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- MICE Segment: Challenges and Opportunities to the Tourism SectorPublication . Martins, Dora; Silva, Susana; Jardim, Catarina; Silva, CândidaObjetives | Business and professional travel is one of the oldest forms of travel. Business tourism has grown exponentially in recent years and is seen as a huge opportunity for the sector. Specifically, MICE refer to Meetings, Incentives, Conferences, and Exhibitions that can be held to perform business tourism (Smagina, 2017). The Meetings refers to a number of events such as: daily meetings, annual meetings, or weekly meetings, which intended to add value through communication, celebrations or training activities, among others. Meetings can also vary in size. Meeting venues differ depending on participation and meeting style, ranging from formative meetings, lectures, seminars, workshops or panel discussions, presentations, or product launches (Swarbrooke & Horner, 2012). Meetings allow the ideals of organizations to be put into practice as well as communication processes between employees, customers, and other stakeholders (Davidson & Cope, 2003). Incentive trips are considered an important tool by organizations and have served as an introduction to human resource management theories, recognizing the work of employees, not in a monetary way, but in a tangible way (Swarbrooke & Horner, 2012). These trips have been used to motivate, recognize employees for their work and/or increase commitment between the organization and the employee (Pizam, 2005). Incentive trips, or corporate hospitality, have a more direct link with leisure tourism due to the strong recreational nature associated with them, in the sense of rewarding employees (Everard, 2010). The incentive market is made up of two sub-sectors: individual or group incentives. Group trips encourage team spirit and a sense of belonging with a large number of people, while individual trips focus essentially on the same objectives, but with a smaller number of people, usually up to 20 (Witt et al., 1992). These trips usually consist of an itinerary of accommodation, transportation, special events or other options that offer the participant a highly rewarding experience (Swarbrooke & Horner, 2012). As far as conferences are concerned, they comprise a wide range of professional events on a particular theme and organized with a formal structure. Conferences can be academic, commercial, or business or for another purpose, and can vary in terms of size and duration. The purpose of a conference is to address themes or issues which are then discussed, solutions identified, or advice given. A conference is an assembly that may involve discussion to establish facts and/or solve problems. Conferences have no connotation in terms of their periodicity and are usually held on a smaller scale than congresses (Sylla et al., 2015). This study aims to understand the future of MICE segment in Hospitality and to comprehend what are the main challenges and opportunities to the sector with these events. Methodology | To conduct this study a qualitative methodology was performed using a semi-structured interview to answer our research objectives. Our participants were 10 hotel directors in Portugal. The interviews were conducted online, taped, and verbatim transcript. Data were analyzed with thematic analysis procedures. Main Results and Contributions | Our results suggested that, as expected, during the COVID-19 period, the drop in the number of events held in the MICE segment is, on average, 69%. MICE segment are an extremely important segment for Portuguese hotels since, as well as mitigating seasonality, they create dynamism and promote cross-selling, contributing to their economic security. The data also highlights several strategies for adapting the operation to this kind of event, based on making event conditions more flexible, following up on customers' needs, and campaigns on digital platforms and social networks. For the future, our participants consider that there are several opportunities for the development of the segment, based on exploring potential markets such as the United States, or Brazil, and in business areas that will recover more quickly, such as health, banking, publishing and sport. Moreover, the participants consider that the pandemic has accelerated the use of technology due to the need for online and hybrid events and this will be a trend for the future of the sector. Other trends point to significant changes in how far in advance events are booked, fewer participants and shorter durations. Limitations | Our main limitations are related to the use of a qualitative study with a few numbers of participants making difficult the results' generalization. Additionally, our participants were the hotel directors who could be more influenced by social desirability. In future studies, it would be interesting to have other participants such as intermediate leaders and the customers. Conclusions | In conclusion, MICE segment seem to be an important strategy for business tourism contributing to the decrease in seasonality. Although it is important to develop the specific skills required in this sector.
