Relevant bibliographies by topics / From Employee Management To Booking

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'From Employee Management To Booking'

Author: Grafiati
Published: 4 June 2025
Last updated: 23 June 2025

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Journal articles on the topic "From Employee Management To Booking"

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S., Priyadharshini, and Catherine Joy R. "Design and Implementation of an Automated Hotel Management System." International Journal of Engineering and Advanced Technology (IJEAT) 10, no. 5 (2021): 37–42. https://doi.org/10.35940/ijeat.E2569.0610521.

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The aim of an automated hotel management system is to handle all aspects of the hotel's information and booking system. This application attempted to cover all operations that occur in residential hotels. It is all identified, from employee management to booking, floors, offices, and room type management, among other things. We sought to demonstrate how data/information is processed in hotels in our project, automated Hotel Management System. The hotel management overview was achieved by splitting the project into different modules. Customers are offered various facilities such as check-in, checkout, and entry editing, as well as advance payments. Customer has the option to cancel his or her reservation if he or she so desires. Customer Id or customer name may be used to search for any customer or employee. It is also possible to inquire about available spaces. It will produce reports for customers, employees (who work in the hotel), and a bill for the customer when the customer checks out. We've only included a few modules because our aim is to get an idea or learn more about how hotels are managed. With the addition of several more components, this type of project may be used in a variety of hotels. The efficiency of any hotel is determined by the method used to obtain and prevent information from customers' personal data for use in the hotel's various services. It has been a complex and difficult operation to manage their outcome revealed, particularly when information flow is consistent. This project focuses on creating a client-side and user interface in Java Script, as well as a backend in Java Spring to support panorama data and images. Index terms- Automated, Front end, Java spring, sql, web development.
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Albarida, Ronlourd T., Allen M. Orbillo., Diane Jane P. Purganan., Marino B. Bartolome Jr., and Jero Angelo Q. Rogero. "Honda Guanzon Alaminos Motorcycle Parts & Services Booking System." International Journal of Research and Innovation in Applied Science X, no. II (2025): 405–8. https://doi.org/10.51584/ijrias.2025.10020036.

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This study aimed to address the inefficiencies of the manual booking system at Honda Guanzon Alaminos by developing a Motorcycle Parts & Services Booking System to streamline reservations, optimize inventory management, and enhance customer experience. The primary objective was to digitize the booking process, improving operational efficiency and service reliability. Key stakeholders, including the branch manager, staff, and customers from Alaminos City, were involved in the research. To further improve system adoption and functionality, stakeholders such as higher management, employees from other branches, and external experts were involved. A pilot phase at multiple branches provided insights into real-world challenges and user needs. Additionally, a support system was created to assist users in resolving issues quickly. Continuous support was offered during the transition phase to address employee concerns about shifting from manual processes. Establishing clear return on investment (ROI) metrics was a priority, including tracking reduced booking errors, increased efficiency, customer satisfaction, and staff productivity. The system’s acceptability testing yielded highly positive results, demonstrating strong performance in functionality, reliability, usability, efficiency, maintainability, and portability. Users highlighted its accuracy, relevance, robust security, and fast response time. It exhibited stable performance, effective error handling, and quick recovery from failures, ensuring seamless operation. Additionally, the system was easy to maintain, adaptable, and simple to install, meeting ISO 9126-1 software quality standards.
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S, Priyadharshini, and Catherine Joy. R. "Design and Implementation of an Automated Hotel Management System." International Journal of Engineering and Advanced Technology 10, no. 5 (2021): 37–42. http://dx.doi.org/10.35940/ijeat.e2569.0610521.

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The aim of an automated hotel management system is to handle all aspects of the hotel's information and booking system. This application attempted to cover all operations that occur in residential hotels. It is all identified, from employee management to booking, floors, offices, and room type management, among other things. We sought to demonstrate how data/information is processed in hotels in our project, automated Hotel Management System. The hotel management overview was achieved by splitting the project into different modules. Customers are offered various facilities such as check-in, checkout, and entry editing, as well as advance payments. Customer has the option to cancel his or her reservation if he or she so desires. Customer Id or customer name may be used to search for any customer or employee. It is also possible to inquire about available spaces. It will produce reports for customers, employees (who work in the hotel), and a bill for the customer when the customer checks out. We've only included a few modules because our aim is to get an idea or learn more about how hotels are managed. With the addition of several more components, this type of project may be used in a variety of hotels. The efficiency of any hotel is determined by the method used to obtain and prevent information from customers' personal data for use in the hotel's various services. It has been a complex and difficult operation to manage their outcome revealed, particularly when information flow is consistent. This project focuses on creating a client-side and user interface in Java Script, as well as a backend in Java Spring to support panorama data and images.
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Miko Bryan O. Ortillo., Dr. Carlo Genster P. Camposagrado., John Lloyd R. Alonte., Bren N. Ferrer., and Emelh Jay D. Ochavez. "Enhancing Car Service Efficiency: Shee Auto Polish Ceramic Coating’s Online Booking System Development." International Journal of Latest Technology in Engineering Management & Applied Science 14, no. 2 (2025): 105–10. https://doi.org/10.51583/ijltemas.2025.14020012.

