HRM Notes

DISCIPLINARY PROCEDURES – HOTEL HR PLANNING & DEVELOPMENT Disciplinary procedures is an important part in an organization. It is necessary for the employees to obey the rules, codes and policies laid by the organization. ASPECTS WHICH SHAPE AN EMPLOYEE’S WORKPLACE BEHAVIOUR: §   Family: the inculcation of respect for adult and parental authority encourages us to generally respect authority. §   Institutional setting: in school, university and work we learn how to function in an organization, often accepting our subordinate position. §   Rewards: compliance brings rewards, disobedience brings punishment. §   Perception of authority: authority is normally supported, so we are generally predisposed to follow organizational and managerial rules, but where this does not happen, the organization may have to take disciplinary action. A GOOD DISCIPLINARY PROCEDURES SHOULD: §   Be in writing. §   Specify to whom they apply. §   Be non...

HR MANAGEMENT IN HOTEL INDUSTRY – HOTEL HR PLANNING & DEVELOPMENT AND HUMAN RESOURCES DEPARTMENT The human resources department serves no customers, books no business, yet it plays a very important role in the hotel’s efficient operation. The three major functions of the human resources department are employee recruitment, benefits administration and training. The director of human resources is expected to be an expert on labor laws and to advise managers in other departments. The human resources department’s major challenge is in its interactions with other hotel departments. Although the human resources department recruits, interviews and screens prospective employees, the final hiring decision rests within the department in which the employee will be working. The same is true of promotion and disciplinary decisions. The human resources department’s input is, in most hotels, limited to advice and interpretation of legal questions. The human resources department’s effective...

PERFORMANCE MANAGEMENT AND PERFORMANCE APPRAISAL – HOTEL HR PLANNING & DEVELOPMENT Performance Appraisal management is about getting better results from the organization, teams and individuals by understanding and managing performance within an agreed framework of planned goals, standards and competing requirements. It is a process for establishing shared understanding about what is to be achieved, and an approach to managing and developing people in a way which increases the probability that it will be achieved in the short and long term. It is owned and driven by management. FEATURES OF PERFORMANCE MANAGEMENT §   Individual annual performance appraisal §   Objective setting and review §   Personal development plans §   Career management and/or succession planning §   Coaching and/or mentoring §   Competence assessment §   Performance related pay §   Self-performance appraisal §   Twice yearly/biannual appraisal ...

HR MANAGEMENT IN HOTEL INDUSTRY – HOTEL HR PLANNING & DEVELOPMENT AND HUMAN RESOURCES DEPARTMENT The human resources department serves no customers, books no business, yet it plays a very important role in the hotel’s efficient operation. The three major functions of the human resources department are employee recruitment, benefits administration and training. The director of human resources is expected to be an expert on labor laws and to advise managers in other departments. The human resources department’s major challenge is in its interactions with other hotel departments. Although the human resources department recruits, interviews and screens prospective employees, the final hiring decision rests within the department in which the employee will be working. The same is true of promotion and disciplinary decisions. The human resources department’s input is, in most hotels, limited to advice and interpretation of legal questions. The human resources department’s effective...