Recruitment and Selection in Grand Velas Resort

This report discusses the recruitment and selection process in Grand Velas Resort, including identifying recruitment needs, job descriptions, and conducting meetings for approval. It also includes job advertisements and mediums for advertising.

Support the
recruitment and
Selection

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 2............................................................................................................................................3
PART A...........................................................................................................................................3
2.1. Identify recruitment needs based on the Grand Velas Resort Case Study. Justify the need
you identified...............................................................................................................................3
PART B...........................................................................................................................................4
2.2. Discussion meeting regarding the staffing needs and job description required for each post
.....................................................................................................................................................4
2.3. Prepare an email to the GM and HR for approval of the identified positions. Request for
an appropriate time for a meeting to discuss the recruitment needs, roles, responsibilities and
salaries.........................................................................................................................................6
2.4. Conduct a meeting with the GM (Trainer) and HR (Student) for final approval on
recruitment needs, roles, responsibilities and salaries for the identified vacancies. Assume that
you have got approval for the proposed recruitments.................................................................7
2.5. Based on the information collected above, create a basic job advertisement.......................8
2.6. Consider and outline three mediums in which this job advertisement will be placed, its
advertising cost and justify why these are appropriate..............................................................10
2.7. Choose and list the selection processes for each job taking into account the job skills
requirements. List the resources/employees used in the process and any three skills they must
possess to effectively evaluate the prospective candidates........................................................11
PART C.........................................................................................................................................13
2.8. Based on the analysis above, process the application further. Review the applicants
against the selection criteria (refer to supporting documents) and chose the applicants for an
interview session with the highest number of matching selection criteria, ensuring Equal
Employment Opportunity (EEO) employment laws.................................................................13
2.9. Prepare an unsuccessful application email for the unsuccessful candidate/s to inform them
about the decisions and provide other recruitment information................................................14
2.10. Assume that you have decided to call 5 candidates for interviews. Prepare an email to
inform the successful candidates of interview dates, times, locations and ask for any special
needs assistance required to conduct the interview...................................................................15

2.11. Document and file all the recruitment records and decision made in a hardcopy. Prepare
the interview schedule along with the selection panel and interviewers for each interview.....15
2.12. Conduct the interview session with the selected candidates............................................17
2.13. After the interview, discuss amongst the members of the selection panel and select the
candidates based on their attitude, aptitude and fit to the existing organisational culture.
Provide notes of your discussion as part of your assessment....................................................20
2.14. Assume that the performance of the candidate for the volunteer position was not
satisfactory. Discuss the deficiencies in the application and identify and decide on using a
different recruitment method/re-advertising for the position. Provide notes of your discussion
as part of your assessment.........................................................................................................21
2.15. Email the evaluation form, along with the selection recommendations to HR and the GM
to maintain clear, accurate and complete records of the selection process................................21
2.16. Call the past employers of the selected candidates for the Chef’s position to check the
reference and validate the qualification. Your trainer will act as a past employer of the selected
chef............................................................................................................................................23
2.17. Prepare an employment offer letter..................................................................................23
TASK 3..........................................................................................................................................24
3.1. Prepareaplanandcontentfortheinductionprogramwiththeappropriateinformationaccording
to organisational policy. Including the time, location, resource person and topics as listed
below in the Induction plan.......................................................................................................24
3.2. Emailing the induction plan and asking for feedback for timing of delivery from HR to
ensure the induction programs are implemented in a manner that minimises operational
disruption...................................................................................................................................28
3.3. Covered in PPT...................................................................................................................29
CONCLUSION..............................................................................................................................29
REFRENCES.................................................................................................................................30

INTRODUCTION
Recruitment and selection is one of the significant factors for the HR department and
planning. This department make sure that the prominent type and quality of employees are hired
and recruited within the organisation in order to achieve organisational goals and objectives. In
terms of this, selection of applicants begins only when the recruitment procedure ends as after
the adequate number of applicants has been secured with the help of various sources of
recruitment that is internal and external recruitment for the purpose of starting the selection
process. Away with this, selection is considered as the negative procedure as its objective is to
eliminate those applicants who are not suitable and appropriate for the specific post. In context of
this, following report is based on the Spring Restaurant of Grand Velas Resort located in
Mexico. This report is based on case study of spring restaurant which currently face many
problems regarding their employees that are discussed in below report.
TASK 2
PART A
2.1. Identify recruitment needs based on the Grand Velas Resort Case Study. Justify the need you
identified
No. Identified recruitment
need
Justification
1 Shortage of employees By considering this requirement, it is analysed that with the
lack of proper salary, payment and wages, employees feel
dissatisfied within the restaurant. These are the factors
which negatively impact their motivation level and
performance that leads to ultimately impact the operational
activities and functioning of restaurant. It also leads to
impact the reputation of restaurant within the whole market.
2 Increasing workload Due to lack or shortage of employees, the extra work
becomes load for other employees that leads to develop
stress and tension within their mind and which can impact
their health and tends of develop anxiety and depression. To

