I need help creating a thesis and an outline on Human Resources Management for the Hospitality and Tourism Industries. Prepare this assignment according to the guidelines found in the APA Style Guide.

I need help creating a thesis and an outline on Human Resources Management for the Hospitality and Tourism Industries. Prepare this assignment according to the guidelines found in the APA Style Guide. An abstract is required. In most developing countries, tourism is seen as one of the core sources of foreign exchange. Given this crucial role they play in the modern economy, it is not a surprise that many researchers have focused their work on the growth and characteristics of these industries. Most scholars have, in the end, established that the tourism and hospitality industries are still lagging behind in their human resource management practices (Boley, 2011).

The human resource practices in the tourism and hospitality industries have evolved, just like those of other industries. However, the rate with which they have evolved to match the changing circumstances is not satisfactory (Jago and Deery, 2004). Furthermore, in their evolution, human resource managers have had to adopt some practices that are only unique to the hospitality and tourism industries and which are irrelevant or have little significance in other industries. The practices and recruitment criteria have been influenced by commercial, legislative and ethical factors (Guerrer and Deery, 1998). Tesone (2004) noted that while the new practices are meant to maximize profitability, they have also caused problems of their own, most notably low job satisfaction and high employee turnover rates. It is important to note that human resource decisions have a profound effect on organizational efficiency and, ultimately, the enterprise’s profitability (Kusluvan, 2003). Scholars have established that there is a positive correlation between the performance of a business and the human resource practices instituted and applied. The recruitment process and the criteria used were, especially, attributed to the level of turnover rates, employee absenteeism and level of job satisfaction.

A research conducted by the National Restaurant Association established that the annual turnover costs for frontline employees for a single firm may be around the US $5,000 and $50,000 for managers.

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