research proposal and report

This

Research proposal and
report
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Table of Contents
INTRODUCTION...........................................................................................................................3
LITERATURE REVIEW................................................................................................................4
METHODOLOGY..........................................................................................................................6
REFERENCES................................................................................................................................8
APPENDIX......................................................................................................................................9
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INTRODUCTION
Background
Recruitment is one of the most important process in managing talent. It can be considered
as one of the essential pillars of talent management. In this the companies and organisation
works to attract talented people, so that they can be converted into better employees. There are
various methods of recruitment such as job description, CV. Present report will lay emphasis on
Hotel Hilton, UK. Hilton hotel is an American hotel brand that operate at global level. It was
founded in 1919 and are having hotels at 584 locations. The firm is facing some issues related to
process of recruitment which needs to be improved in future Eva, (2018). The recruitment is
time consuming as HR is required to identify job roles, take interview, analyse skills and
capabilities of candidate and then on basis of that hiring is done. The main purpose of talent
management is to develop a motivated work force and retain them for long term (Jeske, and
Shultz, 2016). There are various components of TM such as career development, performance
management, learning, training, etc. However, there are several stages in this process such as
work trail, interview, job description, short list process, etc. In hospitality sector there are varied
roles which is performed. For each role there is need of different skills and knowledge.
Therefore, it requires to analyse skills in depth and match with job description. It results in
selecting right person for right role.
Aims and objectives
Aim- To analyse the role of recruitment procedures in talent management within the
organization: A study on Hilton Hotel, London, UK.
Objectives
 To analyse the process of job description and its importance in recruitment
 To evaluate the shortlist process in recruitment
 To analyse the effectiveness of process of CV selection in recruitment
 To analyse the role of recruitment procedures in effective talent management at Hilton
Hotel
 To provide recommendations for improving the recruitment procedures for efficient
talent management at Hilton Hotel London.
 To compare referral recruitment practice adopted by Hotel Hilton, London with online
recruitment.
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Research problem
It has been found that HR management of Hilton hotel London is facing issue in
recruitment and selection (Eva, 2018). Due to that they are able to hire qualified and skilled
employees within hotel. Thus, it is highly impacting on further process as well. besides that, it is
found that staff is not being retained for long time. Moreover, staff who is hired is required to
give more training as expected. Furthermore, it is taking more time for candidate to understand
their job role and perform tasks. Hence, it is necessary that Hilton hotel should improve their
recruitment and selection process. They need to find out areas where improvement is required
and then changes is to be done in procedure.
Significance
Theis research will help Hilton hotel to identify areas of recruitment and selection
process so that it can be improved. Furthermore, it will also be useful in evaluating different
stages of procedure and then analysing each one. Besides that, if required more stages can be
added into process so that right candidate is hired. It will also impact on talent management in
positive way. In hotel there are several processes followed that is work trial, CV selection,
identify vacancy, etc. Thus, it will be easy to improve them in systematic way.
LITERATURE REVIEW
To analyse the process of job description and its importance in recruitment
In accordance with Rozario,, Venkatraman, and Abbas, (2019)
job description is a document which consists of job duties, roles and responsibilities and skills
which are required by a potential candidate to grab a position in organisation. A good job
description is where number of important functions, skills and competencies which are being
required to perform a job is being mentioned. The document describes where the job fits in
company’s hierarchy. This document is used as a basis for employment contract. Job description
is most important document in process of recruitment. It provides information to candidates
about what are the skills and attributes required by them, so that they can get fitted in to job
position or not. They allow to make informed hiring decisions by developing recruiting
strategies that clearly outline to applicants their role and responsibilities. This document also
provides support to recruitment team during the process of selection. Job description assists in
evaluating performance of employees and also helps in forming legally binding contract.
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As stated by Eva, (2018) the characteristics for good job description that can be adopted
by Hotel Hilton London includes Clearly delineate all job functions and responsibilities as they
relate to the performance of the employee’s duties. It should clearly specify the skills and
qualities required by employee.
