Hospitality Management: Job Description, Recruitment Process, Induction, and Training

This report explores the job description of an HR manager in the hospitality industry, the internal and external recruitment process, the objectives and benefits of induction, and the methods of providing training to employees. It also provides insights into the Four Seasons Hotel and its management practices.

HOSPITALITY
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
Job description of HR manager....................................................................................................3
Person specification.....................................................................................................................5
Internal and external recruitment process....................................................................................6
Objectives, benefits and stages of induction ...............................................................................7
Methods to provide training.........................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
The hospitality management is study of industry of hospitality, this management process
involves overseeing of the administration task. It is managers duty to ensure the hotel is
welcoming its guest with better manner (Lugosi, 2019). The four seasons hotel is a huge hotel in
the London. The hotel is managing its activities with better management practises. This report
will evaluate the job description and job specification from managers position in the hospitality
industry. The benefits and drawbacks of internal and external recruitment process is being
explained. Furthermore, the objectives, advantages and stages of induction of employees are
evaluated and methods of training of employees are been evaluated.
Four season hotel
The four season hotel limited is a hotel and resort international company having its head
branch in Taranto, Canada. The four season hotel company operates more than 100 hotel and
resorts internationally. This hotel is being founded in 1960 by Isadore sharp is a private
hospitality company. As it own large number of hotel so their employees are also in large
numbers. They are offering an outstanding expansion with higher standard. They are not having
their own buildings they mostly do real estate ownerships with developers. Four season hotel is
having five percentage of profit where the hotel they operate. They are having numerous number
of employee's who are working to achieve the objective of the company. The hotel is also
offering vacation rentals in 2014. the hotels are providing luxury hotels to the potential and new
customers worldwide.
Job description of HR manager
Job Title: Human resource manager
Department: Four season hotel, human resource department
Reporting to: Head of HR department
position Summary: Oversees all characteristic of Hotel human resource activities and manage
all of those activities. Make sure that all the staff know their roles and responsibilities within the

hotel premises. The employees working in the company are efficient and effective this is being
evaluated by human resource manager.
HR managers Duties and Responsibilities:
To Recruiting and training of staff
To Manage and develop the skill of employees
To Maintenance quality of employees within hotel
To Planning of recruiting more efficient people
To Handling of employees benefits and issues
To Promoting the hotel for recruiting people
To Ensuring compliance within operations.
Qualifications: MBA in Human resource Management with 8-10 years of experience in
managing unit at five-star hotel.
Language Skills:
Human resource manager must have developed language skills in order to:
 Reading and Interpretation of documents in English.
 Writing routine reports on correspondence and business letters.
 Ability to converse publicly in English.
Computer Skills:
Yield Management System
Microsoft Word, power point
Microsoft Excel
Payroll Programs
Reasoning ability:
Able to understand the policies and continue with the instruction.
Use its creativity while recruitment and selection process.
Reading and analysis the CV of the different kinds of candidates.

Making business decision related to employees welfare.
Work Environment
Must be able to give proper directions and communicate well with employees.
Must be able to effectively welcome and deal with guests.
Must be dynamic in nature to adapt the change and perform in same direction.
Person specification
Job Title- Human resource Manager
Essential Attributes:
systematic and organised
capabilities to work as per the deadlines
Able to use the computer and able to coordinate different department
Physical Characteristics:
Well dressed and organized which can be presentable in the hotel.
Previous Experience:
Must have been in a team handling role for at least five years.
Be an efficient performer in the past experiences.
General Intelligence:
Use of computer skills like excel, word etc.
can communication with all kind of people in creative manner
Special attributes:
Must be able to handle the issues of employees in the hotel.
Can motivate people to work together as a team when facing odds and tell them their importance
in the company.
Must have the leadership quality

