Chapter 3 Human Resource Management

2. Planning
• Planning is the process involves anticipating an
organization's business demands and providing
the staff to meet those demands.

3. Planning (Cont)
Human Resources planning involves two critical
factors: Supply and Demand.
• Labor Supply represents the number of potential
employees that are available to a hospitality
company.
• Labor Demand represents the number and
nature of the jobs the company needs.

4. Planning (Cont)
Forecasting Demand: The goal of forecasting is to accurately match
the demand for employees and skills with the available supply.
• Bottom-up forecasting is the process of asking managers within an
organization to estimate their needs for the upcoming period. Although a
common method, it’s not necessarily the best as this method is intuitive.
• Top-down forecasting eliminates the extent of inaccurate intuitive
estimates when forecasting demand for human resources.
• Trend Analysis is one method commonly used to forecast human
resources demand. Competition, demographics, and changing
government regulations can influence the demand for human resources.
The key is selecting the single fact that most accurately predicts demand.

5. Planning (Cont)
Forecasting Supply: involves an analysis of the internal labor supply
and an estimate of the external labor supply. Forecasting internal
supply is much easier.
• Succession Charts: Can be used to plot anticipated successions in
an organization
• Management Succession Plan: A form to indicate manaement
succession or replacement
• Replacement Chart: An estimation of employees in a particular
position

6. Recruitment
• Recruitment is the process of attracting a pool of
qualified job candidate from which an
organization may select individuals to best meet
its job requirements.

7. Pre-Recruitment Process
• The Pre-Recruitment Process consists of number
of interrelated steps, beginning with defining job
requirements and ending with evaluating
recruiting methods.

8. The Process (Cont.)
• Define job requirements
• Review job analysis information, job descriptions, and job
specifications.
• Identify and review applicable laws and regulations.
• Determine the message you with to convey to applicants
• Determine what you want to learn from recruits about
competitors and the community.
• Decide whether to recruit internally, externally, or both.

9. The Process (Cont.)
• Determine where to recruit.
• Select recruiters.
• Select and implement recruiting strategies and
methods.
• Establish criteria for evaluating the pool of applicants
• Establish criteria for evaluating the recruiting
methods.

10. Internal Recruiting
• Internal Recruiting is the process of seeking
applicants from inside the property to fill open
positions
• Improves the morale of promoted employees
• Improves the morale of other staff members who
see opportunities for themselves
• Less cost than external recruiting

11. Internal Recruiting (Cont)
• Job bidding- is the process of posting a list
internally for employees to sign when they are
interested in open positions

12. Internal Recruiting (Cont)
• Skills Inventory - A list of skills, abilities,
qualifications, and career goals of current
employees that is used to identify candidates for
internal recruitment.
• Usually computerized into Human Resource
Information Systems (HRIS)
• Management inventories- A skill inventory for
managers

13. External Recruiting
• External Recruiting is the process of seeking
applicant from outside the property to fill open
positions
• Brings “new blood” and new ideas into the company
• Avoids many of the political problems associated with
internal recruiting
• Job posting- internal or external notice of a job
opening

14. External Recruiting VIDEO

15. Human Resource
Information System
• A computerized method of collecting,
maintaining, organizing, analyzing, and
reporting information on human resources and
positions in an organization
• crucial in having a competitive advantage

16. Human Resource
Information System (Cont)
• Human Resource Information System collect and
include the following:
• Personal data, Recruiting data, work experience
data, compensation/work assignment data,
benefit plan data, and exit interview data

18. What are the steps
in the pre-
recruitment
process?
1. Define job requirements
2. Review job analysis information, job
descriptions, and job specifications.
3. Identify and review applicable laws
and regulations.
4. Determine the message you want to
convey to applicants
5. Determine what you want to learn
from recruits about competitors and
the community.
6. Decide whether to recruit internally,
externally, or both.