To analyse the effectiveness of process of CV selection in recruitment
As per the view of Paillé, (2019) selection of CV is one of the earliest stage in process of hiring,
but it is the most important step. It has also been analysed that CV is used for selecting 3-4
potential candidates for interviewing from the bunch of applications received. In this the
recruiters are being involved in analysing the skills and attributes of workers. They are also being
engaged in checking upon the previous experience of employees. Employers look upon structure
and format of CV. It has been analysed that CV can help in making potential candidate look
better in front of employer. Evidence suggests that a good CV always lead to selection of skilled
employee, on the other hand a poor CV selection can lead to a hiring of poor candidate. When
selection the potential candidates for process of interview, it is really necessary to look upon
their previous experience. In this they need to check upon the size of company where employee
has worked. The other areas that needs to be taken in consideration during the time of
recruitment is their skills and experiences in the areas of B2B and B2C. this is really necessary to
be done in process of CV selection.
To analyse the role of recruitment procedures in effective talent management at Hilton
Hotel
As said by Albert, (2019) the good talent management starts with the effective procedure of
recruitment. In finding out best talent for company, it is really necessary for Hotel Hilton London
in making use of better and effective recruitment strategies. The main objective of talent
management is to create a workforce which is qualified and motivated. This can only be done
when the process of recruitment is effective. In order to make this procedure better, an efficient
recruitment software needs to be used by HR department of Hotel Hilton. As said by Paella,
(2019), recruitment funnel is made up of potential hires ranging from active job seekers to
passive candidates. This can assist company in making sure that well qualified workers are being
selected and the talent is managed effectively. According to Gardner, (2018), hospitality
organization work needs to be organized so that efficient talent can be attracted. This will assist
hotel Hilton in achieving the set target as well as mission and vision.
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To evaluate the shortlist process in recruitment
As per opinion of Lepistö, and Ihantola, (2018), shortlisting is the process of selecting candidates
from the pool of workers. In this the HR of company select those workers who best fits the
desired criteria. The shortlisting process is based on various criteria. Like from 20 respondents to
3-4 workers are been selected for process of interview. In accordance with Hunter, and et.al.,
(2017), this is being done by analysing the skills and attributes of workers. In this process
previous experience, education and qualification of workers are also being checked. It has also
been analysed that first company needs to set up their shortlisting criteria. It can be based on
qualities and trait of top performing workers. The good practice od shortlist includes effectively,
efficiently, and accurately shortlist candidates to move forward in the recruitment process. HR
should also be engaged in setting the difference between essential and desirable criteria. No
biasness should exist while short-listing the candidates.
To provide recommendations for improving the recruitment procedures for efficient talent
management at Hilton Hotel
In the view of Eva, (2018), it is essential to improve recruitment and selection process so that
right candidate is selected. As there are various stages in entire process so it not necessary to
improve all of them. But some components and stages can be improved by making changes in it.
Here, certain changes can be made such as redefining job requirement in which a list can be
prepared of requirement of job roles. Furthermore, a new approach identifying talent can be
implemented. In this other sources such as LinkedIn, and other job sites can be used to hire and
recruit people. Also, employee referrals can be used as well in it. This will help in establishing
strong network of connection and offering varied sources of discovering talent. In addition,
technology can be used in recruitment and selection. It will help in saving time as well as cost.
For instance, AI can be used for screening, chat bots can be used to engage with new candidate,
etc. This will make overall process easier and using multiple approach to select qualified and
skilled candidates. Along with it, feedback can be collected from candidates that is considered as
employee referral. It will also help in saving time of HR to hire people. There entire process can
be reduced by integration of 1-2 stages. Here, short list and CV selection can be combined
together (Lee, and Mao, 2020). Thus, these all are some suggestions that can be included and
followed to improve selection and recruitment process. It will be benefit in giving positive
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outcomes and hiring qualified people. With that, staff can be retained for long term and there is
improvement in their performance.
METHODOLOGY
In the present research, primary method of data collection is being used. Both primary data
sources and primary sources provide firsthand, unmediated information that is closest to the
object of study. In this research data is been collected by making use of phone interviews. The
interview questions will be asked with relevant and adequate managers who are involved in
process of recruitment and selection. Four managers will be taken into consideration for
telephonic interview. This will assist researcher in gathering relevant and specific data related to
process of recruitment and selection. Only these four managers are suitable to be interviewed.
This is because they have been provided with responsibility for recruitment and selection. There
are various benefits and potential dis-advantages of this primary method of data collection. It
includes the following:
Advantages of telephonic interview
 It is one of the most cost effective manner and this type of interview is easier to conduct
in comparison with face to face interview, it will help hotel in doing effective
recruitment.
