Human resource is an important corporate asset and the overall performance of company depends on the way it is put to use. In order to realize company objectives, it is essential to recruit people with requisite skills, qualification and experience.
Successful recruitment methods include a thorough analysis of the job and the labour market conditions. Recruitment is almost central to any management process and failure in recruitment can create difficulties for any company including an adverse effect on its profitability and inappropriate levels of staffing or skills. Inadequate recruitment can lead to labour shortages, or problems in management decision making. Recruitment is however not just a simple selection process but also requires management decision making and extensive planning to employ the most suitable manpower. Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation. The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. (State Government of Victoria State Services Authority, 2008)
The housekeeping department is the most important department in hospitality world. Housekeeping is responsible for cleaning the hotel’s guestrooms and public areas. This department has the largest amount staff, and its operations are the most influential from both external and internal factors. Thus they have an ever chancing requirement for staff.
French and Rees (2010) Defines recruitment as, “a process to discover the sources of man power to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.”
Edwin B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” In simple words recruitment can be defined as a ‘linking function’-joining together those with jobs to fill and those seeking jobs.
The general purpose of recruitment is to provide a pool of potentially qualified job candidates. For a more detailed specification: (see Attachment 1)
A need is created through any number of factors within an establishment. From the change in seasonal occupancy, personal factors of staff or managerial requirements. As in the case of the ABS Hotel, a member of the housekeeping department has been granted a transfer due to personal issues. Now a position has been created that needs to be filled.
The HOD of the department will now access the vacancy and if need be, he will file a request for the recruitment of a new staff member. (See Attachment 2)
The request will be filled and accessed by the Hotel’s Human resources Manager, and he will then have a meeting with the HOD from the Housekeeping department to discuss the need for a new staff member. If the HR manager finds the request valid he will then go about discussing the positions measurable standard with the HOD. This will result in the Job analysis of the required room attendant by which applicants will be measured. (See Attachment 3)
The HR manager must then apply to the Hotels Chief Financial Officer if there are funds available for both the recruitment process and the annual salary of the new staff member.
As is the case with the current position at the ABC Hotel, the annual salary can be paid as it would have been paid to the previous room attendant.
Once the CFO has validated the financial aspect of the request, the HR manager and the HOD of the housekeeping department must apply to the General Manager for his approval of the recruitment....
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