Global Hospitality: Themes and Brands

　　Human Resource Management in the Hospitality Industry

　　Employment in the hospitality industry: human resource strategy

　　The personnel function in the hospitality industry

　　bLecture Overview

　　bTwo major inputs into a hospitality enterprise: people and capital

　　bThe importance of Human Resource Management

　　bTrends and challenges in HRM

　　bReward systems

　　bImportance of human resource management

　　bProductive part of labour

　　?knowledge

　　?skills

　　?abilities and similar attributes / attitude

　　bSuccess depends on effective management of human resources

　　bHuman resources hold the key to the hotel’s objectives of productivity, quality and service

　　bSuccess and survival

　　bNeed for commitment to job satisfaction and employees satisfaction at work

　　bTraining impacts on the quality of customer service and productivity

　　bHotels work in an increasingly competitive environment

　　bHRM is therefore part of the firm’s overall strategy

　　bStrategy implications

　　bMatching managerial style or human resource activities with strategies of our organisation

　　bForecasting human resource requirements, given certain organisational strategic objectives and environmental conditions

　　bPresenting means for integrating HRM into the overall strategy

　　bOperational role

　　bRecruiting and selecting

　　bEmployee development and training

　　bReviewing workplace health and safety issues

　　bResolving employee complaints / grievances

　　bAdministering employee payroll and benefits programmes

　　bChanges and challenges

　　bEconomic and business changes

　　bDemographic changes within the workforce

　　bChanges in work patterns

　　bSocial changes

　　bTechnological developments

　　bEconomic and business changes

　　bShifts from manufacturing to service industries

　　bIncreasing number of business mergers and strategic alliances

　　bAn increasingly global and economic environment

　　bIntensifying domestic and international competition

　　bThe constant need for organizational restructuring

　　bDemographic changes within the workforce

　　bWomen’s entrance into the workforce

　　bIncrease of ethnic minorities

　　bIncreasing number of duel career families

　　bIncreasing number of labour force entrants with inadequate skills

　　bChanging composition of the workforce with respect to gender, age, ethnicity, family status, life style, physical ability/ qualities, or any combination of these

　　bAre you safe in hospitality?

　　bBBC: Germany's 'robot' restaurant

　　?http://news.bbc.co.uk/1/hi/technology/7336490.stm

　　bHR Basics: Learning and Development

　　?http://www.youtube.com/watch?v=OA3HxvYPzbU

　　bWhat Is Human Resource Development?

　　?http://www.youtube.com/watch?v=9oONwRBRvj4

　　bHow to Make employees efficent

　　?http://www.youtube.com/watch?v=ULkbhrKxGeQ

　　bTraining Video: Corporate Employee Retention HR http://www.youtube.com/watch?v=fob29K6dh-g&feature=related

　　bChanges in work patterns

　　bChanging work schedules ( flexitime, compressed week and other alternative work schedules)

　　bGrowth of contingent workers ( part timers, temporary employees, subcontractors, etc)

　　bTelecommuting ( working at home)

　　bExpatriation

　　bTechnological developments

　　bElectronic workplaces

　　bIncreasing reliance on automation and technology

　　bMore sophisticated information and communication technology

　　bThe rapid development of the information superhighway

　　bSocial changes

　　bIncreasing diversity, multi-ethnicity and multi-culturalism

　　bIncreasing social / government legislation

　　bGreater concern for employee rights and privacy and confidentiality of personal information

　　bGreater awareness of legal and ethical issues in the workplace

　　bDevelopment stages of HRM -1

　　bDevelopment stages of HRM -2

　　bSelected functions of Human Resource Management

　　bHuman resource planning

　　bHuman resource recruitment

　　bHuman resource training and development

　　bCompensation strategies in human resource management

　　HR MANAGEMENT

　　the process by which management determines how the organisation should move from its current manpower position to its desired position.

