Unit 20: HUMAN RESOURCES in HOSPITALITY

How to Manage?

How to Practice HRM? Communication Synthesis Leadership

How to Practice HRM? Communication Synthesis Leadership Stakeholders Customers Community Employees shareholders Ethical Legal WHO WHAT HOW

PRODUCTIVITY MODEL: Material Resources Human Resources TechnologySYSTEMSQualityQuantity Customer Relationships LEARNING SYSTEM MEANING SYSTEM inputs Transformation Process Outputs EfficiencyEffectiveness

Whose Job is it? This is a story about four people named everybody, somebody, anybody and nobody. There was an important job to be done and everybody was sure that somebody would do it. Anybody could have done it, but nobody did it. Somebody got angry about that, because it was everybody’s job. Everybody thought anybody could do it, but nobody realized that everybody wouldn’t do it. It ended up that everybody blamed somebody when nobody did what anybody could have.

History: 1920s- 1930s: Scientific Management (Taylor, Gilbreth, Hawthorne (Taylor, Gilbreth, Hawthorne Studies, Human Relations) Studies, Human Relations) 1940s: Management Science 1960s – 1970s: Behavioral Science 1980s: Human Resource Management Situational Leadership Situational Leadership 1990s- 2000s: Systems Management

Legal aspects:  CAO  Salarisschalen  Functieomschrijvingen  Ontslagprocedures  Discriminatie wetgeving  Enz.

P2Recruitment & Selection P2 Recruitment & Selection

Recruitment & Selection HOTEL & RESTAURANT

Recruitment & Selection Corporate Mission: It is the mission of the Deltion Hotel to acquire and maintain upscale guests by anticipating their every need and accomodating those needs during every moment of every visit with us.

Recruitment & Selection Human Resource Mission: It is the mission of the HRD at the Deltion Hotel to acquire and maintain staff members who possess excellent knowledge, skills, attitudes, and abilities to anticipate every need of our guests and to accomoadte those needs during every moment of the every guest visit with us.

Recruitment & Selection

Recruitment Sources Internal SourcesExternal Sources Job PostingsCompetitors Bidding SystemsSchools, Colleges Promotions & TransfersLabor Unions Staff ReferralsTrade associations Vendor ReferralsAgencies, Executive search firms Former Staff & ApplicantsMedia

1.Identify Vacancy 2.Prepare Job description & Person Specification 3.Advertising the Vacancy 4.Managing the response 5.Short-Listing 6.Arrange interviews 7.Conducting Interview & decision making

Job description and design Inherent requirements are the tasks that must be carried out in order to get the job done. They are about achieving the result rather than the means for achieving that result. You should also include in any job description: reporting relationships, such as the employee’s supervisor and any positions which might report to the employee possible career progression, criteria / timing of performance review work location and any travel required total remuneration package including base salary, superannuation bonuses, commissions and benefits. Job design: When you are making the decision to employ a new employee, you should also determine the design of the job. Job design includes details such as: How many hours per week the job is for? Will the job be ongoing or short term? Where will the job be located? What will the wage be? Can the job be completed in a flexible way?

Recruitment & Selection HOTEL & RESTAURANT Groepsopdracht: - jullie werken allemaal bij Deltion Hotel - jullie hebben een vacature - start het proces

P3 P3 appraisal, discipline and grievance procedures

Appraisal: planning; aims and objectives; criteria; outcomes; recording documentation; continuous professional development Disciplinary and grievance: guidelines and procedures, eg verbal/written warnings, appeals; codes of practice; employment tribunal; sources of advice, eg advisory, Conciliation and Arbitration Service (ACAS), Hotel and Catering International Management Association (HCIMA), Citizens Advice Bureau Termination: redundancy; dismissal; job restructuring; resignation; procedures; records Content items:

P4 relevant legislation

Content items: Relevant legislation: disability; employment protection; equal pay; working time; minimum wages; race relations; employee relations; age discrimination; sex discrimination; record keeping; statutory sick pay; maternity; paternity; youth employment; employer’s liability insurance