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Abstract: Car owners face the challenge of finding convenient and efficient car wash services in San Vicente, Alaminos City. Among them, Shee Auto Polish & Ceramic Coating stands out, but its manual appointment booking process often leaves customers frustrated with long wait times and scheduling conflicts. This research introduces a system architecture for a digital platform facilitating car wash appointments at Shee Auto Polish & Ceramic Coating. It aims to address inefficiencies observed in the conventional manual booking method. A solid foundation for comprehending the background and complications behind the development of the car wash booking system is provided by the study’s framework, which is enhanced by the incorporation of ideas from relevant literature. To obtain data from respondents, the researchers utilized a range of data collection methods, such as questionnaires for surveys, in-person interviews, internet searches, document analysis, and observation. The system facilitates customer and employee workflow, improves overall happiness and convenience for the shop and for the community, and offers a user-friendly interface in the system for better usage, effective data management, and improved service delivery for the car wash facility. As Shee Auto Polish & Ceramic Coating anticipates more vehicles, developing an efficient online booking system becomes crucial for improving customer service and operational efficiency.
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Hovipah, Nurul, and Gina Apryani Nurunnisha. "Evaluasi Gofood: Mahal dan Bintang Tiga, Repurchase or No?" Syntax Literate ; Jurnal Ilmiah Indonesia 8, no. 12 (2023): 6467–80. http://dx.doi.org/10.36418/syntax-literate.v8i12.14398.

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Technology information development changed the customer behaviour in desire in booking hotel room. Online Travel Agent is one of the most advanced products that is currently booming and change the room reservation pattern from direct reservation or go show to room reservation by Online Travel Agent. The purpose of this study was to find the information why the booking pattern changed from direct reservation to online travel agent in order to improve the e-commerce in maintain the guest to still choosing Mercure Nexa Bandung as their preferred hotel to stay in Bandung. The result of the study shows Online Travel Agent can increase hotel occupancy rate because they are accessible, efficient and effective at competitive prices as well the hotel costs with sales cost, fees and employee payroll expenses. Hotel’s management support in developing OTA is needed as an effort to increase number of room reservation from OTA.
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Sitompul, Sabar, and Nurbaeti Nurbaeti. "Pengaruh Online Travel Agent terhadap Pemesanan Kamar di Mercure Nexa Bandung." Syntax Literate ; Jurnal Ilmiah Indonesia 7, no. 9 (2023): 14986–98. http://dx.doi.org/10.36418/syntax-literate.v7i9.14077.

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Technology information development changed the customer behaviour in desire in booking hotel room. Online Travel Agent is one of the most advanced products that is currently booming and change the room reservation pattern from direct reservation or go show to room reservation by Online Travel Agent. The purpose of this study was to find the information why the booking pattern changed from direct reservation to online travel agent in order to improve the e-commerce in maintain the guest to still choosing Mercure Nexa Bandung as their preferred hotel to stay in Bandung. The result of the study shows Online Travel Agent can increase hotel occupancy rate because they are accessible, efficient and effective at competitive prices as well the hotel costs with sales cost, fees and employee payroll expenses. Hotel’s management support in developing OTA is needed as an effort to increase number of room reservation from OTA. 
 
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Windy Adriana, Elzas, and M. Ikram Amirin. "SISTEM INFORMASI RESERVASI KAMAR HOTEL BINTANG TIMUR BERBASIS WEB." FORTECH (Journal of Information Technology) 8, no. 1 (2024): 1–5. http://dx.doi.org/10.53564/fortech.v8i1.1219.

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The Hotel Room Reservation management system is able to provide convenience in the daily reservation service process, which is capable of displaying and processing the information required from a hotel's activities, including the number and position of visitors, income, available booking rooms, booking list, etc. The design of this system is expected to make it easier for East Jambi hotels to process data related to hotel room reservation management. The aim of this Thesis for the Room Reservation Information System at the Bintang Timur Hotel Jambi is to facilitate the processing of hotel room reservation data at the Bintang Timur Hotel Jambi. The main elements in forming a system consist of input, process, and output. The input required for this system is input of employee data, guest data, service data, room data and room reservation data. With a process that includes employee data processing, guest data processing, service data processing, room data processing and room reservation data processing, which will produce an output report on hotel room reservation transactions. The software development uses Visual Studio Code as a text editor, a web-based interface is built using the HTML, PHP, CSS programming languages to facilitate the application development process with the PhpMyAdmin database. From this research, a design for the Bintang Timur Jambi Hotel Room Reservation Information System was produced which can simplify the processing of hotel room reservation data and the preparation of reports.
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Rina Wijayanti, Yety Ariesta Indrastuti, Unsa Hudiana, Dwi Oktafiyah Sumadya, Rena Febrita Sarie, and Mei Indrawati. "Sistem Informasi Penyewaan Lapangan Futsal Berbasis Web Dengan Metode Waterfall Menggunakan PHP." Jurnal ilmiah Sistem Informasi dan Ilmu Komputer 5, no. 1 (2025): 09–22. https://doi.org/10.55606/juisik.v5i1.935.

