Hilton Woodland Hills Tour Paper
HUMAN RESOURCES Chapter 6 page 135
HUMAN RESOURCES = HOSPITALITY
BUSINESS IS A PEOPLE BUSINESS
All activities to plan, organize, direct & control
the work of people
Responsible for developing & overseeing policies
Assists Line Managers
Management of People
Finding and Recruiting People to Match Job
Types
Training them to Meet Job Needs
Motivating
Compensating People
Enforcing the Law(s)
ENVIRONMENT LINE VS. STAFF
Manages staff who
directly create or
service hospitality:
Restaurant Managers
Housekeeping
Supervisors
Front Office
Directors/Managers
Provide assistance &
counsel to the line
functions:
Accounting Managers
Legal Managers
Human Resources
Managers
Line Managers Staff Managers
ENVIRONMENT: INTERNAL VS. EXTERNAL
Set of influences within the organization:
People & Work
Finding & Selecting
Training
Motivating/Compensa tion
Managing Relationships
Affects from the
outside:
Laws
Local Customs
Economic Conditions
Markets
Culture
National Influence
Internal External
LEGAL ENVIRONMENT
Terms of Employment/Other
Aspects of the Workplace
Health & Safety
Working Conditions
Pay
NATIONAL/STATE/LOCAL LAWS
Civil Rights Act Title VII
Employers may not discriminate in any form of
employment because of race, color, creed, national
origin, or sex.
A manager cannot refuse to consider a person for a
job , promotion, overtime or work action due to skin
color or sex.
Administered by Equal Employment Opportunity
Commission (EEOC) an independent federal body
EEOC is enforced by the Federal Courts
Hospitality organizations may be held responsible for
their managers actions is found guilty of
discrimination may result in court-ordered damages
NATIONAL/STATE/LOCAL LAWS (SEE PG 169) Americans with Disabilities Act (ADA) Title V 1990 = prohibits
discrimination in employment against any person w/a disability who is able to do the essential elements of a job w/without reasonable accommodations.
Drug Free = permits employers to test employees for the use of illegal drugs in the workplace
Family & Medical Leave Act )FMLA) = requires employers to permit employees to take up to 12 weeks unpaid leave to attend to a family or medical matter
Pregnancy Discrimination Act = prohibits discrimination in employment against any person because of pregnancy or pregnancy related condition
OSHA = requires employers to provide an employee w/a workplace that is free from recognized hazards
Worker Compensation Laws = provide compensation for medical & related costs & lost income resulting from a work related injury or illness
Age Discrimination Act = prohibits discrimiation in employment for an employee who has reached age 40 because of age
Consolidated Omnibus Budget Reconciliation Act (COBRA) = require employers to provide certain benefits relating to laws of unemployment compensation so the employee can continue to receive medical coverage after leaving employment for any reason up to 18 months
SEXUAL HARASSMENT
A specific form of discrimination defined as = “An
unwelcome physical or verbal conduct of a sexual
nature that affects or interferes with an
individual’s work performance or creates an
intimidating, hostile or offensive work
environment.”
