Staffing and Supervision in the Hotel & Tourism Industry
Last modified on 22 March 2012, at 21:00↑Jump back a section
Table of Contents
Job Analysis & HR Planning
- The role of the supervisor in job design in the hospitality industry.
- The need for workplace diversity in staffing policy in the hotel environment.
- The future of human resources planning for the tourism industry.
- Matching job descriptions and job specifications for new jobs created in the hospitality field.
Recruitment & Selection
- Behavioral-anchored questioning techniques in conducting an interview to recruit hotel employees.
- Job searching in the hospitality industry.
- Overview of Internet job hunting—strengths and weaknesses.
- How to design a good recruitment advertisement for a hotel.
- Discussion of various formats of selection interviews.
- Tips and techniques for conducting selection interviews.
- Key elements in preparing a resume for a hospitality job application.
- The options, advantages and disadvantages of various recruitment methods for the hospitality industry.
Training & Development
- Career verses job—differences and similarities.
- On-the-job training—practice and limitations in the hospitality field.
- Discussion of various training methods used in the hotel and tourism industry.
- Succession planning—barriers and challenges.
- Training to develop attitude, skills, and knowledge.
Performance & Retention
- Develop an orientation program for new staff in a hotel.
- Steps in conducting an effective performance appraisal interview.
- The advantages and disadvantages of 360-degree appraisal in the hospitality industry.
- The differences in evaluating a manager's performance versus front line staff performance.
- How to develop a fair and good standard for staff in measuring performance in the the hotel industry.
- What motivates hotel employees and how to make it happen.
- The role of the supervisor in motivating front line employees in a hotel.
- Extrinsic motivators are more important than intrinsic motivators in the hospitality industry.
- Why employee motivation is so important for the hospitality industry.
- Application of Herzberg's Motivation-Hygiene theory in relation to staff benefits in a travel agency.
- Financial benefits are more important than non-financial benefits.
- How to set a proper "salary package" for new jobs.
- Review of current financial and non-financial packages offered to front line hotel employees.
- A short history of trade union development.
- Review of collective bargaining history.
- The importance of labor relations in a labor intensive industry (hospitality and tourism).
- The future of hotel trade unions.
- The differences between resignation, termination, and dismissal in terms of human resources management in a travel agency.
- Developing proper disciplinary procedures for a hotel.
- The impact of an aging population on the hospitality industry.
- The impact of more highly educated employees on the hospitality industry.
- Benchmarking – its advantages and disadvantages in human resources management.