Management Trainee in the Human Resources Department

This report discusses the job description and specification for the position of front office manager, advantages and disadvantages of internal and external recruitments, objectives and benefits of induction for new employees, and training delivery methods and strategies for developing training programs for hospitality personnel. The report focuses on Hilton as a company in the hospitality industry.

MANAGEMENT TRAINEE
IN THE HUMAN
RESOURCES
DEPARTMENT

TABLE OF CONTENTS
TABLE OF CONTENTS................................................................................................................2
INTRODUCTION...........................................................................................................................1
1. Job description and specification for the position of front office manager:-...........................1
2 Advantages and disadvantages of internal and external recruitments processes......................2
3 Analysing the objectives, benefits and the stages of induction for the new employees...........4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management within hospitality industry has been growing in varied
recent trends where varied scale professional growth, new range of efficiencies in skills are being
shaped up effectively by companies. Management trainees in human resource department are
recruited with high focus towards company specific business requirements, where in this report
Hilton has been taken as company. Job description and person specification will be discussed to
identify specific skills needed in hospitality industry, objectives and benefits of induction among
within new employees are discussed. The report furthermore will be analysing advantages,
disadvantages of external and internal recruitments procedures, used by company for further
diversification in workforce. Study will be also focusing towards varied training programmes
and strategies for talent management, which brings on rise in determining profound growth.
Job Description:- The job description is a document which shall be specifying about the job
position, its roles and responsibilities, qualifications required and the various skills. This shall
describe the eligibility criteria and based on this the HR manager shall be governing that whether
a person is fit for the person or not and accordingly shall be hired for the position.
Job Specification:- This is another document that shall be mentioning the set of qualities, skills,
talents, experience that shall be required to be placed on a particular position of the company.
They shall be highlighting the physical, mental, emotional capabilities of the individual that shall
be determining the ability to fit for the particular vacancies.
The front office or the desk manager plays the major role in the hotel and they shall be
determining the fulfilment of the requirements of the guests. They need to be highly effective as
they are remaining in touch with the guests that are arriving at the hotel and shall leave the first
impression regarding the brand of the hotel (Cohen, Sauermann and Stephan, 2020). This
generates the requirement of defining the job description effectively such that there is no scope
for negligence. The HR has to pay crucial attention while selecting the right employee for the
front office who is capable of managing good customer relations and thereby boosting the guest
satisfaction.
1. Job description and specification for the position of front office manager:-
Job Profile- The job profile of the front office manager is that they have to manage the office
spaces, guest experience, guest satisfaction, guest loyalty, maintain the database as to customer
personal details and the check in and out details.
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Duties and responsibilities- There are some major duties and responsibilities that are to be
fulfilled by the person that shall be employed as the front office manager of the Hilton hotel:-
 The front office manager shall be responsible to satisfactorily give response to the
complaints, feedbacks, comments of the guests. Apart from that they are responsible for
solving all their doubts and queries.
 Monitor and maintain the records of the customers for the future reference of the
company. They are held responsible for constantly keeping in touch with the past guests
to manage their loyalty with the hotel.
 Manage all the supplies that are required by the customers.
 Manage the incoming and outgoing e-mails in the hotel (Ramhit, 2019).
 Maintain the proper communication with the customers.
 They shall have to answer all the foreign calls and also redirect them to the concerned
persons to whom the guests wish to contact.
 They shall manage all the online bookings of the guests and inform regrading these
bookings to all the other departments to make the arrangements accordingly in the hotel.
Qualifications and requirements-
 High school diploma in the hospitality course.
 An experience of 5 years previously of a qualified institution on the similar post.
 Basic computer operating skills like the Microsoft, Tally, and the office management.
 Efficient communication skills and well-versed in at-least three major languages English,
French and Spanish.
 Effective leadership qualities with the problem-solving tactics.
 Knowledge of the building of the interpersonal relationships in business.
 Customer centric approach and handling them in the efficient manner.
2 Advantages and disadvantages of internal and external recruitments processes
There are various advantages and disadvantages of internal and external recruitment
processes which can be analysed by focusing towards varied range of efficacy parameters, where
Hilton hotel has been heading to employ best employees. Recruitment strategies plays crucial
role to bring on further scale operational innovation, where Hilton aims to employ best expertise
employees (11 Ways to Boost Your HR in Hospitality, 2019).
