Get Instant Help From 5000+ Experts For
question

Writing: Get your essay and assignment written from scratch by PhD expert

Rewriting: Paraphrase or rewrite your friend's essay with similar meaning at reduced cost

Editing:Proofread your work by experts and improve grade at Lowest cost

And Improve Your Grades
myassignmenthelp.com
loader
Phone no. Missing!

Enter phone no. to receive critical updates and urgent messages !

Attach file

Error goes here

Files Missing!

Please upload all relevant files for quick & complete assistance.

Guaranteed Higher Grade!
Free Quote
wave

Identification of resistance

What is a Human Reource Management? Explain.

A human resource management is the heartbeat of the company and they are responsible for managing the human power of that organization (Hayes, 2014). However, this business report emphasizes the change management in the hotel industry. A change management is defined as the systematic change approach both from the perspective of an organization and an individual. Frankland et al. (2013) stated that change management defines the implemented procedures within the workplace and provide a reason to change the entire system that will be beneficial for the organization. The primary objective for the implementation of the change management within the organization so that they can respond faster to customer demands and helps to align existing resources of the organization.

In this business report, the Dawson Falls Mountain Lodge is being taken into consideration that is a small boutique facility of national repute in New Zealand within the Mount Taranaki National Park. Moreover, this report majorly focuses on the expansion of room capacity by 15 rooms and provides exclusive tramping packages to their customers. In addition to that, two project options for human resource change management will also be discussed which will be beneficial for the betterment of the selected organization.

This section comprises of the factors that will affect the Dawson Falls Mountain Lodge’s functionalities will expanding their room facilities by 15 extra rooms. Quinn et al. (2012) portrays that identification of the resistance is important as it will provide the managing authorities to overcome the challenges that will be the consequence of the change management. Moreover, the role of human management in this expansion of infrastructure will be illustrated in this report.

Keyton et al. (2013) depicts that in order to formulate new infrastructure raw materials have to be supplied by a constructor so that the infrastructure can be accomplished without any hassle. The Human Resource is involved in the selection of these suppliers, which is based on their reliability, quality, strong service and clear communication, financially strong, and has an effective partnership approach. Zhang and Venkatesh (2013) on the other hand, states that poor communication affects the organizational performance and lowers the efficiency. Effective business communication skills are crucial to successfully completing any project, as they are the key member of starting that project. Another challenge that is faced by the poor communication is the lack of understanding the hotel’s requirement and the quality of the products.

Poor Communication with suppliers

Proper planning is crucial for developing new projects and without which the entire project can be adversely affected. Some of the major problems that can be occurred due to poor planning are- over budgeted, poor quality that results in customer dissatisfaction, schedule failure, lost business and low team morale. Scharpff et al. (2013) portrays that poor planning of new infrastructure may utilize more budget than the allocated budget and hence the human resource must have to take in change of the financial statement so that they can be exact amount of budget can be spend on the pre determined plan. Moreover, the final project may not link with the proposed plan due to poor planning. Gao et al. (2013) on the other hand, depicts that not only the budget may exceed but also it may cross the deadline of the entire project. For instance, in this report, the project is in the expansion of 15 rooms and that may take five years to complete; however, if not planned properly, the project can take more than 5 years to accomplish this may result in low team morale and loose customer retention.

The concerned hotel is famous for the facility that they are providing to the customers which is the spectacular scenic beauty along with the exclusive adventure packages. The room has to be planned in a way that it will provide a beautiful window scene through which the customer’s can admire the clean green environment. Thus, Chin and Tsai (2013) portrays that the formulation of the new infrastructure may have the challenge of poor style of the rooms and windows that the human resource of the concerned organization has to look after so that they can provide their customer the best services.

One of the most important factors that the human resources have to ponder is to recruit skilled people, who can serve their best to the organization. Lloyd et al. (2013) depicts that the HR must have to possess a Hunter’s mentality so that they can recruit skilled people. Some organization follow the recruiting process of hire and fire which resembles the short-term survival of an employee within the organization; however, the new HR change management have to follow a process by which they can retain the employees for long-term (Hoque, 2013). The housekeeping boy, front office employees, night audits group, uniform service employees and others must have the skills to perform better under any circumstances and this can be evaluated properly by the Human Resource Department of Dawson Falls Mountain Lodge during the recruitment through personal interview or by taking some personal assessment test.

