Company Rules and Regulations Guidelines

This assignment provides a comprehensive outline of the guidelines laid down by the Australian Competition and Consumer Commission (ACCC) for companies operating in Australia. It covers key aspects such as pricing, advertising, complaint handling, product safety, and warranties, highlighting the importance of compliance with these regulations to ensure fair business practices and protect consumers' rights.

Running head: HR AND MARKETING
HR and Marketing
Name of the Student:
Name of the University:
Author Note:

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Part A:
Answer 1.
Job descriptions for chef de partie room service are as follows:
Expected qualification: Graduate
Expected experience level: 1 year
Customer service attitude: Positive, presentable, sincere, innovative and smart
Job description for room service attendant:
Expected qualification: Post Graduate
Expected experience level: 2 years
Customer service attitude: Readiness to help customers, presentable, customer service oriented,
innovative and sincere
Job description for restaurant manager:
Expected qualification: Post Graduate in hotel management
Expected experience level: 5 years
Customer service attitude: Managerial skills.
Answer 2.
Advertisement for chef de partie room service:

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Hotel Ocean Breeze is one of the premier hotels and currently looking for chef de partie
room service. Interested candidates can drop their CVs on the official website of the hotel. The
candidate should be a graduate, having minimum a year’s experience and should be presentable
and smart.
Advertisement for room service attendants:
Hotel Ocean Breeze, one of Australia’s premier hotels is looking of eligible candidates
for the post of room attendants. The minimum qualification is post graduation with 2 years
experience.
Advertisement for restaurant manager:
Restaurant manager required for hotel Ocean Breeze. The candidates should have post
graduation in hotel management degree, 5 years experience and managerial skills. Interested
candidates please apply on the official job portal of the hotel.
The three positions can be advertised in newspapers, on job portals and on the official
website of the company for maximum coverage. The average cost of the newspaper
advertisements would be higher than job websites. In case of the advertisements on the official
portal, the company would not incur any advertisement cost to these third parties.
Answer 3.
The applications received would be reviewed as per organisational polices against several
criteria. The main criteria which would be considered during short listing of candidates for
interview would be the job position and their requirements of the company. The general
eligibility checks would consists of bachelors or post graduation degree from reputed hotel

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management colleges and basic understanding to the hotel industry. The candidates having prior
experience in similar job would again get preferences (Ladkin and Buhalis 2016).
Answer 4.
The successful candidates short listed for the next stage, interview would be informed
over the phone and by email on their provided email ids. They would be informed about the
positions for which they would be attending the interview along with details of time, date and
venue of attendance. The emails would also intimate them about the documents which they are
potentially needed to carry to the interview venue (Kao, Tsaur and Wu 2016).
The following is the sample of the letter which he company would be sending to the
unsuccessful applicants:
To,
Name of the candidate
We are aggrieved to inform you that you are not short listed for the post. You can apply
back for the same or for any other relevant future vacancy after 6 months from the stated date.
Regards,
Relevant person,
Designation,
Ocean Breeze Hotel
Place.

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Date:
Answer 5.
The following are the interview questions for the post of Chef de Partie Room
Service Kitchen and room service attendant:
1. What are your expectations from the job?
2. Have you got any experience of the job?
3. Do you have any bitter experience while doing your job? If so, please share it us.
4. Are you comfortable stretching your shift, if required?
5. Are you comfortable relocating, if required?
The following are the questions for restaurant manager:
1. As a manager, how would you manage the restaurant?
2. If the next manager falls ill and cannot take the handover, would be comfortable to stretch?
3. If your business commitments demand, would you able to relocate even to overseas locations?
4. What are your expectations from our company?
Answer 6.
The process of selecting an interviewee would be based on the job for which the
interview is being conducted. For example, for restaurant manager interview, a senior manager

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should be present at the board. Again, for interviewing a room service candidate, the floor
manager needs to be present (Lindberg et al. 2017).
Answer 7.
The final selection should test the intelligence and innovative power of the candidates for
each position. If no candidate qualifies the final interview round, the company should hold back
the position till an eligible employee can be acquired. The legal aspects which have to be
considered are transparency and equality of opportunity to both the candidates in the final round.
Merits of the candidates are important because they ensure that the hotel company employs the
right persons for the right positions (Wilson et al. 2018).
Answer 8.
Offering of employment to the selected candidates would involve a final meeting
between them and the HR. The aim of the meeting would be intimating the candidates about the
terms of employment like compensation and expectations of the company from them. The
process would finally end with handing over of the appointment letters to the candidates after
they willfully express their acceptances of the terms of employment of the company (Lindberg et
al. 2017). The following is a template of the letter of appointment the candidates would receive:
Appointment letter
To,
Name of the employee,

