
to be felt in the state as does employed in the hotel industry still remain in the state of poverty. Besides, majority
of does employed seem not to attained any form of education and even when does that have managed to have
2. Research on Humanities and Social Sciences www.iiste.org
ISSN 2222-1719 (Paper) ISSN 2222-2863 (Online)
Vol.3, No.11, 2013
107
attained formal education, the industry seem not to further exposed them to any training or empowered them so
as to better their standard of living which is the bases of this research to assess the extent to which the hotel
industry has contributed to human resource development in Calabar with specific reference to evaluating the
extent to which the hotel industry in Calabar has aided human resource development through staff, remuneration
to hotel staff, income generation and employment generation.
Methodology
This research is focused on assessing the catalytic role of hotel industry in human resource
development in Calabar, Cross River State. Information were collected using both primary and secondary
sources. However, information on types of human resources development were obtained from each category of
hotel, tax remittance to government for human resource development were obtained from ministry of tourism
bureau while income generation, employment level and remuneration to staff in the hotel industry were obtained
from the various hotel records. More so, the one hundred and twenty seven hotels were selected for this work of
which they were categorized into four categories which include No star, One star, Three star hotel based on the
level of facilities and service delivery of each hotel . Furthermore, seven hundred copies of questionnaire were
administered to staff in the various hotels to captured the socio-economic characteristics of the hotel staff.
Nevertheless, one hypothesis was stated which try to assessed whether or not there was mean variation in the
annual tax remittance of hotel industry to the state government for human resource development in the area.
Literature review
Human resource development has assumed considerable importance in tourism industry as it has been
recognized as contributing overall effectiveness, It is now widely acknowledged that human resources play an
important role of the success of the human resources. Organizations need to utilize their human resources
effectively to provide high quality service to their customers and to improve productivity and hence profitability
In a labor intensive industry such as hospitality, the effective utilization of human resources can give a hotel a
competitive advantage, hotels being understanding, being in front, and being genuine Ross (1995). Total Quality
Management (TQM) has become popular in the hospitality industry (Baldacchini, 1995). Competencies thus
provide the common linking pin which will run through all the HR systems and provide objective data regarding
an individual's behavior. Competency based training focus on imparting specific competencies to perform
present and future role and identification of competencies. Competency based succession planning identifies the
competency requirements for critical roles, asses to candidate's competencies, and evaluates possible job- person
matches. The hotel industry today is a diverse composite of ownership pattern, varying management structures
and which offer a variety of services. However the basic product which is the room-nights remains the same
(Math & Raheja, 2001). The great task and responsibility of Department of Tourism Govt, of India is to develop
and improve the human resource skill and efficiency through providing proper training and guidance (Bhardwai
& Choudhary, 1997). Non-availability of good tourism institutions and the lack of adequate funds are the main
obstacles to improve the quality of human resources in the tourism sector of ASEAN countries (Chib, 1989 to
the fresher and employees to help in improving their expertise and competencies (Negi, 1990). Tourism and
hotel management course is of vital importance in developing right kind of manpower which in turn can make
better planning and bring required professionalism to tourism and hotel industry, (Bhardwaj 2002). Tourism
industry needs educated, well-trained, bright, energetic, multilingual and entrepreneurial skill to manage the
tourism business (Rebecca, 1998), Tourism industry not only provides better career advancement but also
helping quality of work life (QWL) of its people (Dexter, 1995). The hospitality management education system
is a continuous and lifelong process, (Christou, 1999). Three pronged approach to due to sudden change in
many developing countries (Charlotte & Echtner, 1995). Training method and tools in tourism sector are
traditional and outdated, (Harris & Cannon, 1995). The conference report on human resource development of
(Jafar & Turgut, 1994) devised and put into practice "train the trainer" and "educate the educator" programs.
Each company in UK tour operating industry should contemplate the creation of a training package that would
be more comprehensive, structured and based on the needs of individual operators at all levels (Collins, et.al.