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Futsal is one of the most popular sports in Indonesia and is widely played by various groups in society, especially students and employees. This popularity is primarily due to the practicality of futsal, which fits well into the limited time available for physical activity. However, the current system used to book futsal courts, particularly at Cendikia Futsal Banyuwangi, still relies on conventional methods such as direct meetings, phone calls, handwritten notes, and informal appointment records. These traditional methods are considered less effective and inefficient because they require more time and are prone to scheduling conflicts, data loss, and miscommunication.The purpose of this research is to develop a solution to overcome the manual court booking and scheduling processes by creating a centralized web-based system. The system is designed and implemented using PHP as the programming language and MySQL as the database management system. This web-based system allows users to access the booking platform online, making it easier and faster for customers to reserve futsal courts.Furthermore, it provides a user-friendly interface for administrators to manage schedules, monitor bookings, and store customer data efficiently. The implementation of this system not only increases efficiency but also reduces the possibility of double bookings and human error. It takes advantage of the rapidly growing Internet infrastructure, enabling users to make reservations at any time and from anywhere. In conclusion, the system significantly improves the operational workflow at Cendikia Futsal and enhances customer satisfaction by offering a modern and accessible reservation method.
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Saktiadji, Bayu Nugraha, NM Faizah, and Lucky Koryanto. "Aplikasi Pemesanan Lapangan Olahraga Usman Harun Sport Center Berbasis Android dengan Metode First Come First Serve Menggunakan Android Studio dan Firebase." Computer Journal 1, no. 1 (2023): 53–63. http://dx.doi.org/10.58477/cj.v1i1.64.

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Usman Harun Sport Center is one of the Sport Centers under the auspices of the Jakarta Marine Base Marine Cooperative Primary which is engaged in business, in the form of Sports Field Rental. Until now, Field Orders are still done manually. The method used by the management of the Usman Harun Sport Center is currently inefficient. Therefore, this study has the objectives of (1) Designing a field booking application that can be easily and quickly accessed by customers via gadgets, (2) Designing a field ordering application that can be used by employees to update field availability status information, and (3) Designing a field booking application that can provide an overview of the facilities offered by the Usman Harun Sport Center. From this goal, the authors built and designed an Android-based Usman Harun Sport Center Sports Field Booking Application with the First Come First Serve Method Using Android Studio and Firebase. The final result of this research is to improve the quality and service for Prospective Customers for the Usman Harun Sport Center Sports Field.
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Ndaguba, Emeka, and Cina Van Zyl. "The impact of quality on reputation, supply, price, and booking intentions: A moderation analysis." Journal of Infrastructure, Policy and Development 8, no. 10 (2024): 4683. http://dx.doi.org/10.24294/jipd.v8i10.4683.

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This study investigates the role of property quality in shaping booking intentions within the dynamic landscape of the hospitality sector. A comprehensive approach, integrating qualitative and quantitative methodologies, is employed, utilising Airdna’s dataset spanning from July 2016 to June 2020. Multiple regression models, including interaction terms, are applied to scrutinise the moderating role of property quality. The study unveils unexpected findings, particularly a counterintuitive negative correlation between property quality and booking intentions in Model 7, challenging conventional assumptions. Theoretical implications call for a deeper exploration of contextual nuances and psychological intricacies influencing guest preferences, urging a re-evaluation of established models within hospitality management. On a practical note, the study emphasises the significance of continuous quality improvement and dynamic strategies aligned with evolving consumer expectations. The unexpected correlation prompts a shift towards more context-specific approaches in understanding and managing guest behavior, offering valuable insights for both academia and the ever-evolving landscape of the hospitality industry.
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Dissertations / Theses on the topic "From Employee Management To Booking"

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Karas, Melissa M. "Recruitment and retention from a to z variables for all organizations to consider /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).
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Leong, Weng Ka. "Trust in leadership, justice, and employee performance : evidence from AIA Macau." Thesis, University of Macau, 2008. http://umaclib3.umac.mo/record=b1874091.

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Alhaidari, Lamees Abdulrahman. "Exploring differentiated talent management from organisational and employee perspectives : two studies from the GCC banking sector." Thesis, King's College London (University of London), 2016. https://kclpure.kcl.ac.uk/portal/en/theses/exploring-differentiated-talent-management-from-organisational-and-employee-perspectives(84974114-5497-4bb5-b903-a20de9ac0c17).html.