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We are pleased to inform you that we are hereby appointing you to the position of …..
(designation) at ……(name of the company). You would be initially deployed at the ….. (office
location) and may be deployed in any of the offices of the company or its agents in future as per
discretion of the relevant authority. As per your discussion with us, you would receive yearly
compensation of AU$.... (Amount). Please find attached the breakup of your salary and the
company norms which you are expected to adhere to ardently during your tenure with us. The
date of your joining would be …..
Regards,
Relevant person,
Designation,
Ocean Breeze Hotel
Place.
Date:
Answer 9.
The human resource department should file all the required documents pertaining to the
recruitment of candidates including the legal documents. The HR is obliged to obtain a copy of
the appointment letters duly signed by the candidates as a proof of their acceptances of the
company’s policies and the job offer. The HR besides these documents should file all documents
which have legal significance. For example, documents relating to the compensation including

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provident fund payments to the employees. These documents help the company to prove its
adherence to the laws like Safe Work Act 2012, Australia (worksafe.tas.gov.au 2018).
Part B:
The induction program would introduce the candidates to the organisational culture of the
Ocean Breeze Hotel and to their colleagues. The induction would make them knowledgeable
about their job in detail, job environment and the practices which are prevailing in the
organisation, particularly in their areas of responsibility (Wilson et al. 2018). The reporting
managers of the employees would outline their activities they are supposed to carry out as
kitchen services, room services or as restaurant managers in the breakfast shift or night shift
depending on their job roles. The managers would also guide the candidates about the time
frames which they should follow to fulfil all their responsibilities efficiently. The induction may
also include providing of handouts pertaining to industrial relations particularly prevailing in the
hotel industry (Nieves and Quintana 2018).
Timeline:
Induction of the candidates to the company rules and regulation: 1 day
Imparting of job details, company expectations, KRAs, time frame: 1 day
Introduction to senior managers, peers and colleagues: 1 day
Product training (if required): 7 days
Venue: Hotel Ocean Breeze premises

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Part B:
1. The following sections pertain to the guidelines laid down by the Australian Competition
and Consumer Commission:
a. Pricing:
The commission generally forbids competing business organisations from indulging into
price fixing. However, they may apply to the commission for approval of price fixing if the same
is for public benefit. The wholesalers cannot ask retailer to sell products below a certain price.
The wholesalers may engage in selling products below minimum price as long as it does not
hinder healthy market competition (accc.gov.au 2018).
b. Advertising:
The commission mandates all business organisations to communicate accurate
information to consumers (Kao, Tsaur and Wu 2016).
c. Complaint handling:
The ACCC entitles the consumers the right to approach the suppliers to lodge product
complaints. F they are not satisfied they can approach the commission or third parties and finally
take legal actions.
d. Product safety:
The products sold to the consumers should be of high quality and guarantee consumers of
safety of use. The consumers are granted protection under the Australian Consumer Law
(accc.gov.au 2018).

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e. Warranties:
The sellers or manufacturers of goods may give warranties in written or verbal form.
Reference:
Australian Competition and Consumer Commission. 2018. Offering warranties. [online]
Available at: https://www.accc.gov.au/business/treating-customers-fairly/offering-warranties
[Accessed 28 Feb. 2018].
Grimmelmann, J., 2018. Privacy as Product Safety.
Kao, C.Y., Tsaur, S.H. and Wu, T.C.E., 2016. Organizational culture on customer delight in the
hospitality industry. International Journal of Hospitality Management, 56, pp.98-108.
Ladkin, A. and Buhalis, D., 2016. Online and social media recruitment: Hospitality employer
and prospective employee considerations. International Journal of Contemporary Hospitality
Management, 28(2), pp.327-345.
Lindberg, A., Linder, R., Backman, H., Eriksson Ström, J., Frølich, A., Nilsson, U., Rönmark,
E., Johansson Strandkvist, V., Behndig, A.F. and Blomberg, A., 2017. From COPD
epidemiology to studies of pathophysiological disease mechanisms: challenges with regard to
study design and recruitment process: Respiratory and Cardiovascular Effects in COPD
(KOLIN). European clinical respiratory journal, 4(1), p.1415095.
Nieves, J. and Quintana, A., 2018. Human resource practices and innovation in the hotel
industry: The mediating role of human capital. Tourism and Hospitality Research, 18(1), pp.72-
83.

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Wilson, C., Rooshenas, L., Paramasivan, S., Elliott, D., Jepson, M., Strong, S., Birtle, A., Beard,
D.J., Halliday, A., Hamdy, F.C. and Lewis, R., 2018. Development of a framework to improve
the process of recruitment to randomised controlled trials (RCTs): the SEAR (Screened, Eligible,
Approached, Randomised) framework. Trials, 19(1), p.50.
Worksafe.tas.gov.au. 2018. Guide to the Work Health and Safety Act 2012. [online] Available at:
https://worksafe.tas.gov.au/__data/assets/pdf_file/0020/273512/Guide_to_the_Work_Health_and
_Safety_Act_2012.pdf [Accessed 28 Feb. 2018].