Managing hospitality human resources

Order Description

CHAPTER4
1. Why is the issue of validity so important in the selection process?
2. What are the features of the multiple hurdles strategy and the compensatory strategy?
3. Why would weighted application blanks produce information that is more useful in predicting performance on the job than unweighted blanks?
4. What are the advantages, disadvantages, and possible pitfalls of paper-and-pencil tests, honesty tests, physical and motor ability tests, drug tests, work sample tests, and assessment centers?
5. What are common problems associated with interviewing reliability?
6. What are four basic rules to remember in preparing for interviews?
7. What are the advantages and disadvantage of structured, unstructured, and semi-structed interviews?
8. What are the features of direct, non-direct, and eclectic approaches to interviewing?
9. Would you recommend using the best manager or an average manager as an interviewer? Why?

CHAPTER 6
1. Why is training referred to as a cyclical process?
2. What are the steps in the training cycle?
3. What are the twelve methods of needs analysis?
4. When are attitude surveys an effective method of analyzing training needs? When are skills tests an effective method?
5. How are exit interviews useful to training efforts?
6. What is the difference between training objectives and training criteria?
7. When are case studies an appropriate training method?
8. When is modeling an appropriate training method?
9. What are the three objectives of in-basket training?
10. What are the differences between organizational analysis, task and behavior analysis, and individual analysis?

CHAPTER 7
1. What are the basic functions of performance appraisals? How might each of these functions be used?
2. How do we construct validity and content validity differ?
3. Why is job relatedness such an important issue in performance appraisals?
4. What are four types of common rating errors?
5. What are the principal differences between graphic rating scales and behaviorally anchored rating scales?
6. What are the advantages of using the narrative essay approach to appraisals? What are some of the problems?
7. What are the advantages of using peers and guests as raters in performance appraisals? What are some of the problems associated with using these groups as raters?
8. What objectives should be included in a training program for appraisers?
9. How frequently should a property conduct performance appraisals? why?
10. How do the content issues and process issues managers should consider when assessing whether their performance appraisal system meets legal requirements differ?

CHAPTER 8
1. Analyze the external and internal factors that may influence compensation programs in your market. What recommendation would you make to a manager intending to start a new hospitality company in the market?
2. How does motivation relate to compensation?
3. What is a total reward program?
4. What are the major content theories of motivation?
5. How does the equity theory relate to compensation in the hospitality industry? What about the expectancy theory?
6. Some experts criticize skinner’s reinforcement theory on the basis of its simplicity. Do you believe this theory has applicable value for hospitality managers? Why or why not?
7. What are the four methods managers can use to evaluate the worth of job?
8. What limitations does ranking method have?
9. What factors or policies should a company consider when establishment pay structures?
10. What are the principal differences between pay-for performance and seniority-based pay systems?
11. Why is comparable pay such a hot issue for the hospitality industry? If the court decide that jobs of similar value and skills must be paid equally, what effect do you believe it will have on the hospitality industry?
12. One of the issues discussed in this in this chapter was wage compression. How would you address this problem as a manager in the hospitality industry?