Human Resource Strategies for Hospitality Excellence - Driving Employee Retention and Organizational Performance |Book Publisher International

 

The hospitality industry is fundamentally people-centric, with service quality, guest satisfaction, and organisational performance shaped directly through employee–guest interactions. In response to persistent challenges such as high employee turnover, emotional labour, labour shortages, and rapid technological change, Human Resource Strategies for Hospitality Excellence positions Human Resource Management as a strategic capability rather than an administrative function. The book provides an integrated and theory-driven examination of how strategic HR practices contribute to employee retention and sustainable organisational performance in hospitality contexts.

 

The book draws explicitly on established theoretical frameworks, including the Resource-Based View, Job Demands–Resources model, Job Characteristics Model, Service–Profit Chain, Socio-Technical Systems theory, and the Technology Acceptance Model. These perspectives are synthesised to explain the mechanisms through which HR systems, leadership practices, job design, and digital HR technologies influence employee experience, engagement, service behaviour, and performance outcomes. Central themes addressed include employee well-being and experience, technology acceptance in HR systems, ethical and human-centred HRM, workforce flexibility, and strategic talent management.

 

By integrating people, technology, and ethical considerations within a coherent conceptual framework, the book bridges the gap between academic theory and hospitality practice. It offers evidence-based insights for managers and HR professionals while advancing scholarly understanding of strategic HRM in service-intensive environments. The book is intended for postgraduate students, researchers, and industry practitioners seeking a comprehensive and applied understanding of human resource strategies for hospitality excellence.

Author(s) Details

Dr. Mahasweta Ghosh
NSHM, Durgapur, India

 

Please see the book here :- https://doi.org/10.9734/bpi/mono/978-81-999106-2-1

Impact of Technology on HR in MSME | Chapter 1 | Leading the Charge: A Guide to Management, Entrepreneurship and Technology in the Dynamic Business Landscape Edition 1

Human Resources (HR) is very important in any organisation irrespective of sector. The term HR is used because it recognises people as a crucial asset, akin to equipment or supplies, essential for businesses to fulfil their objectives. Among all the resources at their disposal, employees are typically regarded as the most invaluable. Technology is significantly shaping various aspects of modern life, and it has increased the use of tools for HR management. From recruitment to talent management, compliance, payroll, and performance management, basic HR functions are undergoing transformation thanks to technology. Furthermore, emerging technologies are expanding HR's role, focusing more on employee engagement and productivity. This study examines the impact of technology on Human Resources (HR) practices within the Micro, Small, and Medium Enterprises (MSMEs) sector. With the advent of digitalization, MSMEs are increasingly integrating technological solutions into their HR functions to streamline processes, enhance productivity, and improve employee engagement. A descriptive study is conducted on only the secondary data. This paper explores the various ways in which technology, such as HRIS (Human Resource Information Systems), AI (Artificial Intelligence), and data analytics, is reshaping recruitment, training, learning and development, performance management, and employee relations within MSMEs. Additionally, it investigates the challenges and opportunities associated with the adoption of technology in HR practices for MSMEs, considering factors such as cost, skill gaps, and organizational culture. The study highlights the transformative impact of technology on HR practices within MSMEs in Bengaluru.

 

Author (s) Details

 

Yogashree V
Shushruti Institute of Management Studies, India.

 

Please see the book here:- https://doi.org/10.9734/bpi/mono/978-93-48859-98-3/CH1

Assessing Potentials of Game-Perspective at Workplace: A Changing Paradigm for HR Transformation | Chapter 10 | Recent Research Advances in Arts and Social Studies Vol. 7

Dynamism is the bell tone of the present era and workplaces are considered to be the grass-root of the productive outcome and gamification approaches act as a synergy for a progressive future. The literature of the study hovers around workplace satisfaction, meaning workplace, gaming proponents, work dimensions, gamification techniques, aesthetic workplace and skill-centric gamified platform – all aligning towards a holistic gamified workplace for employee wellbeing. The study focuses on exploring the perception level of game concepts and identifying and implementing gamified work environments for present-day business houses. The research design is exploratory in nature through primary and secondary collection methods. The study reveals awareness, preference, understanding, benefits and skill level magnitudes through game-based practices. The paper upholds the playful dimensions in work settings with chords of innovative techniques that potentially pave the way toward organizational excellence.

Author(s) Details:

Partha Naskar,
Personnel & Administrative Reforms Department, Netaji Subhas Administrative Training Institute, Government of West Bengal, Kolkata, India.

