Bibliography On Managing Human Resources Assessment Answer

Step 3. Write 2 paragraphs on each article (400 words) For each journal article, you are to write approximately 400 words in two paragraphs. The first paragraph will summarise the main ideas of the article, identifying the hypothesis, purpose, research methodology and conclusions. The second paragraph will identify how you will use that article in relation to the Assessment 3 Essay.

Step 4. Use an appropriate format Present your Annotated bibliography in a format similar to that provided below. For more information, see the library guide for writing an annotated bibliography. http://libguides.library.cqu.edu.au/ld.php?content_id=37972692 

Introduction

The process of recruitment and selection is one of the vital aspects of running and establishment of business. Selection of the right employees can take the business organisation to a higher level. In the hospitality industry, it can be said that recruitment and selection is done through online sourcing and there are different methods to find the suitable candidate for the job. The tracking system of the applicants are considered to be beneficial to the employers and thus its aids the management in choosing the right candidate. This paper will highlight five annotated bibliography related to recruitment and selection in the hospitality industry. 

Article 1

Reference: Zibarras, L. D., & Woods, S. A. (2010). A survey of UK selection practices across different organization sizes and industry sectors. Journal of Occupational and Organizational Psychology, 83(2), 499-511.

Key Words: Human Resource Management, Selection,Assessment method, Organizational size

Summary of the article:

It has been found that the selection practices in different organisations allow the practitioners to understand the impact better human resources.  There are certain organisations that invest a huge amount of money on their human resources. However, there has been differences in the selection practices and thus it is necessary to keep a check that the human resources has the desired technical skills and knowledge to work for the development of the organisation. This can be done with different formal methods of recruitment and thus it can be considered encouraging for the researchers in different aspects. There have been no such developments and thus they are not accessible to the HR practitioners and the other employees in the organisation. The development and introduction of new methods and recruitment can be considered beneficial for the HR practitioners in choosing new employees in the organisation. The new methods are considered flexible and thus they are flexible and there is low level of bureaucracy in compared to the large organisations. On the other hand, it can be said that there are differences in the selection procedures of different organisations and thus this are expected to vary according to the organisational perspectives. There are different select techniques with robust procedures and thus they help in assessing and judging the candidates of different fields. 

Critical analysis

It can be said that there are different costs associated with different levels in the hospitality industry and thus it is necessary to keep into consideration the different factors associated with this. On replacing different positions in a hospitality industry, it is vital to take care of the average and the annual salary that is needed to be paid to the employees of the organisation. There are different policies of recruitment of the human resources in a particular organisation and it is vital to consider the different factors in this case. The success of any organization in this particular sector depends on the calibre of the manpower who are engaged in this particular sector and thus they play a vital role in steering the affairs of the organization. There is high correlation between the selection and the recruitment of the employees in the hospitality industry and this is considered to play a significant role in this case. 

Article 2

Reference: Altarawmneh, I., & Al-Kilani, M. H. (2010). Human resource management and turnover intentions in the Jordanian hotel sector. Research and Practice in Human Resource Management, 18(1), 46-59.

Key Words: Employee turnover, retention rate, recruitment, selection, HRM strategies

Summary of the article:

It can be said that the increase in the turnover rate of different organizations is considered to be an emerging problem and thus it is necessary to take into consideration the different factors in this case. The hotel industry in Jordan has relatively high turnover rate and this has played a vital role in examining the impact of human resource management practices in these organizations. There has been better incentive plans based on the rewards in the organization and thus it plays a vital role in the organization. It is also necessary to take into consideration the rewards and incentives of the employees and how these factors are related to employee retention rate. On the other hand, it can be said that the performance appraisal report of different organizations can be considered to be an important strategy that helps in widening the focus of the turnover rate and this are considered beyond relational, demographic and other attitudinal factors. The importance of training and retention is significant to enhance the competition between the different sectors in this particular industry. There are many organisations in this hospitality industry that fails to undertake proper HR implementation policies and rules, thereby failing in the area of proper management in the organization. 
Critical analysis:It has been found that the turnover rate in the organization is considered to be an important area in different aspects and thus this is considered to be a reflection in the decision making process in the organisation. The high turnover rate in the organisation is one of the most important features of the hospitality industry and it can be said that this industry is affected by higher turnover and retention rate. With the required labour force in the hospitality industry, the early turnover rate is considered as a major size in employee development and thus it helps to analyse the direct and the indirect cause of turnover in such organisation. The voluntary retention and turnover is considered to be a managerial problem in these organisations and this is due to the wide number of alternatives and availabilities in different organisations. 

Article 3

Reference: Chang, S., Gong, Y., & Shum, C. (2011). Promoting innovation in hospitality companies through human resource management practices. International Journal of Hospitality Management, 30(4), 812-818.
Key Words: Innovation, radical, incremental, training, human resource, staffing
Summary of the article: It can be said that innovation is considered to be the most important and vital criteria of every organization in the hospitality industry and thus this helps in improving the cost of product, greater efficiency in costs, meeting the needs of the customers and increasing the sales and profitability of the organisation. Due to improper knowledge, the managers often limit their experience and thus it is vital to address the key factors in the success of the organisation. There has been incremental and radical innovation in different fields and this is possible with the help of technology. This innovation is considered to be fundamental and thus it helps in representing a revolutionary change either minor or simple in different adjustment processes. It can be said that the HRM practices are vital to the organisation because of higher turnover rate and low level of skills among the employees in the organisation. It is necessary to represent an initial effort that is needed by all organizations in this particular industry and consider the different incremental and radical changes that are considered to be vital for the organization. The different joint practice of HRM in the promotion of incremental as well as radical innovation among the hospitality organizations plays a vital role and thus it is necessary to address them accordingly. This findings has different practical implications for proper leveraging of the HR practices and for superior performance. 
Critical analysis: It can be said that there are different threads that are needed to be considered in various lines of inquiry and thus this helps in analysing the HRM practices in the hospitality organization. The firms that were increasing the level of innovation have carried out formal R&D procedures and thus they had shown that they were dependent on the creative organizational performance and culture and thus encourage idea formulation in this aspect. It is necessary to be dependent on the creative culture and personal development that will help in the formulation of new ideas in the organization. It can be said that the R&D activities are generally generated by the R&D and the marketing department and they are responsible to the front line managers in different organizations. The importance of human resource factors in the hospitality sector is due to increase in the production and consumption activities and thus this will enhance the service delivery in these organizations. 

