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文献、资料中文题目：小企业的招聘与培训
silence的意思
stay文献、资料英文题目：Recruitment and training in small firms
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指导教师： automata
翻译日期： 2017.02.14
Recruitment and training in small firms
Abstract
The hospitality and tourism industries are two of the fastest growing and most dynamic ctors of the UK economy. Both industries are highly labour intensive and, becau of this, the effective management of human resources is critical to their success. A defining characteristic of the industries is the high incidence of small firms. The issue of training in the small business ctor in general has been neglected by academics and management specialists and this is also the ca specifically in tourism and hospitality. This article goes some way to address this gap in knowledge and examines the recruitment and training practices of small tourism and hospitality firms. The issues exami
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ned include sources of recruitment, the extent to which small tourism and hospitality firms had training plans and training budgets, participation, and evaluation of training.
Keyword(s):
Recruitment; Training; Small firms; Hospitality; Tourism.
Background
Small firms and training
Although definitions of small firms have been extensively debated, there is no disagreement that the most commonly found tourism or hospitality enterpri is small (Thomas, 1998). To date, very little rearch has been conducted in the organisations. This is no surpri and as Matlay argues:
吊古战场文原文及翻译The issue of training in the small business ctor of the British economy has largely been neglected by academic rearchers and human resource planning, development and ma
nagement specialists who, until recently, were content to suggest solutions which were more relevant to the business strategies of larger firms (Matlay, 1996, p. 648).
This is supported by Johnson and Gubbins (1992, pp. 28-9) who suggest that:relatively little is known about the extent, nature and determinants of training in small and medium-sized business, either on a national or on a local basis.
It is argued that with the growth of tourism and hospitality and the importance of human resources within them this neglect should not continue.材料科学与工程就业前景
Rearch conducted in hospitality and tourism firms of all sizes has discovered that informality and a relatively unsophisticated management style characteri the approach taken towards recruitment and training (Goldsmith et al., 1997; Price, 1994; Lucas, 1995; Baum, 1995). Rearch on recruitment and training in small firms in general (Jameson, 1998) has also indicated that an informal approach towards the management of human resources is the norm in the firms. One of the major themes in small business literature has been the examination of the informality of relations between employers and employe
es. A correlation has been found to exist between the size of firm and level of formality in various ctors of the economy (e, for example, Scott 上海计算机学校et al. (1989); Curran et al. (1993)). Rearch conducted specifically in hospitality firms (Price, 1994, p. 49) found that:
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