Staffing and Supervision in the Hotel & Tourism Industry

Job Analysis &amp; 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 &amp; Selection

 * Behavioral-anchored questioning techniques in conducting an interview to recruit hotel employees.
 * Job searching in the hospitality industry.
 * Overview of Internet job hunting&mdash;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 &amp; Development

 * Career verses job&mdash;differences and similarities.
 * On-the-job training&mdash;practice and limitations in the hospitality field.
 * Discussion of various training methods used in the hotel and tourism industry.
 * Succession planning&mdash;barriers and challenges.
 * Training to develop attitude, skills, and knowledge.

Performance &amp; 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 hotel industry.

Motivation

 * 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.

Compensation

 * 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.

Employee Relations

 * 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.

People Management

 * 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.