Personnel in tourism industry of Ukraine as a means to achieve competitive advantage

Abstract

In the context of globalization of the tourism industry, the organization of personnel management and the efficiency of its use require more and more attention, as personnel is the main resource of tourism business enterprises. The competitiveness and performance of tourism enterprises directly depend on the effectiveness of personnel management, namely on its objective assessment and proper distribution of competencies, which reflect not only the professional level but also the business and personal qualities of tourism employees. Personnel evaluation is considered as an element of management and certification of personnel used in the tourism industry, as a necessary tool for studying the quality of staff, its strengths, and weaknesses. Any assessment is the result of a comparison of a facility with certain standards, regulatory requirements, well-known parameters, and staff assessment is no exception. In the proposed approach, personnel evaluation involves comparing certain competencies of employees with the relevant reference requirements of the position held or claimed by an object of evaluation. The essence of the evaluation proposed in the article is that for each position in the tourism industry it is possible to develop a reference version of competencies, through which, after the evaluation, management makes an informed management decision, namely to train, develop, motivate or release the object of evaluation. Training is appropriate if there is a lack of knowledge, skills, and abilities; it is necessary to develop when there are basic skills and it is necessary to reveal potential; motivate, if the necessary set of knowledge and skills is available, but not used to the full extent; and an employee is fired in the event that education and training are impractical. The article proposes an approach to solving the problem of objective evaluation of tourism industry personnel. The above approach is aimed at obtaining detailed information about how a certain employee shows his professional and personal qualities and how they correspond to the position. The proposed approach is based on the theoretical and methodological instruments of the method of alternative characteristics and scoring system.