Human Resources
Managing Hospitality Human Resources
Hospitality is a people industry, and this textbook will teach students how to manage the important human resources who
provide services within a hospitality operation. They'll learn how to fulfill the requirements of U.S. employment and
workplace laws, and discover the latest strategies for attracting employees, minimizing turnover, and maximizing
productivity.
Revisions to this edition include:
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New trends and approaches to performance appraisals
New section on orientation programs for effectively welcoming new employees
New section contrasting Maslow's hierarchy of needs and Alderfer's ERG theory
Updated demographic information on hospitality industry employees
Updated information on union elections, new Labor Relations Board rules, and interpretations on unions
Table of Contents
Chapter: 1
Employment Laws, Planning, and Staffing
Chapter: 2
Job Analysis and Job Design
Chapter: 3
Planning and Recruiting
Chapter: 4
Selection
Chapter: 5
Orientation and Socialization
Chapter: 6
Training and Development
Chapter: 7
Evaluating Employee Performance
Chapter: 8
Compensation Administration
Chapter: 9
Incentive and Benefits Administration
Chapter: 10
Labor Unions
Chapter: 11
Negotiation and Collective Bargaining
Chapter: 12
Health, Safety, and EAPs
Chapter: 13
Turnover, Discipline, and Exits
Chapter: 14
Social Responsibility and Ethics
Course Description: This course presents a systematic approach to human resources management in the
hospitality industry. Students will analyze contemporary issues and practices, as well as employment laws
that have an impact on the way people are managed.
Objectives:
1. Describe the EEOC and distinguish between EEO laws and affirmative action.
2. Define "disability," and describe the Americans with Disabilities Act (ADA) and its implications for
human resource managers at hospitality operations.
3. Explain the importance of job analysis and job design.
4. Apply methods for forecasting labor demand, identify the advantages and disadvantages of internal
and external recruiting, and explain the functions of a computer-based Human Resource Information
System (HRIS).
5. Describe the importance of the selection process, explain how managers use application forms and
pre-employment tests as selection tools, and identify the types of selection errors and biases
managers must overcome when screening job applicants.
6. Explain the purpose of an orientation program, distinguish between a general property orientation and
a specific job orientation, and identify specific socialization strategies and approaches.
7. Identify and explain the stages of the training cycle, and describe various training methods.
8. Describe the functions of performance appraisals, describe commonly used methods of appraising
performance, and identify legal issues relating to performance appraisals.
9. Describe types of compensation, and outline the major influences on compensation plans.
10. Explain the steps and identify options for establishing pay structures, and describe current issues in
compensation administration.
11. Describe effective incentive programs and identify four general categories of employee benefits.
12. Summarize the reasons employees join unions, analyze the statistics and trends of union
membership, and explain the goals and content of major U.S. legislation affecting labor relations.
13. Identify mandatory, voluntary, and illegal collective bargaining issues and common economic and
non-economic reasons behind bargaining.
14. Identify major sources of grievances, describe typical grievance procedures, and outline how to
prevent grievances at union properties.
15. Summarize the history, scope, and goal of the Occupational Safety and Health Act, and describe the
enforcement of OSHA standards and requirements.
16. Describe the components and benefits of an employee assistance program (EAP).
17. Identify sources and consequences of workplace stress, and outline the implications of such issues
as AIDS, depression, workplace smoking, and wellness programs.
18. Outline the hospitality industry's turnover problem, identify the causes and costs of turnover, and
summarize several methods for reducing turnover.
19. Summarize approaches to employee discipline and explain the proper use of discipline in a hospitality
organization.
20. Describe the appropriate use of discharge in an employee discipline program and outline an effective
exit interview system.
21. Summarize ethical issues in business, including how businesses can assess ethical behavior, recent
ethical issues in American business, and ethical issues in human resources management.
Group Teaching Guidelines: This course is designed with fourteen chapter sessions that can be combined
or broken down to meet a variety of scheduling needs. Class activities are included in the Instructor's Guide.
Evaluation: The student must complete a comprehensive final examination.
Learning Resources: Managing Hospitality Human Resources, Third Edition, by Robert H. Woods. 2006