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The aim of this thesis is to examine an emerging sub-field within the broad area of HRM: talent management (TM). Since its emergence, TM has been described as strategically important, yet lacking in conceptual clarity (Lewis & Heckman, 2006). More precisely, it is a little unclear what talent is and how talent are managed differently from the rest of the workforce. Thus, the evaluation of the effectiveness of TM in relation to outcomes such as employees’ attitudes and behaviours remains uncertain. For this reason, this dissertation explores a range of employees’ responses to the differentiated talent management approach in the banking sector of Gulf Cooperation Council countries and the mechanisms behind why these reactions occur. By first exploring TM in the GCC countries; then investigating different sources of talent identification within organisations and how these might influence key employee outcomes, namely affective commitment, intention to leave and extra-role behaviours. Theoretical propositions are tested to explore the psychological mechanisms underlying employees’ responses to TM and under what conditions these may vary, drawing on social-exchange theory (Blau, 1964), social-cognitive theory (Bandura, 1982) and organisational justice theory (Greenberg, 1990). The findings indicate that social exchange theory accounts for employee outcomes more than social-cognitive theory. Additionally, procedural justice plays a significant role in buffering the TM effects. This thesis offers four contributions to the TM field. First it provides a wider exploration of talent identification, using a multiple talent identification sources. Second, it tests for key employee outcomes that received limited empirical investigation. Third, it draws on two theories that might explain how a differentiated TM approach leads to its proposed effects. Finally, it utilises organisational justice theory to show how to neutralise its effects for all employees.
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Zhang, Hao, and Tan Jia. "Discuss employee wellbeing in project based organizations from a human resource management perspective." Thesis, Linköpings universitet, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-81925.

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In our paper, we introduced employee wellbeing through physical, psychological and social dimensions. We discuss employee wellbeing in the context of project-based organization (PBO). Meanwhile we summarize features of project-based organizations and this kind of work settings brings some negative effects to employee wellbeing. We figure out some human resource management (HRM) policies and practices for improving employee wellbeing in PBO based on our case study results and theoretical research. These HRM policies and practices can be concluded that performance evaluation and appraisal in PBO should be dynamic and autonomic; employees in PBO should be more involved in work process; trainings and development should include basic skills, broad knowledge and deep technical excellence.
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Persson, Andreas. "Identifying predictors of work engagement: An example from a management consultancy company." Thesis, Stockholm University, Department of Psychology, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-40410.

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<p>Empirical evidence suggests work engagement to be of crucial importance for business critical aspects such as work performance and employee retention. When building a strategy for enhancing engagement in the workplace, identifying its predictors becomes important. Therefore, the aim of this study was to identify predictors related to work engagement. The study was conducted in a management consultancy company, through analyzing their employee survey. Results indicated satisfaction with leadership to be of vital importance for work engagement. Other work-related attitudes identified that seemed to be reliable predictors of work engagement were employee development, communication and innovation. In addition, the demographic variables of age and status pointed towards a correlation with work engagement, however the gender variable did not show significance.</p>
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Butler, Timothy David. "Performance benefits of being a great firm to work for| An investigation from the employee perspective." Thesis, The University of Alabama, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3620067.

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<p> Increased competitive pressure for speed and innovation, global commoditization, and competition for talented workers has provided firms with greater incentives to assess and improve their human resource strategies with respect to attracting, motivating, and retaining employees. Consequently, many firms want to be perceived by employees as a great firm to work for. However, becoming perceived by employees as a great firm to work for requires a significant resource commitment. If firms are going to make this resource commitment, a relationship between being perceived by employees as a great firm to work for and firm performance should be clearly established. Extant academic studies about being a great firm to work for are generally approached from the managerial perspective. Studies that investigate being a great firm to work for from the employee perspective are more scarce. In order to develop a better understanding of the potential performance benefits of being perceived by employees as a great firm to work for, this study compares the performance of great firms to work for (as determined by employees) to their respective industry averages. Further, potential contextual factors that affect the strength of the relationship between being perceived by employees as a great firm to work for and firm performance are examined in order to identify the situations where devoting resources to being perceived by employees as a great firm to work for is more beneficial. Results support the existence of a relationship between being perceived by employees as a great firm to work for and several firm performance outcomes. In addition, some support for the moderating roles of contextual factors is found.</p>
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Abdel, Nour Joseph. "The effect of employee ownership on audit fees, auditor independence and earnings management : evidence from France." Electronic Thesis or Diss., Aix-Marseille, 2020. http://theses.univ-amu.fr.lama.univ-amu.fr/200407_ABDELNOUR_601e813hbqqyh297jdc660bt_TH.pdf.

