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This paper aims to challenge existing assumptions in talent management (TM) research, showcasing a misalignment between commonly held assumptions and the characteristics of the youth-intensive hospitality sector workforce.

Following a review of the TM literature, Piirto’s educational talent pyramid is adopted to conceptualize a recalibration. Drawing on multidisciplinary literatures (i.e. adolescent development, youth employment, positive psychology), and adopting a (talent) developmental approach, a reframing of prevalent TM discourses is enunciated based on the logic that the hospitality workforce is predominantly in a developmental state.

TM discourses are misaligned with the workforce composition of the hospitality industry, which is dominated by young, often unexperienced, workers. The need for dramatically recalibrated TM structures and underlying assumptions, centred around a greater attention to the “development” of talent and a more employee-focused and inclusive approach, can facilitate greater alignment between TM and hospitality.

This paper extends a body of work advocating for more inclusive TM and developmental postures. The contribution, via a hospitality industry context, has been to create linkages between talent- and youth-development discourses.

This paper outlines a number of implications, among which are a pathway forward for hospitality industry to rebuild its poor HRM image and conversion of “transient” hospitality jobs to career jobs (for youth).

This paper identifies youth as a distinct workforce entity and suggests that hospitality jobs represent a critical developmental context for young people, resulting in a series of critical implications for TM practice and theorizing.

This paper addresses important technical problems related with methodological limitations of welding project methods currently adopted, mostly regarding numerical modelling procedure of welding processes. The progress in high nano‐technologies give rise to the same approaches to be applied in traditional mechanics and material science, really concerning welding processes using various methods and techniques. Recent investigations of welded joints have shown the benefits related to the employment of neutron techniques, to obtain substantial information advancing quality and durability that cannot be found by using other means. Small Angle Neutron Scattering (SANS) and Neutron Diffraction (ND), in particular, consent materials characterization at atomic and nanoscale level, offering to the existing technologies the essential contribution of precise structural methods. The basic theoretical aspects are described, and some SANS investigations of weldments are reported. An experimental programme has been recently projected to develop welding processes, with quality assurance improvement, safety enhancement, life‐time management and cost effectiveness of the considered joints.

When a firm implements certain HR practices, different employees attribute different motives and intentions to the firm with regard to those HR practices. Research on HR attributions has made progress toward understanding the relationship between HR practices and employee outcomes from a process perspective. However, this research is still fragmented and lacks a systematic typology of the different types of HR attributions and a compelling organizing research framework. Furthermore, a number of research gaps and opportunities have emerged regarding the nomological net of employee HR attributions. To address the gaps and capitalize on the opportunities, the authors propose an overarching theory-driven multi-level framework that guides the choice of the antecedents and outcomes of employee HR attributions and explains their relationships along with both mediating and moderating mechanisms. Drawing on signaling theory embedded in the proposed framework, the authors identify and categorize various antecedents of employee HR attributions to explain their relationships. The authors also use several additional theories such as social exchange and the job demands–resources model included in their review to identify and categorize various outcomes of employee HR attributions across levels of analysis (i.e., individual, collective [team/group/unit], organization) and explain their relationships. In addition, the proposed framework explains how individual-level employee HR attributions emerge at the collective level and influence collective processes and outcomes. The authors end their review by pinpointing future research needs and discussing related future research directions.

Purpose: The purpose of this chapter is to explore the use of employer branding as a key strategy in talent management, in an effort to retain employees in the context of the Irish hotel industry.

Methodology/Approach: This chapter was part of a wider body of research, and combines this discussion with a sequential mixed-method approach. Semi-structured interviews were conducted with 18 hotel general managers in Cork City/County, and these were combined with 417 employee questionnaires conducted in the same hotels.

Findings: This chapter finds that hoteliers in Ireland are aware of the necessity to tackle the area of employee retention, are conscious of the importance of positive employer branding to aid in decreasing employee turnover, but that many are just at the genesis of their journey in the area of talent management. Indeed, many hotels have not yet implemented a talent management plan into their organisation and need to be more innovative in their approach to talent management through positive employer branding.

Practical implications: Employees strongly believe that those hotels which possess a positive employer brand have more committed employees, while those with negative reputations in terms of their employment affect an employee’s intentions to leave the business. Therefore, employers must put strategies in place to enhance their employer brand if they are to attract and retain employees.

Social implications: The chapter makes recommendations to hotel managers as to how employer branding can be utilised as part of their overall talent management strategy to increase employee retention in a challenging employment market, improving overall performance, and leading to sustained competitiveness. The areas of talent management, employer branding, and employee retention are interlinked, and it is imperative that hotels implement strategic initiatives in these key areas.

Originality/value of paper: This chapter contributes to the overall talent management area, offering further guidance to operators who are embarking on this strategic direction. It supports the link between talent management and employer branding.