Temperament and Personality:
Enthusiasm
Patient attitude
Politeness
Good general Knowledge
Dedication.
Internal and external recruitment process
The recruitment process that is being followed by companies according to their job nature and
requirement. The two methods are internal and external and having some pros and cons of
internal as well as external recruitment process are discussed underneath:
Under internal recruitment process, organizations focus on filling the vacant job positions
from within existing workforce. It saves huge cost and time as company need not to pay
extra amount for spreading information about vacancy (DeVaro, 2020). This process involves
promoting employees to the higher job position. Thus, promoted employees fit well to the
organizational culture. This smoothens the recruitment process as employees who already work
in the company is acquainted with the work environment. On the other hand, new employee
recruited from outside the organization will take more time to understand the work culture of an
organization. In addition, they may or may not be able to work in the company for longer period
of time. This gives rise to another advantage of internal recruitment process that is less
uncertainty. Also, it motivates the employees to perform at their level best as they realize the
possibilities of career advancement within the company.
Internal recruitment process restricts the entry of new talent that further degrades the
overall performance of an organization. Also, promoting from existing employees' limits the
options for finding out the suitable employee. Managers may face difficulties in order
to hire the right candidate for vacant job position (Xie, and et.al., 2020). In addition, sometimes
companies.
transfer employees from one job position to another. This leads to de-motivation among
employees as they face troubles adjusting to the new surroundings, place and colleagues. Also,

payrolls in transfers are relatively same so monetary factor does not drive employees to work at
their maximum efficiency.
Under external recruitment process, companies hire candidates from external labor
market by adopting several methods such as advertising through media, campus recruitments,
recommendations, recruitment at factory gate and few others. External recruitment opens the
pathway for new talent to enter into an organization. They bring new and innovative ideas at
work place which boosts the competition among existing workforce. This further enhances the
productivity and effectively maintains the group dynamics. Additionally, under this process,
managers aim at receiving as many job applications as possible so that they can choose the
suitable candidate from the larger pool of applicants. Hiring staff from external sources provides
managers the opportunity to hire experienced and skilled staff. This reduces the extra cost
involved in organizing extensive training and development workshops (Hossain, Kannan and
Raman Nair, 2020).
First and foremost, reason that reduces the effectiveness of this process is huge cost involved.
External recruitment involves series of procedures in order to ensure right candidate is selected.
Thus, lengthy selection processes results in consuming time as well as money. Another drawback
of this process is the risk associated with bad hiring decision. Sometimes, it becomes difficult to
choose from the larger chunk of applicants who possess similar skill set and qualification. So,
company need to follow a process that ensures full objectivity in order to evaluate applications.
However, managers might bring biasness while making a selection decision.
Objectives, benefits and stages of induction
The employee's induction in the hospitality industry is process that often used to develop
or destroy the experience of individual in the company (Cunill And et. al., 2019). For welcoming
any employee in the four seasons hotel, organization is uses to provide induction to prepare them
for particular role. It is basically introduction and placement of the employee in the culture of
organization. The good induction program uses to check the employee's contribution more
effective and efficient of the team. There are different objectives to providing the induction to the
employees in the hospitality industry.
To warm welcoming the new employees, alleviate his anxiousness and understand what they feel
about the hotel.

By providing induction to the employees they feel as a part of company and being able to work
as existing employees more quickly (Dajnoki, Szabados and Bába, 2018).
To develop the inspiration quality within the new employees by having positive attitiude towards
the four seasons hotel.
To make knowledge about the company with the common goals, policies, department as well as
layout of the hotel.
This also done to communicate to new employees the expectation of the hotel with them and
further responsibilities that are to be handled by them.
The induction also contain the rules, regulations, advantages, procedures and other information
regarding the company.
Benefits of induction
Save time and money: This is basically first program which is being organized for the
employees by any organization (Schuh And et. al., 2019). In the induction there are all the
aspects are being discused that are required by employee to perform its duties. As with the help
of this program new employees in the organization can able to adapt the things of the company
therefore the time and money both being saved with the help of induction.
Reduce employees turnover: An employee used to join any organization with lots of
expectations and various queries related with the organization. So four seasons hotel uses to
provide all the information regarding the working culture and what company uses to provide in
the market all the aspect are being explained. Any employee get frustrated when they are not
being trained and instructed properly. The training programs help to enhance the retention of
employees in the organization.
Stages induction
There several stages that are undertaken by the company at the time of induction.
Job ad: a realistic advertisement is being prepared by the organization keep in mind all the
cultural aspect within hotel (Bagdadli and Gianecchini, 2019). The advertisement is in the way
that employee get satisfied and which is provided satisfactory pay. Further they selected the
eligible person from the candidates who have applied for the position.
Application pack: Than after the ad they are providing the literature of the hotel about where
they are and their journey of business.

