Hospitality Human Resources
Hospitality
Management
Human Resources
& Supervision
Hospitality
Management
_Human
Final Exam
Resources
& Supervision
NotesManagement
& Key
_ Final
Concepts
Exam
& Supervision
Review.pdf
Notes & Key
_ Final
Concepts
ExamReview.pdf
Notes & Key Concepts Review.pdf
Hospitality Human
Resources
Management &
Supervision | Final
Exam Notes & Key
Concepts Review
Hospitality Human Resources
Hospitality
Management
Human Resources
& Supervision
Hospitality
Management
_Human
Final Exam
Resources
& Supervision
NotesManagement
& Key
_ Final
Concepts
Exam
& Supervision
Review.pdf
Notes & Key
_ Final
Concepts
ExamReview.pdf
Notes & Key Concepts Review.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
Management
Human Resources
& Supervision
Hospitality
Management
_Human
Final Exam
Resources
& Supervision
NotesManagement
& Key
_ Final
Concepts
Exam
& Supervision
Review.pdf
Notes & Key
_ Final
Concepts
ExamReview.pdf
Notes & Key Concepts Review.pdf
Hospitality Human
Resources
Management &
Supervision | Final
Exam Notes & Key
Concepts Review
Hospitality Human Resources
Hospitality
Management
Human Resources
& Supervision
Hospitality
Management
_Human
Final Exam
Resources
& Supervision
NotesManagement
& Key
_ Final
Concepts
Exam
& Supervision
Review.pdf
Notes & Key
_ Final
Concepts
ExamReview.pdf
Notes & Key Concepts Review.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