1994). It is essential for corporate travel managers to educate themselves and their staffs on an ongoing basis by
attending seminars, reading the trade press materials and meetings other corporate travel managers (James, 1990).
The requirement of skilled and efficient human capital creates a serious threat to the future competitiveness of
the Indian tourism industry (Singh, 1997). Capacity control, Safety and Security, Assets and Capital, Technology
and New management are the driving forces to change the shape of hospitality industry in India (Olson et.al.
2001). However, many researchers have been conducted with respect to tourism and hotel industry in human
resource development but none has x-ray the above issue in the context of Calabar, Cross River State which is
what this work intend to bridge the gap in the literature
3. Research on Humanities and Social Sciences www.iiste.org
ISSN 2222-1719 (Paper) ISSN 2222-2863 (Online)
Vol.3, No.11, 2013
108
Findings
The human resource development
The types of human resource development offered by the hotel industry presented in table 1 revealed
that over two hundred and one staff were trained in the various categories of hotels as a means of human
resource development. It was observed in table 1 that 56.52% hotel staff were trained by three star hotel in
various field followed by two star hotel with a value of 29.48% while one star and no star hotel were on the
least side with a values of 11.3% and 2.64%. However, table 1 indicated that over 23.53% and 22.43% hotel
staff were trained on-the-job and as hotel service and administration while other staff were trained in other
aspect such as apprentice, certificate and language. Nevertheless, table 1 show that out of two thousand one are
manpower provided by the hotel industry, three star has significantly contributed to human resource
development with over one thousand and thirty one staff have undergone several form of training while in the
job
Table 1: Types of human resource development in the hotel industry (2011-2002)
Types of HRD Categorization of hotels and no trained Total Percentage
No star One star Two star Three star
Apprentice 10 20 107 97 234 11.69
Certificate 2 10 95 201 308 15.39
Simulation 1 5 81 97 184 9.19
One-the-job 12 101 51 307 471 23.53
Language 5 25 38 88 156 7.79
Hotel service
and
administration
11 21 143 274 449 22.43
Cross training 12 45 75 67 199 9.94
Total 535 227 590 1131 2001 100
2.64* 11.34 29.48** 56.52***
Source: Field survey, 2012.
The tax remittance by hotel industry
The tax remittances by the hotel industry to government for human resource development presented in
table 2 show that over 81,707,000 income was generated which was used as tax by the state government from
the hotel industry for human resources development in the state. However, it was observed that in 2010 the
hotel industry recorded over N40,063,550, 000 as tax to the state government for human resource development.
Besides, it was also observed that there was a gradual fluctuation in revenue generation from hotel industry by
the state government as evidenced in 2011 and 2012, this could be as a result of low patronage in the hotel
industry which affirmed the empirical findings of (Aniah, 2009) on his investigation of ecotourism patronage in
Cross River State. However, table 2 show that 2009 and 2012 recorded the least tax paid by the hotel industry to
the state government for human resource development in Calabar. It is important to note that the income paid by
the hotel industry to the state government was basically used by the government for scholarship and employment
as a means of human resource development.
Table 2: hotel industry remittances to government as tax for human resource development
2008 2009 2010 2011 2012 Total
3,431,345.00 4,531,251.00 4,901,350.00 3,501,210.00 4,031,211.00 24,012,117.00
3,212,351.00 4,250,734.00 6,051,250.00 4,935,250.00 3,213,250.00 23,171,866.00
6,341,102.00 4,340,815.00 5,821,567.00 6,131,256.00 4,301,357.00 33,376,629.00
5,945,489.00 3,025,347.00 5,987,953.00 5,356,755.00 3,132,242.00 29,579,996.00
5,634,379.00 2,525,234.00 7,946,205.00 4,345,435.00 2,421,534.00 30,113,982.00
5,933,978.00 7,569,959.00 9,353,249.00 6,351,678.00 5,583,398.00 41,452,410.00
30,520,648.00 26,245,243.00 40,063,580.00 30,623,591.00 22,685,100.00 181,707,000.00
Source: Field survey, 2012.