Advantages and disadvantages of internal recruitments:
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Internal recruitments can be understood as aspects of recruitments strategy where
promotions, transfer are some of the main aspect where internal recruitments bring on
advantages, disadvantages which can be discussed as follows: Advantages: The internal recruitments are less time taking for company, as employees
from internal structural departments are selected for further positioning. This factor fuels
up motivation horizons among varied employees and also generates fundamental scale
growth. Internal structure of recruitments are less hectic task for HR, and also there is
wide competent to bring on motivation within internal structure employees in workforce. Disadvantages: There is no growth in talent, as external recruitment is widely crucial for
keeping up with benchmarks efficacy towards untapped horizons towards commercial
horizons. Hospitality new trends are not developed in internal recruitments strategy
where Hilton by heading on internal recruitments will not be able to bring on competent
innovation effectively, where rapid functional growth towards ideologies need to be
shaped actively. There is lack of diversity factor among workforce where innovation and
strength creative varied efficacy, which keenly brings on rise towards untapped domains
with hospitality standards.
Advantages and disadvantages of external recruitments:
External recruitments can be understood as widely crucial aspect within recruitments
strategies where employees within Hilton are recruited from external sources, based on skills and
expertise with fundamental experience. Online web based sources are used for external
marketing and new range of competitive scale growth, towards enhancing company services
profoundly. Advantages: Highly beneficial for company to employ best skilled trained professionals,
where external recruitments enable brand to harness new talents freshly. Also there is
varied scope to keep up varied scale growth as per latest hospitality standards
benchmarks, which further enhances brand goodwill towards new vision oriented
domains. External recruitments often create force of diversity within employees to be
ideally active towards new range of professional, commercial acumen towards varied
projects complications.
 Disadvantages: Hilton by using external recruitments strategies faces wide scale
competitive rise towards varied range of professional expertise and investments. There is
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also wider strategic rise in time consuming aspects as it involves high scale time factor
for strengthening recruitment procedures imperatively. It also needs resources of time and
cost factor for investing on towards new range of efficacy in operational innovation,
where resources are widely at risk (Pan and et.al, 2021).
3 Analysing the objectives, benefits and the stages of induction for the new employees
Induction is the process of getting new worker known to business policies, procedure, methods,
etc. it allows employees to known about important factors related to enterprise that can add value
to them as a team member. There are various objectives of conducting an induction program for
new workforce are
 welcoming new worker and make comfortable and feel like home
 To give motivation for having positive attitude towards company and job
 Explaining workforce that what is expected from them, roles and responsibilities for
accomplish organizational objectives. To make staff known about method of pay, leave, benefits, regulations, etc.
Benefits
Saves time
It clears the employees’ confusion regarding roles and responsibilities (Nayak and
Mohanty, 2017). This helps employee to have clear understanding of his task that need to be
accomplishes as part of job.
Operational efficiency
It ensures functioning competence in company as vision, mission, objectives, etc. are
known to employees which aids worker to take strategic decision by keeping in mind
management traditions, policies, procedures, general practices.
Reduces employee turnover
This refers to number of subordinates leaves organisation due to unlikeable role , duties,
pay structure, decision making procedure, communication method, compensation criteria (The
benefits of a company induction programme, 2020). In addition to this, it results in extra cost
bearing for company in hiring new candidates, providing training, threat of misuse of
confidential information. It all can be saved from giving induction& orientation at beginning
which make all transparent between employer and employee.
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Improved employee engagement
Everyone in organization wants to be valued so investing in new employees development
provide encouragement to workers (Locke and Latham, 2020). It gives sense of belongingness to
staff that increases that enthusiasm and involvement in activities of business. In turn they are
more likely to give high level of return, commitment, etc.
Greater job satisfaction
There are various factors that contribute to employees job satisfaction which results in
higher productivity. These elements are engagement, social connection, and clarity surrounding
their role. An effective induction program builds all these elements which leads to job
satisfaction.
Stages for new employee induction
An induction must be flexible, interesting, workers oriented, and provide equal
opportunities to employees. The important stages are preparation of contents, organization
schedule and venue, documentation and follow up. It is basically carried out by best HR which
prepares an effectual plan for its new workforce.
Collection of information
The process starts with formulation of contents which comprise job duties, working
conditions, terms of employment, organization history, goals, objectives, vision, mission,
business structure, products and services (Chong, Ngolob and Palaoag, 2020.). It also makes
workforce introduced to supervisors, management, co workers, etc.
