Abstract
Skill mismatch phenomenon has been discussed in various scientific journals as it is proven to lower productivity and weaken competitiveness. Understanding the skill mismatch effect on competitiveness leads to a new way of thinking about how to manage skill mismatch for the organization sustainability. Previous researches recognize the concept of organizational management in order to be able to compete by creating a learning organization environment. Adhering to the learning organization principles, individuals within the organization should increase their capacity and thus minimizing the negative effects caused by the skill mismatch effects. This study chooses hotel business as an observation unit as the hotel is such a storefront of tourism in Indonesia. The research was done in a descriptive-qualitative manner and used five-stars hotel in Indonesia. The results supported the previous researches on learning organization and training prior to working The findings indicated that in the process of organizational learning in the hospitality business, it was originally started with the involvement of the company or institutionalizing. The originality of this research is presented in the use of the 4i framework in organizational learning to evaluate the skill mismatch.
Highlights
The discussion on previous researches about skill mismatch is more desirable at the macro level
Hotel D stated that training and mentoring activities for skill mismatch employees were the responsibility of senior employees with matching skills, so there was no additional compensation
Professional relations to transfer skills from skilled employees to unskilled employees were mentoring activities as stated by (Ehrich and Hansford 1999) that the main role of mentoring was learning new skills and becoming competent. It was in accordance with the answers from the informants that could be classified in the incidence of recognized skill mismatches, organizational activities to overcome them through training, mentoring and career development
Summary
The discussion on previous researches about skill mismatch is more desirable at the macro level. It can be concluded that this condition represents what was assumed by Cedefop (2012) previously In the report, it is described in general how companies play a role in overcoming the skill mismatch. There is a tendency of high skill mismatches, supported from the supply side of labor with less hotel education compared to industrial demand and progressive hotel growth by Cedefop (2012), Poh et al (2016), Santoso (2014), Suherlan and Permana (2016) and WEC (2017) confirmed that the hotel business is prone to experience skill mismatch
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