Job Description and Recruitment Process in the Hospitality Industry

This report discusses the development of job descriptions and person specifications for management positions in the hospitality industry. It explores the advantages and disadvantages of internal and external recruitment processes. The objectives, benefits, and stages of employee induction are also discussed, along with effective training methods and strategies for the organization. The report focuses on the case of Hilton Worldwide Holding, an American multinational hospitality company.

London Met Assessment

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Developing job description and person specification for management position.........................3
Discussing advantages and disadvantage of internal and external recruitment process..............4
Objectives, benefits and stages of induction new employees......................................................6
Training methods and strategy for the organisation....................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................1

INTRODUCTION
Human resources refers to the process of handling and managing of employees in the
organisation and maintaining better working condition for them in order to fulfils their needs and
requirement (Brockbank and et.al., 2018). In this report the hospitality sector, the organisation
chosen is Hilton Worldwide Holding which is American multinational hospitality company that
manages and franchises broad portfolio of hotels and resorts which is founded by Conrad Hilton
in May 1919. In this report it is developed the job description and person specification from the
range of management position within the hospitality industry. Understanding the knowledge
about the advantages and disadvantages of external and internal recruitment process and will be
discussed in this report. Apart from that analyse the objectives and benefits of the stages of
induction for new employees that required in this process and discussing the training
programmes for the hospitality personnel.
MAIN BODY
Developing job description and person specification for management position
Job description of management trainee in the hospitality sector
Job Information
Job title- Graduate management trainee
Reports To- Local Manager
Job Purpose
Professional skilled Hotel management trainee has experience in both chain hotel as 5 star
hotel. Required to successfully manage hotel and ready to become full-time hotel general
management position. Must has Bachelor's degree in hospitality management and sound Skills.
knowledge in the industry.
Duties and Responsibility
 Ensure pre agreed objectives met on time.
 Specific skills in the relation to the managing the customer.
 Compliance of all rules and regulation and ensure every task is going as per the
standards.
 Build better relationships with potential customer and provide them all facilities.

 Managing all operational and managerial function to achieve the objectives.
Candidate requirement
 Excellent written and verbal communication skills
 Good problem solving skills and critical thinking abilities
 Strong understanding of all aspects of hotel management
 Enable hotel staff follow excellent guest care standards
 Ability to analyse the budget for hotels department and restaurants
Person specification of management trainee in Hospitality industry
Essential Desirable
Educational
qualification
Bachelor's Degree in Hospitality
industry
Degree of international
hospitality sector and
certificate from renowned
institution.
Experience Past experience in similar role and
must have worked in chain hotel for
minimum 2 years (Chyhryn and
et.al., 2019).
Experience of working in
prestigious hotel in
management trainee position
and must ensure that they must
continue to deliver all
department like finance,
marketing and supply chain.
Communication skills Ability to obtain, analyse the present
information and has critical thinking
ability and should ensure the
effective relationship with customer.
Able to deal with all kind of clients
and deliver them best customer
services.
Experienced in working
international clients and
working with customer facing
role. Ability to understand all
kinds of services and deal with
high quality services.

Discussing advantages and disadvantage of internal and external recruitment process
Recruitment is very first process of Human resources that deal with the managing and
recruiting the personnel which are interested in the company and know the effectiveness of the
organisation. This will help in managing the overall employees and need to be monitor
accordingly (Jha and et.al., 2017). There are two types of recruitment process such as
 Internal process- This types of process required to internal recruitment of employees
within the organisation and avoid recruiting of outside employees. Some methods are
transfers and promotions. Transfer refers to shifting of employees from one place to
another within the branches of organisation in same position or another. Promotion
concern with promoting the person from one position to higher position and avoid hiring
of outside people in the organisation. In the context of Hilton organisation this process
will gives the benefit of reducing the cost and money that require in the company and
able to hire experience people. The disadvantages of this process is that it minimise the
opportunity of outside employees to get job in the organisation and did not get chance to
other talented people who were willing to get the opportunity.
 External process- This process refers to the hiring the people who were outsiders and
not from the organisation and this concern with many stages to recruit any new
employee. In this the methods that were used are Institutional placement and Job website.
In the Institutional placement which refers to the getting hire new employee from the
placement that is conducted by colleges within the campus and students get the chance to
get the job in the organisation. For the Hilton, this helps in getting the talented personnel
who were in learning phase (Kamoche and Leigh, 2021). Job website refers to the
company is giving the invitation to the organisation where it mention all requirements of
the job and the roles of employees. In the Hilton organisation, this method will increase
the efficiency through giving the overall efficiency and more employees were giving the
application in the organisation. In the context of Hilton organisation, the employees were
hired from outside and will give the chances to everyone to get the prestigious job role in
the organisation. This helps the company to get the talented employees who has
experience of outer world. The disadvantage of method for the Hilton organisation that it
need lots of money and efforts that adds to cost to the organisation. This company require