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L’Actionnariat Salarié (AS) est une composante de rémunération qui permet de relier le patrimoine personnel du salarié à celui de l’entreprise. Il assure leur représentation dans le conseil d’administration, ce qui génère des effets sur plusieurs niveaux : individuel, organisationnel et macroéconomique. Ce travail doctoral examine les effets de l’AS sur les pratiques de comptabilité et audit en France, pays où l’AS est le plus développé en Europe. Le premier chapitre introduit les plans d’AS et les autres plans de participation des salariés en France et dans le monde. Le second chapitre étudie les coûts d’agence et les honoraires d’audit. Il montre une relation en U inversé entre l’AS et ces deux variables, indiquant que l’AS a un double effet : l’alignement des intérêts et l’enracinement des dirigeants. Le troisième chapitre montre que l’AS rassure les parties prenantes sur l’indépendance de l’auditeur. Il permet notamment aux dirigeants de profiter des bénéfices liés à un double engagement (audit et non-audit) et d’acquérir plus de services non-audits. Le quatrième chapitre révèle que la gestion des résultats par les managers en France, à travers les accruals discrétionnaires, est plutôt utilisée de manière opportuniste. L’étude démontre aussi que l’AS réduit la manipulation opportuniste des résultats et le taux d’opportunisme des accruals. Le dernier chapitre présente une conclusion de la thèse et synthétise les résultats, les contributions et les limites de la recherche. Cette thèse de doctorat contribue à la littérature sur la gouvernance d’entreprise, en examinant l’effet de l’AS sur les coûts d’agence à travers divers prismes<br>Employee Share Ownership (ESO) refers to a compensation practice through which an employee’s wealth is directly tied to their companies’. It provides their representation in the board of directors and has several effects on the individual, corporate and macroeconomic levels. This doctoral thesis discusses the effects of employee ownership on accounting and audit practices in France, the country that has the most developed ESO in Europe. The first chapter provides a general introduction to ESO schemes and other shared capitalism arrangements in France and in the world. The second chapter focuses on agency costs and audit fees, and finds a negative U-shaped relationship between ESO and both variables. It indicates that ESO aligns the interests of employees with those of shareholders, but also acts as a managerial entrenchment mechanism. The third chapter finds that ESO reassures the company’s stakeholders about the auditor’s independence and allows managers to benefit from their auditor’s joint-engagement benefits by purchasing more non-audit services. The fourth chapter studies earnings management through discretionary accruals and reveals that earnings management in France is rather used opportunistically by managers. It also finds that ESO helps decreasing the manipulation of earnings and reduces the opportunism of the discretionary accruals. The final chapter summarizes the thesis’ results and presents its contributions and limitations. This doctorate dissertation contributes to research on corporate governance by studying ESO’s effect on agency costs from several perspectives
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Vogelsang, Timo [Verfasser], Dirk [Gutachter] Sliwka, and Matthias [Gutachter] Heinz. "Management Practices and Employee Performance - Causal Evidence from Field- and Laboratory Experiments / Timo Vogelsang ; Gutachter: Dirk Sliwka, Matthias Heinz." Köln : Universitäts- und Stadtbibliothek Köln, 2020. http://d-nb.info/1213446139/34.

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Callaghan, Karen Ann. "A theoretical analysis of the democratic workplace : the movement away from authoritarian social organization /." The Ohio State University, 1986. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487268021748841.

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Choi, Young-Jin. "Sources of labor disputes in East Asian invested enterprises in China: from an institutional and organizational perspective." Thesis, University of Hawaii at Manoa, 2003. http://proquest.umi.com/pqdweb?index=1&did=764748071&SrchMode=1&sid=2&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1233254073&clientId=23440.

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Books on the topic "From Employee Management To Booking"

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Belding, Shaun. Winning with the Employee from Hell. ECW Press, 2008.

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Centre, Irish Productivity. Submission on employee participation from Irish Productivity Centre. Stationery Office, 1992.

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Wells, Don. Who gains from worker participation? Industrial Relations Centre, Queen's University, 1992.

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Addison, John T. The economics of codetermination: Lessons from the German experience. Palgrave Macmillan, 2009.

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David, Richey. Getting results from employee participation: Leadership resource book. Quality Group Pub., 1987.

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Betcherman, Gordon. HRM innovations in Canada: Evidence from established surveys. Industrial Relations Centre, 1994.

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Voth, Eric R. The new owner: Making the transition from employee to employer. Business One Irwin, 1993.

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Greenan, Nathalie. Organizational change in French manufacturing: What do we learn from firm representatives and from their employees. National Bureau of Economic Research, 1999.

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Nixon, W. Barry. Background screening and investigations: Managing hiring risk from the HR and security perspectives. Butterworth-Heinemann, 2008.

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Company, Cally Curtis. From delegation to empowerment: Getting things done through people. Distributed by Kantola Productions, 2005.

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Book chapters on the topic "From Employee Management To Booking"

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Ma, Li. "Employee Characteristics and Management." In Understanding Chinese Firms from Multiple Perspectives. Springer Berlin Heidelberg, 2014. http://dx.doi.org/10.1007/978-3-642-54417-0_8.

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Krishna, Shobhanam, and Sumati Sidharth. "HR Analytics: Analysis of Employee Attrition Using Perspectives from Machine Learning." In Flexible Systems Management. Springer Nature Singapore, 2024. http://dx.doi.org/10.1007/978-981-99-9550-9_15.

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Pearson, Jimmy, and Donna Murdoch. "Creating a Powerful Employee Experience: Lessons from Product Management." In Innovative Approaches to Technology-Enhanced Learning for the Workplace and Higher Education. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-21569-8_27.

