IF YOU HAVENT ALREADY DONE SO PLEASE DOWNLOAD

IF YOU HAVEN’T ALREADY DONE SO, PLEASE DOWNLOAD THE KAHOOT! APP MAKE YOUR “NICKNAME” THE LAST 5 OF YOUR STUDENT ID (W NUMBER) Turn in chapters 1 -3 RQs/CS Study for chapter 2 -3 quiz (6: 40 pm) P. S. If you did not receive an email from me, send me one at Shereeta. Johnson@hccs. edu © 2008, Educational Institute from the email address you want on file!

: 4 R E T P CHA N A M U H G N I HOUSEKEEP S E U S S I E C R RESOU

COMPETENCIES FOR HOUSEKEEPING HUMAN RESOURCE ISSUES 1. Explain why hotel housekeeping departments depend on effective diversity management. 2. Describe several sources of potential employees including internal and external sources, creative recruiting tactics, online sources, and advertisements. 3. Explain how immigration reform affects the hospitality industry. 4. Describe the factors that should be taken into account when selecting employees. 5. List the steps to skills training and what must be accomplished in each step. 6. Describe the challenges involved in scheduling employees. 7. Identify several methods of motivating (continue employees. © 2008, Educational Institute 2

Creative Recruiting Tactics: Internal Recruiting External Recruiting Online Recruiting Diversity How to Battle Turnover Skills Training New Hire Redevelopment Cross Training Employee Motivation © 2008, Educational Institute 3

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What are some of the best interview question s you’ve ever © 2008, Educational Institute 5

“THE GROCERY LIST” © 2008, Educational Institute • Define the job requirements • Review job analysis, descriptions and specifications • Identify applicable laws and regulations • Determine the message to convey to applicants • Determine what should be learned about competitors and the community • Decide whether to recruit internally, externally or both • Determine where to recruit • Select recruiting strategies • Establish evaluation criteria for applicants as well as the 6 recruiting methods

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DI·VER·SI·TY NOUN 1. THE STATE OF BEING DIVERSE; VARIETY. 2. A RANGE OF DIFFERENT THINGS. 8

INTERNAL VS EXTERNAL RECRUITING © 2008, Educational Institute 9

WHAT IS AN EXAMPLE OF A RAPPORTBUILDING INTERVIEW QUESTION? © 2008, Educational Institute 10

TIPS FOR EFFECTIVE INTERVIEWING TYPES OF INTERVIEW QUESTIONS • Do your homework before the interview. • Establish the appropriate setting. • Rapport-building questions • Establish a rapport. • Behavioral questions • Fitness questions • Job competency questions • Closing questions • Know the job. © 2008, Educational Institute 11

EXPLICITNESS OBJECTIVITY THOROUGHNESS CONSISTENCY 12

THE FOUR STEP SKILLS TRAINING METHOD Prepar e © 2008, Educational Institute Presen t Practic e Followup 13

STEP 1: PREPARE TO TRAIN Analyze the job. • • Identify job knowledge Create a task list Develop a job breakdown. -usually best if written by the person who actually does the job Develop your department training plan. • • • © 2008, Educational Institute Make copies of materials needed. Establish a training schedule. Select a training time and location. Notify the trainees of the dates and times of training. Practice your presentation. 14

STEP 2: PRESENT • Prepare the trainees. • Begin the training session. • Demonstrate the procedures. • Avoid jargon. • Take adequate time. • Repeat the sequence. © 2008, Educational Institute 15

STEP 3: PRACTICE Trainee demonstrates each step. Trainer coaches performance. Trainee explains how to do each step and what its purpose is. © 2008, Educational Institute 16

STEP 4: FOLLOW UP • • • Provide opportunities to use new skills during and after training. Have employees discuss training with co-workers. Coach a few tasks each day. Provide constant feedback. Evaluate the employee’s progress. 17 © 2008, Educational Institute

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THE STAFFING GUIDE P. 147 King James Hotel has 250 rooms, Occupancy is 90% The productivity standard is 30 mins or. 5 hours (8 hours/. 5 hours=16 rooms productivity standard) ***************************************************** Step 1: Determine the total labor hours using productivity standards • Total rooms to clean=total rooms x occupancy Total rooms to clean= 250 X. 90 =225 dirty rooms • Total labor hours needed=dirty rooms/productivity standard 225 rooms/2 rooms per hour=112. 5 hours A: There are 113 labor (rounded up) hours needed to clean a 250 room hotel at 90% occupancy with a 2 room per hour productivity standard. 19 © 2008, Educational Institute

