Chapter 3 human resources department
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Transcript of Chapter 3 human resources department
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The Human Resources
Department
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Human Resources Department
Human Resources Department: the functional area in a hotel with the responsibility to assist managers in other departments with human resources concerns including recruitment, selection, orientation, training, compensation, legal, safety and health, and a wide range of other specialized tasks.
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Background
HR: short for “Human Resources.”
Line Department: hotel divisions that are in the “chain of command” and are directly responsible for revenues (such as front office and food and beverage) or for property operations (such as housekeeping and maintenance and engineering).
Line Managers: managers who work in the line (“chain of command”) departments within a hotel.
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Human Resource Priorities
Recruit, select, motivate, and retain staff members
Orientation and supervisory training programsDevelop and communicate human resources
policies Interpret, implement, and enforce the body of
laws and regulations Maintain appropriate standards of work life
quality and ethical business policies and practices
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• Recruitment
• Selection
• Orientation
• Training
Human Resources Functions
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Human Resources Functions
Recruitment
-activities designed to attract qualified applicants for the hotel’s vacant management and non-management positions.
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Recruitment
Stereotype: a common perception (true or untrue) about something. For example, a specific hotel may be perceived within the community as being an employer that is “kind” or “unkind” to its employees.
Unemployment Rate: the number (usually expressed as a percentage of the total workforce) of employable persons who are out of work and looking for jobs.
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Recruitment
Internal Recruitment: tactics to identify and attract staff members who are currently employed at the hotel for vacancies which represent promotions or transfers to other positions.
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RecruitmentExternal Recruitment: tactics designed to attract persons who are not current hotel employees for positions at a property.
Tactics include:Internet job posting sitesNewspaper/media
advertisementsStudent job fairsRecruiting at community
schools/colleges“Help wanted” signs
www.hcareers.com
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Recruitment
Job Description: a list of tasks that an employee working in a specific position must be able to effectively perform.
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Benefits of having a job description
• A new employee knows exactly what the job entails and what to expect
• It acts as a vital part of orientation program• It acts as a basic foundation to set standards of
performance against which the performance appraisal is done.
• It is a legal document for any disputes arising out of lack of role clarification
• It protects an employee from an unreasonable superior who may like to over burden an employee and exploit his presence on the job.
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Selection
-the process of evaluating job applicants to determine those most qualified for and likely to be successful in vacant positions.
Human Resources Functions
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Selection
“Warm Body Syndrome”: an often-used but ineffective selection tactic which involves hiring (almost) anyone who applies for a vacant position without regard to their qualifications for the job.
Job Specification: a list of personal qualities necessary for successful job performance.
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SelectionEligibility information can be gathered by way of several selection tactics:
– Application form– Employment interview– Employment tests– Reference checks and
recommendations– Physical exams and drug testing
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Orientation
-the process of providing basic information about the hotel, which must be known by all of its employees.
Human Resources Functions
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Goals of orientation :
• To reduce anxiety• To improve morale and to
reduce turnover• To provide consistency• To develop realistic
expectations
Orientation
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Orientation
General topics to be covered:
Hotel overview, including mission statement, emphasis on guest service and teamwork
Review of important policies and proceduresDetailed discussions of compensation and
benefitsSafety/accident prevention concernsEmployee/union relationsPhysical facility including tourOther topics of priority
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Induction
-the process of informing new employees about matters related to the department in which they will work. It is a process that follows the orientation process.
Orientation
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Human Resources FunctionsTraining
New and experienced workers alike need training, including: – Initial training– Professional development– Training to keep up with new and
revised procedures/technology
www.ei-ahla.org
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All financial and non-financial rewards given to management and non-management employees in return for the work they do for the hotel.
Compensation
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Compensation
• Salaries: pay calculated at a weekly, monthly, or annual rate rather than at an hourly rate.
• Wages: pay calculated on an hourly basis.
• Fringe Benefits: indirect financial compensation
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Must be equitable as well as being:
• Legal• Fair/Balanced• Cost-effective• Reasonable (employees’ view)
Compensation
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Fringe Benefits can include:• Paid leave benefits• Unpaid leave benefits• Life insurance benefits• Medical care benefits• Dental care• Retirement benefits
Compensation
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Legal Aspects of Human Resources
• Employee Selection• Employer-Employee Relationships• Other Workplace Laws
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Bona fide Occupational Qualifications (BOQs): qualifications to perform a job which are judged reasonably necessary to safely or adequately perform all tasks required by the job.
Employee Selection
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Employer-Employee Relationships
Employment Agreement: a document specifying the terms of the relationship between the employer and employee, which indicates rights/obligations of both parties.
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Sexual HarassmentFamily and Medical Leave ActCompensationTaxesEmployee Performance
(Performance appraisal)Employment Records
Other Workplace Laws
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Sexual Harassment
Zero Tolerance: the total absence of workplace behavior that is objectionable from the perspectives of discrimination or harassment.
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Family and Medical Leave Act
Hotels that employ 50 or more staff members are required to provide up to 12 weeks of leave (unpaid) to an employee if the time is needed for the birth, adoption, or foster care of a child.
Also applies to serious illness of an employee or immediate family.
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Minimum Wage: the lowest amount of compensation that an employer may pay to an employee.
Overtime: the number of hours of work after which an employee must receive a premium pay
Compensation
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Taxes and Tax Credits
Social Security: retirement benefits paid to primary workers, survivor’s benefits and benefits for the retiree’s spouse and children, and disability payments based upon contributions paid by the retiree and his/her employer(s).
Medicare: hospital and medical insurance received by persons over 65 years of age who are eligible for Social Security benefits.
Income Tax
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Employee Evaluation (Performance Appraisal)
Discipline-Progressive discipline• (to help employees to improve)
Termination
Employee Performance
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Employee Safety and Health
Safety Hazards: conditions in the workplace that can cause immediate harm.
Examples include unsafe equipment, accidents and the improper use of chemicals.
Health Hazards: aspects of the workplace that can lead to a decline in an employee’s health. Examples include stressful working conditions and exposure to toxic chemicals.
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Issues that affect health/wellness of employees:– Programs to help employees cope
with stress– Concerns about violence in the
workplace– Information about HIV– Information relative to cumulative
trauma disorders
Employee Safety and Health
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Strategies for reducing turnover rates:
– Helping motivated employees become more proficient
– Providing professional development opportunities
– Cultural diversity– Quality improvement
Human Resource Challenges
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I’m hired!!!