- Expatriates recruitment and selection for long-term international assignments in portuguese companiesPublication . Martins, Dora; Diaconescu, Laura-MariaLong-term international assignments’ increase requires more attention being paid for the preparation of these foreign assignments, especially on the recruitment and selection process of expatriates. This article explores how the recruitment and selection process of expatriates is developed in Portuguese companies, examining the main criteria on recruitment and selection of expatriates’ decision to send international assignments. The paper is based on qualitative case studies of companies located in Portugal. The data were collected through semi-structured interviews of 42 expatriates and 18 organisational representatives as well from nine Portuguese companies. The findings show that the most important criteria are: (1) trust from managers, (2) years in service, (3) previous technical and language competences, (4) organisational knowledge and, (5) availability. Based on the findings, the article discusses in detail the main theoretical and managerial implications. Suggestions for further research are also presented.
- Human resource management in Hotel Units: the portuguese casePublication . Silva, Susana; Martins, DoraThis paper presents the main Human Resources Management (hrm) distinctives for Portuguese hotel units.We attempt to understand the role of various hrm practices promoted on organizational performance and their effect on the behaviour of coworkers and quality service in hotel units; some reflections on the future trends in this field are offered. This phenomenon has a particular relevance in the Portuguese context, because this country is known to have had a growing tourism industry in recent years. However, little is known about hrm departments’ contributions to their Human capital management and development. This paper is one of the first to focus specifically on Portuguese hotel units and it also seeks to present findings that stem from the Human Resources Managers’ perspective. This paper is based on qualitative case studies; the data were collected through semi-structured interviews with 12 human resource managers from 12 hotel units located in Portugal. The results show that although there is not effective hrm, current hrm practices are sufficient to encourage pro-environmental behaviour in their staff, and they have a direct effect on customer satisfaction and competitiveness of the sector. However, managers recognize there is a need introduce some change in the short-term to promote the better performance of staff with effects on customer satisfaction and competitiveness of the sector in Portugal. According to these results, the paper discusses the major theoretical and practical implications for future research in the hrm field.
- Expatriates recruitment and selection for long-term international assignments in portuguese companiesPublication . Martins, Dora; Diaconescu, L. M.Long-term international assignments’ increase requires more attention being paid for the preparation of these foreign assignments, especially on the recruitment and selection process of expatriates. This article explores how the recruitment and selection process of expatriates is developed in Portuguese companies, examining the main criteria on recruitment and selection of expatriates’ decision to send international assignments. The paper is based on qualitative case studies of companies located in Portugal. The data were collected through semi-structured interviews of 42 expatriates and 18 organisational representatives as well from nine Portuguese companies. The findings show that the most important criteria are: (1) trust from managers, (2) years in service, (3) previous technical and language competences, (4) organisational knowledge and, (5) availability. Based on the findings, the article discusses in detail the main theoretical and managerial implications. Suggestions for further research are also presented.
- HRM specificities’ on Portugal hotel unitsPublication . Silva, Susana; Martins, DoraThis paper presents the main Human Resources Management (HRM) specificities’ on Portuguese hotel units. We try to understand the role of HRM on behavior of co-workers and quality service in hotel units and to know the future tendency of human capital profile on Portuguese hotel units and the role of HRM function on management of their staff. We, also, try to explore if Portuguese culture has influence on HRM specificities’ of hotel units. This phenomenon has a special relevance in the Portuguese context, because this country is known a growing process of tourism industry in recent years. Furthermore, little is known about HRM department’ contributions to their human capital management and development. This paper is one of the first to focus specifically on Portuguese hotel units and it also seeks to present findings that stem from the Human Resources Managers’ perspective. The paper is based on qualitative case studies. The data were collected through semi-structured interviews of 12 human resource managers from 12 hotel units located in Portugal. The results show that although there is not an effective HRM, current HRM practices are enough to encouraging pro-environmental behavior in their staff and they have a direct effect on customer satisfaction and competitiveness of sector. However, managers recognize there is need introduce some change on short-term to promote a better performance of staff with effect on customers satisfaction and competitiveness on sector in Portugal. According to these results, the paper discusses the major theoretical and practical implications.
