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The hospitality industry relies on the sourcing and development of
talent to deliver excellent customer experiences and interactions
in a 24/7 environment. Talent Management Innovations in the
International Hospitality Industry explores both research and
practical perspectives on contemporary talent management,
presenting a diverse range of stakeholder views in a variety of
international hospitality settings. This collection circumnavigates
a wide range of subjects within the talent management field,
including employer branding, creative talent, talent pools, and
mentoring initiatives, along with a focus on talent identification,
development, and retention. The new insights aid academics and
professionals in gaining a greater understanding of the
multifaceted nature of talent management in this people-centric
industry and offers a comprehensive set of evidence-based research
and practical examples of talent management innovation in the
international hospitality industry.
Sustainable Hospitality Management: Designing Meaningful Encounters
with Talent and Technology will generate international debate in
the research and practice of hospitality management. It considers
how the sector can and should innovate to respond to challenges
such as talent scarcity, the growing ecological footprint, and
technological developments. Volume 24 of Advanced Series in
Management explores topics at the very heart of hospitality, by
looking at meaningful encounters: positive, welcoming, genuinely
service-oriented interactions between humans, and the role of
technology in creating or improving these encounters. Human talent
is essential to excellent service delivery and guest experience
provision. It is also essential in the design and monitoring of
technology-enabled guest or customer experience. Technology may be
the service facilitator or it may be an experience enhancer. In
today's globalizing platform economy, hospitality services are
established most dominantly via technology-enabled platforms or
networks. At the human interaction level, technology can deliver,
support or intensify the hospitality experience. This volume is
essential for researchers and students interested in the
hospitality sector and the role of technology in creating a
sustainable hospitality sector.
Trade missions are a key commercial diplomacy instrument of
governments around the world. Via trade missions, governments and
politicians aim to promote their home country economy abroad as
well as to support firms to explore and enter new markets. Despite
its widespread usage, and the claims made by governments about the
positive results of trade missions, actual robust evidence of trade
mission effectiveness is scarce. The reason for this lack of
evidence is that trade missions are mostly studied and organized in
'isolation', disconnected from the participating firms' level of
international experience and international business competences.
This book presents a clear view on commercial diplomacy and defines
trade missions as a firm internationalization learning experience.
It outlines that trade mission's preparation, programme, and follow
up, are key to making trade missions work. This book presents a
research informed three-staged model of a trade mission and
presents in detail how a real life trade mission was organized
along this model. This example should inform and inspire organizers
of trade missions. The book also aims to revamp and innovate trade
mission research, and will therefore be a useful source for new
trade mission research for international business scholars.
The HRM field is entering smart businesses where the human, digital
and high-tech dimensions seem to increasingly converge, and HRM
needs to anticipate its own smart future. Technological
developments and interconnectedness with and through the Internet
(often called the "Internet of Things") set new challenges for the
HRM function. Smartness enacted by HRM professionals - notions of
"smart industries", "smart things" and "smart services" - all put
new pressures on strategic HRM. Since the 1990s, organisations have
increasingly been introducing electronic Human Resource Management
(e-HRM), with the expectation of improving the quality of HRM and
increasing its contribution to firm performance. These beliefs
originate from ideas about the endless possibilities of information
technologies (IT) in facilitating HR practices, and about the
infinite capacity of HRM to adopt IT. This book focuses on the
progression from e-HRM to digital (d-HRM) - towards smart HRM. It
also raises several important questions that businesses and
scholars are confronted with: What kind of smart solution can and
will HRM offer to meet the expectations of the latest business
developments? Can HRM become smart and combine digitisation,
automation and a network approach? How do businesses futureproof
their HRM in the smart era? What competences do employees need to
ensure businesses flourish in smart industries? With rapid
technological developments and ever-greater automation and
information available, the HRM function needs to focus on
non-routine and complex, evidence-based and science-inspired, and
creative and value-added professionally demanding tasks.
International Business is vital to nations, to their economies. It
brings wealth, it creates jobs, it opens views, it changes
mindsets, and it creates economic and social stability.
