1. Professional and organisational commitment in the hospitality sectorMarjetka Rangus, Bojana Radenković-Šošić, Srđan Milošević, Jože Hočevar, Iva Škrbić, Mladen Knežević, 2020, izvirni znanstveni članek Opis: The purpose of the study is to examinewhether two differentwork commitment profiles influence service quality in the hospitality sector in Slovenia and Serbia and how the implications of the differences can be used in the tourism and hospitality industry. Combining a qualitative and quantitative approach, two new instruments were developed for this study. The first instrumentwas created on the basis of short, structured interviews with employees. Two factors explaining the two different commitment profiles were determined with statistical analysis and with themethod of clustering, four dimensions of commitment profiles formingwere extracted. The second instrument was developed on the basis of existing evaluation forms for employees in the tourism industry and interviews with leading and middle managers of hotels. The findings of the study show that there is a small proportion of professionallyoriented employees in the tourism sector, and the difference among employees is evident in the ranking of working values. These results could be useful formanagers in planning and organising their human resources and also in planning further development of their companies% human resource policies. The original contribution of the article is the ranking of working values and the perception of quality work by employees in the hospitality sector. The study also reveals new evidence on different types of commitment profiles.
Ključne besede: tourism, hospitality, organisational commitment, professional commitment, human resources management, HRM
Objavljeno v DKUM: 29.01.2024; Ogledov: 270; Prenosov: 19
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3. Remote working management skills for HR professionals : handbook for trainersMarko Ferjan, Mojca Bernik, 2022, priročnik Opis: The handbook “Remote working management skills for HR professionals-HANDBOOK FOR TRAINERS” is related to online training for HR professionals.
In the handbook, we present the curricular aspects of the training. The emphasis is on the following:
list of skills for mangers;
list of learning outcomes;
list of learning contents;
learning strategies and methods;
learning materials;
instructions for examination and grading;
instructions for implementation.
There are six learning modules in the list of learning contents: Communicational skills, Digital skills, Work-life balance, skills, Organizational skills, Leadership skills and HRM skills.
For each learning module, we prepared the learning material:
Case studies;
Practical exercises;
Questions and answeres;
Multiple choice questions.
The trainer also has available for each learning module:
Power point presentations (5 files for each learning module);
Lecture notes (10-15 pages for each learning module).
Presentations and lecture notes are not included in this handbook. They are published separately.
Ključne besede: remote working, education, curriculum, human resources management, management, iorganisation
Objavljeno v DKUM: 27.07.2022; Ogledov: 1113; Prenosov: 101
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4. Sustainable development of careers in tourismMitja Gorenak, 2016, izvirni znanstveni članek Opis: Developing sustainable careers in the tourism sector is just as hard as achieving sustainable tourism in general. Our objective was to determine tour guides' attitude to the sustainable development of their careers by tourist agencies as those engaging them. We conducted a survey among representatives of tourist agencies (N = 34). The research showed that the economic pillar of sustainable development is perceived to be the most important when it comes to the sustainable development of careers, followed by the environmental pillar as the second and the social pillar as the least important. In order to achieve the truly sustainable development of careers, the focus must be on the social pillar of development.
Ključne besede: tourism, career, development, human resources
Objavljeno v DKUM: 29.11.2018; Ogledov: 1630; Prenosov: 56
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5. The influence of social networking sites on recruiting human resources in the Czech republicLucie Bohmova, Antonín Pavlíček, 2015, izvirni znanstveni članek Opis: Background: This paper is focused on the usage of social networking sites (SNS) for human resources departments in the process of hiring new employees. It also maps the development and influence of SNS on recruiter's behavior and customs. The main aim is to find out, whether SNS could/will replace traditional online job boards in the Czech Republic. The motivation for the research is to determine whether SNS can be used for serious and practical business purposes.
Methods: The paper presents authors’ empirical research with two interconnected instruments used for data collection: (1) Questionnaire with 15 questions devoted to usability, evaluation and comparison of SNS with job portals (N=286 HR specialists) and (2) Comparison of 3 online job advertising methods – job portals, SNS and business website.
Results: HR specialists regularly use publicly available information on candidates’ Facebook profiles. Similar results have been observed using both instruments. SNS's in the Czech Republic are not yet used by recruiters as the main tool for recruitment, however, are often used as a support tool for decision making in the final stage of recruitment. Use of SNS's by recruiters is universal; we have not found any significant differences in terms of demographics (men, women, old, young HR professionals). The rate of utilization of SNS's by recruiters in the Czech Republic is gradually increasing, but does not reach the US level.