Improper planning of infrastructure

Hon et al. (2013) states that provision of effective training to the existing employee as well as new recruited working personnel worth the investments. Wang et al. (2014) on the other hand depicts that if a organization provide proper training to their employees, they can diminishes the employee turnover. Moreover, the human resources can collaborate with some consultancy group or training centers that can provide them the training infrastructure or train the existing customers with the new technologies that are implemented in the hotel (Martínez-Ros & Orfila-Sintes, 2012). In addition to that, the human resource departments may introduce inter-training programs and encourage their employees for taking participation in voluntary services so that they can gain better reputation in society that also enhance their CSR rating. All these activity surely will benefit the Dawson Falls Mountain Lodge’s to provide better services to their customers.

This section of the business report focuses on the new human resource change management that will be better for the organization’s productivity. Expansion of 15 new rooms needs work force to handle the functionalities of the new infrastructure and provide them training so that they can serve the customers in the best way.

Dhar (2015) demonstrates that the employee training is important as it provides knowledge to the employee how to perform with proficiency and best of their ability within the workplace. AlBattat et al. (2013) also affirms that it provides knowledge of handling the organizational equipment so that no adverse situation can be created within the company. As mentioned above, the change management in human resource will be illustrated by the way they are handling their recruitment process for skilled employees (Wang et al., 2014). In order to complete the entire recruitment process with efficiency, the Dawson Falls Mountain Lodge must have to adopt following strategies:

One of the most crucial factors for recruiting effective candidates is to select new graduated from reputed university or hotel management institutes is that they are already well-versed in the hotel management and how to handle the operational functionalities of the hotel and behaving with staffs (Milman & Whitney, 2014). Thus, the human resource management can change their present strategy that is to select candidates based on mass recruitment to the campus in leading hotel management colleges so that they can get the best candidates for their new expanded infrastructure of the concerned hotel.

Dusheiko and Gravelle (2015) mentioned that one of the easiest ways to source talent are promoting referrals within the same origination. Since the Dawson Falls Mountain Lodge is expanding their room services, so they will need manpower to handle the business function. Thus the human resource should implement a theme-based, time-bound program, with prizes for employees referrals drives so that employee can help the human resource for more candidates (Burks et al., 2015). The human resources can also run a well-crafted, well-supported campaign so that they can provide training to these newly selected candidates.

Lack of luxurious requirements

The present system for providing training to the employee is from the senior members of the hotel. These seniors have years of training in handling the hotel operations. However, the training process can be enhanced by providing them training from the professionals who leads the hotel industry by their innovative thinking and approaches (Wong & Tang, 2012). In this way, the employee can learn how to enrich the existing hotel operations by implementing new idea within the workplace.

Training of the employee must have to be innovative enough so that every employee can learn the hotel ethics and legislations properly. Moreover, in a conventional way, the training procedure is done through by visiting the training centre after the working hour; however, the human resource department of the concerned origination should introduce e-learning method so that the employee can resolve their queries in real-time while serving in the hotel (Wang & Lin, 2014).

The human resource in the previous time selected the employees relying on a particular area of expertise. However, in order to bring change management the existing human resource can introduce a system where the selection of the people should be based on the ability that they can handle changing circumstances and workloads.

Breaugh (2014) depicts that in the corporate world, the occurrence of office parties and cultural events are the part of the job. In addition to that, the hotel industry is also associated with the voluntary work, which they have to attend. Therefore, apart from recruiting the employees to form the job fairs, the human resources of the concerned organization can look for efficient employees other events. Harold et al. (2013) illustrated that the best candidates probably already have a job and hence locating the talented candidates in other events and offer them job opportunity will be beneficial for the organization.