Article 4

Reference: Madera, J. M. (2012). Using social networking websites as a selection tool: The role of selection process fairness and job pursuit intentions. International Journal of Hospitality Management, 31(4), 1276-1282.

Key Words: Hospitality industry social networking sites, recruitment, training, organizational attributes 

Summary of the article:

It can be said that the social networking sites share the personal information of the users and this helps the HR professionals in the recruitment of employees in the organization. There are different processes of selection and screening in the organizations that are operating in this particular industry and thus proper care must be taken of these factors. The social networking sites play a vital role in verifying the information that is provided by the applicants and thus they are said to be more advantageous than the traditional human resource tools in different organizations. It also helps in finding out the negative information that are posted by the information and the HR thus it becomes easier for the HR personals to keep a track of the different factors that plays a vital role in recruitment and selection. The information about the candidates who wants to get engaged in the particular job role also becomes easier to be accessed and thus it poses competitive advantage. There must be fairness in the ratings and selection of employees for the particular job role and different tools are used in the hiring process to take important decisions. The invasion of information privacy for different procedural dimensions is considered to be relevant for the organisation. There are certain applications regarding the privacy of the individuals and it is necessary to take into consideration the different factors in this case. The organizations also prefer to use social networking tools in the selection and recruitment because they are considered to be the most efficient and vital way of collecting the desired information from the applicants. 

Critical analysis: The selection tools and methodsthat are used in the recruitment of human resource personals are also used for the promotion process of the current employees. There are reactions to these tools and the employees are judged depending on different criteria’s and processes that will help them in the promotion process. This also helps in the formation of psychological contract among the employees when the employers have better perceptions of the employees who are working under them and it also helps in the promotion process. There are similar procedures that are used by the applicants in getting involved in the right job role and it also becomes easier for the HR personals to hire them accordingly. The overall selection process that is to be chosen must be considered on the basis of six important indicators and this are used by the organisations in enhancing fair practices for selection of the right candidate. 

Article 5

Reference: Kusluvan, S., Kusluvan, Z., Ilhan, I., &Buyruk, L. (2010). The human dimension: A review of human resources management issues in the tourism and hospitality industry. Cornell Hospitality Quarterly, 51(2), 171-214.

Key Words: Organizational culture, human resource management, internal marketing

Summary of the article: It can be said that human resources paly a critical role in the hospitality sectorbecause of competitive advantage, customer loyalty and better service quality. The resource based theory and its different variants are based on capability programs in the human resource organisations. Several attributes such as knowledge of the employees, attitudes and relationships plays a vital role in this case and it is necessary to take into consideration all these aspects. The most important output in the hospitality and tourism sector are the services delivered by the organization and thus this services has important features and they are driven by human resources in the organization.

These services are considered to be intangible and the human resources play a vital role in representing the organization. There are certain major trends and this has helped in shaping the current models on people management in this industry.  The personality of the employees influences customer services in a particular organization involved in the hospitality industry and thus this is considered to be a critical factor in the service quality of the organization. This personality is assumed to influence the attitudes and behaviour of the employees and thus they can affect the service performance accordingly. There has been better relationship between the self-directed behaviour and the personality of the employees and this is prevalent among the different organizations operating in the hospitality industry. The ambitious employees are found to perform well in these organizations because they have different personality traits such as competitiveness, effort and self-efficacy that are considered to be the vital factors in the smooth functioning of the organization. 

Critical analysis: It can be said that at the personal level the different characteristics of the employees are considered to be congruent in the provision of better service quality and thus this is possible with the help of service orientation in this particular organizations. The different service providers such as customer orientation help in the promotion of job satisfaction among the employees and therefore they contribute to citizenship behaviour. This is seen in many restaurants and the cultural values are associated with the dismissing service dispositions that help in identifying the job related attributes in the organisation. The highly capable, motivated, empowered and committed workforces are considered to paly vital role in the competitive workforce and they sustain with the business services. It can be said that for the development of motivated and empowered and appropriate workforce, it is necessary to stay committed with the organizational gaols and motives and thus help in the development of business perspectives. 

References

Altarawmneh, I., & Al-Kilani, M. H. (2010).Human resource management and turnover intentions in the Jordanian hotel sector. Research and Practice in Human Resource Management, 18(1), 46-59.
Chang, S., Gong, Y., & Shum, C. (2011).Promoting innovation in hospitality companies through human resource management practices. International Journal of Hospitality Management, 30(4), 812-818.
Kusluvan, S., Kusluvan, Z., Ilhan, I., &Buyruk, L. (2010). The human dimension: A review of human resources management issues in the tourism and hospitality industry. Cornell Hospitality Quarterly, 51(2), 171-214.
Madera, J. M. (2012). Using social networking websites as a selection tool: The role of selection process fairness and job pursuit intentions. International Journal of Hospitality Management, 31(4), 1276-1282.
Zibarras, L. D., & Woods, S. A. (2010). A survey of UK selection practices across different organization sizes and industry sectors. Journal of Occupational and Organizational Psychology, 83(2), 499-511.