Demonstrate knowledge of recruitment processes within Tourism and Hospitality organizations

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Title                 : “Demonstrate knowledge of recruitment processes

                             with in Tourism and Hospitality organizations?”

Subject             :   Human Resources Management

Submission     :      FEBURARY, 2010.

Sustainable growth and successful hospitality business relies upon constant recruitment of skilled workers.

Human Resource Management (HRM) is the necessary functional factors that focus on management, recruitment, training, direction, motivation to the employee of the organization. Human Resource Management is done by line managers as well.

Human Resource Management deals all the compensation, safety, wellness, benefits, hiring, performance management, organization development, communication, administration issues.

Recruitment Analysis:

 

Recruitment is described as complete process of generating a set of suitable candidates, short listing them and choosing the appropriate, best suitable person for the vacancy.

The business organizations are keen in attracting and retaining the relevant candidates and depict an optimistic image to the potential applicants. The recruitment is an inducement process as within the firm employees are being retired, promoted, resigned and dismissed at times. In regularity the technological development, improvement in procedures and market often declares that the jobs are reconfigured and embosses the opportunities to external labors which instigates the recruitment and selection process.

The questionnaire approaching the applicants will be

  • Job Basis
  • Job Aspects
  • Ideal candidates Knowledge about the job aspects
  • Personal specification

This will assist the applicants to know the chance of their suitability for the vacancy and specific procedure is being followed before the job.

Job vacancies normally arise for reasons such as retirement, promotion, new department and job changeover. Then a job description is designed by the HR team which explains the duties of the job and the position of the job holder. Then an applicant’s specification which represents the ideal qualifications, experience, personality skills mentioned.

Thus the job vacancy is being advertised in apt place either media or web with appropriate details required.( R. L. Compton, Alan R,2009)

The responding candidate must enclose a covering letter expressing their interest towards the job with a copy of curriculum vitae which is a short account of personal details, qualifications and experience. By comparison the application forms are sifted and short listed to pick the skilled applicants and they are interviewed to test their attitude, dress code, communication, knowledge and suitability. Then the adequately skilled performer is selected followed by their reference (person or previous employer’s contact details who certifies his/her good conduct and performance) and fitted for the job. The vacancy would be re adverted if the reference of the chosen candidate is not satisfactory.

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Range of Obligations

 The employers are insisted to perform necessary measures to destroy favoritism in recruitment and selection process. The legalization and equalization must be followed during the job recruiting process. The legal obligations on employers against discrimination are considered in factors such as

  • Disability
  • Gender
  • Racialism
  • Ethnic background

Disability:

   The employer is supposed to conduct the same recruitment stages from vacancy advertising to interviewing and employers are responsible to provide considerable modification for the disabled employees such as flexible work hours, medical allowance, specialized equipment and comfort in premises and more supervision and ...

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