Conclusion: Our findings confirm the rising importance of social networking sites (SNS) usage as a new recruiting technology. However, as a major player in the field of recruitment, job boards (eg. Jobs.cz) are still important. However, the expectation is that in the near future, this will change and SNS‘s may replace the job boards.
Ključne besede: human resources, new trends, social networks, social networking site, SNS, job boards, competitive advantage
Objavljeno v DKUM: 22.01.2018; Ogledov: 1395; Prenosov: 374
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6. Innovation and human resource management : the Greek experienceAnastasia Katou, 2008, izvirni znanstveni članek Opis: The purpose of this paper is to investigate the pathways leading from innovation to organisational performance by using structural equation modelling. Specifically, we used this analytical tool to test a research framework that is constituted by a set of causal relationships between organisational contingencies, innovation, HRM policies (resourcing, training, rewards, relations), HRM outcomes (skills, attitudes, behaviour), and organisational performance. Employing data from organisations operating in the Greek manufacturing sector, results indicate that the impact of innovation on organisational performance is positive and mediated through HRM policies and HRM outcomes, and moderated by organisational context (management style, organisational culture).
Ključne besede: human resources, innovation strategy, HRM policies, causality, structural equation modelling, Greek manufacturing
Objavljeno v DKUM: 30.11.2017; Ogledov: 1244; Prenosov: 183
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8. Training in diversity managementSonja Treven, Urška Treven, 2007, izvirni znanstveni članek Opis: The labor force all around the world is becoming increasingly diverse. Thus, organizations that can manage employee diversity effectively gain a competitive advantage. In such organizations diversity training is a necessity. Diversity training helps managers understand and value individual differences and develop strong diagnostic skills. The paper explores various approaches to training, like awareness-based and skill-based diversity training. A special attention to potential problems that may occur in the process of diversity training is given.
Ključne besede: diversity management, training, employment, competitiveness, human resources, management
Objavljeno v DKUM: 26.07.2017; Ogledov: 1736; Prenosov: 494
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9. Authentic leadership to the futureVlado Dimovski, Marko Ferjan, Miha Marič, Miha Uhan, Marko Jovanović, Matej Janežič, 2012, izvirni znanstveni članek Opis: Authentic leadership is the latest evolutionary stage in leadership development and emphasizes the leader's authenticity. The construct of authenticity was researched by ancient Greek philosophers as 'know thy-self ', and 'thy true self '. Authentic leadership began to develop after 2004. The main reason why the researchers place so much attention to authentic leadership is fact that authentic leadership reaches all of the employees in organizations. Authentic leaders must identify the strengths of their followers and help them with their development and integration towards a common goal, purpose, vision and identity of the organization. Authentic leadership is seen as the final stage in the development of leadership styles, properties of this leadership style, and the consequences of this style have not been fully explored. In our paper we will explore this new style of leadership and its implications.
Ključne besede: authentic leadership, leadership, human resources, organizational behavior, organization
Objavljeno v DKUM: 24.07.2017; Ogledov: 2379; Prenosov: 521
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10. HRM model in tourism, based on Dialectical systems theorySimona Šarotar Žižek, Sonja Treven, Matjaž Mulej, 2015, izvirni znanstveni članek Opis: A human resources management (HRM) model integrating trends in HRM with trends in tourism into a dialectical system by the Dialectical Systems Theory (DST). HRM strategy, integrated within the tourism organization´s (TO´S) strategy is implemented through functional strategies helping their users to achieve a requisitely holistic (RH) HRM strategy replacing the prevailing one-sided ones. TO´S strategy covers: employees (1) planning, (2) acquisition and selection, (3) development and training, (4) diversity management, (5) teamwork and creativity, (6) motivation and rewarding, (7) stress reduction and health, (8) relationships, (9) personal holism, (10) well-being, (11) work and results assessment; etc. Everyone matters; their synergy is crucial. An innovated HRM model for TOs, which applies employees´, organizations´ RH and integrates new knowledge about HRM. HRM belongs to central managers´ tools. Their HRM must be adapted for TOs, where employees are crucial.
Ključne besede: tourism, human resources management, well-being, Dialectical Systems Theory, social responsibility, organizational cybernetics
Objavljeno v DKUM: 13.07.2017; Ogledov: 1357; Prenosov: 107
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