prevent from all these issues, remaining employees tends to
leave their job that again develops shortage of employees.
PART B
2.2. Discussion meeting regarding the staffing needs and job description required for each post
Job Description for Full-time Chef
JOB DESCRIPTION
Job title: Chef (Full-time)
Responsible to: Head Chef or Catering Manager
Salary: $45,000-$50,000
Hours of work: As directed
Main purpose of job: Responsible for the production, quality and preparation of all food items
and services for the spring restaurant and catering functions.
Key duties and responsibilities:
 Can manage the efficient and smooth running of whole kitchen and catering.
 Easily maintain and promote good working and healthy relationships with whole catering
team.
 Monitor and make sure effective recording of staff guidance and support to other
subordinates.
 Undertake training and guidance to develop and improve skills and knowledge of
employees.
Qualification and skills:
 Ability of manage several task at one time.
 Bachelor’s degree in catering technology or hotel management (BHM/BCT).
Job Description for Casual Assistant Chef
JOB DESCRIPTION
Job title: Casual Assistant Chef
Reported to: Head Chef
Salary: $35,000-$40,000

Working hours: As instructed
Main objective of job: To act as an Assistant chef and offer high quality of food services and
production at all the time.
Key responsibilities and duties:
 Can maintain high quality and standards at all time and also make sure that health and
safety legislation and guidelines are properly implemented in kitchen, production,
employees, hygiene and so on.
 Produce all dishes to a high standard upon presentation for recipe.
 Make sure that all dishes are clean and tidy after service.
 Ensure that all dishes are served at the correct portion size, temperature and quality.
Qualification and skills:
 Good customer service skills.
 Diploma or degree in hotel management.
Job Description for Volunteer
JOB DESCRIPTION
Job title: Volunteer
Responsible to: General Supervisor or Staff Coordinator
Salary: $28,000-$33,000
Working hours: As directed
Main aim of job: Efficiently provide relevant information to other members and guests
considering welcoming them and instructing about the services of hotel and restaurant.
Key responsibilities and duties:
 Prominently works with coordinator at every stage of event, setup and teardown
responsibilities.
 Make sure the satisfaction level of employees.
 Ensure quality procedures and team working targets that are strictly adhered to.
Basic Qualification and skills:
 Must have excellent communication and interpersonal skills.
 Easily coordinate or work with others in any critical situation.

 Diploma or Bachelor’s degree in management or business administration.
2.3. Prepare an email to the GM and HR for approval of the identified positions. Request for an
appropriate time for a meeting to discuss the recruitment needs, roles, responsibilities and
salaries
E-Mail
Approval for the identified position and request for a meeting for the discussion for
recruitment
Dear GM and HR,
I would like to have your request as per my identification regarding the requirement of (chef,
assistant chef and volunteer) job position within our organisation. In context of this, I would like
to conduct a meeting regarding the discussion of recruitment requirements, pay rolls, benefits
and duties of candidates.
In relation with this, I have developed job description for each and every job position with their
salary figures as well. This mail is for your approval for those positions.
I have attached those job descriptions for your determination and approval and looking forward
for your reply.
Thanks & Regards,
Manager
2.4. Conduct a meeting with the GM (Trainer) and HR (Student) for final approval on
recruitment needs, roles, responsibilities and salaries for the identified vacancies.
Assume that you have got approval for the proposed recruitments
Meeting/
Project Name:
Recruitment Agenda

Date of Meeting:
(MM/DD/YYYY)
06/08/2020 Time: 11:00 AM
Minutes Prepared
By:
Manager Location: Conference room,
Hotel
1. Meeting Objective
To discuss the recruitment requirements, duties, pay rolls and benefits concerning the
identified positions.
2. Attendance at Meeting
Name Department/Division E-mail Phone
Mr. GTY Catering Department [e-mail] 78743985
Mr. HYW Managerial Department [e-mail] 75672390
3. Agenda and Notes, Decisions, Issues
Topic Owner Time
Salary Package HR 1 Year
Working hours GM 1 Year
Benefits HR 1 Year
4. Action Items
Action Owner Due
Date
Conduct recruitment procedure HR 04/05/2020
Offer payment information HR 04/05/2020
Provide on time benefits HR 30/04/2021
Reduce work load Department
Head
07/09/2020
5. Next Meeting (if applicable)
Date:
(MM/DD/YYYY)
No Time: Location:
Objective:
2.5. Based on the information collected above, create a basic job advertisement
Job Advertisement for Chef
We’re Hiring!!

