Human Resources in Action - Essay Example

HUMAN RESOURCES IN ACTION introduction Human resource holds immense significance today in every industry (Jackson, Schuler, & Werner, 2009). For the purpose of evaluation of human resource processes and its application, two companies of the hospitality industry have been selected. These companies are large brands from lodging industry namely, Atlantic, The Palm (Dubai) and Marriott Hotels (Hotel Chain). The career information available on the websites of these hospitality companies are used to analyze how these companies promote their website for HR practices. Both the mentioned hotels have their respective websites where they have careers section. This report presents the comparison of career section of Atlantis, The Palm and Marriott. The report figures out the differences and most effective online HR practices adopted by these hotels. The link for both the sites’ career section is provided in references section of this report. CAREER INFORMATION OF ATLANTIS, THE PALM Comparing the two websites, their career section seems to be different from each other as it can be said that the careers section of Atlantis, the palm is relatively concise with details only pertaining to open vacancies and information regarding how to register and apply. Another option for basic job search is also available to search for any desired job/ vacancy (Atlantis The Palm, n.d.). Therefore, the career section of the website is useful for the job seekers and it provides different information in a summarized manner. MARRIOTT’S CAREERS Careers’ section of Marriott is much more comprehensive and informative than Atlantis, the palm. Marriott’s careers information is divided in to further five sub-sections namely, Search and Apply, Explore career paths, Learn about Marriott, Marriott facts and last Connect with us. Discussing Marriott’s comprehensive careers information, Search and Apply division is further divided into categories of Job such as: Administrative, Food and Beverage & Culinary, Housekeeping & Laundry, Landscaping & Grounds, Loss Prevention & Security and University Students & Graduates (Marriott, 2014). These divisions of category make it easier for the candidate to navigate and search for one’s interested vacancies. In addition to this additional information, for navigating to job opportunities at Ritz Carlton, Application process/FAQ and Technical guidelines are also available, making the whole process extremely accessible and easier for job candidates. Under this section, jobs can also be search location wise (country, city, state) or job number wise. One can also register to job update alerts through their websites, where after getting registered one can receive an automatic message or mail from Marriott regarding any job openings. Secondly, Students and Graduates section describes opportunities for recent graduates throughout the globe to apply for Internships, Trainee programs, Apprenticeships and Marriott’s Voyage Global Leadership Development Program. Information pertaining to each program has been provided in detail under this section. Explore career paths is career’s page that divides the job listings as core or supporting activity with addition to Students & graduates program as mentioned before. This is another facility that makes things easier for applicants to apply. Under the section of Learn about Marriott, its enduring values and rewarding careers are revealed which are then further elaborated. Marriott facts, a section where facts regarding Marriot’s growth, presence in the world, hotel ranking and history are stated. These facts are sufficient to motivate an applicant to perceive Marriott as desired working place. ANALYSIS AND RECOMMENDATIONS After analyzing the two websites in terms of their careers description and information available, recommendations for Atlantis, the Palm would be to upgrade their careers section and make it more inclusive pertaining their job opportunities and information. The way careers page is represented in Marriott’s websites create an image of desired employer for the candidates which Atlantis, the palm fails to do so. Atlantis, the palm has also not started any internship, graduate program as Marriott has it. This makes Marriott an extremely concerned Employer. Jobs navigation and search are much easier in Marriott’s site as it is divided into categories and locations where as in Atlantis, one can only choose from the available vacancies. Job Alerts is another additional feature from Marriott’s careers that keep candidates interest enacted with the organization. Atlantis, the palm needs to incorporate these features in its websites to improve its online HR services. However, Marriott’s career page seems to be absolute. A job opening that was appearing in Atlantis, the palm’s career page was of Assistant lobby Lounge manager. Basic job description for lobby lounge assistant manager includes Supervision, Customer service, Co-ordination with other employees. SELECTION PROCESS FOR LOBBY LOUNGE ASSISTANT MANAGER SHORT LISTING