There are several recruiting agencies, which collaborates with the big industries so that they can provide training to their employees with the effective skills. The human resource of the concern organization can collaborate with the third party so that they can reduce the training infrastructure budget for providing training sessions to their employees.

In this section, the evaluation of the training process is discussed. Wong and Tang (2012) elaborates that the human resources of the organization need to evaluate the employee's skills in the first four months through their working ability and achievements. Dusheiko and Gravelle (2015) illustrate that the human resources must assess their ability, evaluate the drawbacks of their knowledge, and try to resolve it based on their experience. However, they must provide them proper training and grooming to the appropriate person. For instance, if an employee belongs from the good background, it grooming is not required for that person as the person is well versed in the behaving good with the clients (Wong & Tang, 2012). On the other hand, they those people must be provided process training so that they can handle the processing department. Moreover, assessments of the employees comprise of the regular test and personal review of their performance so that the human resources can select effective candidates and allocate them job responsibilities according to their performance. Furthermore, the candidates who are not performing to the benchmark set by the concerned organization, they must have to send for retraining. The primary objective behind this is to value the long-term relationship with the employees and nurture their talent and enriches their ability (Hoque, 2013) Following all these concern, the Dawson Falls Mountain Lodge will successfully manage the training process of their employees.

Recruiting skilled people

The purpose of this project is to expand the room capacity by 15 rooms. As per the identified resistance, the most probable issue that Dawson Falls Mountain Lodge would face is lack of recruitment skill. In order to expand the business process, it is highly important for the company to expand the workforce. Apart from that, the company needs to recruit skilled people in order to avoid uncertain situation (Karatepe, 2013). In order to lead a change human resource plan, it is highly important to improve the recruitment process. Therefore, this project option would be beneficial for the company. As per the current resistance, the company would require to improve their recruitment process along with training process for the existing employees (Li, Sanders & Frenkel, 2012). Here, a five-year human resource plan has been introduced in order to improve the recruitment process of the organization. The change plan in recruitment process would help the company to recruit skilled employees. As the company serves in hospitality sector, it is highly important to evaluate the applicants and their background before final selection. The employees will be responsible for dealing with the consumers directly (Wang, 2013). In this industry, the employees should have the ability to handle different type of customers. Sometimes, it is difficult to handle typical customers. However, the employees should have the ability of handling all types of customers politely.

The above recruitment plan will help Dawson Falls Mountain Lodge to recruit skilful workforce within the estimated deadline. In order to perform the activities within the expected deadline, the company needs to implement efficient strategy for all the activities. The aim of the human resource team would be conduct an efficient group of people (Boella & Goss-Turner, 2013). In this manner, the company would be able to change the human resource approach within the expected time. Apart from that, the proposed human resource plan would help the company to change the approach of recruitment and training process in an efficient manner. The overall goal of the company is to hire efficient workforce in order to expand rooms by 15. Moreover, the company needs to maintain the quality of service and therefore, the company will develop luxurious accommodation facility (Gin Choi, Kwon & Kim, 2013). Achieving change human resource objectives would be easy with cohesive set of strategies. For example, the company needs to understand cultural background of the applicants in order to take the final decision. In service-based industry, employees are the one who deal with the consumers directly (Chen & Shen, 2012). Therefore, the recruiters should consider the cultural background before recruiting the applicant. Following are the strategies that would be implemented in order to achieve the planned activities.

In order to conduct efficient recruitment process, the company needs to implement online recruitment strategy. Here, the company needs to post the job requirements through different online platforms. It will help the company to promote the job vacancy among the applicants within short time span (Wang, Tsai & Tsai, 2014). Nowadays, people rely on online activities and therefore, traditional recruitment portals are less efficient than the online. Here, the company needs to open an account by mentioning detailed information regarding the job vacancy. Apart from that, it will be easy for the organization to target the expected population through this strategy (Wan, Wong & Kong, 2014). Online recruitment strategy will help the company to recruit employees from different geographical location. On the other hand, the company should adopt workforce diversity in order to reduce cost of training and development. A diversified workforce consists of both experience and inexperience employees (Brotherton, 2012). Therefore, employees with high experience will monitor the performance level of the newly recruited employees.

