Chpt 5-Human Resources ppt for the subject hospitality

Human Resources topic ppt

1. Hotel Operations Management 3rd Edition Chapter 5 Human Resources

2. The Role of Human Resources (1 of 4) HR Assists Recruitment Legal compliance Safety and health Labor relations Compensation Selection Orientation Training Performance evaluation

3. The Role of Human Resources (2 of 4) Line Manager Duties Determining position requirements for each job Making final employee-selection decisions Providing departmental- specific orientation Initiating on-going training Performance evaluation Scheduling Discipline

4. The Role of Human Resources (3 of 4) HR personnel assist in hotel operations by Implementing legal policies and tactics to effectively recruit, select, motivate, and retain staff members Developing and delivering orientation, safety, security, supervisory, and some departmental-specific training programs Developing and communicating equitable and fair HR policies to all employees while protecting the rights of the hotel

5. The Role of Human Resources (4 of 4) Interpreting, implementing, and enforcing the ever-increasing body of laws and regulations that affect people at work Helping to maintain appropriate standards of work-life quality and ethical business policies and practices

6. Staffing the Human Resources Department Job Descriptions A list of tasks that an employee working in a specific position must be able to effectively perform. Job Specifications A list of personal qualities judged necessary for successful performance of the tasks required by the job description .

7. Legal Aspects of Human Resources: Employee Selection (1 of 4) Selection Tools Bona Fide Occupational Qualifications Qualifications: to perform a job that are judged reasonably necessary to safely or adequately perform all tasks within the job Education Or Certification Requirements Language Skills Previous Experience Minimum Age Requirements Physical Attributes Licensing

8. Legal Aspects of Human Resources: Employee Selection (2 of 4) Selection Tools Employment Applications Employment Interviews Employment Testing Background checks References

9. Legal Aspects of Human Resources: Employee Selection (3 of 4) Selection Issues Civil Rights Act of 1964 Prohibits discrimination based on race, color, sex, religion, national origin, disability, and genetic information Americans with Disabilities Act(ADA) Prohibits discrimination against job candidates with disabilities Age Discrimination in Employment Act (ADEA) Protects individuals age 40 and older Applies to employers with 20 or more staff members

10. Legal Aspects of Human Resources: Employee Selection (4 of 4) Immigration Reform and Control Act (IRCA) Prohibits hiring illegal immigrants Form I-9 developed by INS must be completed Fair Labor Standards Act (FLSA) Protects young workers from employment interfering with education or that is potentially hazardous to their health

11. Legal Aspects of Human Resources: The Employment Relationship At-Will Employment Employers can hire any employee as they choose and dismiss that employee with or without cause at any time. Employment Agreement A document specifying the terms of the work relationship between the employer and employee that indicates the rights and obligations of both parties.

12. Legal Aspects of Human Resources: The Law in the Workplace (1 of 12) Legal issues related to employment include: Sexual Harassment Family and Medical Leave Act (FMLA) Compensation Employee Performance Unemployment Issues Employment Records

13. Legal Aspects of Human Resources: The Law in the Workplace (2 of 12) Sexual Harassment Sexual Harassment Unwelcome sexual advances, requests for sexual favors, and/or verbal or physical conduct that is sexual in nature. Zero Tolerance Total absence of behavior that is potentially discriminatory, harassing, or objectionable.

14. Legal Aspects of Human Resources: The Law in the Workplace (3 of 12) Sexual Harassment Issuing of appropriate policies and procedures Conducting applicable workshops Developing procedures to obtain relief for alleging employee Developing written protocols for reporting, investigating, resolving

15. Legal Aspects of Human Resources: The Law in the Workplace (4 of 12) Family and Medical Leave Act (FMLA) Hotels who employ 50 or more staff must provide up to 12 weeks of unpaid leave to an employee for: Child birth Adoption of a child Foster care of a child Serious illness of an employee Serious illness of an immediate family member

16. Legal Aspects of Human Resources: The Law in the Workplace (5 of 12) Compensation The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime work rates, and equal pay regardless of gender. An exception from minimum wage and overtime pay for staff employed as bonafide executive and administrative employees (among others).

17. Legal Aspects of Human Resources: The Law in the Workplace (6 of 12) Executive Employee Primary duty is managing the enterprise or one of its department’s subdivisions Direct the work of at least two or more other full-time employees or their equivalent Authority to hire or fire other employees Administrative Employee Primary duty must involve office or non-manual work directly related to the management or general business operations of the employer or the employer’s customers

18. Legal Aspects of Human Resources: The Law in the Workplace (7 of 12) Primary duty involves discretion and independent judgment on significant matters Compensation Laws related to taxes include: Income Tax Federal Insurance Contribution Act (FICA) Federal Unemployment Tax Act (FUTA) Earned Income Credit (EIC) Work Opportunity Tax Credit (WOTC)

19. Legal Aspects of Human Resources: The Law in the Workplace (8 of 12) Employee Performance Employee Evaluation Assuring work performance [and nothing else] forms the basis for employee evaluations. Discipline Effectively communicating and consistently enforcing workplace rules and policies. Dress and Grooming Allowance of legitimate religious dress and grooming practices Termination Preventing unacceptable termination of employees

20. Legal Aspects of Human Resources: The Law in the Workplace (9 of 12) Unemployment Issues Unemployment Insurance Funds provided by employers to make available temporary financial benefits to employees who have lost their jobs. Unemployment Claim A claim made by an unemployed worker to the appropriate state agency asserting that the worker is eligible for unemployment benefits.

