Human Resource Job Descriptions - Coursework Example

? Recruitment and Selection Job s Job Assistant Human Resource (HR) Director, HRD Analysis: 13 December 2013 Reporting: COO Job Code: #1004001 Summary of the Job: An outstanding individual is searched who can assist the HR department for Gold Star Hotels in Al Ain Mall in Al Ain, United Arab Emirates. This achievement of the appointee and the position would depend on the contribution of the individual towards the strategy achievement of the hotel. The person would be reporting to the (Chief Operating Officer) COO for leading and organizing the human resource in order to streamline the directors and managers in the organization for supporting the HR functions in every department of the hotel. The individual will receive tough operational predisposition for aspects like recruitment, performance management, benefits, compensation, employee relationship, and benefits to management and training (Armstrong, 2003). Job Duties: An ideal candidate should have motivational skills, should enjoy leading teams actively and can be an integral part of the wining team. Other essential requirements have been mentioned below: Prior experience in working in Middle-East is necessary. An effective track of stability and career progress Candidate should hold (preferred) an EU passport Minimum experience of around 3 years in multi-site or senior cluster with regards to HRD is essential Experience in Five star deluxe or five star is essential Should have both pragmatic and strategic approach Strong attitude with regards to approach and attitude Strong interpersonal and communication skills (Barclay, 2001). Due to specific requirement with regards to this role, the candidates considered for this role would be personally interviewed by the senior management. Job title: Assistant Security Director, Security and Compliance Dept. Date of Analysis: 13 December 2013 Reporting: COO Job Code: #1004002 Summary of the Job: Currently candidates for Assistant Security Director are being looked for. This role will assist the security department in the hotel to guarantee the completion of compliance accordingly to the hotel policies and the procedures. Every regulations stated by the government under the safety and security standard framework has to be duly followed. The candidate would be responsible for the safety and security within the hotel premises to ensure that safety of the hotel properties and overall safety of the employees, guests and their personal belonging. The major responsibilities would not be limited to educating and training the employees regarding the present safety issues, fire protection and security for ensuring compliances by abiding by the group loss control guidelines (Bernadin, 2007). The scheduled preventive repairs and maintenance for the security equipment would be required and it has to be ensured that the equipments are prepared and operational for daily activities. Job Duties: Candidate need to have at least 3 years of experience in handling similar responsibilities for hotel industry. Experience in military, law enforcement, supervisory experience or equivalent combination would also suffice. Even First Aid instructor, Certified CPR, training for law enforcement, etc would be also preferable. The person would be also required to work on weekends, holidays or night if required. The individual will also have to bring in strong management ability and skill for analyzing the statistics and metrics for preparation of action plan and also communicate them through written reports. In return the candidate would be offered benefits, competitive pay and an opportunity to work with a pool of talented people. Moreover, the candidate would be given independence to work and implement his/ her own plan of action. We are an equal opportunity employer (Berry, 1997). Job Title: Reservation Manager, Operations Date of Analysis: 13 December 2013 Reporting: Director (Hotel Operations) Job Code: #1005001 Summary of the Job: In the position of a Reservation Manager, the candidate will have to manage the reservation department of the hotel effectively. The reservation manager would be handling the customer inquiries effectively and convert those sales opportunities, that can be initiated through customers or guest interaction and contributing in the profitability of the hotel. Job Duties: The reservation manager is designated to perform tasks of high standard. Other key responsibilities of the reservation manager are stated below: Working in close co-ordination with the marketing and sales teams for developing the strategic plans with regards to sales Manage and meet the targets of the reservation department and also the budgets Monitor the revenue variance and also identify the approaches to maximize the revenue Develop the accounts proactively and also coach the team of sales personnel by applying an approach in order to augment the revenue. Increase revenue by seeking opportunities (Cascio, 2003) Recognize the competitive marketplace and analyze the data and trend by building a strategic approach Select and train the team members Develop an enthusiastic reservation team in order to ensure constant delivery excellent customer services to the guests. Handle and manage the inbound packages for tours, hotel bookings, itinerary making, tour costing, etc Interact with the tour and travel agents for maximizing sales Utilise the online as well as offline medium for reservation Introduce the package to the customers and guests for convincing them to stay at the hotel Solve the queries and also design the packages according to the connivance of guest Handle the reservations of the rooms in proper procedure to ensure a hassle-free service for the guest Maintain the MIS (Management information system) Supervise the reservation agents and also involve in yield management (Gomez -Mejia, Balkin & Cardy, 2006). Job Specifications Assistant Human Resource (HR) Director Personal qualities: The candidate must have previous experience in handling large teams of human resource. He/ she can work independently and quickly establish respect and credibility by developing strong relationship with the managers in different departments. He/ she must demonstrate maturity, gravitas and professionalism. He/ she must also have the ability recognise responsibility and