Recruitment and Selection Strategies Over the past five weeks, work was completed on an employment compliance plan, compensation, and benefits strategies plan, performance management strategies suggested, advise given on training plans, and this week, we will provide recommendations on recruitment and selection strategies. Within these suggested strategies, the importance of implementing the following will be highlighted, the goals for Bollman Hotels, anticipated demographic changes, analysis of projected workforce needs, objectives of workforce diversity, branding of the organization, methods for recruiting, screening, and selecting candidates. Organizational Goals Bollman Hotels has net revenue of $100,000,000 with a 15% growth expected within the first year. A workforce of 25,000 employees with plans to increase by 20% with the expansion to India and the current employee turnover is 5%. Based on this information and the stage of their business development, they will need to enter the Indian market fiercely, but with as little interruption to the tourism industry as possible. Therefore, Bollman will have to be competitive and establish a premier hotel chain that will lure international travelers seeking the exotic, heterogeneous, and lavish experience by offering elitism while on business or pleasure (Incredible India, n.d.). It is recommended that the goal of Bollman Hotel’s in India is to open and operate at a five star deluxe status and be competitive with hotels such as Taj Falaknuma Palace, ITC Hotel Kakatiya, Park Hyatt, Hderabad, and The Ashok, just, to name a few (Ministry of Tourism, Government of India, 2013). Therefore, Bollman Hotels will be a premier chain while aligning itself with the Government of India’s tourism and hotel requirements (Ministry of Tourism, Government of India, 2013).
Forecasted Demographic Changes Bollman Hotel’s entrance into the Indian market also
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