- Práticas de gestão de recursos humanos: um estudo na indústria turística em PortugalPublication . Ferreira, Liliana; Martins, Dora; Silva, SusanaO Turismo em Portugal traduz uma das grandes apostas a nível económico e financeiro. Com o aumento da procura no Turismo Português e com a grande competitividade existente é imperativo, que a qualidade e a diferenciação dos produtos e dos serviços seja decisiva para a competitividade de muitos empreendimentos. Tal implica, não só, a prestação de serviços diferenciadores mas também a valorização dos colaboradores no suporte ao crescimento do setor em Portugal, através de um sistema adequado de gestão e desenvolvimento de recursos humanos. Para uma melhoria da performance organizacional, a função recursos humanos tende a assumir nas últimas décadas uma perspetiva estratégica, cujo foco seja no desenvolvimento coerente de práticas de GRH orientadas para a eficácia na performance organizacional e vantagem competitiva, através das pessoas (Bonache, 2010; Esteves, 2009; Guest, 1989; Martins et al., 2013). A Gestão Estratégica de Recursos Humanos (GERH), que emerge na última década do século passado distancia-se da visão quantitativa e coletiva da anterior abordagem - perspetiva de Gestão Tradicional de Recursos Humanos (GTRH). A GERH centrada numa visão mais qualitativa e individual define-se pela posse de competências difíceis de imitar, garantindo-lhe a vantagem competitiva de que necessita para se afirmar no contexto de mercado global atual (Martins et al., 2013). Esta diferenciação conceptual entre ambas as dimensões da GRH conduziu à emergência de diversas práticas de GRH destinadas, por um lado, à adequação e às exigências de curto prazo (através do desenvolvimento de Práticas Tradicionais de GRH), herdadas da dimensão tradicional da GRH e, por outro lado, responder às necessidades de médio e longo prazos, com o objetivo de ajudar as organizações a adaptarem-se às mudanças decorrentes da economia global após 1990 (através do desenvolvimento de Práticas Estratégicas de GRH). É sobre esta perspetiva que este estudo se debruça, tendo como principal objetivo caracterizar quais as práticas de gestão de recursos humanos (PGRH), Estratégicas ou Tradicionais, existentes nos empreendimentos turísticos em Portugal. Procuramos, mais especificamente, (a) identificar as PGRH predominantes nos empreendimentos turísticos em Portugal; (b) conhecer o grau de intervenção que o gestor de RH tem no desenvolvimento dessas PGRH existentes nos empreendimentos turísticos e; (c) caracterizar o estado de desenvolvimento da função de GRH nos empreendimentos turísticos. Para o efeito recorremos à metodologia quantitativa, utilizando o inquérito por questionário. Foram inquiridos 87 responsáveis pela função Recursos Humanos do setor hoteleiro e empreendimentos turísticos do contexto português, via on-line e presencialmente. Os resultados demonstram que as PGRH Estratégicas predominantes são (1) a Comunicação e Partilha de Informação, (2) a Melhoria das Condições de Trabalho (3) e a Participação e Envolvimento dos Trabalhadores. Como PGRH mais Tradicionais os resultados apresentam como principais práticas a (1) Higiene e Segurança no Trabalho, (2) a Contratação (3) e a Formação Profissional. A evidência empírica aponta para o predomínio de um padrão mais tradicional de práticas de GRH desenvolvidas neste setor em Portugal atribuindo ao responsável pela função RH um papel meramente administrativo.
- Human capital in the knowledge-based society - comparative analysis: Romania-PortugalPublication . Martins, Dora; Dindire, Laura-MariaThe current economic crisis has rushed even more the economists’ concerns to identify new directions for the sustainable development of the society. In this context, the human capital is crystallised as the key variable of the creative economy and of the knowledge-based society. As such, we have directed the research underlying this paper to identifying the most eloquent indicators of human capital to meet the demands of the knowledge-based society and sustainable development as well as towards achieving a comprehensive analysis of the human capital in the EU countries, respectively of a comparative analysis: Romania - Portugal. To carry out this paper, the methodology used is based on the interdisciplinary triangulation involving approaches from the perspective of human resource management, economy and economic statistics. The research techniques used consist of the content analysis and investigation of secondary data of international organisations accredited in the field of this research, such as: the United Nation Development Programme - Human Development Reports, World Bank - World Development Reports, International Labour Organisation, Eurostat, European Commission’s Eurobarometer surveys and reports on human capital. The research results emphasise both similarities and differences between the two countries under the comparative analysis and the main directions in which one has to invest for the development of human capital.