Chef (Full time)
It is an opportunity for many people to join us and become a part of Spring Restaurant’s Family.
We have vacancy for full time chef. Deadline for application is Mat 1st, 2020.
Skills and responsibilities:
• Effectively manage all kitchen work.
• Prepare scrumptious dishes to guests.
Pay and Benefits:
• $45,000-$50,000
• Fair Working system (all rewards that
relies under this compliance)
• Superannuation: $4,275-$4,750
Contact us today!!
If you are interested in our restaurant then please contact either:
Send your CV to Spring Restaurant, Grand Velas Resort
Or email it to @[e-mail]
Job Advertisement for Assistant Chef
We’re Hiring!!
Assistant Chef (Full time)
It is an opening for a lot of people to link us and be converted into a part of Spring Restaurant’s
Family. We have job for full time assistant chef. Deadline for application is Mat 1st, 2020.
Skills and responsibilities:
• Effective communication skills.
• Make sure that proper safety measures are
Pay and Benefits:
• $35,000-$40,000
• Fair Working system (all rewards
that relies under this compliance)

adopted in kitchen while preparing food. • Superannuation: $3,325-$3,800
Contact us today!!
If you are engrossed in our café then please contact either:
Send your CV to Spring Restaurant, Grand Velas Resort
Or email it to @[e-mail]
Job Advertisement for Volunteer
We’re Hiring!!
Volunteer
It is an aperture for a lot of folks to link us and be rehabilitated into a part of Spring Restaurant’s
Family. We have vacant job position for Volunteer. Closing date for application is Mat 1st, 2020.
Skills and responsibilities:
• Excellent coordination skills.
• Work with number of people.
Pay and Benefits:
• $28,000-$33,000
• Fair Working system (all rewards that
relies under this compliance)
• Superannuation: $2,660-$3,135
Contact us today!!
If you are fascinated in our bistro then please contact either:
Send your CV to Spring Restaurant, Grand Velas Resort
Or email it to @[e-mail]
2.6. Consider and outline three mediums in which this job advertisement will be placed, its
advertising cost and justify why these are appropriate
Media Advertising Cost Justification
Newspaper $450 Newspaper is considered as

the very cheapest way to
advertise and its cost is
between $300 onwards
according to the advertisement
of job. It is chosen by
company because most of
population read newspaper
and always attracted towards
the attractive advertisement.
Moreover, candidates also do
not want to miss the probable
chance to work in such big
organisation with more
arranged structure.
Online job websites $3000 It is little bit costly as it is out
sourced by the company and
considers other company as
well regarding the collection
of applications and hiring of
employees. In this, it include
cold calling by matching the
profile of candidates and then
give them appointment for
interview.
Social media $1000 This method is also quite
cheap as it can be posted by
organisation itself to hire
candidates. It is more
appropriate in terms of hiring
new and fresh talent for
company. As in present times

most of youth and new
generation use social media
and spend most of their time
on it. So, it is best way to
provide information regarding
the vacancy within an
organisation.
2.7. Choose and list the selection processes for each job taking into account the job skills
requirements. List the resources/employees used in the process and any three skills they
must possess to effectively evaluate the prospective candidates
Selection process Resources/employees Skills required
Practical test and interview Value chain approach/Chef  Ability to manage
multiple tasks at same
time.
 Maintain healthy and
safe kitchen and
working criteria.
 Give instruction and
support to other
subordinates.
Practical test and interview Value chain
approach/Assistant chef
 Good communication
and managerial skills.
 Ensure clean and
healthy working
conditions for the
preparation of food.
 Adopt proper hygiene
factors and measure
while preparing food
and follow health and

safety guidelines.
Aptitude test and interview Value chain upgrading
analysis/Volunteer
 Must have good
managerial,
interpersonal and
coordination skills.
 Provide prominent
satisfaction to guests
and clients.
 Make team to work in
more collective
manner.
PART C