Through this strategy, the company would be able to promote the job vacancy among the targeted population. The company would be able to conduct interview sessions with the interested candidates. Apart from that, campus interview will help the company to know the candidates before arranging the interview session (Karatepe, 2013). Here, the company needs to send their HR team to the targeted college or university. The respective HR team will conduct session with the students and will describe the job details in a proper way (Li, Sanders & Frenkel, 2012). After that, the company would be able to select the desired candidates as per their skills and abilities.
Word of mouth

Word of mouth recruitment is something similar to the reference recruitment process. Here, the existing employees are responsible to refer other (Wang, 2013). In order to engage this recruitment process, the company needs to satisfy the existing employees at primary stage. If the current employees were satisfied, the company would encourage them for referring others. It would reduce recruitment cost of the company in an effective manner.

The company needs to write the job description in an appropriate manner. The job description needs to be professional and attractive. In this manner, the company would be able to attract a range of applicants (Boella & Goss-Turner, 2013). Moreover, realistic job preview would help the company to increase interest of the candidates. Therefore, candidates understand their job role and expected skills and abilities before applying.

The company should recruit the candidates as intern in order to understand their skills and abilities. The company should keep the employees in provisional period for first three months. If the management thinks that they are performing well, then final recruitment and selection would be done (Gin Choi, Kwon & Kim, 2013). It would help the company to reduce organizational cost. During the period if internship, the company would train them according to the training and development planning.

The proposed human resource management plan would help the company to improve the recruitment process in an effective manner. In hotel industry, it is highly important to have skilled workforce in order to satisfy the consumers (Chen & Shen, 2012). Therefore, the company should recruit efficient employees. Apart from that, the training process should be efficient in order to ensure that employees have sufficient knowledge about their job role. According to the action plan, the company should promote the job vacancy at initial stage. In this manner, the company would be able to aware the applicants for the vacant position. Here, the job content should be prominent and easily understandable (Wang, Tsai & Tsai, 2014). For example, candidates much understand the exact requirements of the recruiters. On the other hand, it is not expected to disclose every detail about the job vacancy. It can harm the strategic movement of the company negatively. The company should encourage the candidates to participate in face-to-face interview in order to know the other details. In this manner, the company would be able to attract the candidates more efficiently.
The second activity would be gathering documents from the applicants. Here, the recruiters will collect resume from the applicants in order to understand their background. The company will implement online recruitment strategy in order to obtain candidates’ documents. After gathering the documents from the candidates, the company needs to evaluate the candidates initially (Wan, Wong & Kong, 2014). Here, the first filtration process occurs, where the company will eliminate some applicants according to their parameters. In order to conduct efficient recruitment, the company needs to narrow down the selection process. It will help the company to arrange interview session with the deserving candidates. After selecting the deserving candidate profiles, the company will arrange face-to-face interview session, where the company will closely evaluate skills and knowledge of the applicants. Here, the company needs to prepare a set of interview questionnaire (Brotherton, 2012). The human resource management should evaluate the cultural background of the applicants in order to evaluate whether they would handle clients with politeness or not. After the interview session, the company will select the candidates and negotiate remuneration. However, the company will offer internship to the selected employees in order to evaluate their performance in practical field. After the internship period, the company will put the selected employees in training process (Karatepe, 2013). The training process would be process training in which the company will educate the employees regarding the service packages. The company will implement an internal recruitment process. Through this strategy, the company would be able to educate all level of employees regarding the service packages.

When it comes to the strategies, the company will adopt online recruitment process in which it will be easy to attract the applicants. However, through this process, the company will receive a bunch of irrelevant applications. Therefore, the company needs to shortlist the applications before arranging the final interview session. On the other hand, the campus recruitment strategy will help the company to communicate with the applicants directly. Through this process, the company would be able to reduce the time requirement of the entire process (Li, Sanders & Frenkel, 2012). The word of mouth recruitment strategy would help the company to reduce the cost requirements in an efficient manner. Human resource team of Dawson Falls Mountain Lodge would overcome the resistance of recruitment process in order to ensure that the company has skilled and efficient workforce.