Biki Digar,
Department of Commerce, K. D. College of Commerce and General Studies, Midnapore, West Bengal, India.

Samadrita Ghosh,
Department of Commerce, Vidyasagar University, Midnapore, West Bengal, India.

Please see the link here: https://stm.bookpi.org/RRAASS-V7/article/view/14082

Study about Employee Empowerment Strategies for Private Universities Teachers in Punjab, India: Approach For Job Satisfaction| Chapter 3 | Current Aspects in Business, Economics and Finance Vol. 9

 With the presentation of numerous friendly platforms and technical breakthroughs all along this pandemic stage, the teaching fraternity is enduring enormous disorder. Every firm's first priority search out ensure that its operators are happy accompanying their work, and to this end they are developing various operator empowerment pushs that emphasise the value of workforce in every organisation. Some people are discontented with administration's behaviour, and unions are working to improve belongings. In some organisations, preparation and development programmes are organised to form employees for a changing atmosphere, and many other belongings are done, so job delight comes gradually.Within this framework, the following research is being conducted to decide the impact of employee empowerment actions on job vindication among private university lecturers in Punjab. In terms of means, this research is descriptive, so an practical study is conducted using 100 questionnaires established a five-point Likert Scale, and all questionnaires that were complete completely were used to draw generalisations. Few of statistical techniques like Correlation, Regression study and ANOVA has been used to draw conclusions. To evaluate the reliability of data Cronbach’s beginning coefficient is secondhand and it came out to be 0.901 that is acceptable. SPSS was used to draw generalizations.The judgments of the research conclude that skilled is impact of employee empowerment game plans on job vindication and Coefficient Correlation coefficient for employee authorization strategies and task satisfaction is 0.541. Correlation is important at the 0.01 level. The value of R= .541 which is extreme and R Square=.293 which shows moderate correlation between reliant and independent variables.

Author(s) Details:

Kajal Puri,
IKGPTU Kapurthala, Punjab, India and Hans Raj Mahila MahaVidyalaya affiliated to Guru Nanak Dev University, Amritsar, Punjab, India.

Ramandeep Chahal,
Sant Baba Bhag Singh University, Jalandhar, Punjab, 144001, India.

Please see the link here: https://stm.bookpi.org/CABEF-V9/article/view/9296

Strategy of MNC Subsidiaries in China: A Comparative Study | Book Publisher International

 The major goal of this project is to provide comparative studies on multinational companies' (MNCs) global strategies, strategic evolution, and subsidiary categories in China, based on 150 MNC subsidiaries in China, which is the first large-scale project of its kind. MNCs from the United States, the European Union, Japan, and South Korea are divided into four strategic categories. The findings have important implications for strategic planning for companies who have established, are establishing, or plan to establish subsidiaries in China, as well as companies that compete globally. The findings are also important for the West, given the current economic crisis and the need to figure out if subsidiary expansion strategies can help Western firms achieve portfolio effects in operations while avoiding the negative effects of macro events like the current global financial and political crisis. This is the second of two volumes that will wrap up the project, with the first volume, MNC Subsidiaries in China: Strategic Perspective and Research Methodology, being the first. This book is more comparative in nature, including empirical data, analysis, comments, and recommendations for further research.

Conclusion: The comparative study found that differences in MNC subsidiary expansion and development strategies in China under various strategic backgrounds are mostly reflected in three aspects:

(1) Differences in environmental factors between the host country and the home country influence MNC subsidiaries' growth strategies in China, and differences in environmental factors between the host country and the home country influence the choice of growth and development strategies for overseas subsidiaries.

(2) The parent company's investment and strategic layout in China have an impact on the strategic performance of overseas subsidiaries, and the strategic layout has a substantial impact on the strategic performance of subsidiaries in China.

(3) Differences in the organisational structure of MNC subsidiaries in China have resulted from multinational businesses' worldwide framework. While overseas MNC subsidiaries pursue various strategies, the organisational structure of those subsidiaries must be adjusted on a regular basis.

Author(s) Details

Jifu Wang
College of Business, University of Houston, Victoria, USA.

Jinghua Zhao
School of Government, Central University of Finance and Economics, China.

Ken Colwell
College of Business, University of Houston, Victoria, USA.