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Huang, Ping, Yinghui Wang, and Jiahui Peng. "Research on the Influence of Employee Stock Ownership Plan on Employee Innovation Behavior from the Perspective of Psychological Ownership." In Proceedings of the Fifteenth International Conference on Management Science and Engineering Management. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-79206-0_57.

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Zhang, Chuyao. "How Corporate Emphasis on Competitive Culture Impacts Employee Satisfaction: Evidence From China." In Advances in Economics, Business and Management Research. Atlantis Press International BV, 2025. https://doi.org/10.2991/978-94-6463-642-0_43.

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Eabrasu, Marian, and Akram Al Ariss. "Socially Responsible Employee Management: Case Studies from Saudi Arabia and Lebanon." In CSR in the Middle East. Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137266200_6.

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Cai, Mengyu. "Research on Reshaping Organizations from the Perspective of Employee Self-Management." In Advances in Social Science, Education and Humanities Research. Atlantis Press SARL, 2025. https://doi.org/10.2991/978-2-38476-380-1_13.

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Kamil, Nurul Liyana Mohd, Wan Noor Azreen Wan Mohamad Nordin, and Awang Bhukhari Matsat. "Cultivating Green Human Resource Management and Employee Environmental Behaviour in Local Governments: Evidence from Malaysia." In Green Human Resource Management. Springer Nature Singapore, 2024. http://dx.doi.org/10.1007/978-981-99-7104-6_23.

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Sun, Wuhao. "The Impact of Work from Home on Employee Organizational Commitment." In Proceedings of the 2024 International Conference on Applied Economics, Management Science and Social Development (AEMSS 2024). Atlantis Press SARL, 2024. http://dx.doi.org/10.2991/978-2-38476-257-6_61.

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Roy, Suddhabrata Deb. "Employee Well-Being under the Work-from-Home Culture: Toward an Alternative Framework." In Human Resource Management in a Post-Epidemic Global Environment. Apple Academic Press, 2023. http://dx.doi.org/10.1201/9781003314844-11.

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Conference papers on the topic "From Employee Management To Booking"

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Kütt, M., and M. Terasmaa. "Enhancing Employee Work Engagement Through High-performance Work Systems: Evidence from an ICT Company." In 2024 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2024. https://doi.org/10.1109/ieem62345.2024.10857071.

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Srivastava, Supriya, and Deepika Pandita. "From Automation to Optimization: Boosting Employee Efficiency and Engagement for Contemporary Human Resource Management." In 2024 International Seminar on Application for Technology of Information and Communication (iSemantic). IEEE, 2024. https://doi.org/10.1109/isemantic63362.2024.10762199.

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He, Jie. "From Employee Perceived HR Practices to Employee Engagement: The Influence of Psychological Empowerment and Intrinsic Motivation." In 2014 International Conference on Management Science and Management Innovation (MSMI 2014). Atlantis Press, 2014. http://dx.doi.org/10.2991/msmi-14.2014.86.

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Akhmetshin, Elvir M., Irina A. Ilyina, Valeriia V. Kulibanova, and Tatiana R. Teor. "“Employee Engagement” Management Facilitates the Recovery from Crisis Situations." In 2019 Communication Strategies in Digital Society Workshop (ComSDS). IEEE, 2019. http://dx.doi.org/10.1109/comsds.2019.8709645.

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Sadikin, Mochamad Rizki, Junaedi Junaedi, and Annis Raka Prianti. "What Company Can Learn From Employee Turnover Intention." In Proceedings of the 4th International Conference on Management, Economics and Business (ICMEB 2019). Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200205.001.

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Shneikat, Belal, Sharon M. Dreisbach, Hamzah Elrehail, V. V. Ajith Kumar, and Ali A. Alzoubi. "Achieving Sustainable Organization: from Talent Management Strategy to Employee Effectiveness." In 2023 International Conference on Business Analytics for Technology and Security (ICBATS). IEEE, 2023. http://dx.doi.org/10.1109/icbats57792.2023.10111173.

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Thani, Ayu Kamareenna Abdullah. "Working From Home and Job Performance: The Role of Employee Work Motivation." In International Conference on Management and Communication. European Publisher, 2023. http://dx.doi.org/10.15405/epsbs.2023.11.02.9.

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Kokkina, D., A. Magoutas, and P. Chountalas. "The conceptualization of employee engagement and its distinction from related constructs." In 8th international conference on Management, Economics and Humanities. acavent, 2018. http://dx.doi.org/10.33422/8icmeh.2018.12.50.

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Liu, Ping, and Yilin Luo. "The Reason of Employee Silence: From the Perspective of Emotional Labor." In The 10th International Symposium on Project Management, China. Aussino Academic Publishing House, 2022. http://dx.doi.org/10.52202/065147-0199.

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Han, B. M., and V. S. Anantatmula. "Knowledge Management in IT Organizations from Employee&#146;s Perspective." In Proceedings of the 39th Annual Hawaii International Conference on System Sciences (HICSS'06). IEEE, 2006. http://dx.doi.org/10.1109/hicss.2006.243.

