HOSP2030

Hospitality Human Resource

and Diversity Management
Paul Bagdan, Ph.D.

Chapter 1
H.R. Issues within the
Hospitality Industry

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

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
Todays 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
Its 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.
Todays large number of mergers and
acquisitions increase HRs role.

A Look at Ethics
Code of ethics: a formal statement of an
organizations 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.

1. Obligation to owners

2. Obligation to customers

protect investment; run operation smoothly

reason of existence

3. Obligation to workers

the human resource

*Remember: you work for the organization.

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. Todays 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!