The document discusses human resource management in the hospitality industry. It defines human resource management as attracting, motivating, developing, rewarding, and retaining employees to meet organizational goals. It lists the key functions of human resources as hiring, compensation, evaluation, promotion, relations, planning, and training. It also outlines the steps in the human resource management process, including recruitment, selection, orientation, training, performance appraisal, and employee development.

2. 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.

3. 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.

4. 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.

5. 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.

6. 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.

7. 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.

8. 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.

9. 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.

10. 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

11. 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.

12. MAIN TYPES OF EMPLOYEE
TRAINING
1.
2.
3.
4.
5.
Simulation Training
Certification Training
On-the-job Training
Off-the-job Training
Apprentice Training

13. 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.