21. Legal Aspects of Human Resources: The Law in the Workplace (10 of 12) Employment Records Department of Labor records requirements include: Employee’s Name Gender Work Schedule Regular and overtime Earnings Address Job Title Hourly rate Wage deductions Work Schedule

22. Legal Aspects of Human Resources: The Law in the Workplace ( 11 of 12) Employment Records Any deductions from wages for meals, uniforms, or lodging Amount of tips reported (for tipped employees) Covered leave and amount of leave for eligible employees Employment Eligibility Verification (I-9) Personnel matters and benefit plans

23. Legal Aspects of Human Resources: The Law in the Workplace ( 12 of 12) Internal Recruiting Focusing on current staff for vacant positions “Promotion from within” Alerting friends and relatives of current employees Recruitment is not solely the job of HR department Current staff can impact hotel’s turnover rat

24. Human Resources in Action: Employee Recruitment External Recruiting Hiring from outside sources Internet, newspaper and other advertisement options, job fairs, executive search firms, recruiting at schools, “help wanted” signs Attracting external candidates

25. Human Resources in Action: Employee Selection Employment Selection Evaluation Tactics Preliminary screening including reviewing the candidate’s application Employment interviews Employment tests when specific experience or skill is required Reference checks to confirm employment dates and positions held Drug screening

26. Human Resources in Action: Orientation (1 of 2) Orientation Goals To reduce new employee anxiety To improve morale and reduce turnover To provide consistency To develop realistic expectations

27. Human Resources in Action: Orientation (2 of 2) Orientation Programs Address An overview of the hotel Important policies and procedures Compensation, fringe benefits, and pay periods Safety and security concerns Employee and union relations Property tours Specific topics related to the hotel

28. Human Resources in Action: Training Training is absolutely critical to a hotel’s success! New employees and experienced staff need training Ongoing professional development can motivate staff and contribute to employees’ advancement opportunities Train the trainer Group Training Individual Training

29. Human Resources in Action: Performance Evaluation (1 of 3) Goals Determine where staff can improve performance Assess eligibility for pay raises and promotions Improve morale Assure legal compliance HR Roles Develop and communicate policies and procedures Address and resolve concerns File performance evaluation results

30. Human Resources in Action: Performance Evaluation (2 of 3) Performance standards are established Policies relating to the frequency of and responsibilities for ratings are established Employees’ performance data are gathered The raters (and sometimes the employee) must evaluate performance

31. Human Resources in Action: Performance Evaluation (3 of 3) A performance evaluation discussion is held with the employee Performance approval agreements/decisions are made Evaluation information is filed

32. Human Resources in Action: Compensation (1 of 2) Compensation All financial and nonfinancial rewards given to managers and non-management staff members in return for their work Direct Compensation Salaries Bonuses Wages Commissions

33. Human Resources in Action: Compensation (2 of 2) Indirect Compensation Health Insurance Paid Vacation Managing a Benefits Program Determine objectives – offer competitive benefits Facilitate discussions with employees Communicate the “benefit” of benefits Monitor Costs

34. Human Resources in Action: Employee Retention Employee Retention The use of organizational and supervisory policies and procedures designed to encourage employees to remain with the property. Traditional Leadership Directing Contemporary Leadership Empowerment

35. Human Resources in Action: Termination Voluntary Termination Occurs when the employee decides to leave for their own reasons Involuntary Termination Occurs as the result of decisions made by managers

36. Other Human Resources Activities Protecting the safety and health of employees Improving work quality Succession planning

37. Other Human Resources Activities: Employee Safety and Health HR assistance for health-related activities can include: Developing and selecting programs to help employees cope with stress Developing procedures applicable to workplace violence Communicating updated information about HIV in the workplace Providing information about cumulative trauma disorders

38. Other Human Resources Activities: Workforce and Work Quality Improvement Professional Development Activities Cultural Diversity Initiatives Quality Improvement Programs

39. Other Human Resources Activities: Succession Planning (1 of 3) Step 1 Identifying positions to be addressed in the succession planning process Considering the hotel’s vision Assessing future requirements for meeting the guests’ needs Step 2 Determining competencies and other talents required over the long term Basing professional development decisions on talent needs

40. Other Human Resources Activities: Succession Planning (2 of 3) Step 3 Determining current staff members for training to meet competencies Step 4 Recruitment of external staff and training them for the responsibilities of future positions

41. Other Human Resources Activities: Succession Planning (3 of 3) Step 5 Planning and implementing the necessary professional development programs Develop plans for affected staff Step 6 On-going monitoring and revisions in professional development plans