Pre-employment handbook: They will take the form of handbook and introduction letter to the
efficient candidates (Jaworski and et. al., 2018). This will explain to them what will be their first
task in the first day.
Primary induction: in this process the candidate visit the company and induction is being done.
Methods to provide training
For develop the productive and efficient workforce the managers of four seasons hotel
must provide opportunity for providing training and growth programs to the new employees. The
training method must include are:
Instructor led training: This is general training program which is taken in the room with the
staff presenting the information about the particular subject. This is an effective way to provides
effective training to the employees of Four seasons hotel (Gaisina And et. al., 2017). The
instructor in this ask the question to the employees and if they not able to give the answer than
they explain to them the resources.
E-learning: as it is the online platform to provide the information and train the employees to
perform more efficient and effectively (Thibault Landry, Schweyer and Whillans, 2017). The
employees can take this type of training from anywhere any time. This is one of the best method
of providing the training rolling out the huge number of people especially for those who are
working on remote basis and having higher turnover rate. The e-learning method of providing
the training is very efficient as it is less costly and also consume the time as well.
Coaching or mentoring: this type of training program focused on relationship with the
employees as well as experienced people of the organization, as coaches, senior employees of the
organization. This training develops the relationship between employees and organization. This
method of training is performed online as well as offline. As the employees in the Four seasons
hotel can take this training seasons as it is consumed less time.
Lecture- style training: lecture training is effective when the company has large number of
employees and performing similar level of task. By the lecture style training the information can
be given to all the employees. The information is being travel very quickly to large number of
people with the help of this training.
Group discussion and activities: when the Four season hotel have to provide the training to the
experienced people of the company than this type of training program is effective. The

discussion and activities can be facilitated by online prompts which can be check later by
supervisor. This approach of training the employees can be effectively used for the challenges
which are needed to resolve the issues.
CONCLUSION
This report concludes that hospitality management have their individual management
function which are being organized for better managing practises. The job description and
personal specification are being made of human resource managers. The induction process is
being explained with the related benefits and stages of induction. Furthermore the different
methods of training to new and existing employees are being explained.

REFERENCES
Books and journals
Bagdadli, S. and Gianecchini, M., 2019. Organizational career management practices and
objective career success: A systematic review and framework. Human Resource
Management Review. 29(3). pp.353-370.
Cunill, O.M. And et. al., 2019. Thirty-fifth anniversary of the International Journal of Hospitality
Management: A bibliometric overview. International Journal of Hospitality
Management. 78. pp.89-101.
Dajnoki, K., Szabados, G.N. and Bába, É.B., 2018. A case study on human resource
management practice of a sport organization. International Journal of Engineering and
Management Sciences. 3(4). pp.410-425.
DeVaro, J., 2020. Internal hiring or external recruitment?. IZA World of Labor.
Gaisina, L.M. And et. al., 2017. Principles and methods of synergy modeling of management
system at oil and gas sector’s enterprises. Espacios. 38(33). p.5.
Hossain, M.S., Kannan, S.N. and Raman Nair, S.K.K., 2020. Factors Influencing Sustainable
Competitive Advantage in the Hospitality Industry. Journal of Quality Assurance in
Hospitality & Tourism, pp.1-32.
Jaworski, C. and et. al., 2018. The effects of training satisfaction, employee benefits, and
incentives on part-time employees’ commitment. International Journal of Hospitality
Management. 74. pp.1-12.
Lugosi, P., 2019. Deviance, deviant behaviour and hospitality management: Sources, forms and
drivers. Tourism Management. 74. pp.81-98.
Schuh, S.C. And et. al., 2019. The interpersonal benefits of leader mindfulness: A serial
mediation model linking leader mindfulness, leader procedural justice enactment, and
employee exhaustion and performance. Journal of Business Ethics. 156(4). pp.1007-
1025.
Thibault Landry, A., Schweyer, A. and Whillans, A., 2017. Winning the war for talent: Modern
motivational methods for attracting and retaining employees. Compensation & Benefits
Review. 49(4). pp.230-246.
Xie, C., Zhang, J., Chen, Y., Morrison, A.M. and Lin, Z., 2020. Measuring hotel employee
perceived job risk: dimensions and scale development. International Journal of
Contemporary Hospitality Management.
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