IMPROVING THE PROCESS OF EMPLOYEE ADAPTATION IN HOSPITALITY ENTERPRISES BASED ON ISO 10018:2015 "QUALITY MANAGEMENT, GUIDELINES FOR EMPLOYEE ENGAGEMENT AND COMPETENCIES"

##plugins.themes.bootstrap3.article.main##

##plugins.themes.bootstrap3.article.sidebar##

  Iryna Chernysh

  Mila Kozyk

Abstract

The purpose of the article is to study theoretical and practical aspects of the process of adaptation of hospitality workers taking into account the requirements of today, namely, when the external environment is dynamic, difficult to predict, staff turnover is high, multitasking increases, and professional burnout accelerates. The methods of research are analysis and synthesis, induction and deduction, causal link between the process of adaptation of employees and the level of engagement that affects labor productivity, which justified the role and importance of the international quality standard ISO 10018: 2015 "Quality management, guidelines for employee engagement and competencies". The results of the study have established that with the development of the digital economy, opportunities for self-development are increasing, so modern professional development programs should be supplemented with a section on self-development. And this should be reflected in the employee ID card. Form a separate program of human capital development, where the adaptation program will be part of, providing a positive attitude to the enterprises of hospitality of the employees themselves, taking into account their competencies. Practical results. To improve the efficiency of the process of adaptation of hospitality workers it is necessary to implement the international quality standard ISO 10018: 2015 "Quality management, guidelines for employee engagement and competencies", which will address the organizational and methodological aspects of this process. Strengthen the role and importance of competencies that affect the quality of hospitality workers. The peculiarity of this approach is the use of all these processes on the basis of the quality control cycle. Value/originality. The originality lies in the use of the international practice of ISO 10018: 2015 "Quality management, guidelines for employee engagement and competencies" in the hospitality industry, where the human factor plays a key role and shapes their sustainable development.

How to Cite

Chernysh, I., & Kozyk, M. (2021). IMPROVING THE PROCESS OF EMPLOYEE ADAPTATION IN HOSPITALITY ENTERPRISES BASED ON ISO 10018:2015 "QUALITY MANAGEMENT, GUIDELINES FOR EMPLOYEE ENGAGEMENT AND COMPETENCIES". Baltic Journal of Economic Studies, 7(5), 204-212. https://doi.org/10.30525/2256-0742/2021-7-5-204-212
Article views: 324 | PDF Downloads: 193

##plugins.themes.bootstrap3.article.details##

Keywords

adaptation, involvement, ISO standard, adaptation tools, benefits of adaptation, human capital, hospitality

References

Bikova, A., & Paranko, D. (2016). Components of effective staff adaptation. Young Scientist, (12): 640–646.

Brovchenko, N. (2012). Staff adaptation: to make the «stars» light up. Labor and law, (5): 32–33.

Didenko, Ye., & Kozub, O. (2017). Science and practice: an innovative approach: Collection of scientific articles. Les Editions L'Originаlе, Paris, France: 241–246.

ISO 10018: 2015 Quality management. Guidelines on staff involvement and competence (ISO 10018: 2012, IDT). Corrected. Available at: http://online.budstandart.com/ua/catalog/doc-page?id_doc=66471

Kozak, K., & Myronenko, B. (2019). The specifics of the use of outsourcing, outstaffing and leasing tools in the personnel management system. Economics of the food industry, (1): 73–79.

Krushelnytska, O., & Melnychuk, D. (2005). Personnel management: a textbook. 2nd ed., Reworked: 38.

Karabadzhak, K. (2013). Methods of staff adaptation. Development management, (14): 19–21.

Moisieieva, N. (2015). Human adaptation to the communication space of modernity. Bulletin of the Book Chamber, (6): 38–40.