 This method of data collection has wider range of reach, it has wide geographic access
which can be beneficial for researcher, so hotel will be able to reach out several potential
employees.
 Telephonic interview method is cost effective and also answers based on questions are
equally valid like face to face interview, this will benefit Hotel Hilton, London to have
well qualified employee.
Potential Dis-advantages of telephonic interview
 When the data is being collected with the help of telephonic interview, then there are
various potential dis-advantages which can be faced. It includes the following:
 In this there are chances that respondent may not attend the calls or can also hung up at
any time.
 The behaviour and body language of respondent cannot be observed in this process.
 There are also chances that participants may not be included in sharing right, adequate
and reliable information. Biasness may also exist because of race, religion, colour.
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The above mentioned are potential dis-advantages of the phone interview method that will be
used by researcher to collect the data. It has been analysed that these weaknesses can be
overcome by researcher so that relevant and adequate information can be gathered. In this
process managers who are involved will be made aware about significance of research, so that
they know how important is to conduct a research, in order to gain potential solution of
problems. In order to observer the body language of participant, researcher can also be involved
in making use of video calls, so that high quality of information can be collected. This will assist
researcher in relevant information and also research solution can be gained through it.
Researcher will make sure that while conducting the telephonic interview, no biasness exists.
Researcher ensures that every manager who is included in the process is treated equally. Better
questions will be asked to managers so that research problem can be solved. The most important
aspect of telephonic interview is that in-depth knowledge can be gained by interviewing and
accessing right people. This method of data collection can assist researcher in making key
decisions related to research problem. In this the high quality response can be gained, with less
time consuming and also method is cost efficient.
Interview questions (IN APPENDIX)
REFERENCES
Books and journals
Albert, E.T., 2019. AI in talent acquisition: a review of AI-applications used in recruitment and
selection. Strategic HR Review.
Devi, P.S., 2017. Research methodology: a handbook for beginners. Notion Press.
Eva, T.P., 2018. Recruitment and selection strategies and practices in the private sector
commercial banks of Bangladesh: Evidence from human resource
practitioners. European Business & Management, 4(1), pp.28-38.
Gardner, A.K., 2018. How can best practices in recruitment and selection improve diversity in
surgery?. Annals of surgery, 267(1), pp.e1-e2.
Hunter, S.T., and et.al., 2017. Recruitment and selection in violent extremist organizations:
Exploring what industrial and organizational psychology might contribute. American
Psychologist, 72(3), p.242.
Jeske, D. and Shultz, K.S., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society, 30(3), pp.535-546.
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Lee, S.W. and Mao, X., 2020. Recruitment and selection of principals: A systematic
review. Educational Management Administration & Leadership, p.1741143220969694.
Lepistö, L. and Ihantola, E.M., 2018. Understanding the recruitment and selection processes of
management accountants. Qualitative Research in Accounting & Management.
Oaya, Z.C.T., Ogbu, J. and Remilekun, G., 2017. Impact of recruitment and selection strategy on
employees’ performance: a study of three selected manufacturing companies in
Nigeria. International Journal of Innovation and Economic Development, 3(3), pp.32-
42.
Paillé, P., 2019. Green recruitment and selection: an insight into green patterns. International
Journal of Manpower.
Rozario, S.D., Venkatraman, S. and Abbas, A., 2019. Challenges in recruitment and selection
process: An empirical study. Challenges, 10(2), p.35.
Slavić, A., Bjekić, R. and Berber, N., 2017. The role of the internet and social networks in
recruitment and selection process. Strategic management, 22(3), pp.36-43.
Smith, R.O., 2016. The emergence and emergency of assistive technology outcomes research
methodology. Assistive Technology Outcomes & Benefits, 10(1), pp.19-37.
Trimmer, K., 2020. Skilling up: evaluation of a design-based research methodology. The
Australian Educational Researcher, 47(2), pp.357-375.
Waxin, M.F., and et.al., 2018. Workforce localization in the UAE: recruitment and selection
challenges and practices in private and public organizations. The Journal of Developing
Areas, 52(4), pp.99-113.
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APPENDIX
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1.What are the methods of recruitment used in your company?
2.What are issues related to recruitment faced by your organization?
3.How do you short list participants in your firm?
4.How do you manage talent in your company?
5.Do you feel CV has an importance in process of recruitment?