Through better recruitment of Children’s representatives working in mini-clubs, outdoor hospitality businesses have a further opportunity to both enhance the well-being of children while also addressing a major societal issue such as sustainability. The findings of the research suggest that the content of job advert for children’s representatives should be recalibrating with a focus on philosophy of the organisation (responsible management education), which will then inform the type of knowledge wished to be conveyed (sustainability), how (case method), and the profile (qualifications, experience, personality, etc) of the staff needed. The findings of the research also highlight the fact that job crafting, which used to be solely a coping strategy used by staff, is also a coping strategy used by managers in their recruitment strategy. There is an urge for the development of qualifications/courses in Youth, Society and Sustainable Futures to prevent staff and managers developing their own coping strategies, which might negatively impact the performance of the organization.

中文翻译：

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户外酒店企业（露营地）将儿童视为“留守”群体：人力资源视角


通过更好地招募在迷你俱乐部工作的儿童代表，户外酒店企业有进一步的机会来提高儿童的福祉，同时解决可持续性等重大社会问题。研究结果表明，儿童代表招聘广告的内容应该重新调整，重点关注组织的理念（负责任的管理教育），然后这将告知希望传达的知识类型（可持续性）、如何传达（案例方法）以及所需员工的概况（资格、经验、个性等）。研究结果还强调了这样一个事实，即工作重塑过去只是员工使用的一种应对策略，也是管理者在招聘策略中使用的一种应对策略。人们迫切需要开发青年、社会和可持续未来方面的资格证书/课程，以防止员工和管理人员制定自己的应对策略，这可能会对组织的绩效产生负面影响。