Management Trainee in Human Resources Department

This report focuses on the role of a management trainee in the human resources department of a hospitality industry business. It includes the design of a job description and person specification, analysis of internal and external recruitment processes, examination of the objectives and benefits of induction for new employees, and discussion of training delivery methods and strategies for the hospitality industry.

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Management
Trainee in the
Human
Resources
Department

Contents
INTRODUCTION.................................................................................................................................3
TASK....................................................................................................................................................3
Design and develop a job description and a person specification from the range of management
positions within the hospitality industry............................................................................................3
Demonstrate your knowledge and understanding about advantages and disadvantages of Internal
and External Recruitment process.....................................................................................................5
Critically analyse the objectives, benefits and the stages of induction for the new employees..........7
Using appropriate examples analyse and discuss the training delivery methods and strategies used
in developing training programmes for hospitality industry personnel..............................................7
CONCLUSION.....................................................................................................................................8
REFERENCES......................................................................................................................................9
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INTRODUCTION
The term management trainee refers to a person who is getting training under a
governance of any superior in a specific organisation. It can be any department such as
human resource, operations, supply chain or any. The term human resource department
denotes most vital function of a business that is held responsible for employing various
interviewees based on their specialisation and company’s need to attain vacant job position in
business and carry out its activities (Flores, 2019). A trainee joins organisation with a purpose
getting practical knowledge of the theoretical concepts which he acquired or studied in his
higher education. The present report is based upon management trainee in human resource
department of a hospitality industry business that deals in offering hotel services. The report
will include job description, person specification of a interviewee who is applying for the
post of management trainee. External as well internal form of recruitment is also discussed
along with an analysis of objectives, benefits and stages that are involved in induction
program for a new employee. Further various training delivery methods and strategies are
also mentioned in same report.
TASK
Design and develop a job description and a person specification from the range of
management positions within the hospitality industry.
Job description of a management trainee:
The term job description refers to a concrete document comprising details of tasks,
roles, responsibilities, duties, job position and some other details for a job that is required by
hiring company (Hangül, 2017).
JOB DESCRIPTION
Job Details
Position : Management Trainee
Departmental Function: Human Resource Department
Accountable to: Director of Human Resource
Hotel : Great Eastern Hotel
Summary:
Assist Director of Human Resource at Great Eastern Hotel UK by carrying out diverse
Human Resource activities related to associated department in order to achieve targets in time
with values and coherence, growth of employees, communicating with workforce and other
functions, exploring of potential interviewees, development and training areas for hotel’s
employees, answering employees queries so to have flawless and smooth functioning in hotel
and various other tasks.
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Job Objective
The Management Trainee is asked to accomplish different roles and responsibilities in
Human resource field. He can be called for doing various tasks to make sure the function is
working effectively and flawless working with adequate strategy to achieve hotel’s goals or
objective in appropriate manner. A management trainee should carry proficiency in his
communication skills as well as proper understanding of Human resource.
Roles & Responsibilities
 Appropriate conduct of department functions and resources.
 Assigning of tasks to each employee.
 Adequate track of departmental workings also with data of each employee.
 Creating excel and word sheets for each employee’s information.
 Communicating with workforce as well as to Director of Human Resource
department.
 Keeping record of employee’s performance through continuous check.
 Motivating to employees and other staff.
 Searching for potential interviewees who can join hotel to fill its vacant position by
qualifying interview.
 Interacting and reporting Human Resource Department Director.
 Providing assistant to department of payroll.
 Adequate training and development management in departments.
 Communicating with support staff as per need to motivate and encourage them in
productive working of their work.
 Developing flawless functioning of human resource in hotel.
 Able to show belongings in hotel's peak time as well as on some holidays whenever
required.
 Knowledge of hospitality industry and services to assure workings of all duties.
Person Specification:
Person Specification
Position: Management Trainee
Functional unit: Human Resource Department
Reporting to: Director Human Resource
Required Qualification:
In relation to be a Management Trainee, an interviewee requires to be enough competent in
context to apply learned theoretical concepts into practical order of hotel into work assigned to
him. Below mentioned are few obligatory prerequisites by Great Eastern Hotel in context to
interviewee skills and knowledge an applicant must have.
 0-1 year experience or fresher as a management trainee.
 At-least a graduation degree with specialization in human resource or any diploma in
payroll and human resource.
Other obligatory skills:
 Well build skills in encouraging employees.