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Reports on the topic "From Employee Management To Booking"

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Jakubonis, Džiugas, and Rasa Romerytė-Šereikienė. Application of Innovations in Human Resources Management. Vilnius Business College, 2024. http://dx.doi.org/10.57005/ab.2024.1.5.

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Innovation in human resources management in today's fast forward changing world became crucial for the success of modern businesses. It is believed that human resources management (HRM) is one of the most important functions of the organisation, which helps to ensure business efficiency, competitiveness, and stability. Human resources management is no longer just instructions from a higher manager to the lower, that is the entire system of employee management, whereby the company seeks to be innovative, competitive, attractive to employees, creating workplaces, adapting to both economic and market conditions.
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Saxby, Peter. Non-financial incentives and their application to enhance motivation and productivity in mining industry employees. Edited by Ernesto Bonafé. University of Dundee, 2024. http://dx.doi.org/10.20933/100001307.

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The mining industry is experiencing challenges in attracting and retaining sufficient skilled employees to meet strategic aims and production objectives, despite offering relatively high financial incentives. Human resources management theory indicates that many factors contribute to employee motivation and job satisfaction, and that these in turn influence performance and employee turnover. Although financial rewards are recognised as major motivating factors in mining employee job satisfaction, non-financial motivators are also desired. This paper examines the use of non-financial incentives to improve performance and productivity in mine operational employees and identifies incentives that could achieve these goals. With few studies focusing on non-financial methods of improving personnel performance in mining, studies from other industries are considered and applied to the mining industry. The paper finds non-financial incentives are likely to increase the motivation of employees in the mining industry, and that incentives which improve the employee’s workplace experience are particularly desired.
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Yimam, Seid, and Yalew Mekonne. Women in Ethiopian Tax Administration: Evidence on Representation and Performance. Institute of Development Studies, 2023. https://doi.org/10.19088/ictd.2023.034.

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In the growing body of research on gender and taxation in low-income countries, the implications of having more women in tax administration have received relatively little attention. Using data from employee records and key informant interviews, we examine the representation of women in the workforce of the Ethiopian tax administration, as well as their performance and their misconduct. The findings show that women dominate the overall workforce in most branch offices. However, women overwhelmingly occupy lower ranked positions and their engagement at the top level of management is quite limited. Our analysis of gender-disaggregated employee performance scores indicates that there is no conclusive evidence to claim women perform better than men employees, though most of the key informants tend to believe otherwise. However, misconduct records present a strong case that women employees are less likely to commit serious disciplinary misconduct, such as corruption and breaching trust, and more likely to serve for a longer number of years compared to men employees. We also present cross-country comparisons with Uganda and other ATAF member countries. Our overall findings underline the significant contributions of employing more women in tax administration and the need to further empower women through continued leadership training and mentoring programmes
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Rivera Picado, Carlo Magno, Lucia Latorre, Eduardo Rego, Lorenzo De Leo, and Mariana Gutierrez. Tech Report: RPA. Inter-American Development Bank, 2024. http://dx.doi.org/10.18235/0013018.

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The scalability of RPA allows companies to adjust their robotic workforce according to fluctuating demands, improving not only operational efficiency but also employee satisfaction and strategic focus. With applications ranging from data processing and verification to supply chain management, RPA has become a transformative tool in sectors such as banking, retail, customer support, and human resources management, demonstrating its potential to optimize processes and improve decision-making across a wide range of industries. The adoption of RPA in Latin America, partly driven by the COVID-19 pandemic, highlights its role in accelerated digital transformation, focusing on business continuity, risk reduction, and knowledge generation. Financial institutions and retail companies, in particular, have adopted RPA to enhance operational efficiency and customer service, with successful use cases showing significant time and cost savings, as well as improvements in customer experience.
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Honig, Dan. Managing for Motivation as Public Performance Improvement Strategy in Education & Far Beyond. Research on Improving Systems of Education (RISE), 2022. http://dx.doi.org/10.35489/bsg-rise-misc_2022/04.

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People management has an important role to play in improving public agency performance. This paper argues that a ‘Route Y’ managerial approach focused on supporting the empowered exercise of employee judgment will in many circumstances prove superior to conventionalreform approaches steeped in ‘Route X’ monitoring and incentives. Returns to Route Y are greater when employees are or can become more “mission motivated” – that is, aligned with the goals of the agency in the absence of monitoring and extrinsic incentives. Returns to Route Y are also greater when monitoring is incomplete or otherwise likely to unproductively distort effort, thus lowering the returns to using performance-linked rewards and penalties. I argue that education systems are one (but far from the only) setting where Route Y is a lever worth focusing on in efforts to improve public performance in the developed and developing world alike.
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Agrawal, Asha Weinstein, Evelyn Blumenberg, Anastasia Loukaitou-Sideris, and Brittney Lu. Understanding Workforce Diversity in the Transit Industry: Establishing a Baseline of Diversity Demographics. Mineta Transportation Institute, 2024. http://dx.doi.org/10.31979/mti.2024.2213.

