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Chapter 5 Human Resources - Coggle Diagram
Chapter 5
Human Resources
The Role of Human Resources
HR Assists
Recruitment
Legal compliance
Safety and health
Labor relations
Compensation
Selection
Orientation
Training
Performance evaluation
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
HR staff to support operations
Implement legal policies
Develop and deliver training programs for orientation, safety, security, supervision and some specific departments
Develop and communicate equal and fair human resource policies to all employees and protect the interests of the hotel
Interpreting, implementing and enforcing a system of laws and regulations
Helps maintain appropriate standards of work quality
Legal Aspects of Human Resources:
The Employment Relationship
At-Will Employment
: Hire any employee and fire him or her with or without reason
Employment Agreement :
Document defining the terms of the employment relationship between the employer and the employee
The Law in the Workplace
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.
Compensation :
Fair Labor Standards Act (FLSA)
Employee Performance
Dress and Grooming:
Allowance of legitimate religious dress and grooming practices
Employee Evaluation:
Assuring work performance [and nothing else] forms the basis for employee evaluations.
Discipline
: Effectively communicating and consistently enforcing workplace rules and policies.
Termination:
Preventing unacceptable termination of employees
Unemployment Issues
Unemployment Insurance:
Employer-provided funds: in case of job loss.
Unemployment Claim:
Unemployed workers make applications to state agencies to receive unemployment benefits.
Employment Records
Department of Labor records requirements
Any deductions from wages for meals, uniforms, or lodging
Amount of tips reported
Covered leave and amount of leave for eligible employees
Employment Eligibility Verification
Personnel matters and benefit plans
Employee Selection
Selection Issues
Civil Rights Act of 1964
Fair Labor Standards Act (FLSA)
Americans with Disabilities Act(ADA)
Age Discrimination in Employment Act (ADEA)
Immigration Reform and Control Act (IRCA)
Selection Tools
Bona Fide Occupational Qualifications
Qualifications:
Education Or Certification Requirements
Language Skills
Previous Experience
Minimum Age Requirements
Physical Attributes
Licensing
Employment Applications
Employment Interviews
Employment Testing
Background checks
References
Human Resources in Action
Employee Recruitment
External Recruiting
Hiring from outside sources
Internet, newspaper , job fairs, executive search firms,,..
Attracting external candidates
Employment Selection Evaluation Tactics
Preliminary screening
Employment interviews
Employment tests
Reference checks Drug screening
Orientation
Orientation Goals
To reduce new employee anxiety
To improve morale and reduce turnover
To provide consistency
To develop realistic expectations
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
Training
Training is absolutely critical to a hotel’s success!
Group Training
Individual Training
Performance Evaluation
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
Performance standards are established
Policies relating to the frequency of and responsibilities for ratings are established
Employees’ performance data are gathered
The raters must evaluate performance
A performance evaluation discussion
Performance approval agreements/decisions
Evaluation information is filed
Compensation
Compensation
Direct Compensation
Indirect Compensation
Managing a Benefits Program
Employee Retention
The use of organizational and supervisory policies
Traditional Leadership
Contemporary Leadership
Termination
Voluntary Termination
Involuntary Termination
Other Human Resources Activities
Employee Safety and Health
HR assistance
Developing and selecting programs
Developing procedures applicable to workplace violence
Communicating updated information about HIV in the workplace
Providing information about cumulative trauma disorders
Workforce and Work Quality Improvement
Professional Development Activities
Cultural Diversity Initiatives
Quality Improvement Programs
Succession Planning
Step 1:
Identify the positions to be addressed, Review, Evaluate
Step 2:
Determination of capacity , Development decisions
Step 3 :
Determining current staff members for training
Step 4:
Recruitment of external staff and training them
Step 5
: Plan and implement, Develop a plan for affected employees
Step 6
: On-going monitoring and revisions