International Relations is important to nations too. It establishes
relationships between nations, it exchanges political views between
nations, it creates stability. International Business and
International Relations are intertwined empirically as politicians
need to boost economies through supporting entrepreneurship,
international entrepreneurs need politicians and government
representatives to get access to foreign markets, to deal with
legal issues across borders. Commercial diplomacy is at the heart
of the intersection between International Business and
International Relations. Narrowly conceived, commercial diplomacy
is the work of state officials in diplomatic service who carry out
activities that support International Business. This book changes
the conversation by studying the International Business -
government relationship at the meso (organisational) and micro
(individual) level, rather than focusing on the macro (national)
level. This book aims to advance studies of commercial diplomacy by
combing insights from two fields of study that to date have hardly
spoken to each other. It brings insights from International
Relations (and in particular the sub-field diplomatic studies)
about the theory and practice of commercial diplomacy and it brings
insights from business studies about the theory and practice of
International Business. Combining the two, the book defines the
field by being more holistic, it brings together in one place a
thorough review of existing analysis of the subject from both
fields, it outlines the basics of a new conceptual framework, it
presents new empirical work based on data collected in five
different countries (from the US to Indonesia), and puts forward a
new research agenda.
Organizations have increasingly been introducing web-based
applications for HRM purposes, and these are frequently labeled as
electronic Human Resource Management (e-HRM). Much is expected of
e-HRM in terms of improving the quality of HRM, increasing its
contribution to company performance and freeing staff from
administrative loads. The editors of this volume have been involved
in a series of research projects, academic workshops, and
conferences exploring the application of information technologies
to various HR practices. Along with the "Special Issues of the
International Journal of HRM", "International Journal of Technology
and Human Interactions", and "International Journal of Training and
Development", this volume is a tangible outcome of three European
e-HRM Academic Workshops (2006, 2008, 2010), and two International
Workshops on Human Resource Management (2007 and 2008). "Electronic
HRM in Theory and Practice" brings a greater focus to the
theoretical developments within the field of e-HRM research and
clarifies the need to crystallize a theoretical framework for e-HRM
research, raises further questions, and supports discussions.
Over the past two decades, increasing attention has been paid to
the concept of business diplomacy. This is becoming more important
for multinational corporations (MNCs) as they deal with an
increasingly demanding and dynamic international business arena.
Despite the growing literature on this phenomenon, there is no
sound theory-based business diplomacy model that can help to
understand MNCs' relationship-building activities in the global
society and provide a normative, moral guide for MNCs on how to
conduct business diplomacy successfully. In Business Diplomacy by
Multinational Corporations, Huub Ruel turns to Catholic Social
Thought (CST), an intellectual tradition extending back 2000 years
that promotes the key principles of human dignity, the common good,
solidarity and subsidiarity. According to CST, a business is a
community of people and its purpose is to serve the common good.
This clearly diverges from the dominant shareholder view of
business and CST provides a basis for a normative business
diplomacy model. This in turn provides a clear, distinctive
instrument for MNCs to reflect on their purpose and role in the
global society while also guiding and directing their
relationship-building actions with other actors in the global
society. This book is essential reading for researchers studying
ethics and morality from an international business viewpoint.
Multinational enterprises (MNEs) experienced 'golden days' during
the 1990s and 2000s, they expanded globally and were major players
in globalization. Today they have become powerful actors in the
global economy. CEOs of international businesses are welcomed by
heads of state as their counterparts, they are invited by
governments to help solve global issues such as climate change and
poverty, and they are facing dilemmas comparable to those of other
international actors. However, MNEs are facing global legitimacy
challenges. They are suspected of tax avoidance, using low wage
countries for corporate benefits only, disrespecting privacy
regulations, abusing consumer data, violating local community
rights, exploiting natural resources, ignoring basic human rights,
and employing too many lobbyists targeting national and
international political decision-making processes for their own
corporate interests. Although many of these challenges are not new,
they have resurfaced and become more apparent during the past
couple of years, partly due to the economic recession that many
developed economies have faced and to the broader awareness of
increasing global inequality and the importance of sustainability.
How can international business respond? Strategic business
diplomacy may be the answer. Business diplomacy involves developing
strategies for long-term, positive relationship building with
governments, local communities, and interest groups, aiming to
establish and sustain legitimacy and to mitigate the risks arising
from all non-commercial or exogenous factors in the global business
environment. Business diplomacy is different from lobbying or
strategic political activity; it implies an (strategic / holistic)
approach of an international business to look at itself as an actor
in the international diplomatic arena. Representation,
communication and negotiation are key in such an approach. One of
the consequences is that MNEs are able to operate in and show
respect for an international business environment that consists of
multiple stakeholders. This demands a strategic perspective and
vision on the sector and the business environments in which the
company wants to operate, and requires a specific set of
instruments, skills and competences.
Digital advancements and discoveries are now challenging
traditional human resource management services within businesses.
The Handbook of Research on E-Transformation and Human Resources
Management Technologies: Organizational Outcomes and Challenges
provides practical, situated, and unique knowledge on innovative
e-HRM technologies that add competitive advantage to organizations.
This Handbook of Research expands on theoretical conceptualizations
of e-HRM useful to researchers, academicians, and human resource
managers.
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