E. Human Resource Management
Skill 1. Evaluate Human Resource Plan
- 1.1 define human resource management implementation of
strategies, plans and programs required to attract, motivate,
develop, reward and retain best people to meet organizational
goals and objectives of enterprise (adapted from: Human Resource
Management for the Hospitality Industry, Mary L. Tanke)
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- 1.2 describe human resource management
- a) consists of:
- recruiting
- selecting
- hiring
- orienting
- training and retraining
- motivating
- coaching
- mentoring
- counselling
- recognizing achievements
- empowering
- communicating
- evaluating
- promoting
- laying off
- dismissing
- b) effective human resources management results in:
- good communication between employees and management
- high employee morale
- reduced employee turnover
- efficient operation
- client satisfaction
- increased profit
- repeat business
- reduced absenteeism
- improved employee skills
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- 1.3 update human resource plan
- a) comply with:
- legislation, e.g. human rights, employment standards
- industry requirements
- employment agreements, e.g. union contracts, employee associations
- update human resource needs by analyzing:
- company goals and objectives, e.g. expansion
- volume of business
- technological change
- areas of responsibility, e.g. sales, service
- budget
- funding available, e.g. government programs, work experience,
co-operative ventures
- employee turnover rate
- future training needs
- seasonality of business
- skills of employees and/or volunteers
- b) update human resource documents, e.g. job descriptions, application
forms, methods of evaluation
- c) determine salary range for positions, considering:
- job descriptions
- market value
- budget
- d) update employee policies, e.g. conduct, appearance
- e) identify how to meet human resource needs, for example:
- consider employment options:
- full-time
- part-time
- contract employees
- associates with project-specific skills
- consider staffing sources, for example:
- promote or develop current employees
- rehire employees
- hire new employees, considering, for example:
- persons with disabilities
- individuals in:
- student work programs
- employment equity programs
- provide ongoing training
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- 1.4 develop job descriptions
- a) review:
- labour legislation
- industry standards
- technology trends
- client feedback
- existing jobs:
- use input from employees about current duties and responsibilities
- use comments from exit interviews and performance evaluations
- b) outline job requirements, including:
- general duties
- specific tasks
- reporting structure
- tools/material/equipment used
- qualifications required, including knowledge, skills and
attitude
- hours of work, e.g. shifts, overtime
- special conditions, for example:
- isolation
- weather
- travel
- driver’s licence
- credit card
- bondable
- driver abstract
- performance expectations, e.g. meeting sales quotas
- how performance will be evaluated
- c) review and update job descriptions as required
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- 1.5 develop employment application and interview forms
- a) document information requirements for:
- employment application form, for example:
- applicant's name and complete mailing address
- applicant signature verifying truthfulness of information
supplied
- names and addresses of references
- employment history
- education
- interview form, for example:
- questions, e.g. ‘Can you work shifts?’, ‘What are your
career goals?’
- system for ranking candidates’ skills, knowledge and
attitude, e.g. skill assessment grid
- space for comments and observations
- b) ensure information asked for complies with legislation, e.g.
do not ask about candidate's religion, marital status, age or
race
- c) evaluate effectiveness of form:
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