Hospitality Human Resource Resource and and Diversity Management Nhut Cao Minh, ULB Email: cao_nhut@yahoo.com... Strong employees = competitive advantage.. It has five main goals: Goa
Trang 1Hospitality Human
Resource
Resource and and Diversity Management
Nhut Cao Minh, ULB
Email: cao_nhut@yahoo.com
Trang 2Chapter 1
H.R Issues within the Hospitality Industry
Trang 3H.R Mgt - what is it???
Every business has 3 main resources:
financial resources
physical resources
human resources
What is a Supervisor/Manager?
any person who manages people making
products or performing services
Trang 4Strong employees = competitive advantage.
HRM is a subset of management It has five main goals:
Goals of HRM
hire
employees
attract
employees
retain
employees
motivate
employees
train
employees
Trang 5H.R Roles
Broadly defined roles
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
Trang 6HRM helps employees understand other countries’
political and economic conditions.
Understanding Cultural Environments
Countries have different
values
morals
customs
political, economic, and legal systems
HRM operates in a global bus environment.
Trang 7Understanding Cultural
Environments
HRM must ensure that
employees can operate in the appropriate language
communications are understood by a multilingual work force
Ensure that workers can operate in cultures that differ on variables such as
status differentiation
societal uncertainty
assertiveness
individualism
HRM also must help multicultural groups work together.
Trang 8The Changing World of
Technology
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
Trang 9The Changing World of Technology
How Technology Affects HRM Practices
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
Trang 10Workforce 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
Trang 11Workforce 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
Trang 12The 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
Trang 13Continuous Improvement Programs
HR managers help workers adapt to continuous improvement changes
through retraining, providing answers, and monitoring expectations.
continuous improvement components
empowerment
of employees
accurate measurement
concern for total quality
focus on customer
concern for continuous improvement
Trang 14Employee 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
Trang 15Other 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
Trang 16A 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
Trang 17To Whom are you obligated?
1 Obligation to owners
protect investment; run operation smoothly
2 Obligation to customers
reason of existence
3 Obligation to workers
the human resource
*Remember: you work for the organization.
Trang 18True 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
8 HRM can play a vital role in enforcing ethical codes of conduct.
True!