Human Resource Management Final
Human Resource Management
The Excelsior Hotel
Fda Business Enterprise
30225066
Introduction
This report has been compiled for the use of the Excelsior hotel relating to a number of human resource subjects. The aim of this report is to inform and advise on a variety of procedures that should be implemented to create a cohesive, professional workforce within the organisation. All of the procedures advised comply with the legal framework associated with each topic.
Head Chef
Dowling and Schuler (1990) define recruitment as, “...searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its jobs needs”. (Currie, 2009)
Acquiring the right staff is vital to the success of any organisation. The employees of an organisation are its main means of achieving competitive advantage. This is particularly so in the hospitality industry, where every aspect of a guest’s stay reflects the organisation’s brand and values. Consequently, sourcing the best employees who will deliver the desired service is crucial. (Cho et al, 2006)
Compton et al (2006) provide a useful overview of potential negative aspects noting; “Inappropriate selection decisions reduce organisational effectiveness, invalidate reward and developmental strategies, and are frequently unfair on the individual recruit and can be distressing for managers who have to deal with unsuitable employees”.
The Chartered Institute of Personnel Development (CIPD) categorise the recruitment process into four stages;
1. Defining the role
2. Attracting applications
3. Managing the application and selection process
4. Making the appointment
(French & Rumbles, 2010) The first consideration is to define the job description (statement of scope, main purpose and responsibilities of the role) and the personal specification (desirable and essential experience, skills, qualifications and attributes required to fulfil the role). Each
The Excelsior Hotel
Fda Business Enterprise
30225066
Introduction
This report has been compiled for the use of the Excelsior hotel relating to a number of human resource subjects. The aim of this report is to inform and advise on a variety of procedures that should be implemented to create a cohesive, professional workforce within the organisation. All of the procedures advised comply with the legal framework associated with each topic.
Head Chef
Dowling and Schuler (1990) define recruitment as, “...searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its jobs needs”. (Currie, 2009)
Acquiring the right staff is vital to the success of any organisation. The employees of an organisation are its main means of achieving competitive advantage. This is particularly so in the hospitality industry, where every aspect of a guest’s stay reflects the organisation’s brand and values. Consequently, sourcing the best employees who will deliver the desired service is crucial. (Cho et al, 2006)
Compton et al (2006) provide a useful overview of potential negative aspects noting; “Inappropriate selection decisions reduce organisational effectiveness, invalidate reward and developmental strategies, and are frequently unfair on the individual recruit and can be distressing for managers who have to deal with unsuitable employees”.
The Chartered Institute of Personnel Development (CIPD) categorise the recruitment process into four stages;
1. Defining the role
2. Attracting applications
3. Managing the application and selection process
4. Making the appointment
(French & Rumbles, 2010) The first consideration is to define the job description (statement of scope, main purpose and responsibilities of the role) and the personal specification (desirable and essential experience, skills, qualifications and attributes required to fulfil the role). Each
References: ACAS (2014) Recruitment and Induction. Accessed at: http://www.acas.org.uk/media/pdf/8/d/Recruitment-and-induction-advisory-booklet.pdf Last Accessed: 11/05/2014. ACAS (2013) Flexible Working and Work-Life Balance. Accessed at: http://www.acas.org.uk/media/pdf/4/n/Flexible-working-and-work-life-balance.pdf Last Accessed: 11/05/2014 ACAS (2013) Pay Systems Beardwell,J. & Claydon,T. (2010) Human Resource Management A Contempary Aprroach. 6th edition. Harlow. Pearson Education Limited. Belbin, M (1993) Team Roles At Work. London. Butterworth-Heinemann. Cho, S. Woods, R. Jang,S. & Erdem, S. (2006) International Journal of Hospitality Management. Vol. 25 Issue 2. Accessed at: http://www.sciencedirect.com/science/journal/02784319 Last Accessed: 10/05/2014 CIPD (2013) Discipline and Grievances at work CIPD (2014) Accessed at: http://www.cipd.co.uk/hr-resources/factsheets Last Accessed: 11/05/2014 Compton, R.L., Morrissey,W Currie,D (2009) Introduction to Human Resource Management: A Guide to Personnel Practice. London. Chartered Institute of Personnel and Development. Marchington, M. & Wilkinson, A. (2008) Human Resource Management At Work People Management and Development. 4th edition. London. Chartered Institute of Personnel and Development. Murphy (2005) Cited in: Marchington, M & Wilkinson,A (2008) Human Resource Management At Work People Management and Development. 4th edition. London. Chartered Institute of Personnel and Development. Peoples 1st (2014) Accessed at: www.people1st.co.uk Last Accessed: 12/05/2014 Rahim, N Taylor (2005) Cited in: Marchington, M & Wilkinson,A (2008) Human Resource Management At Work People Management and Development. 4th edition. London. Chartered Institute of Personnel and Development.