Yeşilova İsmail Akın Vocational School of Tourism adopts a Service-Oriented High-Performance Human Resources System to Improve Quality Processes.
In the unit advisory board and unit quality commission meetings, it was brought to the agenda that human resources practices in Vocational Schools of Tourism should be designed in a service-oriented manner. Therefore, it was decided to use the service-oriented high-performance human resources system as a guide to improve quality processes.
Service-oriented high-performance human resources system
“The service-oriented high-performance human resources system is a system of HR practices that are compatible with each other and support each other, enhancing the skills, motivations, and opportunities of employees to deliver satisfactory services” (Gürlek, 2019:25; Gürlek & Uygur, 2021:199). The mentioned human resources system is presented in Figure 1.
Why a service-oriented high-performance human resources system?
The service-oriented high-performance human resources system will enhance the skills, motivations, and opportunities of academic staff, thereby contributing to the delivery of quality education and training services. At the same time, this human resources system will support the Experiential Learning Model implemented in our Vocational School.
“The structuring of HR practices used by organizations can vary according to industry conditions. It is unlikely that similar HR practices in terms of content will work equally well in any context (e.g., industry, business strategy). For example, HR practices created for the manufacturing industry may not produce the desired performance outcomes when applied in the service industry” (Gürlek, 2019: 24).
HR practices need to be compatible with sector and organizational strategies and also be compatible with each other and support each other. The service-oriented high-performance human resources system has been developed according to this compatibility assumption. Service-oriented HR practices have a stronger impact on service-based outcomes compared to general HR practices (Gürlek, 2019; Gürlek & Uygur, 2021).
