This research aims to identify and analyze the frequency of the researched determinants and outcomes of absenteeism and thus create an extensive pool of knowledge that can be used for further research. A systematic review, based on Tranfield, Denyer, and Smart’s guidelines of 2003, was used. An electronic search of the Scopus database led to the inclusion of 388 peer-reviewed research articles. Finally, 100 top-quality articles were analyzed using content analysis. This article provides several starting points for practitioners and researchers when investigating absenteeism and its potential determinants and outcomes. It also shows that there is an evident imbalance between empirical research dealing with determinants and research dealing with absenteeism outcomes. Employee attitudes stand out among the most repetitive absenteeism causes, while turnover, organizational health, and loss of productivity are some of the most researched absenteeism outcomes. Most research takes place in the manufacturing industries, followed by hospitals and other public service organizations, banks, and insurance companies. This systematic literature review is the first known attempt of this kind of review of the causes and consequences of absence behavior. It covers a wide range of literature published from 1969 until today and includes more than 150 different absenteeism determinants and outcomes.

The aim of this article is to discuss the main Travel and Tourism competitiveness indicators which take into consideration human capital capabilities as a key factor when determining competitiveness. Human capital competitiveness in the tourism industry will be analyzed based on the internationally accepted methodology Travel and Tourism Competitiveness Index (TTCI). Analysis will focus on the globally most competitive countries in tourism and on countries in the Southern European region. The research shows that even though human capital is not always emphasized when competiveness evaluation is carried out in the tourism industry, human capital capabilities are a key factor taken into account in the competitiveness assessment data. In many countries the competitiveness of human capital in tourism is lower than desired, providing opportunities for additional investment in competitiveness through education and more-efficient labor market practices. Research methods used in the study include the systematic and logical analysis of scientific literature and synthesis. Keywords: human capital, labor market, travel & tourism competitiveness, tourism industry

Time management is the ability of consciously deciding and controlling the amount of time spent on different activities in order to be more productive and effective. In order to achieve academic success, students should be able to manage a large number of activities, from going to lectures, studying, participating in extra-curricular activities, to making sure they are getting enough rest to stay healthy. The purpose of this research was to determine if there are any significant differences in the effective time management between Chinese and Croatian students. Even though the cultural differences between these two groups are substantial, both groups are becoming a part of the same education and business market. The research was conducted on the sample of 340 Chinese and Croatian students using an online survey. The results have shown that in several time management activities there are statistically significant differences between Chinese and Croatian students. The results also indicate that the Croatian respondents are better at setting goals, determining priorities and performing tasks by priority, while Chinese students delegate tasks and determine and eliminate time wasting activities more often than their Croatian counterparts do. On the other hand, Croatian students waste more time on activities such as conducting tasks of small importance and fun activities of no relevance (e.g. “surfing” the Internet, private telephone conversations, chatting, etc.), while Chinese students are in the forefront with regard to ineffective and supernumerary meetings and overly long and supernumerary phone conversations.

Tourism is a very significant sector of the economy in most countries. Its quality growth is not possible without an effective policy of developing human potential. All this, surely, is a weight to be borne in particular by hotel managers who are specifically responsible to ensure new know-how and professions within the corpus of employees. The paper shows the benchmarks and anticipates the prospects of tourism development. It deliberates over the modern forms of formal, not formal and informal education of personnel in tourism. It defines new trends in tourism and their impact on the professional development of personnel and on the innovating of knowledge to employees in tourism.

Tourism is an important sector in the Croatian economy. To retain its unique position in global markets, Croatian tourism has to compete with other world destinations and to attract travellers worldwide. This will not be possible without efficient human resource development policies and practices. The main problems in tourism are very similar across countries: low pay, very high demand for staff flexibility and mobility, high staff turnover, high share of informal employment arrangements and persistent skill shortages.

U cilju povećanja ukupne produktivnost u hotelskoj industriji nužno je povećati individualnu produktivnost rada zaposlenika. Znanje zaposlenika u hotelskoj industriji postaje preduvjet stvaranju kvalitete usluge, zadovoljnog gosta i konkurentske prednost na tržištu. Upravljanje znanjem, koncept prihvaćen u mnogim industrijama, u hotelima je zanemaren i djelomično proveden.