The emergence of e-HRM in tourism and hospitality industry in Sinai of Egypt depicts the challenges in competency, performance and compensation associated with progressing the human resource function towards handling the effective managerial decisions. The emergence leads to a variety of investment vehicles evolving a competitive and user friendly tool which is available for anytime, anywhere access. Thus, the delicate situations of dependency on person-based decision-making, which is highly pervasive on memory and mood consistencies for making judgements are regularised and facilitated by data. Thus, puzzles and mathematical reliance on human-based sincerities are delinked and merged to machine-based delivery, subjected to auditing at varied levels of inputs and alerts. Many intuitive, heuristics and biases that deviate the rationalisation of decision-making process are leveraged and captured continuously so that various possibilities can be formed as an algorithm at later stages. These determine the tendency to bond stronger on technology reliability. The competitiveness among decision-makers to tackle situation is completely matched to performance dependent and competency of the resources applied to the activity of deployment. The evolved system is through the stakeholders’ inputs through ‘one-to-one’, ‘one-to-many’ and ‘many-to-one’ of the tour management team, with vital inclusive of the guest responses which make it as an essential connect in the genesis for understanding the market segment for the content knowledge on the guests’ profile, behaviour and preferences expected. Sinai of Egypt is a nice place for tourism, it’s a paradise in offering, with places such as Sharm El Sheikh, Naama Bay, Ras Mohammed National Park, Mount Sinai, St Catherine’s Monastery and Resorts of Dahab, Nuweiba and Taba for travellers to choose a wide range of plush five-star resorts at relatively low prices, with good weather, beyond sea-and-sand. The News media Harteez in the year 2019 had quoted that according to the Egyptian Tourism Ministry, the tourism industry had brought in $12 billion in 2018, which a mere half during the previous year. This potential can be harnessed with the adorable use of technology which can help this industry to reach unlimited geography and bring travel and leisure customers to enjoy the beauty of the creator.

This paper is part of the Special Issue series Improving Life on Planet Earth – A Call to Action for Service Research to Achieve the Sustainable Development Goals (SDG). This paper aims to provide the groundwork for Service Research Theme 2 – services that provide OPPORTUNITY for all humans. Service Research Theme 2 comprises SDG4, quality education; SDG5, gender equality; and SDG10, reduced inequalities and seeks to mobilize ServCollab’s aspirations to reduce human suffering, improve human well-being and enable well-becoming.

A scoping review appraising existing service research related to SDG4, SDG5 and SDG10 was conducted, establishing interlinkages, identifying patterns within each SDG and then assembling a research agenda for service researchers.

The scoping review identifies 18 patterns in service research (six patterns per SDG) pertaining to Service Research Theme 2. Common patterns among the SDG4, SDG5 and SDG10 included underrepresentation, consumer-centricity, the absence of explicit SDG linkages, the predominance of one theoretical anchor and the preference for quantitative studies, particularly surveys. Overall, the scoping review found that service research related to Service Research Theme 2 is patchy in that it is overdeveloped in some topics, methodologies and methods yet underdeveloped or silent in others.

The high-level research problem of Service Research Theme 2 is as follows: How have services provided OPPORTUNITY for all humans? This paper analyzes patterns in service research and, from these patterns, assembles a research agenda that sparks and guides further research.

The purpose of this study is to develop a scale for measuring service inclusion for tourists with disabilities in tourism and hospitality services. Transformative service research serves as the basis for the conceptualization and dimensionality.

To develop and purify the items as well as develop dimensions, standard scale development procedures were applied. Two studies were undertaken. In Study 1, the factorial structure of the service inclusion was constructed and confirmed using exploratory and confirmatory factor analysis. In Study 2, the field study was conducted to validate the scale.

The study developed a new scale for measuring service inclusion. The results show that service inclusion is a higher-order construct with four dimensions, namely, enabling opportunity, offering choice, relieving suffering and fostering happiness. Furthermore, service inclusion has a significant effect on tourists’ well-being perception, which results in more favorable behavioral responses. The newly constructed scale is declared as valid and reliable by the study that examined it for nomological validity by examining the relationship between service inclusion and tourists’ perceptions of their well-being.

To the best of the authors’ knowledge, this study is the first to develop measurement scale for service inclusion in the tourism and hospitality industry. The scale is proven as reliable and valid and is well suitable for measuring service inclusion for tourists with physical disabilities. It has potential to use for other relevant service contexts.

Residual stresses (RS) in welded joints can contribute to the stress enhancement concentrated in the connection of different components, mainly concerning structures and piping. A fast method for assessing RS in a thin weld through the calculation of heat flow and thermal expansion data is explained ‐ obtained by implementing a previous programme in a personal computer (PC) code ‐ to evaluate the through‐wall temperature distribution and the RS field due to multi‐pass welding of flat or axi‐symmetric joints. The calculation of temperature distribution, axial and hoop thermal stresses through the finite thickness of a specimen is described, in particular, considering some basic simplifying assumptions. Validation of experimental is shown, related to thin welded joints, comparing finite elements method (FEM) analysis, direct measurements and the considered analytical method results.