OBJECTIVES
Define the term human resources management;
2. List down the function of the human resources; and
3. Explain th...
Introduction
The Hospitality industry is labor intensive,
meaning that people are needed to do the work
required in the hu...
Human Resource Management
In the book of Dr. Mary Tanke Human Resources
Management, Human Resources Management is the
impl...
FUNCTIONS OF HUMAN RESOURCES
1.
2.
3.
4.
5.
6.
7.

Hiring (Recruitment)
Compensation / Benefits
Evaluation and Management
...
Common Objectives of Human
Resources
“Maximize the return on investment
from the organization’s human capital”
According t...
HUMAN RESOURCE TERMINOLOGIES
TASK ANALYSIS / JOB ANALYSIS – examine the tasks
necessary to perform the job; when approved ...
HUMAN RESOURCE TERMINOLOGIES
PRODUCTION STANDARDS – may be established for each
position within the organization. They are...
APPLICATIONS ARE RECEIVED FROM
VARIETY OF SOURCES
1.
2.
3.
4.
5.
6.
7.

Internal Promotion
Employee Referrals
Applicant’s ...
RECRUITMENT AND SELECTION
PROCESS
Application Form
Application Form
Submitted
Submitted

Interviews
Interviews

Acceptance...
HUMAN RESOURCE TERMINOLOGIES
ORIENTATION – All new employees should be given a
suitable orientation to the organization pr...
MAIN TYPES OF EMPLOYEE
TRAINING
1.
2.
3.
4.
5.

Simulation Training
Certification Training
On-the-job Training
Off-the-job...
HUMAN RESOURCE TERMINOLOGIES
PERFORMANCE APPRAISAL – the purpose appraisal
is to compare an employee’s actual performance ...
Human resources division
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Human resources division

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Human resources division

  1. 1. OBJECTIVES Define the term human resources management; 2. List down the function of the human resources; and 3. Explain the steps in human resources management and development processes. 1.
  2. 2. Introduction The Hospitality industry is labor intensive, meaning that people are needed to do the work required in the hundreds of thousands of hospitality operations. Off all the resources available to hospitality managers, none are of greater value than human resources.
  3. 3. Human Resource Management In the book of Dr. Mary Tanke Human Resources Management, Human Resources Management is the implementation of the strategies, plans and programs required to attract, motive, develop, reward, and retain the best people to meet the organization goals and operations objectives of the hospitality enterprises. The human resources department is headed by the Human Resources Director or manager who directly reports to the General Manager and is responsible for the performance of his department.
  4. 4. FUNCTIONS OF HUMAN RESOURCES 1. 2. 3. 4. 5. 6. 7. Hiring (Recruitment) Compensation / Benefits Evaluation and Management Promotions Managing Relations Planning Training It is the responsibility of the human resource department to conduct these in an effective, legal, fair, and consistent manner.
  5. 5. Common Objectives of Human Resources “Maximize the return on investment from the organization’s human capital” According to Schwind, Das & Wagar, Human Resource Management aims to improve the productive contribution of individuals while simultaneously attempting to attain other societal and individual employee objective. In addition to these activities, several other functions are part of the human resources process, including job description, job specifications, advertising, payroll and benefits, grievances, and ensuring conformance to national, provincial and municipal legislation.
  6. 6. HUMAN RESOURCE TERMINOLOGIES TASK ANALYSIS / JOB ANALYSIS – examine the tasks necessary to perform the job; when approved and listed, these tasks become the description. JOB DESCRIPTION – is a detailed description of the activities and outcomes expected of the person performing the job. Specifies the knowledge, qualifications, and skills necessary to do the job successfully. Job description can be used as good performance measurement.
  7. 7. HUMAN RESOURCE TERMINOLOGIES PRODUCTION STANDARDS – may be established for each position within the organization. They are determined by measuring or timing how long it takes to do a given task. Employee productivity is measured by dividing the sales by the number of employees, to arrive at the sales generated per employee. PRODUCTION AND SELECTION – are the process of finding the most suitable employee for an available positions. The process begins when there are actual vacancies to fill because employees have left. The human resources then have to make an announcement regarding the vacancies.
  8. 8. APPLICATIONS ARE RECEIVED FROM VARIETY OF SOURCES 1. 2. 3. 4. 5. 6. 7. Internal Promotion Employee Referrals Applicant’s file Transfers within the company Advertising College and Universities Government-sponsored employment services.
  9. 9. RECRUITMENT AND SELECTION PROCESS Application Form Application Form Submitted Submitted Interviews Interviews Acceptance Acceptance Initial Interview Initial Interview Reference Check Reference Check Physical Physical Examination Examination Testing Testing Interviews Interviews
  10. 10. HUMAN RESOURCE TERMINOLOGIES ORIENTATION – All new employees should be given a suitable orientation to the organization prior to their first day of work. New employees normally have some concern and uncertainty about beginning a job, and it is important to get them started with as little uneasiness as possible. TRAINING – is an ongoing activity that is conducted by selected individuals within each department. It is generally required of all new employees-even those who come to an organization with considerable experience. Training can b done on an individual basis, or it can be done in groups.
  11. 11. MAIN TYPES OF EMPLOYEE TRAINING 1. 2. 3. 4. 5. Simulation Training Certification Training On-the-job Training Off-the-job Training Apprentice Training
  12. 12. HUMAN RESOURCE TERMINOLOGIES PERFORMANCE APPRAISAL – the purpose appraisal is to compare an employee’s actual performance to reestablished standards as describe in a job description. EMPLOYEE DEVELOPMENT – is a natural progression from appraisal. A development plan is made by the employee and his or her supervisor. The plan will outline the development activity and indicate when the development will take place. Employment development may take the form of in-house training or workshops and seminars on specific topics.

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