Bewertung des Arabian Journal of Business and Management

COVID-19 crisis that the world has witnessed during the past few months, and is still witnessing until now, has serious implications on most global businesses and economic activities. Such implications, represented by the forced closure of most businesses, have led such businesses to face an unprecedented dilemma, that is the dramatic decline in revenues and profits on the one hand, and the huge financial obligations and fixed costs on the other. Not to mention other adverse consequences such as the disruption in economic activities, pause of production and disruptions in supply chains for most companies and so on.

The main aim of this paper is to find the key practices of TQM, implementable into hospitality sector by reviewing the literature of both service and manufacturing sector, and to outline key practices of TQM to develop a comprehensive and feasible quality framework for managers of SMEs to adopt the best TQM practices that enhance operational efficiency through quality improvement and to achieve optimal results. The researcher has applied a systematic literature review strategy to achieve the overall aim of this study. The systematic literature review has focused more on explaining the concepts comprehensively and in an organised manner. In this regard, the outline of the literature has been designed in such a manner, to go from a general perspective to a broader perspective to provide an in-depth discussion of the research topic. Data relevant to the research has been collected from scholarly articles and previous studies, to provide a clear understanding of the topic. Finally, this research makes an original contribution in the academic field as it enhances the knowledge of TQM among the managers and quality practitioners concerning key TQM practices, which are directly associated and can be implemented in the hospitality industry.

Purpose: This research is being carried out to examine some of the possible factors that can attract and retain non-IT backgroundG eneration Y graduates in an IT oriented company. The main difference between this studies with similar studies carried out in the same field is that this work encompassed two theories put forward by other scholars in to one model. Other studies treated employer brand awareness and employer association as separate models. But in this study, both models where summarized into one model and tested to see if the results will lead to a possible attraction and Retention of non-IT background Generation Y graduates in an IT oriented company. Methodology: This study mainly focus on Generation Y employees who have graduated or still to graduate as well as those already working. The sample size for this study was 300 who are students from randomly selected from Universities in Hhertfordshire area of North London, UK. The study adopted a quantitative approach and surveys where distributed to target population. The data collected was analyzed with the use of SPSS 2.0 and Smart PLS software. Findings: The findings in this study reveal that employer brand awareness has an important and significant relationship with the employer brand association which in this study was represented as career growth opportunity, salary/benefits and rewards, and working environment. From the analysis it could be deduced that most IT companies don’t attract non-IT graduates because they don’t have a positive brand image. The findings also revealed that contrary to other findings, career growth opportunity do not have a significant impact on job attraction and retention. This discrepancy can be attributed to cultural differences and choice of target population. However, other variables such as salary/benefits and rewards, and working environment had a positive influence on job attraction and retention just as tested in other studies. Limitations: This study was narrowed down to a quantitative research thereby completely ignoring a blend of quantitative and qualitative study. As a consequence, much information was not obtain which would have help to better understand the concept of attracting and retaining Non-IT when it comes to working in an IT company like IBM.