Purpose

This study aims to examine the human resources (HR) knowledge and cross-cultural and interpersonal skills needed by HR managers/directors to administer the integrated resort and hotel (IR&H) organizational talent.

Design/methodology/approach

This paper uses a qualitative method in the form of extensive interviews.

Findings

The labor-intensive nature of the IR&Hs have forced these organizations to be innovative in terms of retaining their top talents and to look overseas for foreign workers to ensure smooth operations.

Research limitations/implications

The research is limited to two Asian geographies and the high regulatory nature of the industry correspondingly limits the number of HR executives in operation within IR&Hs.

Practical implications

This paper provides insights for current and future Asian-based IR&Hs policy planners and HR managers.

Social implications

The paper provides an understanding of national and organizational skills shortages and their impact upon work and workers.

Originality/value

No previous comparative research in relation to Singapore and Macau has been conducted.

中文翻译：

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是否需要人力资源管理资格？新加坡及澳门综合度假村及酒店人力资源主管观察

目的

本研究旨在考察人力资源经理/主管管理综合度假村和酒店 (IR&H) 组织人才所需的人力资源 (HR) 知识以及跨文化和人际交往能力。

设计/方法/方法

本文采用广泛访谈形式的定性方法。

发现

IR&H 的劳动密集型性质迫使这些组织在留住顶尖人才方面进行创新，并在海外寻找外国工人以确保顺利运营。

研究限制/影响

该研究仅限于两个亚洲地区，该行业的高度监管性质相应地限制了 IR&Hs 中人力资源主管的数量。

实际影响

本文为当前和未来的亚洲 IR&Hs 政策规划者和人力资源经理提供见解。

社会影响

该文件提供了对国家和组织技能短缺及其对工作和工人的影响的理解。

原创性/价值

之前没有对新加坡和澳门进行过比较研究。