12 Human Resources Management in SMEs in Hospitality and Tourism
Yazarlar (1)
Doç. Dr. Hasan Evrim ARICI Kastamonu Üniversitesi, Türkiye
| Makale Türü | Özgün Makale (Uluslararası alan indekslerindeki dergilerde yayınlanan tam makale) | ||
| Dergi Adı | Entrepreneurship in Hospitality and Tourism: A global perspective 2nd edition | ||
| Makale Dili | – | Basım Tarihi | 05-2025 |
| Cilt / Sayı / Sayfa | 0 / 1 / 183–198 | DOI | – |
| Makale Linki | https://scholar.google.com/scholar?cluster=8989197536930972296&hl=en&oi=scholarr | ||
| UAK Araştırma Alanları |
Otel İşletmeciliği
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| Özet |
| SMEs’ performance relies highly on Human Resources Management (HRM)(Harney et al., 2022). Despite embracing a large share of the global economy, SMEs can be resource-scarce and experience peculiar challenges in implementing effective teaming (Joel & Oguanobi, 2024). This means that HRM in SMEs must implement appropriate strategic tools suited to the enterprise’s goals, not just personnel acquisition and management. This ensures highly skilled, competent, and talented employees’ recruitment, training, development, and retention processes. Since most SMEs employ fewer human resources than big firms, a contribution from any employee can significantly influence the overall functionality of the organisation (Wang, 2016).HRM is crucial, specifically in the hospitality and tourism (HT) industry, where SMEs are prominent, and HRM is strongly felt necessary to maintain competitiveness, reduce operating costs, and continuously provide excellent services (Harney et al., 2022). This is true because the sector is characterised by seasonal demands, high employee turnover, and the need to continuously connect with the guests, putting even more pressure on these companies to implement effective HR practices (Araslı & Arıcı, 2019a). They are under pressure to address emerging workforce needs against the need to train workers to upgrade to skilled work while ensuring that staff members are happy enough to resist high turnover (Reinhold, 2024). Policies in Human Resources thus have a very significant role in defining the working environment and response to customers, and organisational performance is thus affected by HR … |
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