Abstract This thesis explores the management of human resources (HR) in five star hotels located in a developing country (Malaysia). This study is particularly relevant to the hotel industry, known for its traditionally poor HR practices (e.g., a lack of employment security, training, and career development opportunity, low levels of employee involvement and an increasing number of casual employees who are paid hourly). These practices are often perceived as a solution to high labour costs and fluctuating demand prevalent in the hotel industry. However, it is often only "non-managerial" employees who are affected by poor HR practices, as more sophisticated approaches to HR practices are often taken with regard to managerial (strategic) level employees. HR practices system differentiation (HRPSD), or HR architecture, involves having more than one HR practices system within an organisation. HRPSD has been criticised in the hospitality management literature for the poor HR practices in the management of non-managerial employees, however despite this criticism, it is widely practiced by the industry. The continuation of HRPSD practices in the hotel industry suggests its importance to better understand, research and study. The aim of this research is to gain an understanding of HRPSD in a hotel industry context, and to better understand the immediate effects of such practices. While the existing literature concerning HR architecture in other industries provides some discussion of HRPSD, research and study of the concept focusing on the hotel industry is essential in providing a detailed explanation of the effect of this phenomenon, as HR practices between industries may vary. Central to this study, is an investigation of the nature of HRPSD, identification of HR intermediate outcomes, and the effects of HRPSD on hotel employees. Studying the effect of HRPSD on employees is important because employees are known to be a hotel organisations‟ most important resource. Developed based on the literature of SHRM and HR architecture, this study proposes a conceptual model that incorporates HRPSD in the SHRM model originally proposed by Schuler, Dowling, Smart, and Huber (1992). Guided by this model, this study seeks to answer the critical questions of “how organisations differentiate their HR practices systems” and “what are the corresponding HR intermediate outcomes?” A particular foci of this thesis relates to how the concept of a “strategic” (or managerial) job is conceptualised in the hotel industry, what the elements of HR practices systems in five-star hotels are, how and why hotel organisations differentiate their HR practices systems, what the HR intermediate outcomes of HRPSD are and how HRPSD relates to the identified HR intermediate outcomes. To answer these complex research issues, a multiple case research methodology is employed, utilising a series of in depth semi-structured interviews. This vi study focuses specifically on five-star hotels in Malaysia because HR practices vary among hotels of various sizes. The findings indicate a notable effect of HRPSD on employees‟ motivation, job satisfaction, organisational commitment and retention, and that excessive differentiation is not beneficial for a five star hotel. In this study only certain HR practices were found to be differentiated; selective staffing, extensive training, compensation and empowerment. HR practices that were applied to all employees without differentiation were a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication. In addition, this study also provides a clear definition of the strategic job in the hotel industry, and demonstrates the importance of HR practices integration and the influence of internal and external environments on the formation of HR strategy. This research contributes to theory as well as hotel sector policy and practice. Theoretically, it has identified how HRPSD links to firm performance (in Malaysian five star hotels). In addition, it provides clear definitions and understanding of the strategic job concept as well as identification of HR practices system elements and their differentiation in five-star hotels. Furthermore, the theoretical framework developed can be useful for future quantitative studies which can test the model formulated in this study. For practitioners, the detailed examination of HR practices system elements and how they are differentiated may guide them in their future HR strategy formation.

Abstract This thesis explores the management of human resources (HR) in five star hotels located in a developing country (Malaysia). This study is particularly relevant to the hotel industry, known for its traditionally poor HR practices (e.g., a lack of employment security, training, and career development opportunity, low levels of employee involvement and an increasing number of casual employees who are paid hourly). These practices are often perceived as a solution to high labour costs and fluctuating demand prevalent in the hotel industry. However, it is often only "non-managerial" employees who are affected by poor HR practices, as more sophisticated approaches to HR practices are often taken with regard to managerial (strategic) level employees. HR practices system differentiation (HRPSD), or HR architecture, involves having more than one HR practices system within an organisation. HRPSD has been criticised in the hospitality management literature for the poor HR practices in the management of non-managerial employees, however despite this criticism, it is widely practiced by the industry. The continuation of HRPSD practices in the hotel industry suggests its importance to better understand, research and study. The aim of this research is to gain an understanding of HRPSD in a hotel industry context, and to better understand the immediate effects of such practices. While the existing literature concerning HR architecture in other industries provides some discussion of HRPSD, research and study of the concept focusing on the hotel industry is essential in providing a detailed explanation of the effect of this phenomenon, as HR practices between industries may vary. Central to this study, is an investigation of the nature of HRPSD, identification of HR intermediate outcomes, and the effects of HRPSD on hotel employees. Studying the effect of HRPSD on employees is important because employees are known to be a hotel organisations‟ most important resource. Developed based on the literature of SHRM and HR architecture, this study proposes a conceptual model that incorporates HRPSD in the SHRM model originally proposed by Schuler, Dowling, Smart, and Huber (1992). Guided by this model, this study seeks to answer the critical questions of “how organisations differentiate their HR practices systems” and “what are the corresponding HR intermediate outcomes?” A particular foci of this thesis relates to how the concept of a “strategic” (or managerial) job is conceptualised in the hotel industry, what the elements of HR practices systems in five-star hotels are, how and why hotel organisations differentiate their HR practices systems, what the HR intermediate outcomes of HRPSD are and how HRPSD relates to the identified HR intermediate outcomes. To answer these complex research issues, a multiple case research methodology is employed, utilising a series of in depth semi-structured interviews. This vi study focuses specifically on five-star hotels in Malaysia because HR practices vary among hotels of various sizes. The findings indicate a notable effect of HRPSD on employees‟ motivation, job satisfaction, organisational commitment and retention, and that excessive differentiation is not beneficial for a five star hotel. In this study only certain HR practices were found to be differentiated; selective staffing, extensive training, compensation and empowerment. HR practices that were applied to all employees without differentiation were a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication. In addition, this study also provides a clear definition of the strategic job in the hotel industry, and demonstrates the importance of HR practices integration and the influence of internal and external environments on the formation of HR strategy. This research contributes to theory as well as hotel sector policy and practice. Theoretically, it has identified how HRPSD links to firm performance (in Malaysian five star hotels). In addition, it provides clear definitions and understanding of the strategic job concept as well as identification of HR practices system elements and their differentiation in five-star hotels. Furthermore, the theoretical framework developed can be useful for future quantitative studies which can test the model formulated in this study. For practitioners, the detailed examination of HR practices system elements and how they are differentiated may guide them in their future HR strategy formation.

