Human Capital in Tourism (5 op)

Arviointiasteikko

H-5

Tavoitteet

The course aims to examine individuals within the tourism organization, discussing the topics of values, personality, moods, emotions and attitudes. Drawing upon a psychological perspective, it further analyses concepts such as competency, job satisfaction, motivation and performance. The course also aims to explore the role of teamwork, group dynamics, decision-making, negotiation and conflict resolution within a tourism organizational context. Finally, it gives an overview of policies and practical tools for managing human resources and organizational change.

After completion of the course the student is able to
- evaluate and plan human resource management policies
- analyze and anticipate organizational changes
- motivate and manage employees through participative management practices
- identify workplace conflicts and develop ways of action to solve them.

Toteutustavat

Lectures and discussions in class (24 h). Independent work.

Suoritustavat

Active participation.
Essay writing during the course.
Final paper after the course.

Sisältö

Human resource management, organizational behaviour, participative management, employee relations, conflict management, performance management, organizational change.

Oppimateriaalit

Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: putting ‘human’ back into strategic human resource management. Human Resource Management Journal, 21(2), 93–104. Baum, T. (2007). Human resources in tourism: Still waiting for change. Tourism Management, 28(6), 1383–1399. Baum, T. (2015). Human resources in tourism: Still waiting for change? – A 2015 reprise. Tourism Management, 50, 204–212. Further reading material will become available at the beginning of the study unit.

Arviointikriteerit, tyydyttävä (1)

Fail: Performance is highly deficient or erroneous. The work may be based on serious misunderstandings.

Sufficient and satisfactory (1-2): Performance is lacking in scope, superficial, or corresponds poorly to the assignment. The author merely lists things out of context or addresses them one-sidedly. The work may contain errors or obscurities.

Arviointikriteerit, hyvä (3)

Good and very good (3-4): Performance corresponds to the assignment, manifesting comprehension and skill to analyse and justify. The author has addressed the issue comprehensively. The work may contain some deficiencies.

Arviointikriteerit, kiitettävä (5)

Excellent (5): Performance delineates an extensive whole and the author can apply knowledge in a multifaceted way or place it in various contexts. The work manifests independency and insight, and it is a flawless entity that involves justified thinking or critical contemplation. The work is well written and implemented.