Human Resources in Action: Intercontinental Hotels Group & Global Hyatt - Case Study Example

Human Resources in Action - Intercontinental Hotels Group & Global Hyatt Human Resources in Action - Intercontinental Hotels Group & Global Hyatt Part A - Comparison of the career part of the firms’ websites Quality, amount and presentation of information Intercontinental Hotels Group In the website of the particular firm information related to recruitment is included in the Careers sub-section of the website. The first page of the particular sub-section is quite analytical showing the categories of the section’s themes, such as information on the organization’s culture, analytical presentation of the conditions of work and the terms of promotion/ rewarding in the organization and a search option for checking for available positions. By clicking on the category ‘About us’ the visitor can be informed on the organization’s culture; within this category there is an option ‘Our Employer Brand’ that explains to the visitors all aspects of the culture that has led the organization to success. Moreover, using the option/ category ‘Job Search’ the visitor can check the current vacancies across the firm’s hotels worldwide. The most important characteristic of the firm is its clarity; all themes related to the firm’s recruitment are presented clearly to the visitor so that no issue of misunderstanding or lack of information, meaning that no gap can be identified in the specific website as of the content, i.e. the information provided to visitors. Global Hyatt The recruitment process of Global Hyatt is described in the section ‘Careers’, as available in the home page of the organization’s website. The specific website provides a high range of information, covering the needs of visitors to be informed on the firm’s culture, as included in the ‘Explore Hyatt’ section of the website, but also the needs of employees for checking vacancies in the firm’s units worldwide. In fact, vacancies can be identified using the ‘Apply now’ option of the website’s home page. The firm’s existing vacancies are of two categories: within the US and outside US; in other words, the firm’s website allows the visitors to search for vacancies based primarily on the geographical characteristics of each of these positions. Particular emphasis should be given to the provision to the visitors information on the firm’s culture, as this is related with the firm’s ‘mission and values’ (Global Hyatt, Careers, Explore Hyatt 2014). Strengths and weaknesses of the websites As a recruitment tool, websites have two key advantages: a) the low cost involved (Niles 2013, p.113). b) the short time for completing the position (Niles 2013, p.113). It has been proved that an employment agency needs about 30 days, at average level, for completing the hiring process while the recruitment through the website of the firm can take just 12 days (Niles 2013, p.113). Also, the websites offer the chance for updating a post for a job position, if necessary (Lan & Unhelkar 2005). The above benefits are involved in regard to both the organizations since they use their website as a recruitment tool. In general, the two websites seems to have common points as of their performance: a) the website of IHG is quite effective in providing a high range of information for the organization while it very easy to be navigated; no gap in regard to information necessary in the recruitment process could be identified in this website; b) on the other hand, the website of Global Hyatt does not provide analytical information in regard to certain recruitment areas, such as the benefits/ rewards for employees or the exact steps of the selection process; in regard to the website of Global Hyatt the path of the selection and recruitment process would be expected to be clearly described. In opposition, reference is made only to the submission of resume; no further information is provided to applicants in regard to the exact steps involved in the application/ recruitment process. Recommendations for improvement The website of Intercontinental Hotels Group could be alternated as two of its characteristics: a) photos and graphs could be reduced so that the access to the website to be feasible also for those who have a slow Internet connection or a weak IT system; b) the benefits for employees could be described more clearly; in the category ‘Working at IHG/ Salary and benefits’ certain of the benefits available to employees are mentioned but the terms for employees for accessing these benefits are not thoroughly described; also, no reference is made to the exact, or to the average, monetary amount given to employees, either as salary or as benefits. As for the website of Global Hyatt this could be possibly improved as of the following points: a) the benefits and rewards for employees are described quite broadly; there is no reference to the practical aspects of these benefits or to the average level of compensation. It is implied that the firm aims to keep the specific sector non-clearly described so that changes in the terms of recruitment are feasible at any moment; b) the search mechanism of the website should be improved; every time that the search for existing vacancies is attempted, then there is no option for going to previous screen directly; one has to exit the website completely and re-enter in order to check the other categories of the website (Niles 2013, p.112). Part B – Selection process for a particular position Phases of the process The selection process would be divided into two parts: the initial screening of applicants/ candidates and the final screening. The phases of each of these parts