Key positions in the Grand luxury hotel which is a five star hotel is
The HR manager would be establishing guidelines for the employees for their operations. Each of the positions has set of duties and responsibilities. Based on the job description of each of the positions guidelines would be established. Guidelines for code and conduct within the organization would remain same for all the positions and operational guidelines would differ.
One specialist from each of the departments, Front desk, housekeeping, food & beverage service and food production department
The managers of the respective departments can assist in the recruitment and selection process of their respective departments (Schweiger 2013).
A meeting with assessor has been planned at the end of December. The meeting will be a discussion on the staffing plan approved by the senior manager
To,
The CEO
Grand Luxury Hotel
The purpose of writing this mail is to seek your approval on the staffing plan for the year 2018. I would suggest having a face-to-face discussion on the newly proposed staffing plan that has been approved by the senior manager. Apart from the staffing plans, important things like internal and external requirements are needed to be considered. The following meeting agenda would brief you about the proposed meeting. Meeting would focus on important issues like recruitment and selection. Training and development needs have been identified so the meeting will also focus on the requirements of the training. The internal requirements of the plan are includes, funds, hiring advertising agencies that announce the recruitment process and give details about the external recruitment. For internal recruitment, an aptitude is needed to be conducted to assess the talent of the employees. Apart from that, the performance records are also needed to find out the eligible candidates for that position. A trainee is required for training and development program. The training team must have an expert from the industry along with a head trainer from the department may be one of the department. External requirements would be industry operational like the food production department is required to provide its guests the food that as per the standards of the industry. Government regulations and legislations related to each of the departments are included in the external requirements of the organization. The managers of each of the department would decide the eligibility criteria for the recruitment and selection. The eligibility criteria would be based on the skills required for that position. The agenda of the meeting is attached herewith.
Location: Grand Luxury Hotel
Date: 27th December 2017
Time: 11 am
Agenda details
Discussion on staffing plan
Essential requirements for the staffing plan including internal and external requirements of the
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Position title: House Keeper |
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Position reports to: Housekeeping Manager |
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Qualifications – essential A degree in Hotel management with a specialization in Housekeeping |
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Key objectives 1. To take care of all the needs of the 2. To improve the experience of the guests 3. To assist them in having pleasant stay in the hotel 4. To provide customer satisfaction 5. Increase the number of guests through excellent services |
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Key position functions 1. To keep the room clean 2. Arrange the beds of the guests 3. Provide linen and necessary toiletries 4. Keep the toilets and bathrooms clean 5. Provide laundry services to the guests |
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Key selection criteria 1. The candidate is required to have a degree in Hotel management with House keeping as their specialization 2.Pass the Aptitude test and skill test 3.The final selection would be done after the personal interview based on the combined scores of the tests and PI |
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OHS requirement Safety while handling kitchen hazardous equipments like, gas cylinders or ovens Safety while handling hot utensils |
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Terms and conditions of employment The candidature of applicants would be cancelled if they try to pass in the tests through unethical means or furnish wrong degree certificate |
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Position title: Executive Chef |
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Position reports to: Head Chef |
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Qualifications – essential Degree in Catering management |
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Key objectives 1. To produce varieties of cuisines for the guests who visits the hotel 2. To provide good quality food to the guests that arrive at the restaurant 3. To provide catering services to the guests 4. To manage kitchen 5. To lead, organize and control the functions of |
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Key position functions 1. They train develop and motivate subordinates and culinary staffs for preparation of food 2. Teach the preparation as per the recipes of the cuisines of the hotel 3. Their duty is to display good leadership 4. Use of good interpersonal skills that lead and other kitchen staffs 5. Important decision making related to selecting menu |
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Key selection criteria The selection of the candidate depends upon their performance in the aptitude test, skill test and personal Interview. |
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OHS requirement Safety while handling kitchen hazardous equipments like, gas cylinders or ovens Safety while handling hot utensils |
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Terms and conditions of employment The candidature of applicants would be cancelled if they try to pass in the tests through unethical means or furnish wrong degree certificate |
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Position title: Front Desk clerk |
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Position reports to- Front desk manager |
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Qualifications – essential Degree in hotel management A sound knowledge of computer |
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Key objectives 1. To attend customers at the reception 2. To maintain the reservations 3. To provide necessary information to the guests 4. To handle customer queries and grievances 5. To keep record of the guests |
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Key position functions 1. Greet and welcome the guests as they arrive 2. To handle online bookings and reservations 3. To maintain a customer database 4. Handle the room keys or keycards to the guests |
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Key selection criteria 1. The candidate is required to have a degree in Hotel management with sound knowledge of computers 2.Pass the Aptitude test and skill test 3.The final selection would be done after the personal interview based on the combined scores of the tests and PI |
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OHS requirement Safety while handling kitchen hazardous electrical equipments and computers |
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Terms and conditions of employment The candidature of applicants would be cancelled if they try to pass in the tests through unethical means or furnish wrong degree certificate |
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Position title: Event Planner |
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Position reports to Event Manager |
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Qualifications – essential The candidate needs to have a degree in Event management Experience of 2 to 3 years in event planning and management |
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Key objectives 1. To plan events for several occasions 2. To organize events 3. To control and manage the events 4. To keep customers happy and entertained 5. To do financial planning of the events |
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Key position functions 1. Coordinating with all the other departments for organizing the events 2. Making budgets 3. Coordinating with the human resource department for staffs required for events 4. Coordinating with the finance department for fund allocation |
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Key selection criteria 1. The candidate is required to have a degree in event management. Adequate experience is an essential criteria. 2.Pass the Aptitude test and skill test 3.The final selection would be done after the personal interview based on the combined scores of the tests and PI |
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OHS requirement Safety while handling electrical gadgets used in event organizing |
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Terms and conditions of employment The candidature of applicants would be cancelled if they try to pass in the tests through unethical means or furnish wrong degree certificate |
Location: Grand Luxury Hotel
Date: 27th December 2017
Time: 11 am
Agenda details
Discussion on staffing plan
Essential requirements for the staffing plan including internal and external requirements
Training and development discussions
Recruitment and selection guidelines discussion
The recruitment and selection of the employees would be based on the strategic objectives and goals of the Hotel.