2.8. Based on the analysis above, process the application further. Review the applicants against
the selection criteria (refer to supporting documents) and chose the applicants for an
interview session with the highest number of matching selection criteria, ensuring Equal
Employment Opportunity (EEO) employment laws
By considering the above information regarding the candidates, it is analysed that only few
of them are capable and competent regarding the specific job position and matches the
requirements. By undertaking the above analysis, it is specified that from 6 candidates only 5 of
them are matches for the vacant job position which is for chef candidate 1 and 2, assistant chef
candidate 1 and 2 both and for volunteer single candidates are selected for the further procedure.
In terms of this, their applications are selected on the grounds of their skills, qualification and
responsibilities which they carry in order to perform the particular job in more efficient way. In
terms of these, this selection process is done under the consideration of employment opportunity
(EEO) employment laws. As per this factor, company need Bona Fide occupational qualification
of hired candidates in order to know that they have registered education degree or not. Moreover,
it also make sure that company also follow proper employment laws, guidelines and legislations
in order to carry forward the further hiring procedure. Lastly, company also describe their terms
and conditions and polices in which they does not support any kind of discrimination regarding
age, gender, race, religion and nationality.
2.9. Prepare an unsuccessful application email for the unsuccessful candidate/s to inform them
about the decisions and provide other recruitment information
E-MAIL
To provide information about the final result of recruitment process
Dear VGY,
We appreciate your interest and value your time that you apply in our organisation for the
position of Chef. We received applications from many candidates from so many people and after
analysing the performance and skills of each and every candidate’s application material as well,
we have decided that we will consider you for an interview because of some unmatched points.
We appreciate that you are interested in our company. Please do apply again in future by

brushing up your skills and also seek a good position for which you qualify. Again, thank you so
much for applying.
We wish you All the best!!
Thanks & Regards
HR Manager
Spring Restaurant
2.10. Assume that you have decided to call 5 candidates for interviews. Prepare an email to
inform the successful candidates of interview dates, times, locations and ask for any
special needs assistance required to conduct the interview
E-MAIL
Information mail regarding the interview
Hello Everyone,
In response of your application for position of Chef, Assistant Chef and Volunteer. We would
like to invite you to come to our hotel for further recruitment procedure i.e., personal interview
has been scheduled for interview on May 4th, 2020 at 11:00 AM.
Do not hesitate for any query and call me at 765-643-7869 or email me at
[e-mail] if you have any questions or required to reschedule/ any changes in
timings.
Looking for your forward reply.
Thanks & Regards
HR Manager
Spring Restaurant

2.11. Document and file all the recruitment records and decision made in a hardcopy. Prepare the
interview schedule along with the selection panel and interviewers for each interview
Candidate Date Time Location Selection Panel
1 May 4th, 2020 11:00 AM Spring
Restaurant,
Grand Velas
Resort
 HR
Manager
 Line
Manager
 Food and
Catering
Manager
2 May 4th, 2020 11:00 AM Spring
Restaurant,
Grand Velas
Resort
 HR
Manager
 Line
Manager
 Food and
Catering
Manager
3 May 4th, 2020 11:00 AM Spring
Restaurant,
Grand Velas
Resort
 HR
Manager
 Line
Manager
 Food and
Catering
Manager
4 May 4th, 2020 11:00 AM Spring
Restaurant,
Grand Velas
Resort
 HR
Manager
 Line
Manager
 Food and
Catering
Manager

5 May 4th, 2020 11:00 AM Spring
Restaurant,
Grand Velas
Resort
 HR
Manager
 Staff
Coordinator
 General
Manager
2.12. Conduct the interview session with the selected candidates
Interview Questions
Candidate 1 (Chef)
 Explain the major components of Chef?
 What is chef node and what is its importance?
Candidate 2 (Chef)
 What is the importance of Chef Starter Kit?
 Describe your viewpoint of Test Kitchen in Chef?
Candidate 3 (Assistant Chef)
 Where did you receive your cooking training and what kind of experience do you have?
 According to your experience, what roles does the sous chef play in kitchen?
Candidate 4 (Assistant Chef)
 Difference between Cookbook and a Recipe in chef?
 Why are you interested in this position and what do you think are your best qualifications
to be a sous chef?
Candidate 5 (Volunteer)
 What are your expectations for this volunteer position?
 How much time would you like to spend in a volunteer role?
Interview Session for Candidate 1
Interviewee: “Hello! Good Morning to you all. My name is ABC.”
Interviewer: “Hello! Good Morning ABC. Please have a seat.”
Interviewer: “So we start from asking about the major components of Chef?”
Interviewee: “Chef’s architecture is classified into three parts such as chef server, chef

