Week 4 BOC: Employee Recruitment and Selection

In my opinion I believe in following the guidelines that represent the company when it comes to physical attractiveness during the recruiting process. The physical identity of your employees is very important to the company and securing and keeping an adequate customer base. “That is why employee recruitment and selection efforts are so critical to the long-term success of every hospitality business and to all of the hospitality managers who direct their operation’s recruitment and selection process” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online). When customers see an employee with poor hygiene that can stop a customer from doing business or they will just make a complaint against the business which can hurt the company in many different ways. During the hiring process it’s important to pay attention to any visible tattoos, scars and personal hygiene these factors are important when considering someone for employment. “Our people are our greatest asset” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online). When a company has an image to protect and a standard to adhere to this is why the recruiting process must pay attention to controllable and uncontrollable factors. “Employee recruiting and selection are the first two essential steps taken by businesses to identify and choose the right employees, with the right qualifications, to serve their customers” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 100. Wiley, 02/2008. VitalSource Bookshelf Online). 

Week 3 BOC: Policies and Procedures

Understanding employee policies and workplace fairness is vital to industries including hospitality. When an employee feels discrimination or unfairness in the work place they need assistance to challenge policies and fight for worker rights. Web sites such as Workplace Fairness are sponsored by the National Employment Lawyers Association because they assist workers with unfair business practices or misuse of a legal policy they might occur during their employment with a company. “A policy or action that is perfectly legal must still be applies in a legally coherent (fair) manner, or the cuts will simply not support its use” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Wiley, 02/2008. Pg. 66. VitalSource Bookshelf Online). Some of the services that are offered on Workplace Fairness’s website include but are not limited to; attorney database, career center, unpaid wages/wage and hour problems, unions and collective action. The Workplace Fairness’ Mission is to, “Educate workers, employers and legal services and community organizations, foster a community of advocates who believe that fairness works, and promote the fair treatment of workers through public policy” (http://www.workplacefairness.org/aboutwf).  While in the work place you may occur some unlawful employee treatment when it comes to benefits and leaves, termination and unemployment, discrimination, harassment and other workplace problems. When employees experience these problem with a company or any unlawful business practice they have Workplace Fairness as a resource to understand their rights and fight in court. Hospitality managers can best address these issues by the policies and procedures documentation and record keeping. “Most hospitality managers would also agree that it is critical for large, multiunit operators to have well-documented employee-related policies and procedures in place, despite the enormity of the task” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Wiley, 02/2008. Pg. 90. VitalSource Bookshelf Online). 

Week 2 BOC: Human Resource Management in Action

If I was the hotel’s general manager I would not support the actions of my housekeeping supervisor Tara Roach. I believe that Donna Moreau stayed with the company for nine years for good reasons that supported her lifestyle as a single mother and as management we should recognize the employees that are helping maintain our good reputation. Unless the dates Donna requested off were blackout dates her request for the day off should have been approved, she as an employee took the proper steps to request time off and her work ethic has proven that she is a hard working loyal employee to the company which is hard to come by. Tara should have reported the situation to the general manager who is more than likely trained as on-site legal counsel to help make the legally appropriate decisions in a wide range of work situations. “These range from selecting and disciplining employees to preventing harassment in all of its forms, to employee compensation, employee appraisal, termination, and a myriad of other HR concerns” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 27. Wiley, 02/2008. VitalSource Bookshelf Online. Yes it is important to maintain a strong reputation as a departmental supervisor but the general manager is who you answer to and has the power to terminate you which is something Tara should thought about before terminating Donna. As a supervisor you do not have anywhere close to the same authority as the general manager and should remember that your actions can come across as abusing your power which is completely wrong in the workplace. “Hospitality managers responsible for HR activates at either the unit or company level must understand the importance of employment law to their daily activities and decision making” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 28. Wiley, 02/2008. VitalSource Bookshelf Online. It is very important that general managers prevent problems from happening before the company has to cure them legally resulting in action that can become public. “Therefore, a basic understanding of how employment law is enacted, as well as how current law affects HR management, is absolutely essential” (Hayes, David K. Human Resources Management in the Hospitality Industry, 1^st Edition. Pg. 29. Wiley, 02/2008. VitalSource Bookshelf Online.