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Abstract This thesis explores the management of human resources (HR) in five star hotels located in a developing country (Malaysia). This study is particularly relevant to the hotel industry, known for its traditionally poor HR practices (e.g., a lack of employment security, training, and career development opportunity, low levels of employee involvement and an increasing number of casual employees who are paid hourly). These practices are often perceived as a solution to high labour costs and fluctuating demand prevalent in the hotel industry. However, it is often only "non-managerial" employees who are affected by poor HR practices, as more sophisticated approaches to HR practices are often taken with regard to managerial (strategic) level employees. HR practices system differentiation (HRPSD), or HR architecture, involves having more than one HR practices system within an organisation. HRPSD has been criticised in the hospitality management literature for the poor HR practices in the management of non-managerial employees, however despite this criticism, it is widely practiced by the industry. The continuation of HRPSD practices in the hotel industry suggests its importance to better understand, research and study. The aim of this research is to gain an understanding of HRPSD in a hotel industry context, and to better understand the immediate effects of such practices. While the existing literature concerning HR architecture in other industries provides some discussion of HRPSD, research and study of the concept focusing on the hotel industry is essential in providing a detailed explanation of the effect of this phenomenon, as HR practices between industries may vary. Central to this study, is an investigation of the nature of HRPSD, identification of HR intermediate outcomes, and the effects of HRPSD on hotel employees. Studying the effect of HRPSD on employees is important because employees are known to be a hotel organisations‟ most important resource. Developed based on the literature of SHRM and HR architecture, this study proposes a conceptual model that incorporates HRPSD in the SHRM model originally proposed by Schuler, Dowling, Smart, and Huber (1992). Guided by this model, this study seeks to answer the critical questions of “how organisations differentiate their HR practices systems” and “what are the corresponding HR intermediate outcomes?” A particular foci of this thesis relates to how the concept of a “strategic” (or managerial) job is conceptualised in the hotel industry, what the elements of HR practices systems in five-star hotels are, how and why hotel organisations differentiate their HR practices systems, what the HR intermediate outcomes of HRPSD are and how HRPSD relates to the identified HR intermediate outcomes. To answer these complex research issues, a multiple case research methodology is employed, utilising a series of in depth semi-structured interviews. This vi study focuses specifically on five-star hotels in Malaysia because HR practices vary among hotels of various sizes. The findings indicate a notable effect of HRPSD on employees‟ motivation, job satisfaction, organisational commitment and retention, and that excessive differentiation is not beneficial for a five star hotel. In this study only certain HR practices were found to be differentiated; selective staffing, extensive training, compensation and empowerment. HR practices that were applied to all employees without differentiation were a clear job description, orientation, employment security, objective performance appraisal, career development opportunity and effective communication. In addition, this study also provides a clear definition of the strategic job in the hotel industry, and demonstrates the importance of HR practices integration and the influence of internal and external environments on the formation of HR strategy. This research contributes to theory as well as hotel sector policy and practice. Theoretically, it has identified how HRPSD links to firm performance (in Malaysian five star hotels). In addition, it provides clear definitions and understanding of the strategic job concept as well as identification of HR practices system elements and their differentiation in five-star hotels. Furthermore, the theoretical framework developed can be useful for future quantitative studies which can test the model formulated in this study. For practitioners, the detailed examination of HR practices system elements and how they are differentiated may guide them in their future HR strategy formation.

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No description available.

No description available.

