Transcript HM2030 Hospitality Human Resource and Diversity Management

HOSP2030
Hospitality Human
Resource and Diversity
Management
Paul Bagdan, Ph.D.
Chapter 1
H.R. Issues within the
Hospitality Industry
H.R. Mgt. - what is it???
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Every business has 3 main resources:
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financial resources
physical resources
human resources
What is a Supervisor/Manager?
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any person who manages people making
products or performing services
Introduction
HRM is a subset of management. It has five main
goals:
attract
employees
retain
employees
Goals
of
HRM
hire
employees
motivate
train
employees
employees
Strong employees = competitive advantage.
H.R. Roles
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Broadly defined roles
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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
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.
Understanding Cultural
Environments
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HRM must ensure that
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Ensure that workers can operate in cultures that
differ on variables such as
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employees can operate in the appropriate language
communications are understood by a multilingual work
force
status differentiation
societal uncertainty
assertiveness
individualism
HRM also must help multicultural groups work
together.
The Changing World of
Technology
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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
The Changing World of
Technology

How Technology Affects HRM Practices
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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
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
Workforce Diversity
Today’s 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
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
Continuous Improvement Programs
focus
on
customer
empowerment
of employees
continuous
improvement
components
accurate
measurement
concern for
continuous
improvement
concern for
total quality
HR managers help workers adapt to continuous improvement changes
through retraining, providing answers, and monitoring expectations.
Employee Involvement
It’s 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
Other HRM Challenges
Challenges for HRM:
 The recession has brought layoffs and low
morale.
 Increased offshoring means jobs can move
overseas, even HR.
 Today’s large number of mergers and
acquisitions increase HR’s role.
A Look at Ethics
Code of ethics: a formal statement of an
organization’s 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
To Whom are you obligated?
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Obligation of Mgrs.
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1. Obligation to owners
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2. Obligation to customers
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protect investment; run operation smoothly
reason of existence
3. Obligation to workers
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the human resource
*Remember: you work for the organization.
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. Today’s 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!