Recruitmentandtraininginsmallfirms小企业的招聘与培训大学毕业论文英文文献翻译及原文文档格式.docx

Recruitmentandtraininginsmallfirms小企业的招聘与培训大学毕业论文英文文献翻译及原文文档格式.docx

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文献、资料中文题目：

小企业的招聘与培训

文献、资料英文题目：

Recruitmentandtraininginsmallfirms

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文献、资料发表（出版）日期：

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翻译日期：

2017.02.14

Abstract

ThehospitalityandtourismindustriesaretwoofthefastestgrowingandmostdynamicsectorsoftheUKeconomy.Bothindustriesarehighlylabourintensiveand,becauseofthis,theeffectivemanagementofhumanresourcesiscriticaltotheirsuccess.Adefiningcharacteristicoftheseindustriesisthehighincidenceofsmallfirms.Theissueoftraininginthesmallbusinesssectoringeneralhasbeenneglectedbyacademicsandmanagementspecialistsandthisisalsothecasespecificallyintourismandhospitality.Thisarticlegoessomewaytoaddressthisgapinknowledgeandexaminestherecruitmentandtrainingpracticesofsmalltourismandhospitalityfirms.Theissuesexaminedincludesourcesofrecruitment,theextenttowhichsmalltourismandhospitalityfirmshadtrainingplansandtrainingbudgets,participation,andevaluationoftraining.

Keyword（s）:

Recruitment;

Training;

Smallfirms;

Hospitality;

Tourism.

Background

Smallfirmsandtraining

Althoughdefinitionsofsmallfirmshavebeenextensivelydebated,thereisnodisagreementthatthemostcommonlyfoundtourismorhospitalityenterpriseissmall（Thomas,1998）.Todate,verylittleresearchhasbeenconductedintheseorganisations.ThisisnosurpriseandasMatlayargues:

TheissueoftraininginthesmallbusinesssectoroftheBritisheconomyhaslargelybeenneglectedbyacademicresearchersandhumanresourceplanning,developmentandmanagementspecialistswho,untilrecently,werecontenttosuggestsolutionswhichweremorerelevanttothebusinessesstrategiesoflargerfirms（Matlay,1996,p.648）.

ThisissupportedbyJohnsonandGubbins（1992,pp.28-9）whosuggestthat:

relativelylittleisknownabouttheextent,natureanddeterminantsoftraininginsmallandmedium-sizedbusinesses,eitheronanationaloronalocalbasis.

Itisarguedthatwiththegrowthoftourismandhospitalityandtheimportanceofhumanresourceswithinthemthisneglectshouldnotcontinue.

Researchconductedinhospitalityandtourismfirmsofallsizeshasdiscoveredthatinformalityandarelativelyunsophisticatedmanagementstylecharacterisetheapproachtakentowardsrecruitmentandtraining（Goldsmithetal.,1997;

Price,1994;

Lucas,1995;

Baum,1995）.Researchonrecruitmentandtraininginsmallfirmsingeneral（Jameson,1998）hasalsoindicatedthataninformalapproachtowardsthemanagementofhumanresourcesisthenorminthesefirms.Oneofthemajorthemesinsmallbusinessliteraturehasbeentheexaminationoftheinformalityofrelationsbetweenemployersandemployees.Acorrelationhasbeenfoundtoexistbetweenthesizeoffirmandlevelofformalityinvarioussectorsoftheeconomy（see,forexample,Scottetal.（1989）;

Curranetal.（1993））.Researchconductedspecificallyinhospitalityfirms（Price,1994,p.49）foundthat:

oneofthemainfindingsfromthesurveywastheimportanceoftherelationshipbetweenestablishmentsizeandemploymentpractices…therewasastrongcorrelationbetweensizeandtheextenttowhichestablishmentshadintroducedpersonnelpolicies,proceduresorotherarrangementswhichmettherequirementsofemploymentlaw.

Thesignificanceofthisrelationshipcannotbeunderestimatedandmustbeborneinmindwheninterpretingtheresultsonrecruitmentandtraininginthesmallfirmsinthesample.

Anymeaningfulanalysisofrecruitmentandtrainingcannotbeundertakenwithoutsomeunderstandingofthelabourmarketwithinwhichsmalltourismandhospitalityfirmsoperate.Muchefforthasbeenexpendeddevelopingtheoreticalmodelsofthelabourmarket.Asfarasthetourismandhospitalityindustriesareconcernedoneofthemostusefultheoriesisduallabourmarkettheory.Goldsmithetal.（1997）summarizethissuccinctly.Duallabourmarkettheoryproposesthatthetotallabourmarketcanbesegmented.Onesectionistheprimarylabourmarket,wherejobstendtobesuppliedbylarge,highlyprofitablefirmswithahighcapitaltolabourratioandhighproductivity.Here,productionisusuallylargescalewithhighinvestmentintechnology.Employmentinthesefirmsisnormallystablewithrelativelyhighskillandwagelevels.Inthiscontext,therearenormallyopportunitiesfortraining.Thesecondarylabourmarketisnormallycharacterisedbysmallfirmswithlowcapitaltolabourratio,lowproductivityandsmallscaleproduction.Inthesefirms,wageandskilllevelstendtobelow,employmentisunstableandtrainingopportunitiesareusuallylimited.Smalltourismandhospitalityfirmsnormallytendtooperatewithinthesecondarylabourmar