1. Introduction to HR management.
Definition of HR.
Functions of HR.
HR in the Hostelry & Tourism Sector.
Introducing management by competencies:
Main competences of the workforce of a hotel (including HR department).
2. Recruitment. Job planning:
a) Three stages of job needs.
b) Job profile diagram.
Personality test (Eneagram, SYU)
3. Administrative tasks. Hiring:
a) Contracts in hospitality.
b) Rights and obligations of employee.
c) Rights and obligations of employer.
d) Hiring procedure.
b) Templates and procedure.
4. Remuneration & Payroll.
a) Pay components.
c) Salary structure.
a) Legal Vs illegal discounts.
b) Gross salary.
c) Taxes: S.S. & I.R.P.F.
d) Net salary.
e) Programs and software for payroll calculation.
Importance of training.
Types of trainings.
Calculating training profitability:
Theories of motivation.
How to measure work environment.
Levels of engagement by Allen and Meyer.
Differences between training and developing.
Calculating job performance in a hotel:
8. Structure of Human Resources.
Hierarchy, matrix, holocracy.
9. Leadership & Teamwork.
French and Ravens' forms of power.
Difference between leader and manager.
Evolution of leadership.
10. Disciplinary actions & conciliation.
Rules and regulations:
b) Code of conduct.
Negotiation with Unions.
11. Corporate social responsibility.
Importance in hospitality.
Diversity components and types.
12. Final review.
Overall review of each topic.
Questions and clarifications.
Types of evaluation
Important note: students will choose continuous evaluation or global evaluation. Both exams will be done according to the exam calendar and not during classes.
• Evaluation is calculated by an average, between assessments (class or home) and final exam.
o Lower than 5 (FIVE) is considered FAILURE
• Students who, after the expiring date of assessments and exam, fail, are entitled to a re-sit.
This is the ordinary evaluation type. 80% attendance is required; this means that a maximum of 3 sessions (9 hours) may be missed in total, regardless of justifications.
Students performance will be evaluated by the following criteria:
Homework and class assignments: 60%
Final Exam: 40%
• There will be regular homework and class assignments to make sure students understand and practice the contents dealt with in class. Some of them will be individual and some teamwork.
• The final exam, not in the final lesson but in the date established in exams calendar, will test students’ individual knowledge in the field of HR and focus on theoretical aspects.
For the students who have applied for this modality at the beginning of the term.
Students’ performance will be evaluated by the following criteria:
Final Exam: 70%
• There will be regular homework to make sure students understand and practice the contents dealt with in class
Important: Global evaluation students are asked to do the same assessments as continuous evaluation.
• The final exam, in the date established in exams calendar, will test students’ individual knowledge in the field of HR and focus on theoretical aspects.
Students must submit a written form to apply for global evaluation.
Important: This form option will expire 15 days after the first day of class.
The re-sit exam (Reevaluación) is a second chance for students who have done the exam and have not passed (minimum of 5).
The maximum score of a re-sit is a five (5)
• Those who do not reach 80% of attendance in the continuous evaluation, must do the revaluation test (re-sit),
• Those who have not been submitted to the exam (continuous or global evaluation) must do the revaluation test (re-sit).
Criteris específics de la nota «No Presentat»:
Students who fail to submit assessments on time will be qualified “Not presented”.
Students who fail to sit at least one of the evaluations mentioned above (continuous or global) will be qualified “Not presented”.
Classes will start out by providing a theoretical framework to the topic and then proceed to applying the newly acquired knowledge in practice. For example, the class on "Recruiting" will first introduce the theory on recruiting (job description, minimum and desirable characteristics, personnel search, traditional and social media, etc.) and then be applied to practice, with the participants writing up a job description and making media choices.