Evaluation of procedures followed towards hotel employees during periods of recession | ||||
| The Scientific Journal of the Faculty of Tourism and Hotels, Alexandria University | ||||
| Article 3, Volume 13, Issue 2, December 2016, Page 46-67 PDF (575.62 K) | ||||
| Document Type: Original Article | ||||
| DOI: 10.21608/thalexu.2016.47703 | ||||
 View on SCiNiTO | ||||
| Author | ||||
| Mohamed Zain Eldeen, Saleh Arous, Ahmed Hassan, Ayman Mahmoud | ||||
| Abstract | ||||
| The interest in human element issues by human resources management is an attempt to find a balance between the organization's goals and both employee satisfaction and the cost that the organization will bear. This interest by human resources management comes as a result of the belief that humans have mental energies and abilities that far exceed what is actually exploited or utilized in work, and this mental strength is the true source of organizations' distinction and their ability to achieve remarkable, unconventional achievements. Therefore, we find that the main axis in modern management thinking is creating competitiveness. Effective human resources are the foundation for forming this ability, and through the study, it was concluded that: · There are fundamental differences between human resources policies in local and international hotel management companies due to differences in the policies these companies adopt towards employees. · Local hotel management companies have different policies towards employees depending on the type of recession, while international management companies have fixed policies in this regard. · Local hotel management companies reduce both basic and variable wages for employees, while most international management companies reduce variable salaries only. · The policy of reducing the number of employees is one of the policies followed in local management companies, while the majority of international management companies do not reduce the number of employees. · HR professionals in all hotels believe that other policies can be adopted to reduce the negative effects on employees. Training during recessions is not considered a policy of local management companies, while most global management companies adopt it as a policy during recessions. | ||||
| Keywords | ||||
| الموارد البشرية; اهداف الموارد البشرية; سوق العمل | ||||
|
Supplementary Files
|
||||
|
Statistics Article View: 191 PDF Download: 412 |
||||
