HOSP2030 Hospitality Human Resource and Diversity Management

1. HOSP2030Hospitality Human Resource andDiversity Management Paul Bagdan, Ph.D.

2. Chapter 1 H.R. Issues within the Hospitality Industry

3. H.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

4. Introduction HRM is a subset of management. It has five main goals: attract employees hire employees retain employees Goals of HRM motivate employees train employees Strong employees = competitive advantage.

5. 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

6. 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.

7. Understanding 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.

8. 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

9. 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

10. 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

11. 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

12. 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

13. Continuous Improvement Programs focus on customer empowerment of employees concern for continuous improvement continuous improvement components accurate measurement concern for total quality HR managers help workers adapt to continuous improvement changes through retraining, providing answers, and monitoring expectations.

14. 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

15. 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.

16. 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

17. To Whom are you obligated? • Obligation of Mgrs. • 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.

18. 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!