THE STAFFING GUIDE P. 147 King James Hotel has 250 rooms, Occupancy is 90% The productivity standard is 30 mins or. 5 hours (8 hours/. 5 hours=16 rooms productivity standard) ***************************************************** Step 2: Determine the total number of employees needed • Total rooms to clean/productivity 225 dirty rooms/ 16 rooms=14 full time employees A: There are 14 full time employees needed to clean a 250 room hotel at 90% occupancy with a 2 room per hour productivity standard. **Can also schedule part-time 4 hour shifts. ** © 2008, Educational Institute

THE STAFFING GUIDE P. 147 King James Hotel has 250 rooms, Occupancy is 90% The productivity standard is 30 mins or. 5 hours (8 hours/. 5 hours=16 rooms productivity standard) ***************************************************** Step 3: Determine the labor cost if employees are paid $10 per hour. • Total labor hours needed from step 1 X pay rate 113 hours x $10 per hour=$1, 130 A: 113 hours x $10 per hour=$1, 130 in housekeeping labor expenses to clean a 250 room hotel at 90% occupancy with a 2 room per hour productivity standard. Regardless of full time or part time shifts. © 2008, Educational Institute

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THE STAFFING GUIDE P. 147 King James Hotel has 250 rooms, Occupancy is 75% The productivity standard is 30 mins or. 5 hours (8 hours/. 5 hours=16 rooms productivity standard) ***************************************************** Step 1: Determine the total labor hours using productivity standards • Total rooms to clean=total rooms x occupancy Total rooms to clean= 250 X. 75 =188 dirty rooms • Total labor hours needed=dirty rooms/productivity standard 188 rooms/2 rooms per hour=94 hours A: There are 94 labor (rounded up) hours needed to clean a 250 room hotel at 75% occupancy with a 2 room per hour 23 productivity standard. © 2008, Educational Institute

THE STAFFING GUIDE P. 147 King James Hotel has 250 rooms, Occupancy is 90% The productivity standard is 30 mins or. 5 hours (8 hours/. 5 hours=16 rooms productivity standard) ***************************************************** Step 2: Determine the total number of employees needed • Total rooms to clean/productivity 188 dirty rooms/ 16 rooms=12 full time employees A: There are 12 full time employees needed to clean a 250 room hotel at 75% occupancy with a 2 room per hour productivity standard. **Can also schedule part-time 4 hour shifts. ** © 2008, Educational Institute

THE STAFFING GUIDE P. 147 King James Hotel has 250 rooms, Occupancy is 75% The productivity standard is 30 mins or. 5 hours (8 hours/. 5 hours=16 rooms productivity standard) ***************************************************** Step 3: Determine the labor cost if employees are paid $10 per hour. • Total labor hours needed from step 1 X pay rate • 94 hours x $10 per hour=$940 A: 94 hours x $10 per hour=$940 in housekeeping labor expenses to clean a 250 room hotel at 75% occupancy with a 2 room per hour productivity standard. Regardless of full time or part time shifts. © 2008, Educational Institute

Part-time employees ALTERNATIVE SCHEDULING TECHNIQUES Flexible work hours Compressed work schedules Job sharing © 2008, Educational Institute 26

PRODUCTIVITY COMPLICATIONS Trainees/turnov er Maintenance rooms Send backs Late checkouts and room changes Meetings Suites © 2008, Educational Institute Messy rooms 27

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WHAT MOTIVATES YOU? © 2008, Educational Institute 31

IT VARIES FROM PERSON TO PERSON AND CHANGES OVER TIME! 32 © 2008, Educational Institute

CHAPTER 4 © 2008, Educational Institute 1. Adults learn buy doing and want practical information on not theories. 2. Diversity is diverse 3. Be prepared and know the laws. 4. Think outside the box. 5. Network, network, NETWORK!!! 6. Recruiting must be fair and objective. 7. Training is an ongoing process facilitated by coaching. 8. Employees must know how they’re being evaluated. 9. Scheduling/labor are big chances to save or loss money. 10. Productivity is fickle…don’t stress, just adjust accordingly. 11. Motivation keeps them going and coming back! 33 12. Always follow up or “check-in”

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