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Introduction to HRM What is it….?
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Outline Exercise: Top 10 workplace complaints
Purpose of the HR Department Employment Cycle Your experience Outside influences HRM conducted by Managers
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Top 10 Workplace Complaints
In teams, list what you think are the most common complaints
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Top 10 Workplace Complaints
Higher Salaries Internal pay equity Benefits programs (health/dental, retirement/paid time off) Over-management Pay increase guidelines for merit HR’s response to employee complaints Favoritism Communication and availability Workloads are too heavy Facility cleanliness hcareers.com
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What is hrm?
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Definition: HRM The organizational function that consists of practices that help the organization deal effectively with its people during the various phases of the employment cycle. shrm.org
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HR Mission Statement To Our Employees
We are committed to provide our employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of ( the company). Above all, employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every ( company) customer. shrm.org
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What kind of people do we need? How can we get them to perform better?
How many? How can we help them perform? Where can we find them? How do we keep good employees?
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Employment Requirement Supervision/Training/Evaluation
Employment Cycle Employment Requirement Recruitment Interview/Selection Hire Orientation Supervision/Training/Evaluation Employee Movement
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Employment Cycle ??? Pre Selection Phase Selection Phase
Post – Selection Phase Selection Phase Pre Selection Phase
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Planning Supply Forecasting Demand Forecasting Strategic Planning
1 Employee Movement Supervision/Training/Evaluation Orientation Hire Interview/Selection Recruitment Employment Requirement Pre-Selection Phase Demand Forecasting # and type of jobs needed Strategic Planning Supply Forecasting # of employees potential available A process that helps companies identify their future hrm needs and how those needs can be met
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Job Analysis HR Planning Job functions Qualifications
Employee Movement Supervision/Training/Evaluation Orientation Hire Interview/Selection Recruitment Employment Requirement Pre-Selection Phase HR Planning Recruitment Selection Training & Development Appraisal Comp & Benefits Job functions Tasks Responsibilities Qualifications Knowledge Skills Abilities What will be done in a job
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Recruitment Identify suitable pool of applicants Timely Cost efficient
Employee Movement Supervision/Training/Evaluation Orientation Hire Interview/Selection Recruitment Employment Requirement Selection Phase Identify suitable pool of applicants Timely Cost efficient Legal Recruitment is an HRM practice designed to locate and attract job applicants for particular positions.
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Selection Accurate hiring Cost efficient Legal
Employee Movement Supervision/Training/Evaluation Orientation Hire Interview/Selection Recruitment Employment Requirement Selection Phase Accurate hiring Cost efficient Legal Selection is a HRM practice in which companies assess and choose from job candidates.
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Post Selection Employee Movement Supervision/Training/Evaluation
Orientation Hire Interview/Selection Recruitment Employment Requirement
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Training & Development
Employee Movement Supervision/Training/Evaluation Orientation Hire Interview/Selection Recruitment Employment Requirement Post -Selection Phase Training: planned learning experiences that teach workers how to perform their current jobs effectively Development: planned learning experiences that prepare workers to perform possible future jobs effectively
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Performance Management
Employee Movement Supervision/Training/Evaluation Orientation Hire Interview/Selection Recruitment Employment Requirement Post -Selection Phase Job performance measurement/management 2 way communication Continue appropriate behaviors, correct inappropriate behaviors
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Compensation Pay Benefits Salaries Health insurance Employee discounts
Employee Movement Supervision/Training/Evaluation Orientation Hire Interview/Selection Recruitment Employment Requirement Post -Selection Phase Pay Wages Salaries Benefits Health insurance Employee discounts Other Establish competent and loyal workforce, maintain competent and loyal workforce and control costs.
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Employee Movement Job behaviors to rewards Rewards Motivate employees
Supervision/Training/Evaluation Orientation Hire Interview/Selection Recruitment Employment Requirement Post -Selection Phase Job behaviors to rewards Rewards Financial and non-financial Motivate employees Improve productivity
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Summary of the Employment Cycle
Pre-Selection Employment Requirement – Job Analysis Selection Recruitment Interview/Selection Post Selection Hire/Orientation Supervision/Training/Evaluation Compensation Employment Movement
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Exercise: Discussion of Managers' HRM Responsibilities
Reflect on your own HR experience. What was your experience like? How important was the HRM practice? That is, in what ways did it affect employee (or student) productivity, motivation, and attitudes?
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Outside Influences HRM Legal Union Globalization Workplace Justice
Safety & Health Technology Workforce Diversity Outside Influences
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Who is responsible for HRM?
HR Department Managers Establish procedures Develop/Choose methods Monitor/Evaluate practices Advise/Assist Mgrs Implement procedures Provide Input Who is responsible for HRM?
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HRM conducted by Managers
Interview job applicants Provide orientation, coaching, on the job training Evaluate job performance Recommend pay increases Discipline employees Investigate accidents HRM conducted by Managers
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Employment Requirement Supervision/Training/Evaluation
Class Discussion Which part of the Employment Cycle do you think is most important? Why? Which step would be challenging for HR? Employment Requirement Recruitment Interview/Selection Hire Orientation Supervision/Training/Evaluation Employee Movement
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Top 10 Workplace Complaints
Higher Salaries Internal pay equity Benefits programs (health/dental, retirement/paid time off) Over-management Pay increase guidelines for merit HR’s response to employee complaints Favoritism Communication and availability Workloads are too heavy Facility cleanliness hcareers.com
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Why is HR Important for Hospitality?
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Questions?
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HR Mission Statement To Our Employees
We are committed to provide our employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of ( the company). Above all, employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every ( company) customer.
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“With the increase of high star hotels and the entry of international hotel groups, the competition in China's hospitality industry has become even fiercer. In order to meet the challenges, domestic hotels need to improve their management level and brand construction and those non-star hotels need to be further regulated. Most importantly, they need trained personnel, as the quality of hotel staff in China has eroded over the years as demand has outstripped supply.” China National Tourism Administration
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