Recruitment And Selection In Hotel Industry Pdf


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International Journal of Organizational Leadership

A vital aspect of providing high quality service in the hotel sector is the human resource management HRM system employed in the hotels concerned. Internationally, there are thousands of small-medium sized hotels that are facing challenges relating to service quality aspects. The hotel industry is a service industry and hence it strongly relies on human labour; that is, its service quality is directly connected to its staff quality.

There is generally a worldwide view that the hotel and catering industry has a number of personnel related problems and poor employment practices and conditions, especially smaller hotels. Larger hotels have more advantage in human resource HR recruitment and development, because the higher level of remuneration and benefit that they can offer usually makes them the number one choice for highly competent and skilled staff. Many hotels justify the absence or neglect of HRM functions with the size of the organization.

Smaller hotels with limited financial resources claim to be restricted in developing and implementing HR systems in comparison to larger hotels.

It is a fact that small and large organizations typically differ in terms of resources, money, and time. Still, all businesses—whether small or large—must hire employees to run the daily operations. A well-established and maintained HR department offers a solid structure which is an organizational advantage that is vital to success.

Although small-sized hotels are faced with unfavorable conditions, they nevertheless have opportunities to grow, as their small size typically grants them a higher level of flexibility. Smaller organizations need to change HR practices compared to larger organizations because of the different workforce requirements and legalities.

Specifically, they must focus on improving customer satisfaction and the quality of service through well organized HR management. Human Resource Management HRM is the function within an organization that focuses on the recruiting, managing, and providing direction for the people who work in the organization. Sadly, small hotels face many HR-related problems related to: the quality of staff, staff training and development, discipline, unattractive salaries and benefits, and the high levels of turnover of younger staff members.

The reality is that small independent hotels cannot be successful without the presence of an efficient HRM system. Hotel owners play the most important role in establishing such systems, and so they should be the starting point of changes. But what can be done in order to set up a HR system? One of the major obstacles facing by small hotels in implementing human resource practices is the scarcity of HR practitioners to maximize their outcomes. Several steps should be taken to improve the sources of organizational efficiencies.

First of all, small hotel owners should realize that HRM is an investment and that it can lead to business sustainability and success, since staff members are the most precious resource that a service sector firm has.

Second, a Standard Operating Procedure SOP should be shaped to include working policies and detailed procedures for staff members in every department in order to define and maintain quality standards. HR planning should involve analysis of HR needs, capacity of existing staff members and the preparation of job descriptions to define staff duties and qualifications.

Appropriate and skilled employees should be compensated properly, since low salaries and benefits do not attract the best qualified staff. This may lead to low-quality service terms and, eventually, to a decrease in customers and revenue. Small hotels do not need the same substantial HRM system as a large hotel would, but there is a requirement to take care with staff selection and training to ensure that quality standards are maintained.

Indeed SMEs should use recruitment and selection procedures more carefully than any other HR practice. In fact, the most frequent staffing method by SMEs is word of mouth, as it is a low-cost option of attracting candidates. Furthermore, new graduates from educational institutions may work with zeal and commitment. More experienced staff may be hired through walk-in interviews.

Whatever method, cost-effective staffing requires the development of a clear job description. There are times when hotel managers would benefit from hiring a dedicated HR manager, especially in cases where there are problems related to high turnover, staff morale or poor service provision.

Absenteeism is also rooted in poor pay and the lack of a professional approach on the part of superiors in dealing with workers. Small hotels should think of instituting positive measures like counseling, reward systems, improving the work environment, and training to deal with the issue of absenteeism. Formal training by larger organisations are generally provided to employees on a yearly basis and offer personal development opportunities.

On the other hand, in a small hotel, training is often informal, costly, and done on a voluntary basis by other employees within the company or by the owners. Some options for training may include inexpensive or free training, and advice from groups such as local business groups, or business communities.

In reality, hotel owners in general should improve their knowledge about modern management practices and should expect to implement management tools and technology in their own establishments. Small hotel owners could create a network with educational institutions in their area to serve as a source for recruiting permanent and temporary staff.

They could also form a network of small hotel operators to allow them to share information, compare the results of operations and create HR systems. This will assist hotels, including those with limited resources to implement HR systems, through outsourced HR services.

Small hotels may not function well without proper human resource management practices. They have an important role to play in ensuring worker performance and positive organizational outcomes. The very nature of the industry is to provide hospitality, and that requires the use of HR in delivering proper services. Hence, small- and medium-sized hotels should formalize their HRM practices. Cooperation and collaboration among the government, educational institutions and firms is also recommended in order to improve HRM applications.

Small and medium size hotels may not function well without proper human resource management practices. An effective human resources practice by SMEs has the potential to help boost their growth and increase their success. Philia is also a speaker at conferences and seminars concerning tourism.

Why good human resource management is vital for small hotels 31 July Philia Tounta. Philia Tounta 10 posts. Philia Tounta has been working in Tourism sector for 25 years. She has worked in various hotels, travel agencies and unions in Greece and abroad.

She has attended numerous seminars and workshops concerning Tourism and Small Business Management. Also, she is a freelance author to various online international and local blogs hotelspeak, hotelexecutive, traveldailynews, ehotelier, etc. Tips for reaching Generation Z: the near-future group with big hospitality muscle. Five reasons why your online booking numbers are low.

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Get bleeding-edge content delivered right to your door, or to your inbox. Sign up, it's that easy. The recruitment process can be a hectic task for any enterprise. However, if you have an effective recruitment and selection policy, then it significantly eliminates the employee turnover; making it easier for you to choose the just right candidate who not only meets the work-related competencies, but also complements the core values of your organization. A recruitment and selection policy is a document that summarizes the guiding principles regarding how an organization will conduct the overall recruitment and selection process. The policy has a pivotal role to hire the most suitable candidates based on the work ethics and business goals that an organization seeks to serve. Download this eBook to uncover three overlooked areas to get the most of your company's recruiting dollars.


PDF | Hotel industry, as a service industry, is greatly dependent upon its employees. Recruitment and Selection practices constitute an.


Why good human resource management is vital for small hotels

A good selection process is key in finding talent and forms the backbone for effective performance management. In this article, we will take a closer look at the selection process and show the best practices for designing a process that will help you find the best candidates while also delivering a good candidate experience. The selection process is aimed at finding and hiring the best candidates for job openings. This process is often depicted as a funnel.

The recruitment, selection, and retention of competent, reliable, and motivated managers has been the cornerstone of any successful organization. This is generally a complex assignment due to the subjectivity involved in determining what traits are needed to make a good manager. In order to determine the status of the hospitality industry with regard to managerial concerns, leaders in the hotel and restaurant industry were surveyed on these issues. Advanced Search.

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A vital aspect of providing high quality service in the hotel sector is the human resource management HRM system employed in the hotels concerned. Internationally, there are thousands of small-medium sized hotels that are facing challenges relating to service quality aspects. The hotel industry is a service industry and hence it strongly relies on human labour; that is, its service quality is directly connected to its staff quality. There is generally a worldwide view that the hotel and catering industry has a number of personnel related problems and poor employment practices and conditions, especially smaller hotels. Larger hotels have more advantage in human resource HR recruitment and development, because the higher level of remuneration and benefit that they can offer usually makes them the number one choice for highly competent and skilled staff. Many hotels justify the absence or neglect of HRM functions with the size of the organization.

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