　　Through planning management strives to have the right number and the right kinds of people , at the right places , at the right time, doing things which result in both the organisation and the individual receiving maximum long term benefits.

　　bHuman Resource Recruitment

　　bIdentifying qualified job candidates; internal, external

　　bAdvantages of recruiting from within

　　bExternal recruiting sources

　　bInnovation in terms of non traditional labour sources

　　bRecruitment conveys the image and reputation of the organisation

　　The Paradox

　　bShortage of workers with adequate skills

　　bNeed to reduce human resource surpluses

　　bHuman resource training and development

　　bEmphasis is on skills, knowledge, behaviour or attitude in order to improve current or future job performance

　　bTraining: knowledge and skills for present job

　　bDevelopment: new knowledge and skills for present and future jobs

　　bResults: a competitive advantage

　　bFour phases of training design

　　bAssessing training needs

　　bSetting the training objectives

　　bSelecting the training methods

　　bEvaluating the training process and the training programme

　　bTraining : the issues

　　bNeeds : organisational, tasks, employee analysis

　　bObjectives : specific and quantifiable

　　bMethods : on or off the job

　　?coaching

　　?mentoring

　　?job rotation

　　?class room training

　　?case studies

　　?group discussion

　　bEvaluation : related to objectives

　　bEvaluation criteria

　　bReactions

　　–refers to trainees judgements of the usefulness of the training programme and the quality of its delivery

　　bLearning

　　–refers to the extent to which principles , facts and techniques are understood and retained by trainees

　　bBehaviour

　　–relates to changes in job related behaviours or performance that can be attributed to training

　　bResults

　　–refers to the extent to which the organisation realises tangible outcomes that can be attributed to training

　　–enhanced productivity, lower labour costs, or higher product or service quality and higher customer satisfaction levels

　　bCompensation strategies in human resource management

　　bTwo themes : efficiency and equity

　　Purpose

　　battracting potential job candidates

　　bretaining current valued employees

　　benhancing productivity

　　bincreasing satisfaction

　　bmaintaining proper control over costs

　　bJob candidates need enthusiasm in tough market

　　bSummary

　　bThe need to value and properly manage workforce activity

　　bThe need to accommodate a heterogeneous workforce and create alternative work schedules

　　bEmployee rights versus business requirements

　　bGovernment regulations

　　bInvestment in training

　　bSelection and compensation set within an organisation’s overall strategy

　　bPortfolio International

　　bhttp://www.portfoliointl.com

　　bFurther reading

　　bBrotherton B. (2000) Introduction to the UK Hospitality Industry: A Comparative Approach Butterworth Heinemann, Chapter 5: Work patterns and employment practices, pp.93-120

　　bBaum, T. (ed.) (1993) Human Resources Issues in International Tourism, Oxford: Butterworth Heinemann

　　bJones, P. and Pizam, A. (eds) (1993) The International Hospitality Industry: Organizational and Operational Issues, Chichester: Wiley

　　bLashley, C, and Morrison, A. (2000) In Search of Hospitality, Oxford: Butterworth Heinemann

　　bGuerrier, Y. (1999) Organizational Behaviour in Hotels and Restaurants: An international perspective, Chichester: Wiley

　　bFurther reading…

　　bDavidson, M, McPhail, R, & Barry, S 2011, 'Hospitality HRM: past, present and the future', International Journal Of Contemporary Hospitality Management, 23, 4, pp. 498-516, Hospitality & Tourism Complete, EBSCOhost, viewed 27 February 2013.

　　Assessment Three (50%)

　　Evaluative report on a selected contemporary theme

　　Following your presentation, you are requested to produce an individual, evaluative report, expanding on the theme / topic you have selected for your presentation. Take into account the themes suggested in this module as well as the comments received from your colleagues and your tutor so far and discuss these in relation to appropriate academic models / theories. Suggest possible solutions for a way forward for your company.

　　Assessment Guidelines

　　Your report needs to include a critical evaluation, of an analytical, not purely descriptive nature.

　　The work should demonstrate a depth of research and wider reading. Application of appropriate strategic theory should be apparent.

　　All sources should be appropriately cited and a bibliography and/or references should be presented with the report.

　　The work should be produced to a high standard with a lack of grammatical and typographical error.

　　Submission information

　　Your report will be 2500 words (maximum of 2750, a 10% leeway). Please state the word count at the end of the report. Quotations in the text will count towards the word total; they should not be excessive.

　　The pages of your work must be numbered. Please use Arial or Times New Roman font, size 12, justified, with 1.5 line spacing.