Justification using exemplars from selected contemporary global hotel-management business
The proposed action plan is efficient and it will help to improve the human resource processes in an efficient manner. The aim of these two projects is to improve training and development plan along with the recruitment process. The current need of the organization is to expand 15 rooms, which will require efficient workforce (Wang, 2013). According to the current situation, the company needs to expand their workforce in order to achieve the overall organizational goal. Apart from that, the company needs to improve knowledge and skill of the existing employees in order to improve their performance. In service-based industry, it is important to recruit the employees from good cultural background (Boella & Goss-Turner, 2013). The candidates should have the ability to handle clients with politeness. Moreover, the company needs to improve performance quality of the current employees. According to the performance development plan, the company needs to understand performance quality of the employees. In this manner, it will be possible for the company to understand the difficulties that the workforce is facing. Apart from that, the company needs develop training programs. The management will develop different training programs for different employees. Implementing efficient training process would help the company to motivate the employees in an efficient manner.

Nowadays, global organizations are paying close attention to the training and development process in order to improve customer satisfaction. In this technological era, organizations are adopting efficient technology in order to improve the organizational process. In case of service-based industry, companies are adopting efficient technological processes like online booking facilities (Gin Choi, Kwon & Kim, 2013). Training and development process helps the organizations to ensure that employees understand their job role efficiently. Otherwise, it will harm motivation level of the workforce negatively. For example, Hotel Marriot is an international organization and providing quality service to the global customers. The company ensures that every employee has enough skill and knowledge. The training and development process that the organization provides to the employees helps to improve their performance quality (Chen & Shen, 2012). Apart from that, training and development process helps to motivate the workforce. The employees need to know their job roles properly. Therefore, it is important to implement a suitable organizational culture in order to motivate the workforce properly.

When it comes to the recruitment process, the proposed recruitment plan would help the human resource team of Dawson Falls Mountain Lodge to conduct efficient recruitment process. In the primary stage, the company would promote the vacancy details through online platforms. The online recruitment portals will help the company to attract lot of applicants towards the company (Wang, Tsai & Tsai, 2014). Nowadays, global organizaiotons are conducting online job posting strategy in order to engage workforce diversity. In this process, organizations are attracting employees from different geographical locations. Therefore, Dawson Falls Mountain Lodge needs to implement the same approach in order to recruit skilful employees. According to the recruitment planning, the company should evaluate the candidates before finalizing the interview schedule. Through this process, it will be easy for the company to narrow down the selection process (Wan, Wong & Kong, 2014).

In order to conduct efficient recruitment process, the company should evaluate cultural background of the candidate. Global organizations are paying close attention to the cultural background of employees. The employees are solely responsible for communicating with the consumers. The aim of expanding the business by expanding 15 rooms would be possible through recruiting skilful workforce (Brotherton, 2012). Therefore, the company should set proper recruitment parameters in order to eliminate the non-deserving candidates. After this filtration process, the company should conduct face-to-face interview session with the candidates. Here, the company will evaluate skills of the candidates closely. For example, this evaluation process would ensure that the candidates are able to handle consumers with politeness.

Reputed organizations like Marriot and Novotel conduct word of mouth recruitment strategy. This recruitment strategy helps the companies to reduce cost requirement of the recruitment process. Through this strategy, the existing employees of the organization play the role of job promotion. Therefore, the company would be able to understand cultural background of the applicants in an efficient manner (Karatepe, 2013). When it comes to the training and development process, these companies give value to the existing employees in order to increase their satisfaction level. Global companies believe in performance development plan rather than hire and fire strategy. In such organizational culture, employees feel self-esteemed, which tends them to refer others.