value to work in teams and actively support the developments of the team members by assisting them in problem-solving and brainstorming activities (Legge, 1995). Relevant Skills/experience: The relevant skills and experience that would be required for the above mentioned profile has been stated below: Knowledge of regulations related to human resource practices Knowledge regarding the labour laws in the hotel industry globally and specifically in UAE Knowledge of the HR laws applicable in the hotel industry Proficiency in MS Office and written communication via e-mails, usage of medium such as Skype, etc More than 12 years of experience in HR Minimum of 5 years of experience in staffing, recruitment and selection in hotel industry Education: Master Degree in Human Resource Management and Industrial relation, Other additional courses in HRM would be also preferable (Linstead, Fulop & Lilley, 2004) Ability to meet stringent deadlines and have the flexibility to not only adopt change but also assist the human resource in the organisation to adopt changes by generating pragmatic solution for the new situation Must demonstrate understanding of behavioural styles and ability to recognize the psychology of the people Assistant Security Director Personal qualities: The candidate should be male. The candidate should be focused towards management of security team and ensure optimum utilisation of resources. He should also monitor the month shifts of the teams. The candidate should also identify the potential employees in the security department for developing a strong operational bench of efficient security managers. He should be able to evaluate the strength and weakness of the employees in his department to present annual evaluations (Maguire & Redman, 2007). Relevant Skills/experience: The relevant skills and experience that would be required for the above mentioned profile has been stated below: In-depth knowledge in handling 24*7 operations and security service on global platform High skill in security equipment handling and managing outsourced human resource for security team Knowledge of IT with regards to IT equipments In touch with the latest threats in security vulnerabilities Ability to work round the clock in diverse situations and also resolve customers impact due to maintenance of security Leadership qualities Proficiency in MS Office More than 12 years of experience in the same or related field Education: Postgraduate qualification or Masters/ BE/ M.sc (Martin, 2001) Reservation Manager Personal qualities: The candidate must have the capability to meticulously manage and handle the travel agents, sales and marketing team efficiently. He/ she must ensure accurate and timely reservations and absolute efficiency in order to achieve objectives. The reservation managers should have ample knowledge in revenue management, so that he/ she can monitor and control the revenue generation and management activities. Maintenance of effective communication with the directors and the COO should also be a part of personal qualities for this profile. Relevant Skills/experience: The relevant skills and experience that would be required for the above mentioned profile has been stated below: More than 3 years of experience in hotel reservation Minimum of 5 years of overall experience in hotel or related industry Graduate/ Postgraduate Have proficiency in MS Office (especially MS Excel and Word) Poses excellent communication skill (both written and verbal) Good problem solving skill and judgment (Pandey, Bhattacharyya & Kaur, 2012) Effective skills in time management and multitasking capabilities Experience in managing hotel revenue and developing strategies Type of Section and Interview Methods In this section of the study, the focus would be towards choosing the recruitment and selection procedure for the above discussed job profiles. Every job profile has different requirements and according to the seniority and experience, the recruitment process should be conducted (Simmons-Welburn & McNeil, 2004). So the selection and recruitment process for each job profile has been discussed below: Assistant Human Resource (HR) Director Selection of candidature: The job description and job specifications would be strictly followed, which includes personal as well as professional skills for the appropriate candidate. The candidate qualifying most of the criteria would be considered for the interview process. Personal Interview with the COO: The first interview would be with the COO of the company would be briefing the candidate regarding the responsibilities, services offered by the hotel and other information, etc. This would a technical round for the candidate (Thornton, 2008). Personal Interview with the Managing Director/ Owner of the Hotel: The managing director or owner would be interviewing the candidate to know about his/ her personal qualities and credentials in HR management. Verification of the Credentials: The team in HR department would be verifying the credentials of the candidate selected from his/ she past companies, where he/ she has worked. HR Round: The HR round of interview is just to discuss the regulations and remuneration with the candidate selected for the position (Storey, 2001). Assistant Security Director Selection of candidature: In this case also the job description and specifications would be followed and matched with the submitted resume for identifying the right set of candidates because security has a major role to play. Another major criterion is that the candidate should be a male. Technical Round with the Director (Operations): The director (operations) would be briefing the candidates on the equipments that are utilised in the hotel premises for security and safety of the guests and employees (Guest, 1997). He would be also asking several questions based on hypothetical situations that would be asked to the candidates. This would be a personal one to one interview. Personal Interview with the COO: The COO would be interested reviewing the personal qualities and skills of the candidates for understanding whether the candidate have the capability to handle such a responsibility or not (Storey, 2001). Verification of the Credentials: The HR department would be verifying the credentials of the candidate from his past company and acquaintance. HR Round: The HR