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 Prospect to find and invite interviewee’s based on Hotel’s specification.
 Potential to offer beneficial solution to staff and other support workforce for their
queries with adequate directions.
 Ability to perform team work with full coordination.
 Prepared to bestow extra time to hotel when needed such as during inflated work load
or on some day offs too.
Attributes Essential Desirable
Academic qualification and
corporate experience.
Interviewee must carry
minimum a graduation degree
with at-least 85% marks from
recognised university.
Interviewee who is having an
experience of at-least 1-2
years or will be given
opportunity.
Interviewee carrying any post
graduate degree with
discipline in human resource
along with a certain
experience in related field will
be most preferable.
Skills and Knowledge Interviewee must have
excellence in different skills
such as communicating and
expressing so to have
influencing communication
with other staff and support
team. It is also
recommendable to carry
proper knowledge developing
and training workforce so to
encourage them in order to
work with more productivity
and efficiency.
Interviewee must have fruitful
communication skills so to
have effective discussion with
staff and support team at the
time when necessary.
Interviewee must also carry
complete knowledge with
required experience so to
work with greater talent in
having proper working of
human resource department.
Interviewee must be
competent to perform more
than one task when called by
director of human resource
department or hotel.
Demonstrate your knowledge and understanding about advantages and disadvantages of
Internal and External Recruitment process.
Recruitment process refers to a sequential procedure that is followed by companies in order to
employee talented and skilful candidate for the working of an organisation who is going perform task
on real grounds and achieve business objective.
There are two types of recruitment process that is internal and external which are explained below:
External Recruitment:
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External recruitment is a form of hiring employees from beyond the boundaries of
organisation that means company outsources candidates and recruits them in their firm (Hendelberg,
and Jose, 2020). Applications are called from outside the business to fill company’s vacant position
based on their knowledge and skills. In order to hire talented candidates business firm or hotel places
a job advertisement according to their requirements and fulfil their purpose of establishment.
Advantages: Helps Company in acquiring new talent having fresh and latest knowledge along with high
skills.
 Hotel has a greater scope of acquiring best and suitable candidate from lot of applications
received through publishing job advertisement (Knudsen and et . al., 2019).
 External recruitment brings a competitive spirit among existing and new employees that
encourages them to work with greater productivity and effectiveness.
Disadvantages:
 External recruitment is a time taking process that starts immediately form placing of job
advertisement (Molendijk, Fried and Van der Does, 2018).
 It involves huge cost of hotel in order to place advertisement, conduct interview, hire and
train employees.
 There is a chance of arising conflicts between existing and new employees or can take a shape
or negative competitive spirit within organisation.
Internal Recruitment:
The internal recruitment form refers to employing potential candidate for company’s vacant
position within such organisation (Moodley and Mchunu, 2019).This is done through promoting
deserved employee or transferring to their higher position.
Advantages: Internal recruitment allows hotel to hire its existing employees who are very much friendly to
the organisational values, culture, objectives and environment.
 Recruiting employees via internal recruitment allows companies to save their time and cost as
this does not demands for job advertisement or any cost in conducting interview.
 Internal recruitment allows other existing employees to feel motivated and encouraged to
work with greater efficiency and productivity so can get promotion or transfer in next cycle
(Obeid and et . al., 2017).
Disadvantages: Process of internal recruitment does not allow companies to acquire fresh and highly skilled
talented candidates who can bring competitive advantage to their firm (Rudnev, Loveless and
Cook, 2017).
 Internal recruitment gives a cup of thought for other employees in context to partiality or
favouritism by senior management irrespective of potential in that employee.
 Recruiting employees through internal process gives rise in gap of surviving employees in
terms of experiencing vacant position of promoted or transferred employee.
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Critically analyse the objectives, benefits and the stages of induction for the new employees.
Induction means introducing organisation and new employees with each other by sharing
company’s values, vision, mission, objective, working environment, history, and existing employees
along with on several other aspects (Sadik and Brown, 2020). There are various objectives, benefits
and stages of induction for the new employees which are mentioned below:
Objectives of Induction for the new employees:
 To make familiar new employees with organisation for which they are recruited and will
work in order to attain success and growth of business as well as themselves.
 To remove shyness, hesitation or fear from new employees so that they can feel comfortable
while working with them.
 To make aware them company’s policies, rules or regulations in order to have ethical conduct
of business and activities by them.