In order to confirm the stated hypothesis which state that there is no significant difference in the annual
remittances of hotel industry income to the state government for human resource development. The result in
table 3 indicates that the calculated F-value of 2.97 greater than the tabulated F-value of 2.49 at .05 level of
significance. This result implied that, the annual remittance from hotel industry significantly varies annually in
Calabar through it variation does not seriously influenced the hotel industry in human resource development in
the area
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Table 3: Analysis of variance of annual remittance of income by the hotel industry
Source of variation SS Df MS F-value
Between group 321E+13 5 6.4218
Within group 1.12E+14 36 3.1005 2.97
Total 1.44E+14 41
Source: Data analysis, 2012.
The estimated income
The estimated income generated by the hotel industry presented in table 4 show that there was high
fluctuation in income generation by the hotel industry between 2008 to 2012. It was observed that in 2008 and
2009 majority of the hotels recorded an annual income of N60,000 to N100,000 which show 27.56% and 30.70%
of the total income generation by the hotel in the two years. More so, the same amount generated fluctuation in
2011 and 2012. Furthermore, it was noticed in table 4 that the rate of income generation reduced drastically in all
the years as evidenced in the number of hotels that generate income up to N360,000 and above as indicated in
the table below which shows a drastic reduction in the income generated by hotel industry.
Table 4: Estimated income generated by hotel industry (2008-2012)
Estimated
income
generation
Annual income generation in hotel industry
2008 % 2008 % 2011 Percentage 2011 Percentage 2012 Percentage
60,000-100,000 35 27.56 39 30.70 26 20.47 38 29.92 15 11.81
110,000-150,00 15 11.81 17 13.38 19 14.96 23 18.11 21 16.53
160,000-
200,000
14 11.02 12 9.44 17 12.39 21 16.63 11 8.66
210,000-
250,000
27 21.36 23 18.11 37 29.13 18 14.17 37 29.43
260,000-
300,000
14 11.02 21 16.53 10 7.87 9 7.08 17 13.38
310,000-
250,000
15 11.81 10 7.87 13 10.24 7 5.51 21 16.53
306,000 and
above
7 5.51 5 3.93 5 3.93 11 8.66 5 3.93
Total 127 100 127 100 127 100 127 100 127 100
Source: Field survey, 2012.
Employment generation in hotel industry
The level employment generated by various categories of hotels show that two thousand eight hundred
and seventy one workforce were employment in the hotel industry between 2011 to 2012 which means that in
2011 over 179% of skilled manpower were employed while 91% were employed in 2012 in the hotel industry.
Accordingly, over 33.65% of unskilled manpower were employed in 2011 while 29.21% unskilled manpower
were recorded by the hotel industry in 2012. More so, the ratio of employment in the hotel industry show that
1.05% of males were employed in 2011 while 87.66% were employed in 2012. However, this indicate that
males were more employed in the hotel industry as compared to females with values of 2011, 34% and 2012
23.34% respectively. This result show that the hotel industry provided more opportunities for males in terms of
human resource development with respect to employment generation in the industry.
