Leadership and Human Resources Flashcards
7 cards from real CHP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Leadership and Human Resources flashcards as text
A hotel manager notices two departments consistently missing service targets. Which leadership approach is MOST effective for diagnosing root causes?
Answer: Conducting a structured root cause analysis with frontline staff input
Structured root cause analysis involving frontline staff uncovers systemic issues rather than symptom-treating.
Under the Fair Labor Standards Act (FLSA), which hospitality workers are typically classified as non-exempt?
Answer: Banquet servers paid hourly
Hourly banquet servers performing non-managerial duties are non-exempt and entitled to overtime pay under FLSA.
A new front desk supervisor wants to build team cohesion quickly. According to team development theory, which stage should they expect FIRST?
Answer: Forming
Tuckman's model begins with Forming, where team members orient themselves and establish initial relationships.
Which HR metric BEST measures the effectiveness of a hotel's employee retention strategy?
Answer: Turnover rate by department
Turnover rate by department directly reflects how well retention strategies are working across different areas.
A food and beverage director uses data on guest feedback scores to reward top-performing servers. This approach exemplifies which leadership theory?
Answer: Transactional leadership
Transactional leadership uses reward and recognition tied to measurable performance outcomes.
When creating a succession plan for a resort's management team, which step should occur FIRST?
Answer: Identifying critical positions and potential internal candidates
Succession planning begins by mapping which roles are critical and assessing internal talent that could fill them.
An HR manager at a large hotel discovers that a protected-class employee was passed over for promotion without documented justification. The primary legal risk is:
Answer: A disparate treatment discrimination claim
Undocumented promotion decisions affecting protected classes expose the employer to disparate treatment discrimination claims under Title VII.