workstation and chef node.”
Interviewer: “Well! Good, Could you please describe them?”
Interviewee: “Yes, Chef server is the central store to accumulate the important information to the
configured nodes, chef workstation is the host for changing the configuration data and
cookbooks which is forwarded to chef server and chef node as a customer responsible for sharing
data across network and it is based on the chef-client architecture.”
Interviewer: “Good. Ok so next is, what is chef node and its importance?”
Interviewee: “Node is the virtual machine or physical server which is constitute for the chef
architecture by which you can implement any resource with chef.”
Interviewer: “Great Mr. ABC, We’ll get back to you soon.”
Interview Session for Candidate 2
Interviewee: “Hello! Good Morning everyone. My name is XYZ.”
Interviewer: “Hello! Very Good Morning to you. Please have a seat.”
Interviewer: “OK so start with the important of chef starter kit?”
Interviewee: “Starter kit is required to create the configuration files for chef as it provides the
information about interacting with server and describing the configuration file and usage of it at
the desired place on the workstation.”
Interviewer: “OK next is describing your viewpoint of test kitchen in chef?”
Interviewee: “The test kitchen is helpful in improving the development lifecycle and also
enables the cookbooks on the server in order to create the various virtual machines in premises.”
Interviewer: “Good, We’ll inform you soon. Have a nice day.”
Interview Session for Candidate 3
Interviewee: “Hello! Good Morning everyone. My name is PQR.”
Interviewer: “Hello! Good Morning. Please have a seat.”
Interviewer: “So where did you receive your cooking training and what kind of experience do
you have?”
Interviewee: “I completed a two year degree at TYXY college in London and then I worked with
Chef HYI and chef SDFR for three years.”
Interviewer: “OK According to your experience, what roles does the sous chef play in kitchen?”

Interviewee: “Particularly, the sous chef is the right hand of the chief chef and I think I have
ability to fill every job in the kitchen.”
Interviewer: “Good, We’ll get back to you.”
Interview Session for Candidate 4
Interviewee: “Hello! Good Morning everyone. My name is RTM.”
Interviewer: “Hello! Good Morning RTM. Please have a seat.”
Interviewer: “So start with Difference between Cookbook and a Recipe in chef?”
Interviewee: “When the activities of chef’s resources are not properly defined that they
automatically choose the default action.”
Interviewer: “Good, Why are you interested in this position and what do you think are your best
qualifications to be a sous chef?”
Interviewee: “I would like to enlarge my skills under the chief chef in more dynamic
environment. As I am more conscientious about maintaining inventory and controlling costs in
the kitchen and also known for the long working hours.”
Interviewer: “OK, We’ll inform you.”
Interview Session for Candidate 5
Interviewee: “Hello! Good Morning everyone. My name is TQM.”
Interviewer: “Good Morning TQM. Please have a seat.”
Interviewer: “Well, What are your expectations for this volunteer position?”
Interviewee: “I expect that I will be working with elders and giving instructions and guidance to
them as I love helping people.”
Interviewer: “How much time would you like to spend in a volunteer role?”
Interviewee: “I am more flexible but I know I can prominently give 16 hours a week.”
Interviewer: “Good, We’ll inform you about result.”
Fill in the evaluation form for each interviewed candidate based on their attitude, aptitude and
fit to existing organisational culture
Candidate Attitude Aptitude Fit to Comment/

Organisational
Culture
Recommendations
Candidate 1 Good Good Flexible Can be hired, has
good skills and
qualification to
perform specific
job position.
Candidate 2 Average Fine Rigid Need more
improvement in
some prominent
areas to develop
few skills.
Candidate 3 Good Good Flexible Efficient enough
to perform
particular job role
as has good
qualification and
skills.
Candidate 4 Fine Fine Rigid Need some
improvement in
few particular
areas.
Candidate 5 Average Fine Not clear Quite fake as need
proper
development in
skills and
experience.

