Академический Документы
Профессиональный Документы
Культура Документы
Wanda M. Costen, Misty M. Johanson & Donetta K. Poisson (2010) Journal oh Human Resources in Hospitality & Tourism, 9:2, 131-141
GRADE / SCORE
87
Content
Introduction
Understanding the Facets of Employee Development Recognizing the Value in Development and the Perceived Investment Employee Development Strategies that Work Conclusion
INTRODUCTION
This reports is designed:
to provide industry with information about the many facets of employee development relevant today to reveal the value and perceived investment placed on employee development programs and activities to discuss the successful strategies hospitality organizations use to develop employees into quality managers
INTRODUCTION
One of the most critical assets of any hospitality operation is Employee, they determine the quality of customer service delivered, which in turn has an impact on the organizations profitability (Baydoun, Rose & Emperado, 2001) The quality of the front line managers impacts the success of organizations service delivery, customer and employee satisfaction and ultimately, the overall profitability of the entire organization. Estimated turnover rates statistic between 2005 and 2007: - In the foodservice industry at 114% (Papaleo, 2007) - Over 65% in the lodging industry (Meyers, 2005) Management turnover in the foodservice industry was positively related to hourly employee turnover, indicating that as managers leave a company, so do frontline employee (Kacmar, Andrews, Van Rooy, Steilberg and Cerrone, 2006)
INTRODUCTION
Barsky & McDougal, 2007 Enz and Siguaw, 2000
Top hospitality companies are more focusing on recruitment and retention efforts on promotion from within
Found that high-performing hospitality companies that were known for their progressive human resources practices had leadership development programs, they were designed to help entry-level managers move into the general manager ranks.
Recruitment and retention strategies in Hospitality are being refocused in promotion within to combat quality labor issues, many top hospitality organizations, known for their efforts & excellence in employee relations, are implementing development programs based on inadequate and incomplete assessments, and without managerial accountability
are intended to provide employees with new skills, knowledge or abilities in order to prepare them for positions with increased duties, responsibilities, power and authority is essential in order for learning tasks to be classified as employee development which can also include applying old knowledge and skills in new ways are focused on new learning opportunities and result in true employee growth by helping the employee develop the confidence and ability to engage in more complex and challenging job tasks involves identifying developmental goals, determining how to best accomplish those goals and evaluating the results
Maurer et al, Employee 2002; Tanksy development & Cohen, 2001 activities
By implementing new development programs, organizations are benefiting from engaged and emotionally-connected work teams comprised of dedicated workers, who are advocates for their company (Barsky & McDougal, 2007)
There is evidence to suggest that employees value the development opportunities provided by their employers.
CONCLUSION
In order to be successful in todays challenging economic environment, hospitality organizations must demonstrate a commitment to helping their employees learn and develop new skills. This is essential if organizations hope to increase retention and create career growth by promoting from within (Lee & Bruvold, 2003) A firms investment in employee development affects an employees commitment to the organization, which may benefit both the company and the employee (Ichnowski, Shaw & Prennushi, 1997) Therefore, the development programs that the organization invested in the employees is really worth a lot for both parties. With no doubt, the employee will be loyal to the organization because they get the benefit from the development program that the organization invested on them.