Human Resources Management in the Hospitality Industry by David K. Hayes, Jack D. Ninemeier

By David K. Hayes, Jack D. Ninemeier

This publication methods hospitality human source (HR) administration as a decision-making perform that is affecting the functionality, caliber, and felony compliance of the hospitality enterprise as an entire. starting with a starting place within the hospitality undefined, employment legislation, and HR guidelines, the insurance comprises recruitment, education, reimbursement, functionality appraisal, environmental and security matters, ethics and social accountability, and specific concerns. in the course of the e-book, Human assets administration within the Hospitality makes a speciality of the original HR dilemmas you face within the hospitality undefined.

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50 per hour. Santa Fe’s wage covers all businesses with 25 or more employees. 50. By contrast, the federal and New Mexico minimum wages are both lower. 50 per hour in 2004. Regardless of the local hospitality industry’s initial support of, or opposition to, this specific piece of employment legislation, its impact on the Santa Fe hospitality industry is clearly significant. As you have now learned, employment laws in the United States may be enacted at the federal, state, or local levels. At each of these levels, the laws reflect the desires of citizens and, ultimately, their elected officials and courts.

3? CASE STUDY: HUMAN RESOURCES MANAGEMENT IN ACTION Pedro and Felix were good friends who worked out regularly at the Muscle Man’s Gym in their community. indd 23 12/14/07 11:52:06 AM 24 CHAPTER 1 Ⅲ Introduction to Human Resources in the Hospitality Industry distance of the community where both men lived. Not surprisingly, their jobs were a frequent topic of conversation after they completed their workouts. “Felix, we’ve talked about this so many times before,” said Pedro. ” “I agree,” said Felix.

Coordinates, monitors, and suggests improvements for employee performance appraisal system. 38. Schedules and conducts employee safety meetings. 39. Recommends drug-testing procedures for employee applicants. 40. Interacts with the general manager and department heads to investigate employee violations of policies and to recommend correction actions, if necessary. 41. Interacts with organization’s attorney relative to personnel legal issues involving concerns about EEOC, harassment, and lawsuits.

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