Unit 4 Person Selection P1

West Thames College
Unit 4 People in organizations
BTEC Business Level 2

Fanni Kaszas
Group C

Content page
Introduction 1
Task 4
Job description 1
Person Specification 4
Report on importance of the right recruitment process 5
Bibliography

Introduction: In this assignment I have been asked to produce documentation for specific job roles. I am employed as a graduate trainee in the Human Resources Department of Marriott Hotel Group. My task is to assist the team in recruiting staff for a new hotel opening in Twickenham. Furthermore I have to produce a detailed and relevant job description and person specification. I have chosen the following job: Hotel Manager.
Task 4 - P3/M2
1. Job description
Job title
Hotel Manager
Location
London Marriott Hotel Twickenham, located 6 miles from Heathrow Airport and 20minutes from Central London
Description of organisation’s business:

Marriott International is an American diversified hospitality company that manages low-cost and luxurious hotels and related lodging facilities with over 4000 hotels throughout 71 countries.
Purpose of job

To deliver a standard of service and presentation that meets guests ' needs and expectations while coordinating and monitoring the progress of business strategies.
Main tasks

Responsible for the day-to-day management of the hotel and its staff while dealing with budgeting and financial management, planning, organising and directing accommodation, catering and all other hotel services; setting business targets and marketing strategies. Dealing with costumer complaints and comments, making sure the hotel follows regulations. Hotel Manager needs to be in reception, concierge, reservation, food and beverage operations, guest services, accounting, marketing and housekeeping.
Hours of work

40 hours per week
Standards required

Customer Service is delivering friendly, efficient service and meeting our guest’s expectations, satisfactions while creating a warm and welcoming environment for them. Training, motivating others, retaining and attracting new customers are also part of the job.
Pay and benefits

£20.000 per annum. The company offers competitive benefit package, hotel room discounts around the world, discounts on foods and beverages as well as retail discounts in the gift shops and competitive pay.
Promotion prospects

After appropriate training and experience, hotel managers may be suitable for working as a head office or working on regional level.
Lines of reporting

Responsible to

General Manager
Responsible for

Managers of each department

2. Person specification
London Marriott Hotel Twickenham – Person Specification
Department Hotel Manager
Job Title Management- Hotel Manager
Vacancy number 378
Attainments Essential desirable Educated to GSCE level Higher qualification includes Higher qualification skills: foundation degree/HND /degree Level 3 Diploma in hotel management OR Level 4 Diploma hospitality management OR Level 5 Diploma business management OR Apprenticeship international hotel management Hospitality Guilds Costumer Service special aptitudes Excellent communication and written skills Numeracy Ability to manage staff interests Managing, organising people Interest in people personal qualities Able to keep calm under pressure
/ disposition Friendly personality sensitive and diplomatic approach Flexiblity energy and enthusiasm competency profile Able to work in a team Able to work without control
b.
Report on importance of right recruitment process
When organisations choose the right people for the job, train them well and treat them appropriately, these people not only produce good results but also tend to stay with the organisation longer. In such circumstances, the organisation 's initial and ongoing investment in them is well rewarded.
Without the right staff with the right skills, a business cannot make enough products to satisfy customer requirements. This is why organisations draw up workforce plans to identify their future staffing requirements. For example, they may develop plans to recruit a new IT Manager when the current one plans to retire in eight months time.

Recruiting employees involves considerable investment in time and money,
Businesses need to identify their requirements and also be aware of their legal obligations.
An organisation may have all of the latest technology and the best physical resources, but if it does not have the right people it will struggle to achieve the results it
requires.

schools, hospitals, restaurants, airlines

Businesses need to be quite specific when they advertise a vacancy. It should not only focus on duties but should also include any future requirements. Establish which skills and qualifications are essential to the job and which are desirable.

You can advertise in national, regional, local or trade press and there are also internet job sites, some of which are tailored to niche industries. Using an agency can save you time but ensure you agree all fees upfront, including any advertising costs. Brief the agency as fully as possible.
It 's essential not to discriminate when recruiting employees as you can face an industrial or fair employment tribunal from someone who is not an employee, if they believe they weren 't selected as a result of discriminatory practices. It is unlawful to discriminate on several grounds, including sex, marital status, race and age.
Recruiting staff
Recruitment is the process by which a business seeks to hire the right person for a vacancy. The firm writes a job description and person specification for the post and then advertises the vacancy in an appropriate place.

Job applicants
Job descriptions explain the work to be done and typically set out the job title, location of work and main tasks of the employee.
Person specifications list individual qualities of the person required, eg qualifications, experience and skills.
Firms can recruit from inside or outside the organisation.
Internal recruitment involves appointing existing staff. A known person is recruited.
External recruitment involves hiring staff from outside the organisation. They will bring fresh ideas with them but they are unknown to the company - will they fit in?
Managers must decide on the best method to assess and select applicants for a job. Application forms, CVs, references, interviews, presentations, role-play and tests can be used to show if an individual is suitable for the specific job on offer.
Many organisations are as concerned about attitude as they are about skill. There is little point in appointing the best qualified or most skilled applicant if they have a poor attitude toward work or cannot operate as part of a team. This is particularly important in small firms with very few staff.

Training
Induction is the training given to new workers so that they understand their role and responsibilities and can do their job.
Staff should learn new skills throughout the course of their career to stay productive. Training improves technical, personal or management skills and will increase staff efficiency. There are two main training methods:

Workers in a call centre
On-the-job training where experienced members of staff explain a job or a skill.
Off the job training where outside experts are paid to explain a job or a skill.
An annual staff appraisal is a chance for an employee to discuss their recent work and future training needs with their line manager in a meeting.
Retaining workers is important to a firm because it costs time and money to hire and train a replacement. Appraisal and training helps motivate staff and so improves staff retention. http://businesscasestudies.co.uk/cummins/using-effective-recruitment-to-retain-competitive-advantage/the-importance-of-recruitmentand-selection.html#axzz2rV8JPAMO http://www.bbc.co.uk/schools/gcsebitesize/business/people/recruitmentvid.shtml

Bibliography http://www.wetherspoonjobs.co.uk/home/career/management-vacancies/hotel-manager http://www.marriott.co.uk/careers/working-for-marriott/employee-benefits.mi http://www.smarta.com/advice/employees/recruitment/how-to-recruit-the-right-employee-for-your-business/ http://www.bbc.co.uk/schools/gcsebitesize/business/people/recruitmentrev1.shtml