Organisations, including hotels, usually have more than one human resource practices system. Thus, this book is written to provide an understanding of the human resource practice system for managerial and non-managerial employees in the context of hotel industry. This book focuses specifically on five-star beach resort hotels in Malaysia. The human resource practices system for managerial employees includes empowerment while the recruitment and selection is more thorough. Their compensation is more attractive and their training is more rewarding. Both groups of employees are provided with a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication.

Introduction to Human Resource Management in Tourism and Hospitality Industry is written for the reference of students taking courses related to human resource management in tourism and hospitality industry. This book contains some information of tourism and hospitality industry in Malaysia. Included in this book is information regarding industrial relations in Malaysia which applies Malaysian laws as some of the international laws are not applicable in Malaysia. This book applies new theories and information from a new source of reference to help students gain a new perspective on human resource management in the tourism and hospitality industry. The scope of the content is comprised of the overview of human resource management in tourism and hospitality industry, recruitment and selection, motivation, training and development, performance appraisal, reward, organization communication, employee relations and labour relations, leadership, international HRM, and the future of HRM in the tourism and hospitality industry.

This research explores the challenges faced by hotels in Malaysia, in formulating and implementing strategic human resource management (SHRM). The study addresses the lack of empirical research into SHRM in Malaysian hotels at a time of rapid growth in the Malaysian tourism industry. Building on current debates regarding strategic HRM, including SHRM and business strategy integration, and the role of HR as a strategic partner, this research explores the relationship between human resource management and business strategies, and the challenges of HRM strategy realisation. The thesis has a particular focus on Recruitment and Selection, and Training and Development, as these two functions lie at the heart of how businesses access and develop the critical skills required to implement SHRM initiatives. The study is conducted from a constructivist ontological stance coupled with an interpretivist epistemology. A set of three semi-structured interviews, involving the Chief Executive Officer, HR professional and line manager, were conducted in five leading hotels. Three additional interviews were conducted to gain feedback on the study's topic from individuals with HR and/or hotel industry expertise. Data were analysed using a priori and data driven coding following King's (2004) template analysis method. This research reveals challenges in formulating and implementing strategic HRM exist within Malaysian hotels from three analytical levels, namely, organisational, industry and societal. The challenges include the readiness of HR as a strategic partner, the absence of clearly-defined HR-related key performance indicators, labour scarcity, and government policies relating to labour and education. Although this exploratory research may not be generalisable to all Malaysian hotels, its insights into SHRM challenges may be transferable to other similar hotels and resorts. Discussion of the practical implications of the study's results highlight the actions recommended as necessary for the three target audiences, namely, Hotel Managers (which include CEOs/General Managers, HR professionals and line managers), the Malaysian Association of Hotels, and the Government, to improve professional practice pertaining to strategic human resource management in Malaysian hotels.

Entrepreneurship is vital for companies’ success, to allow them to adapt and grow in today’s interlinked and turbulent business environments. Yet as they grow in size and complexity, many companies become less innovative and more rigid. The challenge of how to deal with these trends has led to the rise of the field of Corporate Entrepreneurship, looking at the development of new business ideas and opportunities within established firms. This book provides an effective entry point to Corporate Entrepreneurship as an academic field and a management practice. Corporate Entrepreneurship leads readers through an overview of real-life Corporate Entrepreneurship; the aims, organisational models, implementation and results. Covering theoretical perspectives, empirical findings and practical concerns, the book also switches between the perspective of the individual and the organisation. Written by two specialists of the discipline, the book includes a wealth of real-life case studies, covering over three decades of Corporate Entrepreneurship practices, by companies of all sizes, geographies and sectors. With coverage of such topics as Internal Corporate Venturing and Participative Innovation, this thoughtful text will be required reading for entrepreneurship students around the world.

Employee engagement is a novel concept that has been building momentum in recent years. Understanding Employee Engagement: Theory, Research, and Practice exposes the science and practice of employee engagement. Grounded in theory and empirical research, this book debates the definitions of engagement, provides a comprehensive evaluation of empirical findings in the engagement field including a focus on international findings, and offers implications for science and practice in organizations. Employers can learn how to foster and drive engagement to increase productivity and happiness, and researchers can master the existing engagement literature and begin to study the many propositions and new models Zinta S. Byrne, Ph.D. proposes throughout the book.