Aspects of HR

Human Resources
By :
Shubhendu S. Shukla
Asst. Professor
IET Sitapur
M.Phil, MBA, MA, PGDCA, PGDIB
ssshubhendu@gmail.com
+919452114634
H.R. Department Roles

Line managers
Making final employee
selection decision
H.R. specialists
Providing departmental- H.R. is both

specific orientation
line & staff
Initiating ongoing training function
Supervision activities
(e.g., performance appraisal)
Helping line managers

with H.R. related duties
- employee selection
- orientation
- training
- evaluation
- compensation
G.M. must define authority boundaries

between line- & staff managers.
H.R. Department Roles (continued)

How H.R. personnel assist in hotels overall operation
Implementing policies to effectively recruit, select, motivate, and retain
the most qualified management and non-management staff
Developing and delivering orientation, safety, security, supervisory, and
some department-specific training programs
Developing and communicating H.R. policies that are equitable and fair
to all employees while protecting the rights of the hotel
Interpreting, implementing, and enforcing the ever-increasing body of
laws and regulations
Helping to maintain appropriate standards of work life quality and
ethical business policies and practices
Staffing the H.R. Department

Job descriptions
Job specifications
A list of personal qualities
necessary for successful
performance of the tasks required
by the job description
A list of tasks that an

employee in a specific
position must be able to
perform effectively
Statements about duties,
responsibilities, working
conditions & specific job
activities
Example: H.R. Director
(recruitment, selection,
evaluation, promotion)
Two
staffing
tools
Statements about knowledge,

skills, education, physical &
personal characteristics
Example: H.R. Director
(considerable knowledge of
principles & practices of
H.R. management)
Legal Aspects of H.R.: Employee Selection

Bonified Occupational Qualifications (BOQs):
Qualifications to perform a job that are judged reasonably
necessary to safely or adequately perform all tasks within that job
Legitimate BOQs
Education or certification requirements
Language skills
Previous experience
Minimum age (for jobs such as waitress or bartender)
Physical attributes (amounts able to be lifted, carried etc.)
Licensing

(continued)
Tools to screen employee applicants
Employment
applications
Only provide info directly relating to the job

Demographic info, employment history, educational
background, criminal history, employment status, references,
drug testing
Interviews
Race, religion and physical traits should not be asked

Age may be asked only for the purpose of legal requirements
Testing
Other
Follow strict state guidelines and requirements for preemployment drug testing
Obtain applicants permission in writing for background and
reference checks

(continued)
Equal Employment Opportunity Commission:
Employers cannot discriminate against employees on the basis of race,
color, religion, sex or national origin.
Americans with
Prohibits discrimination against job
Disabilities Act (1990)
candidates with disabilities
Age Discrimination in
Employment Act (1967)
Protects individuals 40 yrs and older
Immigration Reform &

Control Act (1987)
Prohibits hiring illegal immigrants
Protects young workers from

Fair Labor Standards Act
employment interfering with education
(1938)
or that is detrimental to health
Legal Aspects of H.R.: Employment Relationships

At-will employment
Employment agreement
Employers can hire or

terminate any employees
with or without cause at
any time
Document specifying
the terms of the employer
employee work
relationship
Employees can elect to

work for the employer
or terminate the work
relationship anytime
Indicates rights and

obligations of both
parties
Legal Aspects of H.R.: Workplace Laws

Sexual harassment
One cannot ask favors of a subordinate in exchange for employment
benefits; neither can one punish an employee if an offer is rejected.
A G.M. should follow strict zero tolerance policy & procedures
- issuing of appropriate policies
- conducting applicable workshops
- developing procedures to obtain relief
- developing written protocols for reporting
- investigating & resolving incidents & grievances
Family & Medical Leave (1993)

Hotels (employing 50 or more staff) should provide up to 12 weeks of
leave (unpaid) to an employee for a birth, adoption of a child or serious
illness of immediate family members.
Legal Aspects of H.R.:

Workplace Laws (continued)
Compensation
The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime work
rates, and equal pay regardless of gender.
Employee performance
Employee evaluation (assuring work performance [nothing else] forms the basis
for employee evaluations)
Discipline (effectively communicating and consistently enforcing workplace
rules and policies)
Termination (preventing unacceptable termination of employee/s)
Unemployment issues
Unemployment insurance (allowing temporary financial benefits to employees
who have lost jobs)
Unemployment claim (asserting the worker is eligible for unemployment

benefits)
Legal Aspects of H.R.:

Workplace Laws (continued)
Employment records
Selected employee records should be maintained.
Examples of record keeping:
- Department of Labor records (e.g., employees name, address, gender, job
title, work schedule, hourly rate, regular and overtime earnings, wage
deductions and payday dates)
- any deductions from wages for meals, uniforms, or lodging
- amount of tips reported (for tipped employees)
- covered leave and amount of leave for eligible employees
(Family & Medical Leave Act)
- employment eligibility verification (Immigration Reform & Control Act)
- personnel matters & benefit plans (Age Discrimination & Employment Act)
H.R. Department at Work: Recruitment