1. Quid Pro Quo (this for that) harassment is
promising a raise for a sexual favor, while
2. Hostile environment harassment charges might
arise from an atmosphere of sexually oriented jokes
or display of offensive photographs in the workplace
FEDERAL LAWS PERTAINING TO PAY
Fair Labor Standards Act (FLSA) = sets minimum wage to all workers & sets over time pay who are not exempt anything over 40 hours
Exempt Workers make more than minimum wage and manage people fire/hire/disciplinary action
Other Exempt Workers are Sales, Professionals & Executives
Sub-Minimum Rates of Pay = Tipped Employees, paid minimum wage while their wage is derived from customer tips (many hospitality positions)
Equal Pay Act = prohibits pay differences based on gender
IMMIGRATION REFORM AND
CONTROL ACT (IRCA)
oApplicant has legal right to work in the USA
oMust be a citizen or documented alien
w/permission to work
oHeavy fines imposed for improper hiring
oSee page 144 for acceptable documents
CHILD LABOR oUS determines age at which to work, settings, hours and type of work
oCan’t work past 10pm on Friday and Saturday
oMust take all breaks by law
oCan’t work past 7pm on weekdays
oMinors common in Recreation i.e. KBF, Disney, etc
ENVIRONMENTS = MANAGER OF PEOPLE,
UNDERSTANDING THOSE DIFFERENCES & TAKING
APPROPRIATE ACTIONS IN EACH SITUATION IS
ESSENTIAL
Culture of the
Company
It’s Operating
Components
Informal & Formal
Policies
Employee Handbook
Other Artifacts
Management has the
opportunity to shape
& direct the mgmt
environment
FD differs than Eng
Sales differs than
F&B, etc.
Housekeeping differs
than Culinary
Company Environment Work Environment
MANAGERS ANALYZE JOBS TO
MATCH THE RIGHT PERSON TO
THE JOB
The job description of that work become the
building blocks of people management – the
position description
J O
B A
N A
L Y
S I S J
O B
D E
S C
R I P
T I O
N
Used to analyze and plan HR actions
Forms the organizational chart
To develop training needs
Helps set pay scales
Used in advertising for positions
Recruit employees
Performance assessment
The process looks
at duties, tasks
and
responsibilities
that a person is
expected to
master.
A written record of
what the job is and
the conditions of
work.
R E
C R
U I T
I N
G I
N T
E R
N A
L R
E C
R U
I T
I N
G S
E L
E C
T I N
G
The Wall Street
Journal reported
that RMS a Silicon
Valley company
rented a food truck
placed it outside a
conference in
Santa Clara, CA
when hungry
techs stopped by
recruiters
gathered business
cards & touted
their employer.
Recruiting is a set of activities used to inform and attract a potential employee
There is a job opening and a manager elects to fill that job from within
External = Hcareers, Craigslist, Headhunters, Job Fairs
Employee referrals 90-day receive $150 per referral
Selection is the set of skills needed to convince the applicant to become an employee
SELECTION PROCESS
Tests
Simulations
Interviews
Group Interviews
Drug Tests
Physical Examinations
Background Checks
Job Previews
TRAINING
Important part of HR function
Necessary when new processes or procedures are
introduced
On the job training
Online training
Classroom setting
Skills and knowledge training
Employee orientation
Socialization
COMPENSATION
Total rewards gained from performance
Extrinsic rewards (cash earnings)
Must be externally competitive (wage surveys)
Internally equitable or fair
Minimum – Mid – Maximum Point
Sales commission
Benefits that cost 40% of payroll
Required benefits= SS, Unemployment insurance premiums, worker comp. FMLA, over time
E M
P L
O Y
E E
H A
N D
B O
O K
Helps to set the companies culture
Information about the company
Guidance on policies and procedures
Work rules
Attendance and tardiness
Company’s employment at will
policy
Grooming
L A
B O
R U
N I O
N S
Disputes are dealt
with by arbitration
represented by a
“Shop Steward”.
Documentation is
vital
Non-union setting a manager and
the company can make changes in
work rules, staffing, compensation
benefits etc.
Labor Union represents the
interests of the workers eliminating
flexibility above
The National Labor Relations Act
(NLRA) must get 30% of the
workers in a unit for collective
bargaining can petition for an
election
The employer and the workers no
loner have the right to deal directly
on matters relating to wage, hours,
working conditions, etc.
A L
T E
R N
A T
I V
E E
M P
L O
Y M
E N
T
Does not have to
pay benefits
Starbucks a great
company offering
full benefits at just
20 hours/week
Regular work week is 40 hours 5
days a week
Hospitality workers 24/7 holidays,
weekends
Temporary workers or On-call
workers (banquets)
Part time workers
Temp Agencies