For the employees applying for a particular post every employee would be judged on the same parameters
No biasness would be shown at any stage of the recruitment and selection.
The hotel would ensure that there is cultural diversity (Bamberger, Biron Meshoulam 2014)
The skills of the candidates and the skills required for that particular position would be compared.
Unethical practices would be avoided in the recruitment and selection procedure of the hotel
Recruitment Process will be undertaken in the following stages
Need identification- The skill required for carrying out any particular activity is required to be identified.
Comparison of the skill requisite with that of existing employees- The skill required for any position has to be first searched among the existing employees of the hotel. If they manage to find the eligible candidate among the existing employees then he would be promoted.
Advertisement for external recruitment- Advertisements would be given in the newspapers and online job portals for calling the candidates for applying that particular position (Hoque 2013).
Online application- The candidates will have to fill application online and give their details and will have to attach their resume with it.
Aptitude test- An aptitude test irrespective of the department position the candidate is applying.
Skill Test- Candidates who successfully pass the aptitude test will have to give a skill test as well. In the skill test the candidates would be judged on their skills, whether they have the skills and knowledge required for that position. For example, the candidates applying for the post of Chef will have to show their cooking knowledge and expertise (Aswathappa 2013).
Personal Interview- Those candidates who successfully clear this stage as well will have to proceed for the last stage of the recruitment process. The panel that will be taking the interviews of the shortlisted candidates would include, the operations manager of each of the department, the and departmental head.
(Boyd and Sheen 2014)
The activities of the human resource plan will be
Recruitment
Selection
Induction
Training and Development
The total amount for the hr planning is 1000 dollars. 25 percent of the amount would be used for recruitment and selection related activities. 15 percent of the amount would be used for induction of the new recruits. Remaining 60 percent of the entire budget would be used for providing training and development to the new as well as old employees (Vickers, McDonald and Grimes 2014).
Induction is familiarization of new recruits in the organizational surrounding, rules and regulations of the company. HR manager provides them information about history, products, services and major operations of the each of the departments of the hotel. In the induction the staffs would be told about the organizational policy and safety and accidents discipline and grievances. They are told about the rules and regulations regarding, uniform and work timings.
The activities in induction involve group lectures and individual interviews with the important persons of the Hotel. The activities in induction are divided in two phases
The supervisors for induction will follow the following steps
First of all the new employees would be greeted they will be explained about the importance of the job with respect to other jobs
The supervisors will be introducing the new staffs to other employees of the team
The employees will be told about their job responsibilities (Purce 2014).
The supervisor will then select a mentor for the new employee. The mentor will assist the new employee in their work.
The new employee will showed around all the corner of the hotel
After the edition, the new guidelines were made. The editing was required because the CEO did not approve the guidelines.
The final draft of the guidelines for induction
The Human resource manager will initially start the induction. He would provide guidelines to the employees regarding the rules regulations and code of conduct of the organization.
Then for operational induction, the departmental head would show the area where the employee would work.
The team leader of the whichever team the employee would join will acquaint the employee with the other team members.
References
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill Education.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation, implementation, and impact. Routledge.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
Boyd, L. and Sheen, J., 2014. The national safety and quality health service standards requirements for orientation and induction within Australian Healthcare: A review of the literature. Asia Pacific journal of health management, 9(3), pp.31-37.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and performance. Routledge.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on Human Resource Management (Routledge Revivals), 67.
Schweiger, D.M., 2013. Human Resource Planning: Solutions to Key Business Issues Selected Articles. Springer-Verlag.
Vickers, G., McDonald, M. and Grimes, J., 2014. A cross country comparison of best practices in recruitment and selection. Journal of Management and Marketing Research, 15, p.1.
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