This Assesment will tell you:
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Discussion of a job description and person specifications.
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Person Specification.
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Comparison between selection processes of different service industries.
Introduction
Human Resource management is referred to formal systems which are formulated to ideally manage people in the organization (Armstrong and Taylor, 2014). The major tasks which are covered under this section are staffing, compensation, and defining job responsibilities. HRM stands vital for the organization operating in the services industries as it contributes significantly to the achievement of goals and objectives. This report undertakes Holiday Inn, it is a multinational hospitality organization headquartered in Buckinghamshire, United Kingdom. This report will analyze the role and purpose of Human resource management in the context of the hospitality industry. There will be a discussion on the concepts of employee relations and employment laws along with their influence on the undertaken organization. A comparison of the various approaches to selection will be carried out along with a brief discussion on the job specification and job description. Lastly, the contribution of training and development activities in the hospitality environment will be assessed.
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Task 1
3.1 Discussion of a job description and person specifications in a hospitality organisation
A brief discussion on job description and person specification in context of hospitality organisations is provided underneath:
Job Description: It is defined to be a formal document which mostly consists of roles, duties and requirement for a specific role in the organisation. The job descriptions are very useful as they help in identifying suitable candidates who are fit for role in the organisation (Boella and Goss-Turner, 2013). It is essential for every employee to be familiar with his/her own job description so that he is familiar with roles and responsibilities which are to be fulfilled by him. Below provided is the job description for the role of Human resource manager in the hospitality industry.
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Job Title: Human Resource Manager Reporting to: Senior Manager Human Resources Job Summary: The company is looking for a competent human resource manager who will be competent to effectively deal with workforce of the organisation. The candidate will be responsible to overlook all the activities in the organisation relating to recruitment, compensation, rewarding and undertaking disciplinary actions. The experience in human resources for this role stands crucial as the individual will be able to effectively guide management on strategic legal matters. Responsibilities:
Requirement:
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Person Specification: The person specifications focus on the necessary attributes required by an individual to complete a job. The attributes consist of skills, qualifications and experience which are indispensable to perform a job ideally. It can be considered as one of the crucial document in recruitment and selection process as it helps in making sure that suitable candidate is being hired for the vacant position. The major purpose behind formulation of person specification is that it helps in refining the interviewing process through clarifying the personal and professional traits required for the job (Cho and et. al., 2012). It eliminates the chances poor recruitment which can be further expensive for a business in terms of time, cost and higher turnover. An example of Person specification for a position of Human resource manager is provided below:
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Desired |
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Experience |
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Skills/Capabilities |
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Personality Traits |
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3.2 Comparison between selection processes of different service industries businesses
Identifying and selecting a suitable candidate in the organisation can be considered as the primary responsibility of the human resource department. Therefore, a business is persuaded to take assistance of different methods of selection so that a capable candidate can be hired on the behalf of the business (Dhar, 2015). The most common and widely used selection methods in the hospitality sector are mentioned below briefly:
Interview: It is selection process which involves face to face interaction with the applicant (Testa and Sipe, 2012). This structured selection approach undertakes formulation of questions which are based on job requirements. The questions are further put forward in front of interviewee and his/her performance is measured on the basis of scores provided by each member of the panel. The interviews are employed by Holiday Inn to fulfil vacant position in the organisation through external and internal recruitment methods. The ground on which this selection method gains superiority is that it provides in-depth analysis of the applicant which leads to formation of right decision. The personality, perception and opinion of the interview can be identified in a detailed manner which cannot be obtained through psychometric testing (Methods of HR Selection Techniques, 2018). But this process is extremely time consuming and interviewers needs to possess expertise in the mentioned field to select a right candidate.
Psychometric Testing: Tests can be considered as most commonly used approaches employed in the hospitality sector to select candidates. The psychometric testing includes aptitude tests, skill test and recently added personality profiling. The candidates in this testing approach are selected on the basis of their scores. It is essential to conduct a detailed job analysis before formulation of tests. For example: To form a test for marketing executive, it is essential to include graphs and tables interpretation, percentage problems and verbal reasoning test. This test will be able to identify whether the candidate is suitable for the position or not. The major setback for this selection process is that it may include biases for candidates belonging to different cultural and linguistic backgrounds. Psychometric testing can provide accurate results relating to suitability of candidates for the vacant position in a much cost and time effective manner when compared to interviews (Hoque, 2013).
Task 3
4.1 Assessment of contribution of training and development activities in hospitality industry
Skilful workforce is the primary requirement for an organisation who wish to deliver exceptional services. In relation to service industry, competent employees are an essential feature as they assure that guests are served exceptionally and provide a compelling customer experience. Training and development refers to the program undertaken by the Human resource department to make sure that skills and knowledge of employees improves (Jiang and et. al., 2012). This improvement will be helpful to employees in performing their current roles in a proper manner along with availing personal development as well.
Holiday Inn has been renowned to provide opportunity to every member to grow and prosper in their respective field. The learning and development program employed by company attempts to fulfil personal and professional needs of an employee. The major approaches for training utilised by this hospitality service provider are distance and virtual learning courses so that employee is able to fulfil his job responsibilities in much efficient manner. Comprehensive leadership programmes, peer learning and internal job transfers are some of the additional approaches carried out by this business for development purposes.
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The operations in hospitality sector accumulate all the factors relating to service, accommodation and F&B so that exceptions of a guest are fulfilled appropriately (Karatepe, 2013). The contribution of training and development to an organisation in hospitality industry is significant. The primary importance of training and development in the hospitality sector is that it helps to counter complaints which are provided by the customers. For instance: the cleanliness in the room is not appropriate, under such circumstances the housekeeping department can be facilitated with training so that customers can be serve in an improved manner. The new recruits which have been part of the organisation can be facilitated with training and development programmes so that they understand the nature of their jobs and perform in the manner desired by the organisation.
The continuous development which has been offered to employees contributes to consistency and simultaneous improvement of the services further satisfying expectations of the guests. Training and development activities also contributes to employee satisfaction and morale as they feel appreciated and are able to perform their jobs in the right manner (Renwick, Redman and Maguire, 2013). The improvement in productivity and performance of employee is a direct contribution of training activities undertaken in the company which further helpful in matching AA quality standards. Another important factor which is being provided through is training and development activity is competitiveness. The competition in this fast paced industry can be effectively countered with the help of skills and expertise of employees in performing operations (Riley, 2014). Therefore it can be summarised that when the training needs of employees are fulfilled properly it can lead to significant economic gains along with higher brand reputation for the company in the United Kingdom.
Conclusion
It can be concluded from the above report that Human resource management stands crucial for the organisation as it helps in ideal workforce management which leads to attainment of organisational goals. The purpose of HRM is to make sure that employee needs are fulfilled appropriately so that they contribute to the success of the business. Human resources have to conform with the employment law so that interest of both the parties can be preserved and legal trouble could be avoided. Interviews and psychometric testing are mostly employed in the hospitality industry to select suitable candidates. Finally, training and development activities in the organisation assure that capabilities of workforce are enhanced which leads to effective operations in hospitality industry.
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