recruitment at the Marriott Hotel
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Recruitment process and documentation The Marriott have got a set procedure to recruit people into their business, what ever the role in the business is this applies. The workers are important stakeholders, and without the stakeholders the Marriott business could not operate. The reason the Marriott may need to employ more workers is because of increased sales, a staff member may have left, a member of staff might have been promoted, a member of staff goes on temporary leave. All of these reasons may force the Marriott recruit new staff to keep the business going as normal. The Marriott carry out a HUMAN RESOURCES ORDIT. By carrying out a human resources ordit the Marriott know who works in the business and with it they can make a human resources plan which is a strategy for when they need to recruit staff that are needed. In the Marriott people are the most important part in the business. The process that the Marriott uses to recruit new staff is a complex process and has many stages, there are ten stages overall. The ten stages in the recruitment process are: 1. Identify vacancy 2. Write job description 3. Write person specification 4. Advertise the job 5. Send out application forms 6. Receive applications 7. Shortlist candidates 8. Interview 9. Select best candidate 10. Make job offer Identifying a vacancy When a department in the Marriott need new staff the team leader of the specific department must fill in an Authority To Recruit form. This authority recruitment form is passed onto the Operations Manager who is the overall Team Leader of the hotel. He then talks to the hr department and they decide if they need a new member of staff, the Marriott don't want too many staff but they also don't want too few staff, they need to get the balance just right. Job Description The human resources manager works with the team leader of the department that needs new staff.
Interviews The interviews are conducted by the HR staff and on the interview panel they have three or five interviewers depending on how big the position is. Normally the panel consists of the team leader of the department the job is for, the HR manager there is a set very specific process that is followed for each candidate and every applicant has to go through the process so everyone gets a fair chance. All of the people on the panel need to be very aware of who is asking what question, they also need to be aware of the process so they look professional, there will also be a chairperson on the panel for the interview who keeps control of everything, he makes sure everyone is prepared and dressed properly, the chairperson will have devised a timetable and every one will have the same amount of time in the interview. The chairperson also makes sure that everyone on the panel has a copy of the job description, the person specification and each applicant's application form. The interview panel prepare by reading through each applicants application form just before they review it. The chairperson introduces each applicant to the panel and explains what is going to happen during an interview and explains that the applicant can ask questions at the end. The Marriott are very aware that applicants perform best in interviews when they are relaxed, and comfortable in the environment that they are in so the Marriott try to put all of their applicants under ease rather than under pressure. The Marriott aim to do this by holding the interviews at on of the Marriott hotels, they ensure that all the applicants have access to hot and cold drinks and they are put in a comfortable and relaxed room. They are led into the interview room and are introduced to the panel, and the panel must ensure that they give verbal and non-verbal encouragement by smiling, shaking peoples hands and by having eye contact, these techniques should make the applicant feel at ease or relaxed.
If the Marriott didn't have a successful assessment centre it could cause them a lot of problems because they could hire the wrong employee and this would waste their valuable time trying to find the right employee, so the good thing about having an assessment centre is they can watch each candidate in action and make sure that they hire the right employee saving them a lot of time. It is important that the Marriott have a second choice and third choice for the job because once again it saves them a lot of time and money, because they don't have to go through the whole process of the assessment centre again because they have the two choices who have already been assessed. Making the job offer The Marriott write to the candidate or telephone them depending on the level of the job telling them they have the job, they follow up telephoning the candidate with a letter. Once the candidate has accepted the position they then send for two references, and the candidate's employment is subject to the references being suitable. As soon as the Marriott have received the references the employee can start their induction training. Analysing customer service representative Two candidates were applying for the position candidate (a) - Paula Tait and candidate (b) Karen Lewis. I am now going to explain who I would choose if I was a human resource manager out of the two candidates and why I would choose them. * Candidate (a) - Paula Tait If I was a human resource manager I wouldn't give the job to Paula Tait. The job requires 5 GCSE's grade A*- C and she only has four. Also in the four GCSE's that she doesn't have a grade in ICT which could be important for this job. In her interests Paula Tait doesn't state computing in her interests where candidate (b) does.
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