Table 5: Employment level in the various categories of hotels
s/n Categorization
of hotels
No. of staff No. of skill No. of Unskilled Sex distribution
2011 2012 2011 2012 2011 2012 2011 2012 2011 2012
1. No star 5578 4401 3399 2201 1179 1134 4406 2205 1172 1103
2. One star 3371 3311 883 771 2288 2273 770 663 3301 2271
3. Two star 228 2265 776 669 2210 2219 881 775 2204 1161
4. Three star 3395 2273 1103 992 2292 2215 993 881 3302 1137
Total 1629 1250 5161
**179
2633
*91
969
33.65
841
29.21
3050
105
25.24
87.66
979
34
672
23.34
Source: Field survey, 2012
Remuneration to hotel staff
The monthly remuneration paid to staff by the various categories of hotels presented in the various
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categories of hotels presented in table 6 show that a minimum of N30,000 was paid to skilled staff as compared
to N24,400 to unskilled staff. Furthermore, a maximum of N34,180 was paid to unskilled staff. Accordingly, it
was also noticed that N108,580 was part of hotel industry contribution in human resource development. This
show that most of the hotel staff have used the remuneration paid to them by the hotel industry to established
other business that enhances their standard of living. However, it was observed that the remuneration provided
by three and two star hotels have contributed significantly in human resource development, this evidence was
reflected in the remuneration paid to their staff which show a value of N37,000, N27,380 as against “No star and
One star” with values N17,900 and N26,399 respectively.
Table 6: Monthly remuneration paid to staff in the various categories of hotels (2011-2012)
Categorizations
of hotels
Minimum
salary paid to
skilled staff
N
Minimum
salary paid to
unskilled staff
N
Maximum
salary paid to
skilled staff
N
Maximum
salary paid to
unskilled staff
N
Total
Remuneration to
staff
No star 4800 3900 5000 4200 17900
One star 7500 5300 8500 5000 26300
Two star 9000 5700 9380 5300 27380
Three star 9000 9500 11300 7200 37000
Total 30300 24400 34180 21700 108580
Source: Field survey, 2012
Socio-economic characteristics of hotel staff in Calabar
The socio-economic characteristics of the hotel staff presented in table 7 indicate that over 53.57% of the staff
employed in the hotel industry where male while 46.54% were female. Furthermore, it was observed that most
of the hotel staff were does that have attended secondary and tertiary institutions as observed in the table with a
value of 42.14% and 57.85% respectively
Besides, majority of the hotel staff are students and traders which show that most of hotel staff are part time
workers and belong to age group of fifteen to thirty years.
Table 7: Socio-economic characteristics of hotel industry in Calabar
s/n Sex Frequency Percentage
A Male 375 53.57
B Female 325 46.42
Total 700 100
s/n Education Frequency Percentage
A Primary school 0 0
B Secondary school 295 42.14
C Tertiary 405 57.85
Total 700 100
s/n Occupation Frequency Percentage
A Traders 269 44
B Unemployed 55 7.86
C Civil servants 308 9.71
D students 68 38.43
Total 700 100
s/n Age (years) Frequency Percentage
A 1-15yrs 28 4
B 15-25yrs 292 41.71
C 25-35yrs 225 32.14
D 35 and above 155 22.14
Total 700 100
Source: Field work, 2012
Recommendations
Today, the growing rate of hotel industry in Calabar has contributed little or not in human resource
development. Therefore, this work recommends the following if the hotel industry must served as a
catalyst for human resource development in Calabar.
The government must reduce the rate of taxation on hotel industry so as to enable the industry
provided the need programme that would enhanced human resource development
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The government and other stakeholders in the industry must provide a framework that would
ensure tourism related activities all year round. This would help hotel industry to maintained a
stability in income generation which will be used in human resource development
The hotel industry must ensure that their staffs are properly trained in hotel management so as to
enable their staff provide the needed services to visitors especially tourists.
The hotel industry must make sure that their staff are well paid. This would help to boost their
sustainability and their well being.
Conclusion
The development and the emergence of hotel industry in Calabar is predicated upon the presents of
tourism potentials and the introduction of the big cultural festival events in Calabar, Cross River state. This study
has shown that the hotel industry has a major role to play in human resource development as evidenced in the
types of training offered by the hotel industry, annual income remittances by the hotel industry to government,
employment generation and the remuneration paid to hotel staff which is used to enhance their wellbeing.
Therefore, all the stakeholders in the industry must provided a framework that would ensure the hotel industry
to provide the needed services to the people
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