View Book:- https://stm.bookpi.org/SMNCSC/article/view/5658

An International HEI Experience: Human Resource Trends and Perspectives | Chapter 16 | Selected Topics in Humanities and Social Sciences Vol. 7

 Recognizing the importance of employee turnover, particularly at private HEIs, this research article examined the trends and opinions of the 31 participants who participated in the exit interview. The study looked into some of the factors that may have played a role in the occurrence. The study's findings were used by the company to reduce incidences, improve job satisfaction, and increase retention rates. It focused on the participants' personal profiles and information about their resignations; their "biggest satisfaction" and "largest issue" in the company; their suggestions for reducing employee turnover; and how to enhance the university's human resource operations. The results revealed that the Basic Education Unit had a significant turnover rate. During the first three (3) years of service, there was a lot of turnover, mostly among the university's own graduates. Regardless of profile characteristics, the following reasons for resignation were cited: professional advancement; better career opportunities, including government employment; and practical family considerations. Their plans are to work for the government and travel overseas. In terms of job satisfaction, it was discovered that participants were usually satisfied, regardless of profile characteristics. The participants' highest levels of satisfaction were based on 19 elements, the most important of which was the growth of career and personal skills. On the other hand, 23 major issues arose, including office operations, remuneration, and workload/load distribution. At least 24 measures were suggested to improve staff retention. Strengthening SPUP's best practises is one of them.

Author (S) Details

Juana C. Rivera

Human Resource Management Office, St. Paul University Philippines, Philippines.

View Book :- https://stm.bookpi.org/STHSS-V7/article/view/4119

Study on Human Resource Barrier on the Path of Economic Development (Orienting to Socialism) in Hochiminh City, Vietnam | Chapter 9 | Modern Perspectives in Economics, Business and Management Vol. 7

 The paper analyzes and evaluates the human resource barrier of Hochiminh city, Vietnam (HCM VN), Vietnam is on the path of economic development orienting to socialism. Author uses quantitative methods with multivariate regression (MR) to assess the human resource situation of HCM VN. Based on the analysis results, the author will recomend policy implications to overcome this barrier. The study objectives are to analyse the impact of human resource on path of economic development orienting to socialism, the case of HCM VN, based on study results the author then have suggestion to have improvement the situation of human resource barrier. The highlight findings are total number of female employees, total number of employees who have been career trained, total number of employees who have been graduated high school and the labor index that all impact on GDP in HCM VN. So, in ordere to improve the GDP in HCM VN we can improve these four variables by increasing the number of female employees, focusing on training employees, maximizing the number of high school graducation of employees and improve the labor index.

Author (S) Details

Vu Thi Kim Hanh
Van Lang University, Hochiminh City, Vietnam.

View Book :- https://stm.bookpi.org/MPEBM-V7/article/view/3625

Behavioural Perspectives | Book Publisher International

 This book examines management's behavioural perspectives in the day-to-day lives of individuals and decision-makers. This book seeks to connect behavioural variables in human resource management, consumer behaviour, investment and finance, and overall organisational behaviour. The behavioural study of human resource chapter serves as a framework for assisting employees in developing their personal and organisational competences, expertise, and abilities in the area of changing or improving people's understanding, capacities, and attitudes. While the chapter on consumer behaviour is filled with complex and dynamic techniques to deciding what to buy, When to shop, how to shop, where to shop, how to secure, how to utilise, or how to dispose to suit the needs of people, groups, or organisations. The purpose of the behavioural finance chapter is to investigate and characterise the relationship between recognised variables and investment patterns, as well as to investigate the relationship between psychological elements impacting investment decision-making and investment returns. Organizational behaviour is the study of human behaviour at work, as well as the relationships between people and organisations, with the goal of understanding and forecasting human behaviour. Accepting individual, group, and organisational behaviour is critical to success as a leader or admirer, and it takes a systematic approach to even begin to grasp all of the aspects that influence behaviour.

Author(S) Details

Shrawan Pandey
Bhilai Institute of Technology, Durg Chhattisgarh, India.

Rachana Pandey
Bhilai Institute of Technology, Durg Chhattisgarh, India.

Judith Gomes
Bhilai Institute of Technology, Durg Chhattisgarh, India.

Sanjay Guha
Bhilai Institute of Technology, Durg Chhattisgarh, India.

Sunil Kumar
Bhilai Institute of Technology, Durg Chhattisgarh, India.

Sushma Singh
Bhilai Institute of Technology, Durg Chhattisgarh, India.

Abhishek Chakraborty
Bhilai Institute of Technology, Durg Chhattisgarh, India.

Tulika Chakraborty
Bhilai Institute of Technology, Durg Chhattisgarh, India.

T. Jayant Naidu
Bhilai Institute of Technology, Durg Chhattisgarh, India.

View Book:- https://stm.bookpi.org/BP/article/view/3807