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OM Lesson 3

The document outlines the functions of Human Resource Management (HRM) in the tourism and hospitality industry, emphasizing recruitment, compensation, training, and employee relations. It details the recruitment and selection process, including job specifications, application sources, and various interview stages. Additionally, it highlights the importance of human resource planning to align workforce capabilities with organizational goals.

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Zhara Fajiculay
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5 views6 pages

OM Lesson 3

The document outlines the functions of Human Resource Management (HRM) in the tourism and hospitality industry, emphasizing recruitment, compensation, training, and employee relations. It details the recruitment and selection process, including job specifications, application sources, and various interview stages. Additionally, it highlights the importance of human resource planning to align workforce capabilities with organizational goals.

Uploaded by

Zhara Fajiculay
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Lesson 3

Recruitment in Tourism and


Hospitality Industry
HRM – Human Resource Management – is management function concerned with hiring,
motivating and maintaining workforce in an organization.

Functions of Human Resource:


1. Hiring (Recruitment) – term used for finding and hiring the right job candidates for businesses such as
hotels, resorts, casinos, bars and restaurants. An overall process of identifying, attracting ,screening,
shortlisting and interviewing suitable candidates for jobs within an organization.
2. Compensation- A systematic approach to providing monetary value to employees in exchange for work
performed. The total cash and non-cash payment that you give to the employee in exchange for the
work.
3. Evaluation and Management- refers to appraising the degree success of HRM being performed.
4. Promotion- refers to the upward movement of an employee from one job to another higher one with
increase in salary, status and responsibilities.
5. Managing Relations – an organizations efforts to create and maintain a positive relationship with
its employees.
6. Training and Development- responsible for the organizations staff training requirements,
programs, and career development needs. Supervising training staff plan and administer training
seminars and manage conflict resolution, team building and employee skill evaluations.
7. Planning – process that identifies current and future human resources needs for an organization to
achieve its goals.
Human Resource Planning – process of analyzing an organizations current
human resource capabilities and its needs which are required to meet objectives.
Objectives:
1. Look not at the applicant, but the job.
2. Determine what knowledge, skills and abilities employees must possess to.
3. Accomplish your goals.
4. Know what level of KSA currently exist in your organization and how you
expect the company and people to grow over time.

Consider when hiring new applicants:


1. Job Specification a written statement of educational qualifications, specific
qualities, level of experience, physical, emotional, technical and communication
skills required to perform a job, responsibilities involved in a job and other
unusual sensory demands.
2. Job Description – an internal document that clearly states the essential job, requirements, job
duties, job responsibilities and skills required to perform a specific role.

Recruitment –process where the potential applicants are searched for and
encouraged to apply for an actual or anticipated vacancy.
Selection- process of hiring employees among the shortlisted candidates and
providing them a job in the organization.

Application can be received from variety of sources:


1. Employee Referrals- a recruitment method companies use to find prospective
candidates in the social networks of their current employees.
2. Internal Promotions- encourage ambitions, give people an opportunity to
demonstrate their ability and interest. (accdg Steve Parfett).
3. Applicant Files- contain all documents that a potential candidate submits when
applying for a position.
4. Transfers within the company- it involves the shifting of an employee from one
job to another without changing the responsibilities or compensation.
5. Government- sponsored employment services. – program that helps
participants find work through identifying their individual needs and goals,
developing employability and industry specific skills.
6. Job Advertising – an announcement that informs people that a certain job position is available.
7. College and University Job Fair .
Job fair- an event usually organized by a third party recruitment consultant at a neutral venue like a
school or college auditorium.

Recruitment and Selection Process:


1. Application Form Submitted – some companies require applicants to come to the property and
personal fill out the application form. The HRM department then reviews the application form and
resume for the accuracy and ensure that the prospective employee is legally entitled to work.
2. Initial Interview- general screening interview to determine if the applicant is suitable.
3. Examination- if the application passes the interview they will undergo employment examination
4. Second Interview – employment manager looks for dress, mannerisms, attentiveness, attitude and
interest.
5. Final Interview – the last opportunity to impress your hiring manager before they officially make their
decision.
6. Background Check- called through phone calls to verify or validate information .
7. Selection/Offer- to select the most suitably qualified candidate for the available position.
8. Acceptance- a formal offer is made in writing to the prospective employee.
9. List of Requirements/ Requirement Checklist
10. Medical Examination- acts as precaution for both the employee and the corporation.
11. Submission of Requirements.
12. Orientation –concerns, uncertainty about beginning a job,
policies, rules, wages, work hours.
13. Training- an ongoing activity conducted by selected
individuals within department.
14. Training Application Examination – to assess the newly
hired employee if they really absorbed of what they learned in
the actual training.
15. Deployment-.

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