Internal recruiting
External recruiting
Focusing on internal
applicants for vacant
positions
Promotion from within
Alerting friends and
Recruitment
relatives of current
methods
employees
Recruitment is not solely
the job of H.R. department
Current staff can impact
hotels turnover rate
Hiring from outside

sources
Newspaper and other
media advertisements /
job fairs / executive
search firms / recruiting
at schools / help
wanted signs
Attracting external
candidates
H.R. Department at Work: Selection

Selection:
Evaluating job applicants to determine those more qualified
(or potentially more qualified) for positions.
Selection devices
Preliminary screening (reviewing application)
Employment interviews
Employment tests
Reference checks
Drug tests
H.R. Department at Work: Orientation

Orientation:
Providing basic information about the hotel which must be known by all its
employees.
Goals
Reducing anxiety
Improving morale
Reducing turnover
Providing consistency
Developing realistic
expectations
Contents
Hotel overview
(mission statement)
Guest service / relations training
Emphasis on teamwork
Policies and procedures
including handbook
Compensation and benefits
Guest safety & security
Employee & union relations
Property tour
H.R. Department at Work: Training

Training is absolutely critical to the hotels success !
Improve knowledge or skills of staff
New employees and experienced staff need training
Ongoing professional development can motivate staff and
help employees advancement opportunities
Implement train the trainer program
Group training
Effective when several (or more)
staff must learn the same thing
Use of a role-play (e.g., upselling
training for front desk agents)
Individualized training
One-to-one training method
Mainly responsible for
individualized line departments
H.R. Department at Work:

Performance Evaluation
Goals
Determine where staff can improve performance

Assess eligibility for pay raises and promotions
Improve morale
Assure legal compliance
H.R.
Dept.
Roles
Develop policies & procedures for property-wide system

Communicate these policies & procedures to all staff
Address and resolve employee concerns as they arise
File performance evaluation results in employee records

Performance Evaluation (continued)
Steps of performance appraisal system
Performance standards are established for each position

Policies (e.g., frequency of rating) are established
Data is gathered about employee performance
Raters must evaluate performance
Discuss performance evaluation with employees
Evaluation information is filed
The H.R. Department at Work: Compensation

Compensation:
All financial & non-financial rewards given to managers & nonmanagement staff in return for their work.
Direct financial compensation
Salary / wages
Indirect financial
compensation
Benefits (health insurance, paid
vacations, etc.)
Effective compensation programs should be:

Legal / fair / balanced / cost effective / viewed as reasonable by staff
Establish pay for specific positions based on:

What other employers attempting to attract the same applicants pay.
What employees working on different jobs in the hotel are paid.
What other employees working on same jobs within the hotel are paid.

Employee Safety & Health
Work-related accidents & illnesses
Work to be done
Working conditions
e.g., cooks using knives
e.g., greasy floors in kitchen
H.R. staff assistance for health related activities

Developing and selecting programs to help employees cope with stress
Developing procedures applicable to workplace violence
Communicating updated info about HIV in the workplace
Providing info about cumulative trauma disorders

Workforce & Work Quality Improvement
Professional development
Cultural diversity
Continuous quality
improvement
T
E
C
H
N
I
Q
U
E
S
Improving
work
quality

Aspects of HR

Diunggah oleh

Informasi Dokumen

Deskripsi Asli:

Hak Cipta

Format Tersedia

Bagikan dokumen Ini

Bagikan atau Tanam Dokumen

Opsi Berbagi

Apakah menurut Anda dokumen ini bermanfaat?

Apakah konten ini tidak pantas?

Hak Cipta:

Format Tersedia

Aspects of HR

Diunggah oleh

Hak Cipta:

Format Tersedia

Human Resources

H.R. Department Roles

Providing departmental- H.R. is both

Helping line managers

G.M. must define authority boundaries

H.R. Department Roles (continued)

Staffing the H.R. Department

A list of tasks that an

Statements about knowledge,

Legal Aspects of H.R.: Employee Selection

Legal Aspects of H.R.: Employee Selection

Only provide info directly relating to the job

Race, religion and physical traits should not be asked

Legal Aspects of H.R.: Employee Selection

Protects individuals 40 yrs and older

Immigration Reform &

Prohibits hiring illegal immigrants

Protects young workers from

Legal Aspects of H.R.: Employment Relationships

Employers can hire or

Employees can elect to

Indicates rights and

Legal Aspects of H.R.: Workplace Laws

Family & Medical Leave (1993)

Legal Aspects of H.R.:

Termination (preventing unacceptable termination of employee/s)

Unemployment claim (asserting the worker is eligible for unemployment

Legal Aspects of H.R.:

H.R. Department at Work: Recruitment

Hiring from outside

H.R. Department at Work: Selection

H.R. Department at Work: Orientation

H.R. Department at Work: Training

H.R. Department at Work:

Determine where staff can improve performance

Develop policies & procedures for property-wide system

H.R. Department at Work:

Performance standards are established for each position

The H.R. Department at Work: Compensation

Effective compensation programs should be:

Establish pay for specific positions based on:

H.R. Department at Work:

e.g., cooks using knives

e.g., greasy floors in kitchen

H.R. staff assistance for health related activities

H.R. Department at Work:

Anda mungkin juga menyukai