Introduction to HRM

1. Introduction to HRM What is it….?

2. Outline • Exercise: Top 10 workplace complaints • Purpose of the HR Department • Employment Cycle • Your experience • Outside influences • HRM conducted by Managers

3. Top 10 Workplace Complaints In teams, list what you think are the most common complaints

4. Top 10 Workplace Complaints Higher Salaries Internal pay equity Benefits programs (health/dental, retirement/paid time off) Over-management Pay increase guidelines for merit HR’s response to employee complaints Favoritism Communication and availability Workloads are too heavy Facility cleanliness hcareers.com

5. What is hrm?

6. Definition: HRM • The organizational function that consists of practices that help the organization deal effectively with its people during the various phases of the employment cycle. www.shrm.org shrm.org

7. HR Mission Statement To Our Employees • We are committed to provide our employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of ( the company). Above all, employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every ( company) customer. www.shrm.org shrm.org

8. What kind of people do we need? How can we get them to perform better? How many? How can we help them perform? Where can we find them? How do we keep good employees?

9. Employment Cycle

10. Employment Cycle

11. 1 Pre-Selection Phase Planning A process that helps companies identify their future hrm needs and how those needs can be met www.shrm.org www.shrm.org

12. Pre-Selection Phase Job Analysis www.shrm.org

13. Selection Phase Identify suitable pool of applicants Timely Cost efficient Legal Recruitment Recruitment is an HRM practice designed to locate and attract job applicants for particular positions. www.shrm.org

14. Selection Phase Accurate hiring Cost efficient Legal Selection Selection is a HRM practice in which companies assess and choose from job candidates. www.shrm.org

15. Post Selection www.shrm.org

16. Post -Selection Phase Training: planned learning experiences that teach workers how to perform their current jobs effectively Development: planned learning experiences that prepare workers to perform possible future jobs effectively Training & Development www.shrm.org

17. Post -Selection Phase Job performance measurement/management 2 way communication Performance Management Continue appropriate behaviors, correct inappropriate behaviors www.shrm.org

18. Post -Selection Phase Pay Wages Salaries Benefits Health insurance Employee discounts Other Compensation Establish competent and loyal workforce, maintain competent and loyal workforce and control costs. www.shrm.org

19. Post -Selection Phase Job behaviors to rewards Rewards Financial and non-financial Motivate employees Employee Movement Improve productivity www.shrm.org

20. Summary of the Employment Cycle www.shrm.org

21. Exercise: Discussion of Managers' HRM Responsibilities Reflect on your own HR experience. What was your experience like? How important was the HRM practice? That is, in what ways did it affect employee (or student) productivity, motivation, and attitudes? www.shrm.org

22. Outside Influences www.shrm.org

23. Who is responsible for HRM? www.shrm.org

24. Interview job applicantsProvide orientation, coaching, on the job trainingEvaluate job performanceRecommend pay increasesDiscipline employeesInvestigate accidents HRM conducted by Managers www.shrm.org

25. Class Discussion • Which part of the Employment Cycle do you think is most important? Why? • Which step would be challenging for HR?

26. Top 10 Workplace Complaints • Higher Salaries • Internal pay equity • Benefits programs (health/dental, retirement/paid time off) • Over-management • Pay increase guidelines for merit • HR’s response to employee complaints • Favoritism • Communication and availability • Workloads are too heavy • Facility cleanliness hcareers.com

27. Why is HR Important for Hospitality?

28. Questions?

29. HR Mission Statement To Our Employees • We are committed to provide our employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of ( the company). Above all, employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every ( company) customer. www.shrm.org

30. “With the increase of high star hotels and the entry of international hotel groups, the competition in China's hospitality industry has become even fiercer. In order to meet the challenges, domestic hotels need to improve their management level and brand construction and those non-star hotels need to be further regulated. Most importantly, they need trained personnel, as the quality of hotel staff in China has eroded over the years as demand has outstripped supply.” China National Tourism Administration