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This study provides baseline data on the status of the racial/ethnic and gender diversity of the transit agency workforce in the U.S. and identifies potential barriers and promising practices for diversifying this workforce. Public transit agencies function best when the diversity of their workforce represents the communities they serve, yet previous research finds an underrepresentation of women and minorities in senior and managerial roles, along with an overconcentration of men and workers of color—particularly Black workers—in operational roles (e.g., drivers, janitors). The study updates those earlier studies with newer data drawn from five discrete research tasks: 1) review of the scholarly and professional literature on the topic; 2) review of the websites of the 50 largest transit operators; 3) analysis of employee demographic data submitted by 152 transit operators as part of Equal Employment Opportunity (EEO) program plans; 4) analysis of responses to an original survey sent to the human resources personnel of transit agencies (92 responses from staff at 68 agencies), and 5) interviews with 12 professionals selected for their expertise in transportation workforce diversity monitoring, management, and/or advocacy.
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TITOVA, E. FEATURES OF MIGRATION POLICY IN THE JEWISH AUTONOMOUS REGION. Science and Innovation Center Publishing House, 2021. http://dx.doi.org/10.12731/2077-1770-2021-13-4-2-54-70.

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The article reveals the features of the state mechanism for regulating labor migration in the Jewish Autonomous Region. It is noted that labor migration is an integral part of the economic development of the region. The purpose of the study is the peculiarities of solving the problems of optimizing the mechanisms for regulating labor migration in the Jewish Autonomous Region (JAO). The practical significance of the study is underscored by the growing resource requirements of the Jewish Autonomous Region. The importance of attracting labor migrants from the widest list of countries, to increase the exchange of experience and improve interethnic relations, the organization of programs to increase the flow of willing workers and promising employers, is highlighted. The scientific novelty of the research is in the designation of the latest methods and state programs aimed at improving the efficiency of the labor migration management mechanism. Every year, the number of migrants illegally staying on the territory of Russia is growing, and the authorities of the Russian Federation are trying to improve the methods of control of foreign citizens entering the country, which makes it easier, but at the same time more effective, to exercise control over migrants and distribute it in. areas such as the patent system, employee-to-employer linkage and simplified taxation.
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Linge, Tone Therese, Olga Gjerald, Åse Helene Bakkevig Dagsland, Kai Victor Myrnes-Hansen, Huseyin Arasli, and Trude Furunes. In Pursuit of Fair Work: Taking a closer look at the Norwegian hospitality industry. University in Stavanger, 2023. http://dx.doi.org/10.31265/usps.269.

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This report highlights the findings and implications of research conducted in the Norwegian hospitality sector during the Covid-19 pandemic. The report focuses on workers’ experiences in the industry, using the Fair Work Principles: fair contracts, fair pay, fair conditions, fair management, and fair representation. Similar surveys have been conducted among hospitality workers in Ireland, Scotland, Greece, Australia, and New Zealand. The Norwegian survey was conducted between September 2021 – March 2022 and generated 853 responses of which 585 were complete from workers in the Norwegian hospitality sector. The respondents varied in gender, age, nationality, role within the sector, contract type and length of service. The results, based on the five key Fair Work Principles, show that the Norwegian hospitality sector still has some work to do to ensure that all workers in the industry experience fair work. Employees in the Norwegian worklife have a strong formal employment protection due to the Working Environment Act (Working Environment Act, 2005), in addition to other laws and regulations. Over 90 % of the participants reported that they were on permanent contracts, either full-time or part-time. However, although Norway has strong rules and regulations concerning employee rights, the survey reveals shortcomings concerning the greyer areas such as a lack of opportunities for pay rise or promotion, workplace training, not getting the rest breaks that workers are entitled to, and uncertainty whether the workers received the correct overtime pay. Some of the most concerning findings in the Norwegian hospitality sector were related to fair conditions, where an alarmingly high number participants reported that they had either experienced or witnessed harassment, abuse and bullying in their workplaces. Most of the abuse came from customers, but many of the respondents also mentioned colleagues and supervisors/ managers as perpetrators of abuse, harassment and bullying. Furthermore, over 40 percent of those who stated that they had experienced or witnessed abuse, harassment or bullying in the workplace declared that they did not report it further due to different reasons such as that they did not know where to report, did not think that anything would be done, or that they were afraid of losing their job. Concerning fair management, a third of the participants stated that they did not feel as though they were treated with dignity and respect, or that they received supportive feedback from their managers. Only half of the participants reported that they had received some kind of training in their job. The findings indicate that the types of training and development opportunities offered to employees were largely dependent on the specific workplace. Ultimately, the findings highlight the following key areas for improvement in the Norwegian hospitality industry: Opportunities for pay rise and promotion Opportunities for training Cultural change: Working to change the industry specific culture of tolerating abuse and harassment among employees in the hospitality industry Management of staff: Increased respect and perceptions of being listened to and making a difference
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