are described below, using relevant graphs. Emphasis should be given to the following fact: the gathering of information is a critical criterion for the success of the selection process (Arthur 2012, p.174). It is for this reason that in the selection process suggested below applicants are asked twice to provide information for them, one with their initial resume and secondly, after having passed successfully the initial screening phase, as part of the selection process. It should be noted that the selection process involves in a position of ‘Seasonal Front Office Agent’ (Global Hyatt 2014); the position involves in the group of hotels Global Hyatt. Initial screening Final screening Gathering of applicants’ resumes Applicants provide an analytical resume, with more details on their professional experience Participation of applicants in online test Second meeting with applicants/ interview Participants who have achieved a specific grade in the test are asked to pass an interview The applicant chosen works for 2-3 days in the business so that his potentials to adopt his skills to the business needs are checked The selection processes presented above are appropriate for the specific position and for the company because of the following reasons: a) the initial screening process includes all possible ways for checking the candidates’ skills and qualifications; indeed, the specific process refers to the submission of a resume, the participation in an online test and an interview; it is implied that only those who have passed the minimum rates set for each category they will have the chance to participate in the next phase of the selection process; b) the final screening process offers the chance to the firm to gather more analytical information for the employee and to test the applicant’s skills in practice. Interview Questions The interview questions have to be carefully designed so that all critical aspects of the position involved are covered (Edenborough 2007). For the position of the Seasonal Front Office Agent’ the following two questions should be part of the interview: a) how you respond to an emergent problem, such as the need for additional rooms for covering the increased hospitality needs of an event? - This question would reveal the applicant’s potential to identify solutions under pressure, a condition that he would have to face regularly in the particular position; This question would offer to the applicant the chance to choose among three options/ possible answers, as follows: 1. I would ask the supervisor, 2. I would ask for the help of a colleague; and 3.I would use my own experience on similar issues. The above answers would have a rating from 1 to 3; an applicant with low grade would be considered as highly depended on the supervisor’s view; an applicant with high grade would be characterized as highly confident; b) which is your major concern in regard to this position? This question would have three possible answers: 1. The low number of employees during peak periods, such as summer holidays, 2. Communication problems with colleagues and 3. Lack of support by the supervisor; These answers would be also given points of rating from 1 to 3. Applicants with low grades would be more appropriate for team work while employees that would rank high would be able to take initiatives and to support organizational growth. - Through this question the applicant’s perceptions on the risk related to this position would be made clear; also, potential weaknesses of the applicant could be revealed. Suggested recruitment methods For covering the specific position HR managers in Global Hyatt could employ the following three recruitment methods/ sources: a) the job departments of local universities, meaning the universities in the area surrounding the Huntington Beach where the specific unit/ hotel of the firm is based; through these offices individuals with important educational skills could be retrieved; also, these individuals would have, due to their age, high potentials for working hard; b) online ‘job fairs’ (Niles 2013, p.110). These fairs require a small fee by the side of the employer (Niles 2013); however, they have become quite popular and they have the advantage of attracting a high number of employees of different skills and educational background, combining the advantages of common job fairs and of online posts for job (Niles 2013, p.110); c) the firm’s database with previous applicants, who have failed so far in entering the organization, should be an important source for covering the specific position (Armstrong 2006) , especially since this position is critical for the success of new hotel of the chain in the particular area. References Armstrong, M. (2006) A Handbook of Human Resource Management Practice. London: Kogan Page Publishers. Arthur, D. (2012) Recruiting, Interviewing, Selecting & Orienting New Employees. 5th ed. New York: AMACOM Div American Mgmt Assn. Edenborough, R. (2007) Assessment Methods in Recruitment, Selection & Performance: A Managers Guide to Psychometric Testing, Interviews and Assessment Centres. London: Kogan Page Publishers Global Hyatt, 2014. “Careers.” Retrieved from http://hyatt.jobs/ Global Hyatt, 2014. “Job description: (Seasonal) Front Office Agent”. Retrieved from https://hyatt.taleo.net/careersection/10780/jobdetail.ftl Intercontinental Hotels Group, 2014. “Careers.” Retrieved from http://www.ihgplc.com/index.asp?pageid=7# Lan, Y. & Unhelkar, B. (2005) Global Enterprise Transitions: Managing the Process. London: Idea Group Inc (IGI). Niles, N. (2013) Basic Concepts of Health Care Human Resource Management. Burlington: Jones & Bartlett Publishers. Read More