OF CANDIDATES Firstly, short listing of collected resumes needs to be done, and few of the eligible candidates meeting the required criteria must be called for employment test. The short listing must be done after reviewing candidates CVs or resumes carefully. EMPLOYMENT TEST These candidates must be provided with an employment test where they must be asked with basic terminologies of hotel management. This helps in knowing whether the applicants are aware of the essential knowledge of their jobs and operations of hotels. This test must also include questions regarding attitude and honest, psychological, knowledge, performance and graphic response. Those who clear the employment test must be called for the initial interview. INITIAL INTERVIEW Initial interview should be panel interview so that opinion of more than one person can be obtained. The initial interview must have questions regarding the applicants education, certification and licenses if required for the job and work experience. This interview would be helpful in evaluating candidates’ personality, confidence level, fit with organizational culture and willingness to work. The nature of interview needs to be mixed of structure and behavioral interview. REFERENCE CHECK Those who clear the initial interview must go through reference check and verification process. This is necessary to check whether the provided information regarding experience, education is truthful or not. After verifying the details, the best candidates must be called for another interview. If a candidate has provided experience of any other hotel, it needs to be cross-checked. FINAL INTERVIEW The second interview or the final interview must be lined up with further shortlisted candidates meeting the all above criteria requirements as closely as possible for the post of the lobby lounge manager. This interview should now be unstructured where situational questions must be asked to the candidates. Situational questions These questions can be such as if a couple started yelling at each other in the lobby lounge, and they are not listening to any of the hotel’s representatives. What would you do to control the situation? Another question can be if a person holding a gun starts threatening for committing a suicide in the hotel’s lounge. What would you do to stop that person? These questions would highlight his critical thinking, decision making and problem solving skills. This interview would more be situational interview. The rating scale for this question should be from 1-10 where candidate providing satisfactory answers up to 6 can be passed. This interview can also be accompanied with a stressed interview where response of a candidate can be evaluated in high risk situations as they happen quite often in customer service. REALISTIC JOB PREVIEWS Realistic job previews must be provided to the selected candidates for lobby lounge positions where they can know what they can expect from the applied job so that they can make their mind already (John, 2002). Offering job then would make it easier for both sides to decide. After the candidates accept the job offer for lobby lounge assistant manager, then the employed candidate must be given orientation and training initially for a month. RECRUITMENT METHODS The proposed recruitment methods that can be used here are print advertisements (newspaper), campus or university recruitments and social media and internet. PRINT ADVERTISEMENTS Print advertisements can be used to post job vacancy for the position of assistant lobby lounge manager. Job descriptions can be provided in detailed with required skills so that candidates can be made aware. This is an effective medium as it gathers large pool of applicants CAMPUS OR UNIVERSITY RECRUITMENTS This medium proves to be beneficial as young university graduates such as in hotel management do0 have sufficient knowledge and are aware of recent trends and practices of hotel management. These graduates are also highly motivated to start their careers thus their performance is relatively well. INTERNET/ SOCIAL MEDIA In today’s world, social media is the growing trend where people search for job vacancies. This is a convenient option as it can not only attract local candidates but provide an option to recruit candidates from throughout the globe and attract the best talent in the organization. Conclusion In a nutshell, it can be concluded that, recruitment and selection process of companies nowadays are getting modernize and novel practices are being adopted. These HR practices are providing a shift to the increase strategic human resource concept globally. References Atlantis The Palm. (n.d.). Careers. Retrieved April 26, 2014 from https://careers.atlantisthepalm.com/search.htm Jackson, S., Schuler, R., & Werner, S. (2009). Managing Human Resources. Mason, OH: South-Western Cengage Learning. John, L., (2002). Human Resources in Organisations. Financial Times Press. Marriott. (2014). Marriott Careers. Retrieved April 26, 2014 from http://www.marriott.com/careers/default.mi?stop_mobi=yes Read More