HOSP2030 Hospitality Human Resource and Diversity Management

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HOSP2030Hospitality Human Resource and Diversity
Management

• Paul Bagdan, Ph.D.

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Chapter 1

• H.R. Issues within the Hospitality Industry

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H.R. Mgt. - what is it???

• Every business has 3 main resources
• financial resources
• physical resources
• human resources
• What is a Supervisor/Manager?
• any person who manages people making products or
  performing services

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Introduction
HRM is a subset of management. It has five main
goals
attract employees
hire employees
retain employees
Goals of HRM
motivate employees
train employees
Strong employees competitive advantage.
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H.R. Roles

• Broadly defined roles
• An integrated role of management
• Varies with size of bus. and from bus. to bus.
• Must support corporate culture
• External pressures
• Staffing
• Training Development
• Employee Wellness

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Understanding Cultural Environments
HRM operates in a global bus. environment.

• Countries have different
• values
• morals
• customs
• political, economic, and legal systems

HRM helps employees understand other countries
political and economic conditions.
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Understanding Cultural Environments

• HRM must ensure that
• employees can operate in the appropriate language
  
• communications are understood by a multilingual
  work force
• Ensure that workers can operate in cultures that
  differ on variables such as
• status differentiation
• societal uncertainty
• assertiveness
• individualism
• HRM also must help multicultural groups work
  together.

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The Changing World of Technology

• Knowledge Worker - individuals whose jobs are
  designed around the acquisition and application
  of information.
• Why the emphasis on technology
• makes organizations more productive
• helps them create and maintain a competitive
  advantage
• provides better, more useful information

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The Changing World of Technology

• How Technology Affects HRM Practices
• Recruiting
• Employee Selection
• Training and Development
• Ethics and Employee Rights
• Motivating Knowledge Workers
• Paying Employees Market Value
• Communication
• Decentralized Work Sites
• Skill Levels
• Legal Concerns

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Workforce Diversity
HRM has moved from a melting pot concept
to -celebrating workforce diversity. -mixed
salad concept.
The Civil Rights Acts of 1964 and 1991 Equal Pay
Act of 1963 Americans with Disabilities Act of
1990 The Age Discrimination in Employment Act The
Rehabilitation Act
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Workforce Diversity

• Todays workers want a healthy work/life balance.
• They
• can work any time, from almost anywhere
• work more than 40 hours per week
• are part of a dual-income household

1 reason for leaving a company lack of work
schedule flexibility
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The Labor Supply

• HR managers monitor the labor supply.
• Trend is to rightsize fit company goals to
  workforce numbers.
• For agility, companies build a contingent
  workforce of
• part-time workers
• temporary workers
• contract workers

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Continuous Improvement Programs
focus on customer
empowerment of employees
concern for continuous improvement
continuous improvement components
accurate measurement
concern for total quality
HR managers help workers adapt to continuous
improvement changes through retraining, providing
answers, and monitoring expectations.
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Employee Involvement
Its all about employee empowerment through
involvement, which increases worker productivity
and loyalty. W. Edwards Deming quality
improvement empowerment
Employee Involvement Concepts delegation
participative management work teams goal
setting employer training
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Other HRM Challenges

• Challenges for HRM
• The recession has brought layoffs and low
• morale.
• Increased offshoring means jobs can move
• overseas, even HR.
• Todays large number of mergers and acquisitions
  increase HRs role.

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A Look at Ethics
Code of ethics a formal statement of an
organizations primary values and the ethical
rules it expects members to follow. HR managers
must take part in enforcing ethics rules.
Sarbanes-Oxley Act of 2002 Requires proper
financial recordkeeping for public companies
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To Whom are you obligated?

• Obligation of Mgrs.
• 1. Obligation to owners
• protect investment run operation smoothly
• 2. Obligation to customers
• reason of existence
• 3. Obligation to workers
• the human resource
• Remember you work for the organization.

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True or False?
1. HRM should assume all countries have the same
cultures. False! 2. Technology and information
technology have little impact on HRM. False! 3.
Todays workforce is composed of diverse
groups. True! 4. Rightsizing is a strategy
companies use to balance their labor
supply. True! 5. Continuous improvement programs
eliminate change in an organization. False! 6.
Employee empowerment increases worker involvement
and productivity. True! 7. HRM is affected by
the economy. True! 8. HRM can play a vital role
in enforcing ethical codes of conduct. True!