Human Resources Management Overview

Roles of Human Resources

• Hospitality management is the study of managing restaurants and foodservice operations.
• Human resource management is the practice of managing people to improve performance.
• Roles of human resources include ensuring the right talent with the correct skills, knowledge, aptitude, and attitude to achieve organizational goals.
• Human resources are responsible for developing people-related structures, policies, and procedures.

Trends in Human Resources Management

• Changes in workforce composition
• Increasing workforce diversity
• Increased employee expectations of employers
• Changes in societal expectations
• Infrastructure obsolescence
• Changes in the nature of work
• Market and industry 4.0 changes
• Changes in the evaluation and valuation of talent
• "Reskilling Imperative"
• Increasing geopolitical risks

Function of Human Resources Management

• Responsible for people operations that broadly include staffing, training & development, compensation, and administration.
• Staffing involves job development/analysis, employee lifecycle management, and employer branding.
• Training/development activities span from onboarding to employee training, reskilling, and career management.
• Compensation management involves job design, motivation factors (compensation/benefits), performance appraisals, administration.
• Administration includes regulatory compliance, communication, records management, and employee relations.

Working in Human Resources

• A Human Resource Specialist provides support for human resource functions.
• A Labor Relations Specialist interprets and administers labor contracts.
• A Training and Development Specialist plans, conducts, and administers employee training programs.
• A Compensation and Benefits Manager interprets and administers labor contracts involving compensation and benefits.
• A Human Resources Manager plans, directs, and coordinates human resources functions, including strategic planning and employee relations.

Recruitment and Selection Process

• Employees are a company's most valuable resource.
• Recruitment is the systematic process of generating qualified applicants for open jobs.

Purpose and Importance of Selection Processes

• Increase pool of candidates at minimal cost.
• Reduce under-qualified applicants.
• Meet legal/social obligations regarding workforce composition.
• Increase organizational/individual effectiveness.
• Evaluate effectiveness of recruiting techniques.

Selection Process

• The process involves choosing candidates whose qualifications match job requirements.
• Key steps include defining the job, reviewing application forms, conducting interviews, and administering employment tests.

Employment Testing

• Types of tests include cognitive ability tests, personality tests, physical ability tests, integrity tests, and drug tests.
• Also includes aptitude test and work sampling.

Analysis of the Workplace

• A job is a group of positions with common tasks and responsibilities.
• A position is a specific slot for an individual.
• Work involves mental/physical energy to accomplish results.
• Duties are major activities required for a job, often composed of multiple tasks.
• Tasks are subsets of duties, requiring specific motions/movements.

Methods of Job Analysis

• Job Inventory Approach, gathering job-related information from incumbents.
• Critical Incident Technique, identifying successful/unsuccessful job behaviors.

Uses of Job Analysis

• Recruitment
• Selection
• Communicating Expectations
• Performance Appraisals
• Training Needs Identification
• Compensation Decisions
• Human Resource Planning

Succession Planning

• Permitting strategies for filling vacant positions.
• Assisting in the structuring of career paths.

Human Resource Management Planning

• Ensuring qualified people are available to fill managerial positions when they become vacant.
• Ensuring a smooth transition and operational efficiency.

Human Resources Gap

• The gap between the future state of affairs and the organizational goals.
• May be addressed through surplus or shortage of personnel or specific skill gaps.

Orientation and Training

• Orientation introduces new employees to the organization, policies, and standards.
• Training focuses on skill development, knowledge acquisition, and behavior modification related to improved performance.

Training Process

• Training Needs Analysis (TNA) is an essential first step in establishing employee training needs.
• Includes identifying Organizational analysis, Task analysis (defining job requirements), and Person analysis (determining which employees need training).
• Training module development creates resources (materials) for training.
• Training topics include communication, computer skills, customer service, diversity, and ethics.
• Training methods include on-the-job training, apprenticeship, mentoring, simulation, e-learning, and off-site training.

Employee Performance Evaluation

• Role Driven and Task Driven models are common approaches to performance evaluation, focusing on roles and tasks respectively.
• Methods of appraising performance include trait/value based, behavior/skill based, and output/productivity based appraisals.

Evaluating Performance and Employee Retention

• Employee performance appraisal combines written and oral feedback to evaluate job performance and identify improvement areas.
• Reasons for performance evaluation include compliance, intrinsic motivation, justification of compensation (organizational and hierarchical), career path development, and intervention measures.
• Employee retention refers to the ability of an organization to retain employees. Factors like compensation, work environment, growth opportunities, relationships, and support are crucial for employee retention.
• Intrinsic and extrinsic rewards help with retention.

Types of Seating Arrangements

• Various seating configurations (classroom, U-shape, semi-circle, round table, amphitheater) are used in organizational settings for different types of activities.