Hospitality Human Resource Resource andand Diversity Diversity ManagementManagement

HOSP2030 Hospitality Human Resource and Diversity Management Nhut Cao Minh, ULB Email: cao_nhut@yahoo.com Chapter H.R Issues within the Hospitality Industry H.R Mgt - what is it???  Every business has main resources:     financial resources physical resources human resources What is a Supervisor/Manager?  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  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 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  HRM must ensure that    Ensure that workers can operate in cultures that differ on variables such as      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   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           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?  Obligation of Mgrs  Obligation to owners   Obligation to customers   protect investment; run operation smoothly reason of existence Obligation to workers  the human resource *Remember: you work for the organization True or False? HRM should assume all countries have the same cultures False! Technology and information technology have little impact on HRM False! Today’s workforce is composed of diverse groups True! Rightsizing is a strategy companies use to balance their labor supply True! Continuous improvement programs eliminate change in an organization False! Employee empowerment increases worker involvement and productivity True! HRM is affected by the economy True! HRM can play a vital role in enforcing ethical codes of conduct True!