round is conducted in order to explain the candidate his responsibilities, discuss the remuneration and also inform him regarding the documents required. Reservations Manager Selection of candidature: The job description and specification should be analysed and accordingly candidates should be selected for the interview process (Zuzeviciute & Tereseviciene, 2010). Personal Interview with Director (Operations): The director would be reviewing the professional experience and skill of the reservations managers but stating several situations in front of him/ her in which he/ she will have to juggle between many tasks. Personal Interview with the COO: The COO would be analysing the personal skill and personality of the candidate along with his/ her communication skills. HR Round: The HR would be discussing the remuneration, past learning, strengths and weaknesses, and responsibilities with the candidate (Vardiman, Houghton & Jinkerson, 2006). Verification of the Credentials: If the candidate fits the position well them a background check regarding his/ her personal, professional and education front would be analysed. Advertisement for Gulf News Newspaper Luxurious comfort holds style and elegance, four diamonds Gold Star resort at Al Ain Mall in Al Ain. This luxury hotel will treat you with the views of spectacular view of downtown skyline as it is located in the heart of the city. Goldstar Report’s associates do enjoy exciting and dynamic environment to work, along with extensive training and mentoring. The pride of the employees to work in the organisation comes from its exceptional service. We embody diverse culture with gratitude, respect and empowerment. If you are a motivated person, friendly and passionate about your work, then Goldstar Report needs you. POSITIONS AVAILABLE Assistant Human Resource (HR) Director (Job Code: #1004001) Minimum experience of around 3 years in multi-site or senior cluster with regards to HRD is essential; Should have both pragmatic and strategic approach; An effective track of stability and career progress; Candidate should hold (preferred) an EU passport. Assistant Security Director (Job Code: #1004002) Candidate need to have at least 3 years of experience in handling similar responsibilities for hotel industry. The candidate would be responsible for the safety and security within the hotel premises to ensure that safety of the hotel properties and overall safety of the employees, guests and their personal belonging. Reservation Manager (Job Code: #1005001) The reservation manager is designated to perform tasks of high standard. Monitor the revenue variance and also identify the approaches to maximize the revenue; Select and train the team members; Utilise the online as well as offline medium for reservation; Solve the queries and also design the packages according to the connivance of guest. SEND YOUR CVs BEFORE 31ST DECEMBER 2013!!! Mr Alex Macintosh Senior HR Manager – MENA region Gold Star Hotels Head Office Floor 22 Yas Business Centre Abu Dhabi P.O. Box 16754 Other details: telephone: 02 563288; Fax 02 563265 Interview Questions for Reservation Managers The interview questions stated below is for the Reservation Manager of Gold Star Hotels in Al Ain Mall in Al Ain, United Arab Emirates. There would be 10 questions which have been segregated into three categories, firstly ice-breaking category, 2) situational and 3) searching Ice-breaking Questions Q 1) Please tell us something yourself which is not mentioned in your resume Q2) What do you generally do as your pass-time? Q3) Tell us something about your family (members) Situational Questions Q4) Tell us about your professional experience Q5) What are your key responsibilities in your company? Q6) How do you think you are fit for this job? Searching Questions Q7) What do you know about this job profile at Gold Star Hotels? Q8) How do you think you can juggle between handling sales and marketing personnel, travel agents and agencies and reservations or bookings? Q9) What are your expectations from this job? Q10) What remuneration are you expecting? (Vardiman, Houghton & Jinkerson, 2006) References Armstrong, M. (2003). A handbook of human resource management. (8th Ed.). London: Kogan Page. Barclay, J.M. (2001). Improving selection interviews with structure: organisations’ use of “behavioural” interviews". Personnel Review, 30(1), 81 - 101. Bernadin, H. J. (2007). Human resource management: An exponential approach. (4th ed.). NewYork: McGraw-Hill Irwin. Berry, L.M. (1997). Psychology at work. San Francisco: McGraw Hill Companies Inc. Cascio, W.F. (2003). Managing human resources: Productivity, quality of work, life, profits. (6th ed.). New York: McGraw Hill Higher Education. Gomez -Mejia, L.R., Balkin, D.B. & Cardy, R.L. (2006). Managing human resources. New Jersey: Pearson Prentice Hall. Guest, D.E. (1997). Human resource management and performance: A review and research agenda. International Journal of Human Resource Management. 8(3), 263–276. Legge, K. (1995). HRM: Rhetorics and realities. Basingstoke: Macmillan Business. Linstead, S., Fulop, L. & Lilley, S. (2004). Management and organizations: A critical text. Basingstoke: Palgrave Macmillan. Maguire, S. & Redman, T. (2007). The role of human resource management in information systems development. Management Decision, 45(2), 252 - 264. Martin, J. (2001). Organizational Behavior. London: Thomson Learning. Pandey, P., Bhattacharyya, S. & Kaur, A. (2012). Exploring the role of HR practices in supply chain. Journal of Advances in Management Research, 9(1), 113 - 123. Simmons-Welburn, J. & McNeil, B. (2004). Human resource management in today's academic library: Meeting challenges and creating opportunities. Westport: Libraries Unlimited. Storey, J. (2001). Human resource management: A critical text (2nd Ed.). London: Thomson Learning. Thornton, G. (2008). Recruitment and retention: The quest for the right talent. Bangkok: Author. Vardiman, P. Houghton, J. & Jinkerson, D. (2006). Environmental Leadership Development: Toward a Contextual Model of Leader Selection and Effectiveness. Leadership & Organization Development Journal, 27(2), 93-105. Zuzeviciute, V. & Tereseviciene, M. (2010). The role of a human resource manager as a facilitator of learning: Some evidence from Lithuania. Baltic Journal of Management, 5(1), 68 - 81. Read More