Employee training

Conclusion

While concluding, it can be said that in order to implement change human resource management process, the company needs to lead two projects such as recruitment and development plan. Through these processes, the company would be able to improve skill and knowledge of the existing employees. Apart from that, this process would also help the company to increase the workforce, which will further help to achieve overall organizational objective. The propose action plan suggests that Dawson Falls Mountain Lodge needs to follow a systematic approach in order to improve skills and knowledge of the workforce. The company should collaborate with Third Party Company in order to improve the training and development process. The company will achieve two project options within five years.

References

AlBattat, A. R. S., & Som, A. P. M. (2013). Employee dissatisfaction and turnover crises in the Malaysian hospitality industry. International Journal of Business and Management, 8(5), 62.
Boella, M., & Goss-Turner, S. (2013). Human resource management in the hospitality industry: A guide to best practice. Routledge.
Breaugh, J. (2014, July). Employee recruitment. In Meeting the Challenge of Human Resource Management: A Communication Perspective (p. 29). Routledge.
Brotherton, B. (Ed.). (2012). International Hospitality Industry. Routledge.
Burks, S. V., Cowgill, B., Hoffman, M., & Housman, M. (2015). The value of hiring through employee referrals. The Quarterly Journal of Economics, qjv010.
Chen, T. L., & Shen, C. C. (2012). Today's intern, tomorrow's practitioner?—The influence of internship programmes on students' career development in the Hospitality Industry. Journal of Hospitality, Leisure, Sport & Tourism Education, 11(1), 29-40.
Chin, J. B., & Tsai, C. H. (2013). Developing a service quality evaluation model for luxurious restaurants in international hotel chains. Total Quality Management & Business Excellence, 24(9-10), 1160-1173.
Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, 419-430.
Dusheiko, M., & Gravelle, H. (2015). Choosing and Booking and Attending?: Impact of an Electronic Booking System on Outpatient Referrals and Non-attendances. University of York, Centre for Health Economics.
Frankland, R., Mitchell, C. M., Ferguson, J. D., Sziklai, A. T., Verma, A. K., Popowski, J. E., & Sturgeon, D. H. (2013). U.S. Patent No. 8,484,111. Washington, DC: U.S. Patent and Trademark Office.
Gao, L., Guo, R., & Zhang, Z. (2013). An augmented Lagrangian decomposition approach for infrastructure maintenance and rehabilitation decisions under budget uncertainty. Structure and Infrastructure Engineering,9(5), 448-457.
Gin Choi, Y., Kwon, J., & Kim, W. (2013). Effects of attitudes vs experience of workplace fun on employee behaviors: Focused on Generation Y in the hospitality industry. International Journal of Contemporary Hospitality Management, 25(3), 410-427.
Harold, C. M., Uggerslev, K. L., & Kraichy, D. (2013). Recruitment and job choice. Harold, CM, Uggerslev, KL, & Kraichy, D.(2013). Recruitment and job choice, 47-72.
Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
Hon, A. H., Chan, W. W., & Lu, L. (2013). Overcoming work-related stress and promoting employee creativity in hotel industry: The role of task feedback from supervisor. International Journal of Hospitality Management,33, 416-424.
Hoque, K. (2013). Human resource management in the hotel industry: Strategy, innovation and performance. Routledge.
Karatepe, O. M. (2013). High-performance work practices and hotel employee performance: The mediation of work engagement. International Journal of Hospitality Management, 32, 132-140.
Keyton, J., Caputo, J. M., Ford, E. A., Fu, R., Leibowitz, S. A., Liu, T., ... & Wu, C. (2013). Investigating verbal workplace communication behaviors.Journal of Business Communication, 0021943612474990.
Li, X., Sanders, K., & Frenkel, S. (2012). How leader–member exchange, work engagement and HRM consistency explain Chinese luxury hotel employees’ job performa
Lloyd, C., Warhurst, C., & Dutton, E. (2013). The weakest link? Product market strategies, skill and pay in the hotel industry. Work, Employment & Society, 27(2), 254-271.
Martínez-Ros, E., & Orfila-Sintes, F. (2012). Training plans, manager's characteristics and innovation in the accommodation industry. International Journal of Hospitality Management, 31(3), 686-694.
Milman, A., & Whitney, P. A. (2014). Evaluating Students’ Experience and Satisfaction at a Hospitality and Tourism College Career Fair. Journal of Human Resources in Hospitality & Tourism, 13(2), 173-189.
Quinn, D., Amer, Y., Lonie, A., Blackmore, K., Thompson, L., & Pettigrove, M. (2012). Leading change: Applying change management approaches to engage students in blended learning. Australasian Journal of Educational Technology, 28(1), 16-29.
Scharpff, J., Spaan, T. J., Volker, L., & De Weerdt, M. (2013, May). Planning under uncertainty for coordinating infrastructural maintenance. InProceedings of the 8th annual workshop on Multiagent Sequencial Decision Making Under Certainty, MSDM-2013, St. Paul, Minnesota, USA, May 7, 2013.
Wan, Y. K. P., Wong, I. A., & Kong, W. H. (2014). Student career prospect and industry commitment: The roles of industry attitude, perceived social status, and salary expectations. Tourism Management, 40, 1-14.
Wang, C. J., Tsai, H. T., & Tsai, M. T. (2014). Linking transformational leadership and employee creativity in the hospitality industry: The influences of creative role identity, creative self-efficacy, and job complexity. Tourism Management, 40, 79-89.
Wang, C. J., Tsai, H. T., & Tsai, M. T. (2014). Linking transformational leadership and employee creativity in the hospitality industry: The influences of creative role identity, creative self-efficacy, and job complexity. Tourism Management, 40, 79-89.
Wang, R., & Lin, Y. (2014). Push-pull factors of E-Learning in the hotel industry. Industrial Management & Data Systems, 114(8), 1169-1185.
Wang, Y. F. (2013). Constructing career competency model of hospitality industry employees for career success. International Journal of Contemporary Hospitality Management, 25(7), 994-1016.
Wong, S., & Tang, A. (2012). An exploratory study of postgraduate hotel and tourism management students' experience of learning by games: a case study of" Hotel and tourism training and development" class in Hong Kong.
Zhang, X., & Venkatesh, V. (2013). Explaining Employee Job Performance: The Role of Online and Offline Workplace Communication Networks. Mis Quarterly, 37(3), 695-722.