Company of schedule & venue
HR get information about the program is high, medium and small level so through that
decisions are made regarding where to conduct activity.
Documentation
The related individual in order of programme records the detail activities.
Follow up
The person who is in charge of induction practice may mistaken omit some part so it
becomes essential to check list and ensure that all aspect are considered in program.
4 Training delivery methods and strategies used for developing training programmes for
hospitality personnel
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Training delivery methods and strategies used for developing training programmes for
hospitality personnel plays crucial role in strengthening new range of efficacy domains actively,
which also further strengthen new ideas. This can be also analysed as one of the main aspect
towards fundamental training and programmes, which also fuel up keen strength of varied ideas
actively towards new range of efficacy. Training programs are generated based on specific
parameters of functional growth towards yielding new specific diversity, which adds to brand
goodwill (Naiad and Senavati, 2020). Virtual classrooms: In today’s fast pacing world, virtual classrooms and digital learning
has been imperatively growing today’s world where Hilton aims to keep up best digital
trainings for all employees functionally. The virtual classrooms are also widely known
to be one of the best online learning aspect, which further raises up competent efficacy
domains which operatively heads on towards new varied quest goals. Virtual classrooms
also enable skills in digital competencies to rise on towards new functional innovative
business goals accurately. Instructor led training: Hospitality sector also demands new range of efficacy within
instructor led training, where varied scale expertise and commercial growth towards
untapped scenarios plays specific role to boost motivation. The instructor led training is
also specifically used for harnessing active new scale goals within hard skills, soft skills
within hospitality industry parameters which further bring on rise towards untapped
domains.
 Coaching: Talent management comes under this aspect where Hilton aims to coach
employees with best skills and commercial expertise professionally, for raising on
performance growth towards diversity paradigms. Hilton variably focuses towards best
training programmes, for keeping up with hospitality standards goals functionally which
also addresses new range of connectivity towards untapped domains actively. The
coaching factor is also crucially essential to build motivation factor strongly, which also
enriches new scale operatives actively towards new range of innovation (Di Pietro,
Monaghan and O'Hagan‐Luff, 2021).
CONCLUSION
From the above analysed report it has been concluded that HRM strategies within internal
recruitments lacks growth and diversity for company workforce, where Hilton aims for external
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recruitments based on advanced demands shaping latest standards. Study has concluded wide
range of benefits in induction, orientation of new employees for bringing on motivation among
employees. Hilton as one of the best brand in hospitality sector uses virtual training, instructor
led training for training employees effectively.
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REFERENCES
Books and Journals
Chong, L., Ngolob, R. A. and Palaoag, T. D., 2020. Human Resource Management (HRM)
Practices. Journal of Advanced Management Science Vol, 8(4).
Cohen, W. M., Sauermann, H. and Stephan, P., 2020. Not in the job description: The commercial
activities of academic scientists and engineers. Management Science. 66(9). pp.4108-
4117.
Di Pietro, F., Monaghan, S. and O'Hagan‐Luff, M., 2021. Entrepreneurial Finance and HRM
Practices in Small Firms. British Journal of Management.
Locke, E. A. and Latham, G. P., 2020. Building a theory by induction: The example of goal
setting theory. Organizational Psychology Review. 10(3-4). pp.223-239.
Naiad, A. and Senavati, A., 2020 Hrm Innovation Strategies In Recession: A New
Paradigm. ODISHA JOURNAL OF SOCIAL SCIENCE, p.34.
Nayak, S. and Mohanty, V., 2017. Green HRM for business sustainability. Indian Journal of
Scientific Research, pp.102-106.
Pan, Y., and et.al, 2021. The adoption of artificial intelligence in employee recruitment: The
influence of contextual factors. The International Journal of Human Resource
Management, pp.1-23.
Ramhit, K. S., 2019. The impact of job description and career prospect on job satisfaction: A
quantitative study in Mauritius. SA Journal of Human Resource Management. 17. p.7.
Online
The benefits of a company induction programme. 2020. [Online]. Available Through:
<https://employeebenefits.co.uk/benefits-company-induction-
programme/>
The future of HR 2020: Which path are you taking ?. 2021. [Online]. Available Through :
https://home.kpmg/xx/en/home/insights/2019/11/the-future-of-human-
resources-2020.html>
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