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