Cite This Work

To export a reference to this article please select a referencing stye below:

My Assignment Help. (2017). Change Management In HR And Infrastructure Planning For Dawson Falls Mountain Lodge Essay.. Retrieved from https://myassignmenthelp.com/free-samples/human-power-management.

"Change Management In HR And Infrastructure Planning For Dawson Falls Mountain Lodge Essay.." My Assignment Help, 2017, https://myassignmenthelp.com/free-samples/human-power-management.

My Assignment Help (2017) Change Management In HR And Infrastructure Planning For Dawson Falls Mountain Lodge Essay. [Online]. Available from: https://myassignmenthelp.com/free-samples/human-power-management
[Accessed 15 July 2024].

My Assignment Help. 'Change Management In HR And Infrastructure Planning For Dawson Falls Mountain Lodge Essay.' (My Assignment Help, 2017) <https://myassignmenthelp.com/free-samples/human-power-management> accessed 15 July 2024.

My Assignment Help. Change Management In HR And Infrastructure Planning For Dawson Falls Mountain Lodge Essay. [Internet]. My Assignment Help. 2017 [cited 15 July 2024]. Available from: https://myassignmenthelp.com/free-samples/human-power-management.

Get instant help from 5000+ experts for
question

Writing: Get your essay and assignment written from scratch by PhD expert

Rewriting: Paraphrase or rewrite your friend's essay with similar meaning at reduced cost

Editing: Proofread your work by experts and improve grade at Lowest cost

loader
250 words
Phone no. Missing!

Enter phone no. to receive critical updates and urgent messages !

Attach file

Error goes here

Files Missing!

Please upload all relevant files for quick & complete assistance.

Plagiarism checker
Verify originality of an essay
essay
Generate unique essays in a jiffy
Plagiarism checker
Cite sources with ease
support
Whatsapp
callback
sales
sales chat
Whatsapp
callback
sales chat
close