degree of ‘Master of Business Administration in Small and Medium-Sized Enterprise Development’ International SEPT Program, University of Leipzig THE ROLE OF HUMAN RESOURCE MANAGEMENT (HRM) PRACTICES AND SERVICE BEHAVIOUR IN SERVICE QUALITY IN VIETNAM’S TOURIST HOTELS Name of Student: Email of student: Matriculation Number: SEPT ID Number: Mai Hung Manh manhmhvnpt@gmail.com 2182281 VN05-14 First supervisor: Second supervisor: Prof. Dr. Utz Dornberger Dr. Nghiem Sy Thuong 20th May
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“College of International Tourism and Hospitality Management” 26h line : “Intramuros, Manila” 30th line : “SUBMITTED TO” 31st line : Name of Practicum Faculty 34th line : “SUBMITTED BY” 35th line : Complete Name of Student 36th line : Address 40th line : “SUBMITTED ON” 41st line : date of submission 42nd line : TRAINING PERIOD (inclusive dates) All phrases enclosed in quotation marks should be printed as is, and the correct
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Tel: 020 7357 0077, www.lsclondon.co.uk MODULE TITLE: Managing Human Capital PROGRAMME: MBA SEMESTER: Semester Two ACADEMIC YEAR PERIOD: June 2012 – August 2012 LECTURER SETTING ASSESSMENT: David Hall/ Dr Rajendra Kumar STUDENT: Mauro Persic STUDENT ID: L0296IAIA0212 London, August 2012 P A R T A TALENT RECRUITMENT PROGRAMME Report Executive Summary This report aims point out advantages and disadvantages of talent management strategy in compared with more traditional
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framework for governing an organization’s relationships with customers engaged as contributors to the organization’s business processes (i.e. customers as quasi-employees). Based on our suggested framework, we explain how appropriate customer-centric HRM practices can support more cost-effective and accommodating adaptations in the organization’s governance of its relationships with customers. We complement these propositions with practical examples illustrating how customers who take different cooperative
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School of Distance Education UNIVERSITY OF CALICUT SCHOOL OF DISTANCE EDUCATION BBA (HRM SPECIALISATION) SIXTH SEMESTER (2011 Admission) MANAGEMENT TRAINING AND DEVELOPMENT Question Bank 1. Rapid Creations has been acquired by Indigo Hues. Employees of the acquired company need basic training in A. Human relations B. New technology A. They are not convinced about their benefits B. They do not like to be away from their colleagues and friends C. They feel they are ill equipped that they need
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Check Out Human Resource Management (HRM) of KFC Corporation. This can be MBA project Topic for all MBA, BBA, BMS and PGDM students. KFC is world largest food chain which has unique Human Resource Management to mange huge number of employee worldwide. KFC Corporation (KFC), founded and also known as Kentucky Fried Chicken, is a chain of fast food restaurants based in Louisville, Kentucky, in the United States. KFC has been a brand and operating segment, termed a concept of Yum! Brands since 1997
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title|| In this assessment you will have opportunities to provide evidence against the following criteria. Indicate the page numbers where the evidence can be found.| Criteria reference|To achieve the criteria the evidence must show that the student is able to:||Task no.||Evidence| 1|Explanation of the importance of strategic human resource management in organisations||1.1||| 1|Assessment of the purpose of strategic human resource management activities in an organisation||1.2||| 1|Evaluation
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building Term Paper (Individual Assignment) MCP 2135 – Leading and Managing Change in Organizations MBA in Human Resource Management Semester II – 2010/2012 Course Director : Prof. Sudatta Ranasinghe Professor of Management Name of the Student : Gamini Hettiarachchi Student Registration No. : 110046980 Date Submitted :16.05.2011 Word Count : 1662 words, 5 single side A4 pages Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual
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Foundation of Ethics: Virtue and Values Evaluate Ethical Perspectives on Social Responsibility Submitted to Northcentral University DEFINING THE CONCEPT OF SOCIAL RESPONSIBILITY Depending on whom you ask, the concept of social responsibility may mean different things. However, within an organizational culture, social responsibility refers to ethical practices that benefit the greater society and simultaneously benefits the health of the organization. The concept of social
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very relevant to current happenings in Nigeria. The intricacies involved have continued to challenge Human Resources (HR) practitioners especially in the volatile business environment of oil and gas. Human Resources Management (HRM) is rather complex and wide. In broad terms, it is used to describe the body of management activities covered in
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