Article

Human resource management practices in Indian hospitality enterprises: an empirical analysis

Managing Leisure 01/2010; 15:4-16. DOI: 10.1080/13606710903447972

ABSTRACT The study has a two-fold purpose: to investigate the importance of human resource management (HRM) practices and to investigate whether this set of HRM practices in the Indian hospitality enterprises depends on the demographic characteristics. A structured instrument was developed to examine the HRM practices (Jyothi and Venkatesh, 200634.
Jyothi , P. and Venkatesh , D. N. 2006 . Human Resource Management , New Delhi : Oxford University Press . View all references; Cho et al., 200613.
Cho , S. , Woods , R. H. , Jang , S. C. and Erdem , M. 2006 . Measuring the impact of human resource management practices on hospitality firms' performances . Hospitality Management , 25 : 262 – 277 . [CrossRef]View all references; Kandula, 200435.
Kandula , S. R. 2004 . Human Resource Management in Practice: With 300 Models, Techniques and Tools , New Delhi : Prentice Hall of India Private Limited . View all references; Jameson, 200032.
Jameson , S. 2000 . Recruitment and training in small firms . Journal of European Industrial Training , 24 ( 1 ) : 43 – 49 . [CrossRef]View all references; Guest et al., 200023.
Guest , D. , Michie , J. , Sheehan , M. , Conway , N. and Metochi , M. 2000 . Effective People Management, Research Report , London : CIPD . View all references; Wood, 199962.
Wood , S. 1999 . Human resource management and performance . International Journal of Management Review , 1 ( 40 ) : 367 – 413 . [CrossRef]View all references; Hoque, 1996). Based on a survey of 57 hospitality managers' perceptions on HRM, practices were assessed by a 27 HRM practices and 5 demographic variables. Factor analysis was performed to identify HRM practices, and one-way ANOVA was employed to test the association of the demographic variables with HRM practices. Results indicated that the set of harmonized terms and conditions, formal manpower planning, flexible job description, formal system of induction, production/service staff responsible for their service, social appreciation and recognition may constitute the most important HRM practices in the Indian hospitality enterprises. Further, the results revealed that there is a positive relationship between HRM practice variables and category and type of sample enterprises, but there is no relationship between HRM practice variables and age and size (capital or employees). The study makes a modest attempt to add information to the very little empirical knowledge available referring to the HRM practices in the Indian hospitality industry.

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