Module 3 Flashcards
(44 cards)
What are the tasks HR assists with?
– 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 personnel assist in hotel operations by
– Implementing legal policies and tactics to effectively
recruit, select, motivate, and retain staff members
– Developing and delivering orientation, safety, security,
supervisory, and some departmental-specific training
programs
– Developing and communicating equitable and fair HR
policies to all employees while protecting the rights of
the hotel
– Interpreting, implementing, and enforcing the ever-
increasing body of laws and regulations that affect
people at work
– Helping to maintain appropriate standards of work-life
quality and ethical business policies and practices
Job Descriptions
– A list of tasks that an employee working in a specific
position must be able to effectively perform.
Job Specifications
A list of personal qualities judged necessary for
successful performance of the tasks required by the job
description.
Selection Tools
Bona Fide Occupational Qualifications
Qualifications: to perform a job that are judged reasonably
necessary to safely or adequately perform all tasks within the
job
Education Or Certification Requirements
Language Skills
Previous Experience
Minimum Age Requirements
Physical Attributes
Licensing
– Employment Applications
– Employment Interviews
– Employment Testing
– Background checks
– References
Selection Issues
– Civil Rights Act of 1964
Prohibits discrimination based on race, color, sex, religion,
national origin, disability, and genetic information
– Americans with Disabilities Act(ADA)
Prohibits discrimination against job candidates with disabilities
– Age Discrimination in Employment Act (ADEA)
Protects individuals age 40 and older
Applies to employers with 20 or more staff members
– Immigration Reform and Control Act (IRCA)
Prohibits hiring illegal immigrants
Form I-9 developed by INS must be completed
– Fair Labor Standards Act (FLSA)
Protects young workers from employment interfering with
education or that is potentially hazardous to their health
Employment Agreement
– A document specifying the terms of the work
relationship between the employer and employee that
indicates the rights and obligations of both parties.
Legal issues related to employment include
– Sexual Harassment
– Family and Medical Leave Act (FMLA)
– Compensation
– Employee Performance
– Unemployment Issues
– Employment Records
Family and Medical Leave Act (FMLA)
Hotels who employ 50 or more staff must provide up to
12 weeks of unpaid leave to an employee for:
- Child birth
- Adoption of a child
- Foster care of a child
- Serious illness of an employee
- Serious illness of an immediate family member
Compensation
– The Fair Labor Standards Act (FLSA) establishes
minimum wage, overtime work rates, and equal pay
regardless of gender.
– An exception from minimum wage and overtime pay for
staff employed as bonafide executive and
administrative employees (among others).
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
Compensation
All financial and nonfinancial rewards given to
managers and non-management staff members in
return for their work
Direct Compensation
– Salaries
– Bonuses
– Wages
– Commissions
Managing a Benefits Program
– Determine objectives
– offer competitive benefits
– Facilitate discussions with employees
– Communicate the “benefit” of benefits
– Monitor Costs
Indirect Compensation
– Health Insurance
– Paid Vacation
other human resource activities
- Protecting the safety and health of employees
- Improving work quality
- Succession planning
- Professional Development Activities
- Cultural Diversity Initiatives
- Quality Improvement Programs
HR assistance for health-related activities can
include:
– Developing and selecting programs to help employees
cope with stress
– Developing procedures applicable to workplace
violence
– Communicating updated information about HIV in the
workplace
– Providing information about cumulative trauma
disorders
steps in the succession planning process
Step 1
– Identifying positions to be addressed in the succession
planning process
– Considering the hotel’s vision
– Assessing future requirements for meeting the guests’
needs
* Step 2
– Determining competencies and other talents required
over the long term
– Basing professional development decisions on talent
needs
* Step 3
– Determining current staff members for training to meet
competencies
* Step 4
– Recruitment of external staff and training them for the
responsibilities of future positions
* Step 5
– Planning and implementing the necessary professional
development programs
– Develop plans for affected staff
* Step 6
– On-going monitoring and revisions in professional
development plans
Profit formula
Revenue (Sales) – Expense (Costs) = Profits
Front-Office Accounting
– The process of summarizing and reporting financial
transactions occurring at the front desk.
Back-Office Accounting
– The process of summarizing and documenting the
financial activity of the entire hotel.
Certified Public Accountant (CPA)
– A professional designation given to an individual who
has passed a qualifying examination related to
accounting practices and principles.
