The Human Resources

Department

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.

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.

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

• Recruitment

• Selection

• Orientation

• Training

Human Resources Functions

Human Resources Functions

Recruitment

-activities designed to attract qualified applicants for the hotel’s vacant management and non-management positions.

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.

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.

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

Recruitment

Job Description: a list of tasks that an employee working in a specific position must be able to effectively perform.

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.

Selection

-the process of evaluating job applicants to determine those most qualified for and likely to be successful in vacant positions.

Human Resources Functions

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.

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

Orientation

-the process of providing basic information about the hotel, which must be known by all of its employees.

Human Resources Functions

Goals of orientation :

• To reduce anxiety• To improve morale and to

reduce turnover• To provide consistency• To develop realistic

expectations

Orientation

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

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

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

All financial and non-financial rewards given to management and non-management employees in return for the work they do for the hotel.

Compensation

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

Must be equitable as well as being:

• Legal• Fair/Balanced• Cost-effective• Reasonable (employees’ view)

Compensation

Fringe Benefits can include:• Paid leave benefits• Unpaid leave benefits• Life insurance benefits• Medical care benefits• Dental care• Retirement benefits

Compensation

Legal Aspects of Human Resources

• Employee Selection• Employer-Employee Relationships• Other Workplace Laws

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

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.

Sexual HarassmentFamily and Medical Leave ActCompensationTaxesEmployee Performance

(Performance appraisal)Employment Records

Other Workplace Laws

Sexual Harassment

Zero Tolerance: the total absence of workplace behavior that is objectionable from the perspectives of discrimination or harassment.

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.

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

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

Employee Evaluation (Performance Appraisal)

Discipline-Progressive discipline• (to help employees to improve)

Termination

Employee Performance

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.

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

Strategies for reducing turnover rates:

– Helping motivated employees become more proficient

– Providing professional development opportunities

– Cultural diversity– Quality improvement

Human Resource Challenges

I’m hired!!!