Hospitality Human Resources Management and Supervision
Hospitality
– FinalHuman
Exam Notes
Resources
and Study
Management
Guide.pdf
and Supervision
Hospitality
– FinalHuman
Exam Notes
Resources
and Study
Management
Guide.pdf
and Supervision – Final Exam Notes and Study Guide.pdf
Hospitality Human
Resources Management
and Supervision – Final
Exam Notes and Study
Guide
Guidehttps://www.stuvia.com/dashboard!@_)#*)(@$)($@*($@)($@*_
Hospitality Human Resources Management and Supervision
Hospitality
– FinalHuman
Exam Notes
Resources
and Study
Management
Guide.pdf
and Supervision
Hospitality
– FinalHuman
Exam Notes
Resources
and Study
Management
Guide.pdf
and Supervision – Final Exam Notes and Study Guide.pdf
,Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
Terms in this set (59)
Affirmative Action Plan Establishes guidelines for recruiting, hiring, and promoting women, qualified
minorities, persons with disabilities, covered veterans to eliminate the present
effects of past employment discrimination. Employer must analyze current
employment practices and the makeup of its workforce for any indications that
women and minorities are excluded or disadvantaged.
Employers with 50 or more employees and contracts with federal government
of at least $50,000 must prepare and maintain an AAP Plan.
Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
,Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
Barriers to Effective Communication Barriers are the following:
-Word Meaning
-Jargon
-Gestures
-Cultural Differences
-Assumptions
-Fixed Ideas
-Opinions
-Distracting Workplace
Additional Common Pitfalls:
-Failure to Plan
-Uncertain Purpose
-Forgetting the Audience
-Using incorrect language
BFOQ Job Descriptions Are employment practices that would constitute discrimination toward certain
individuals, but because they are related to an essential job function and
reasonably necessary for the normal operation of the business they are
permissible. Ex.Women's restroom attendant.
Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
, Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
Coaching *Involves informal efforts to improve job performance.
Coaching Process:
1. Compare actual performance to expected performance
2. Reinforce positive performance/Correct negative performance
3. Practice ongoing coaching
*A second additional coaching session my be needed to correct problem.
*If coaching reveals employee does not want to do task, the manager may
decide to move from coaching to progressive discipline efforts.
Coaching Principles:
1. Be tactful when providing correction.
2. Emphasize the positive.
3. Demonstrate and review appropriate procedures.
4. Explain reasons for changes.
5. Maintain open communications with staff members.
6. Conduct discussions of negative behavior in private.
7. Evaluate work by comparing performance against standards.
Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
Hospitality
– FinalHuman
Exam Notes
Resources
and Study
Management
Guide.pdf
and Supervision
Hospitality
– FinalHuman
Exam Notes
Resources
and Study
Management
Guide.pdf
and Supervision – Final Exam Notes and Study Guide.pdf
Hospitality Human
Resources Management
and Supervision – Final
Exam Notes and Study
Guide
Guidehttps://www.stuvia.com/dashboard!@_)#*)(@$)($@*($@)($@*_
Hospitality Human Resources Management and Supervision
Hospitality
– FinalHuman
Exam Notes
Resources
and Study
Management
Guide.pdf
and Supervision
Hospitality
– FinalHuman
Exam Notes
Resources
and Study
Management
Guide.pdf
and Supervision – Final Exam Notes and Study Guide.pdf
,Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
Terms in this set (59)
Affirmative Action Plan Establishes guidelines for recruiting, hiring, and promoting women, qualified
minorities, persons with disabilities, covered veterans to eliminate the present
effects of past employment discrimination. Employer must analyze current
employment practices and the makeup of its workforce for any indications that
women and minorities are excluded or disadvantaged.
Employers with 50 or more employees and contracts with federal government
of at least $50,000 must prepare and maintain an AAP Plan.
Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
,Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
Barriers to Effective Communication Barriers are the following:
-Word Meaning
-Jargon
-Gestures
-Cultural Differences
-Assumptions
-Fixed Ideas
-Opinions
-Distracting Workplace
Additional Common Pitfalls:
-Failure to Plan
-Uncertain Purpose
-Forgetting the Audience
-Using incorrect language
BFOQ Job Descriptions Are employment practices that would constitute discrimination toward certain
individuals, but because they are related to an essential job function and
reasonably necessary for the normal operation of the business they are
permissible. Ex.Women's restroom attendant.
Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
, Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
Coaching *Involves informal efforts to improve job performance.
Coaching Process:
1. Compare actual performance to expected performance
2. Reinforce positive performance/Correct negative performance
3. Practice ongoing coaching
*A second additional coaching session my be needed to correct problem.
*If coaching reveals employee does not want to do task, the manager may
decide to move from coaching to progressive discipline efforts.
Coaching Principles:
1. Be tactful when providing correction.
2. Emphasize the positive.
3. Demonstrate and review appropriate procedures.
4. Explain reasons for changes.
5. Maintain open communications with staff members.
6. Conduct discussions of negative behavior in private.
7. Evaluate work by comparing performance against standards.
Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf Hospitality Human Resources Management and Supervision_ Final Exam Notes.pdf