 To acquaint them with their roles and responsibilities along with certain duties and
accountability which they are required to follow and taken care of.
Benefits of Induction for the new employees:
 Induction program allows company as well as new employees to boost up their confidence
and morale through giving birth to a feeling of belongingness so that they can work with
greater level of efficiency in organisation.
 It makes all things clear regarding employee’s roles and responsibilities so there could not be
any chance of getting conflicts or confusion during performance.
 Induction helps to build interaction with existing employees that helps in generating team
spirit or healthy relation among them.
Stages of Induction for the new employees:
 Stage 1: Introduction of company and brief history of establishment along with achievements.
 Stage 2: Introduction of new employees with existing staff and their skills.
 Stage 3: Brief discussion of employee’s roles and responsibilities.
 Stage 4: Description of company’s terms and conditions, code of conduct, organisational
structure, etc.
 Stage 5: Mentioning about other facilities and support welfare for employees.
Using appropriate examples analyse and discuss the training delivery methods and
strategies used in developing training programmes for hospitality industry personnel.
Training refers to a technique employed on company’s employees in order to enhance their
existing skills and competencies. There are several training delivery methods which Great Eastern
Hotel can apply in its hotel. These are mentioned below:
 Coaching or mentoring: Under this method a trainer acts as a mentor or a coach who guides
what to do and how to do which is strictly required by a trainee to follow and learn (Tipton
and et . al., 2019).
Example- A chef in hotel coaches his junior how to serve and decorate food into
plate.
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 On the Job Training: Under this training method a trainer guides or provides training to
trainee while performing job. During doing tasks or actions learning is being taken place.
Example- While serving food to customer a trainee learns or enhances his serving or
communication skills.
 Team training: Under this method of training a manager or a trainee develops a specific
team or groups and provides training on team basis instead on focusing upon individual
training methods.
 Technology based: This is referred at training based on computer. Here employees are
trained through having computer videos or having real time practice on computer technology
which is up-grading day by day.
CONCLUSION
From the above report it is concluded that recruiting or hiring an employee is very necessary
for every firm to achieve their targets. Company or hotel either can go for external or internal
recruitment for hiring employees in their organisation. It is very helpful to have induction at initial
level so that employees and superiors both can get to know each other and develop healthy relations
so that can work effectively in organisation. There are certain different training delivery methods
which a hotel can adopt in order to enhance its employees skills these can be either on the job training
or can be coaching. Training is very important in order to polish or develop employee’s skills so that
they will work with competent skills and high productivity.
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REFERENCES
Books and Journals
Flores, C., 2019. Beginning teacher induction in Chile: Change over time. International Journal of
Educational Research. 97. pp.1-12.
Hangül, S., 2017. An Evaluation of the New Teacher Induction Program in Turkey through the Eyes of
Beginning Teachers. Journal of Education and Practice. 8(10). pp.191-201.
Hendelberg, L. and Jose, M., 2020. The lack of Unity in Diversity recruitment-A qualitative study on
the adoption of diversity recruitment practices.
Knudsen and et . al., 2019. Pharmacotherapy, resource needs, and physician recruitment practices in
substance use disorder treatment programs. Journal of addiction medicine. 13(1). p.28.
Molendijk, M.L., Fried, E.I. and Van der Does, W., 2018. The SMILES trial: do undisclosed recruitment
practices explain the remarkably large effect?. BMC medicine. 16(1). pp.1-3.
Moodley, S. and Mchunu, G., 2019. Current access and recruitment practices in nursing education
institutions in KwaZulu-Natal: A case study of student nurses with disabilities. African
Journal of Disability (Online). 8. pp.1-9.
Obeid and et . al., 2017. A survey of practices for the use of electronic health records to support
research recruitment. Journal of Clinical and Translational Science. 1(4). pp.246-252.
Rudnev, V., Loveless, D. and Cook, R.L., 2017. Handbook of induction heating. CRC press.
Sadik, S. and Brown, P., 2020. Corporate recruitment practices and the hierarchy of graduate
employability in India. Oxford Review of Education. 46(1). pp.96-110.
Tipton and et . al., 2019. The Convenience of Large Urban School Districts: A Study of Recruitment
Practices in 37 Randomized Trials. Northwestern Institute for Policy Research. https://www.
ipr. northwestern. edu/documents/working-papers/2019/wp-19-27. pdf.
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