Marine environmental resource managers and consultants require comprehensive, accurate and current data on the status of marine biodiversity in order to fully evaluate resource consent applications that involve development, impact or encroachment within the marine environment, and for identifying areas of coast appropriate for conservation. The role and efficacy of existing global, national and regional marine biodiversity databases in delivering these types of data are evaluated. Consultation with environmental consultants revealed that none regularly, if ever used any existing marine biodiversity database during their routine consulting activities. Moreover, no existing biodiversity database had appropriate data-mining tools, although each was determined to provide information of value to resource managers and environmental consultants operating at national and regional scales; none was deemed to provide the sort of information required to manage marine resources at a local scale. To achieve the objectives of this research programme, resource managers, data users and data compilers were consulted to determine their ideal data and database requirements. Existing biodiversity data sets that included New Zealand marine biodiversity then were searched or procured, and these data and that of a novel data set of species occurring at 296 intertidal and 25 fringe-saline (effectively freshwater) sites within and proximal to the Hauraki Gulf Marine Park (from Mimiwhangata Bay in the north to Tauranga Harbour in the south) were compared with species inventories from environmental consultants operating in this region. Biodiversity data from the 296 saline, comprising presence/absence data for 713 taxa recorded from the survey region were analysed in detail. Significantly different species assemblages were identified amongst these 296 sites, five intertidal habitats being recognised, each with characteristic species assemblages: marine-hard shores, marine-soft shores, brackish-hard shores, brackish-soft shores, and mangrove shores. Species richness and diversity were consistently higher in marine habitats, and greatest on hard substrata. Most sites host unique assemblages of species. A novel index of species richness is proposed, and although the spatial distribution of richness isn’t particularly revealing, as obvious patterns in the distribution of richness are not apparent, this index has value in that the richness of any shore can be compared and contrasted with that of others throughout the region. Augmenting this richness index is a novel index of species rarity. Based on the frequency of occurrence of taxa on shores throughout the survey region, very rare through to ubiquitous taxa are recognised to routinely occur on almost all shores, regardless of the total species richness. Moreover, very rare to uncommon taxa often comprise a disproportionately high percentage of the total species occurring on any given intertidal shore, in any habitat. Accordingly, alarm bells should ring for reviewers of resource consent applications wherein environmental consultants state that an area subject to development ‘hosts no rare, unique or otherwise remarkable species or ecology.’ Two applications of these novel biodiversity data are demonstrated: the relationship between species richness and regional council consented activities is described, with a negative correlation reported for the intensity of disturbance (using the number of consented activities as a proxy for disturbance) and species richness on marine hard shores; and an appraisal of four selection criteria for marine reserves (naturalness, representativeness, uniqueness and complementarities), wherein the intertidal fauna and flora of no existing or proposed marine reserve appears to be natural, unique or representative, and effort seems to have been spent duplicating certain assemblages of species in reserve networks. The former is intuitively obvious, but the latter is alarming, and the ramifications of it far reaching in terms of conservation of the marine environment. Protocols for conducting biodiversity surveys must be established and implemented to elevate the standards of environmental consultants, resulting value judgements on the composition of species, and the likely and actual effects of these developments on the marine environment to ensure that statements made in reports are based on current data rather than perceptions and client expectations. It is possible that resource consents have been issued based on spurious appraisals of the immediate and cumulative effect of discharge on the environment, or of the relative rarity (or appreciation of this) of species that occur within it. Prior to development of the novel Monalisa data set, no existing database or data set existed that provided the information routinely required by managers and consultants to make informed judgements that affect coastal development throughout the survey region. Recommendations for additional research to build on findings detailed herein are made.

Sustainability of natural resources is currently a concern worldwide. The ecological and economic aspects of sustainability have received substantial research attention, but the social aspects of sustainability are less well understood. Participation by affected communities in natural resource management decisions is pivotal to social sustainability. As such, this study examined ten case studies of participation and decision-making by natural resource management groups involved in agriculture in the south-west of Australia. Groups at four spatial scales were studied, including the State, regional, land conservation district (Shire) and subcatchment. Drawing on these ten case studies, this study analysed participation in these groups from the perspectives of representation, leadership and partnership. Crucial elements of this analysis included identifying the desirable attributes of participation in terms of achieving social sustainability, and then comparing current practice against these ideals. The study concludes with comments about the efficacy at each spatial scale of current approaches to participation in terms of social sustainability. Central conclusions from this study follow. Some scales are performing better than others in terms of meeting the expectations expressed through the desirable criteria. The State scale is performing well, in terms of its mandate, with its lower expectations than those ascribed to regional and subcatchment scales clearly being met. On the other hand, the expectations associated with the community- and government-led regional groups and subcatchment groups are enormous. The only place where there was any major difference between the three was in representation: it was barely considered by respondents from the subcatchment groups, while for the regional groups less of the expectations were met by the community-led than government-led groups. Otherwise they were very similar. The land conservation districts, caught between the regions and subcatchments, seem to be faring the poorest.

Thesis--Auburn University, 2008. / Abstract. Vita. Includes bibliographical references.