to maintain the efficient method to conduct this selection process and an experience
Human resource is required to follow all process and activities.
Objectives, benefits and stages of induction new employees
Induction process is introducing new employees to organisation and with their specified
jobs and department to their community. This needs to be done by all companies to make the
employees comfortable about the work position and get the overall overview of their
organisation. In the context of Hilton hotel, this helps the employees to get interacted with the
team and make them aware about the rules and regulation. Some of objectives of this are as
follows-
 To welcome new employee and reduce all anxiety and make them comfortable in the
environment.
 To develop relation between the company and employees and feel like as part of the
company feel like home as soon as possible.
 To influence new employees with good attitude towards the employees and about their
job as well. Ensure that they get to know everything about the goals, history and
management, traditions, policies, department (Nwosu and Ogunyemi, 2020). In the
context of selected company, this refers to make them aware about all process so that
they conduct their task effectively in future period of time.
 To present all basic information to the employees like rules and regulation, benefits,
payday and general practices. In the selected organisation, this gives them optimum
satisfaction as this provide the overall effectiveness to the performance of the employee.
Benefits of induction process in the organisation are as follows-
 Saves lots of time and money and provide effectiveness to the organisation in order to
serve at optimal level and gives times to employees to increase the efficiency of the
performance of the company.
 In the context of Hilton Hotel, this gives benefits of reducing the employee turnover and
provide them optimum advantages on holding the personnel in longer period of time.
This is important for the organisation to understand the behaviour and feelings of the
employees.

 Ensures the operational efficiency and create better environment for the employees to
work properly and makes the things easy going that enhance the overall effectiveness that
provide the better way to understand the responsibilities of employees.
 Helps in establishing better communication with the employees and provide the optimum
help in the regards of maintaining the overall effectiveness (Pulyaeva and et.al., 2019).
In the context of Hilton organisation, this gives help to the company to fulfilled all needs
and requirement of the employees.
Stages of induction process in the management trainee are as follows-
 Job advert- This refers to the design and copy culture of the company and emphasis on
the aspect of the work that current employees will find satisfying and proper job
advertisement will began from selection. In the selected organisation, this gives trainee
the suitable person is chosen and makes everything clear from both sides.
 Application pack- This provide literature about the organisation and should achieve job
description and outline terms and condition. In the management trainee they should be
provided with all kinds of policy that is being followed by the employee.
 Pre-employment Handbook- This refers to providing introductory letter to eligible
employee and important points should be mention in that such as arrival of time-in and
time-out and arrangements of site, type of dress code and name of person that need to be
meet and ask for. In Hilton organisation, this refers to providing all basic information to
trainee about the organisation.
 Primary Induction- This concern with face to face induction of inductee with the
employees and must provide basic priorities such as Health and Safety, Conveniences
and personal details to ensure all basic requirements (Wawer, 2018). In selected
organisation, this refers to providing the safety rules, Health and safety rules in terms of
customer and self as well.
Training methods and strategy for the organisation
Training is very important for the management trainee and all employee to be provided to
deliver the best performance to the organisation and able to accomplish all task. In the context of
Hilton organisation, this trainings will give the maximum pay out to the operational activities
and gives the profit.

 E- Learning- This is most popular forms of training delivery available today and it is
increasing every day as development of digitalisation. In the context of selected
organisation, this helps in improving the efficiency such as providing text audio, video
and discussion forums (Tayibnapis, Wuryaningsih and Gora, 2018).
 Virtual classrooms- This is use of continuous advancement of technology and propelled
the use of virtual classrooms and enable organisation to deliver trainings programmes.
Good virtual trainers still offer human touch and saves money and efforts. In the context
of selected organisation, this helps in providing advance training to the employees and
make them fully satisfies regarding the trainers and learners and in terms of providing
best customer services. This helps the company in achieving the overall objectives of
company and helps in fulfilling the goals.
CONCLUSION
From the above report it is concluded that Human resources helps in providing the overall
effectiveness and maintaining all workforce of the organisation and this conduct many activities
and functions perform by the Human resources. In this report, it is being discussed about the job
description and person specification of management trainee that required to be maintained
effectively to attract the employee. It is analysed that recruitment method has two types external
and internal methods and they have advantages and disadvantage for the company. It is
determined that it depends on the organisation that what kinds of process will help to improve
the productivity and efficiency. Apart from that it has been discussed that training process will be
given by trainer to improve the performance of the employees and gives them adequate training
so that they give maximum result to the organisation and will enhance overall effectiveness.

REFERENCES
Books and Journals:
Brockbank, W. and et.al., 2018. The future of HR and information capability. Strategic HR
Review.
Chyhryn, O. Y. and et.al., 2019. HR Management in the Digital Age: the Main Trends
Assessment and Stakeholders.
Jha, J. K. and et.a;., 2017. Contribution of HR systems in development of ethical climate at
workplace: A case study. South Asian Journal of Human Resources Management. 4(1).
pp.106-129.
Kamoche, K. and Leigh, F. S., 2021. EXPRESS: Talent management, identity construction and
the burden of elitism: the case of management trainees in Hong Kong. Human Relations,
p.0018726721996778.
Nwosu, B. and Ogunyemi, K., 2020. A View from the Top: Hotel HR Directors’ Perspectives of
Sustainable HRM in Nigeria. In Sustainable Human Resource Management in
Tourism (pp. 61-76). Springer, Cham.
Pulyaeva, V. and et.al., 2019, March. Practical aspects of HR management in digital economy.
In IOP Conference Series: Materials Science and Engineering (Vol. 497, No. 1, p.
012085). IOP Publishing.
Tayibnapis, A. Z., Wuryaningsih, L. E. and Gora, R., 2018. Indonesia's Efforts to Achieve
Globally Competitive Human Resources. International Journal of Humanities and
Social Science Invention (IJHSSI). 7(8). pp.01-06.
Wawer, M., 2018. The use of HR metrics in human resources management. Przedsiębiorczość i
Zarządzanie. 19(3.2). pp.303-317.
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