2.13. After the interview, discuss amongst the members of the selection panel and select the
candidates based on their attitude, aptitude and fit to the existing organisational culture.
Provide notes of your discussion as part of your assessment
By conducting the interview of few candidates regarding the particular job position, decision
is made by the selection panel by determining the evaluation form and match the skills and
qualification that candidates or applicants carries with themselves. In context of this, the
selection panel for Chef include HR manager; line manager and catering manager, for Assistant
Chef include HR manager, line manager and catering manager and for Volunteer include HR
manager, staff coordinator and General Manager. In context of this, candidates are selected on
the basis of:
 Prominent skills
 Qualification
 Flexibility
 Working hours
 Capacity to bear working pressure
 Payment and benefits discussion
 Signing contract by agreeing with terms and conditions
2.14. Assume that the performance of the candidate for the volunteer position was not
satisfactory. Discuss the deficiencies in the application and identify and decide on using a
different recruitment method/re-advertising for the position. Provide notes of your
discussion as part of your assessment
By taking the interview of the candidate who is applying for the post of Volunteer is analysed
that have some loopholes in qualifications and skills. As he/she is showing some fake skills
which he/she does not have. In context of this, the selection panel does not consider this
candidate for the post. As some deficiencies are:
 Candidate actually does not have proper information about how to manage work.
 At some point candidate seems to be very confused and not clear with its performance
competencies.
In terms of this, interview panel does not consider this candidate and again re-advertise
for this post in newspaper.

2.15. Email the evaluation form, along with the selection recommendations to HR and the GM to
maintain clear, accurate and complete records of the selection process
E-MAIL
For the completion of selection process
Dear GM and HR Manager,
For the completion of whole selection process I am attaching the evaluation form for the clear
understanding of this process.
This is to maintain clarity about the selection process and waiting for your response.
Sincerely,
Manager

2.16. Call the past employers of the selected candidates for the Chef’s position to check the
reference and validate the qualification. Your trainer will act as a past employer of the
selected chef
In order to analyse the overall performance of chef, our trainer is called to take personal
induction of the selected candidate for the post of chef. Trainer will provide prominent
information about the organisation and also give them some development key points in order to

enhance the skills. In relation with this, trainer is called for the training session to enhance the
prominent skills of selected candidate.
2.17. Prepare an employment offer letter
Offer letter for Chef
Spring Restaurant
August 10th, 2020
Dear ABC,
We are delighted to inform you that you are hired for the post of Chef in our organisation after
clearing all the rounds of recruitment and selection process. In context of this, this process is
conducted to analyse your skills, knowledge and qualification. Some prominent points are
discussed regarding the job position:
Position offered: Chef (Full time)
Roles and responsibilities:
 Manage and run kitchen task in smooth manager.
 Monitor and provide guidance of other subordinates to boost their performance.
Wages and superannuation:
 Wages: $45,000-$50,000
 Superannuation: $4,275-$4,750
Awards: Fair Working system that consider many awards with it.
Offer letter for Assistant Chef
Spring Restaurant
August 10th, 2020
Dear PQR,
We are glad to inform you that you are hired for the position of the Assistant Chef in our
organisation by clearing all the prominent rounds of selection process. Therefore, this procedure
is just to identify your skills, competencies and abilities. In context of this, few prominent points
are discussed regarding particular job are:

Position offered: Assistant Chef (Full time)
Roles and responsibilities:
 Ensure that within kitchen proper safety measures are adopted and all dishes are clean
and tidy.
 Excellent communication and interpersonal skills to deal with customers.
Wages and superannuation:
 Wages: $35,000-$40,000
 Superannuation: $3,325-$3,800
Awards: Fair Working system that consider many awards with it.
TASK 3
3.1. Prepareaplanandcontentfortheinductionprogramwiththeappropriateinformationaccording to
organisational policy. Including the time, location, resource person and topics as listed
below in the Induction plan
TOPICS OF INDUCTION PLAN
Conditions of employment:
Springs Restaurant in Grande Velas Resort is currently suffering and facing problems with their
workforce due to lack of availability experts and professionals. Also the existing staff is not loyal
to the restaurant as they are resigning from the post because of the dissatisfaction and extremely
pressurized working environment. The Restaurant and Human resource manager of Grand Villa
Resort are planning to fulfill their human resource needs by drinking in more staff filling the
vacant position of the head chef and a volunteer who you can complete the initiative taken by the
resort of signing agreement with a charity for distributing any leftover food and other eatable
items to the local food bank.
Contact details for various departments or colleagues:
 HR manager of Springs restaurants- 0123456789, [e-mail]
 HR manager of the Grand Velas Resort- 9876543210, [e-mail]
Current organizational focus or initiatives:
 Currently Springs Restaurant, at Grand Velas Resort is focusing on reducing their
workforce problems and taking initiatives for feeling the need of people in their entity so

that existing employees do not feel extra pressure and burden in the workplace.
 Another very important segment in which springs restaurant is working is to enhance job
satisfaction of their employees by reducing their complaints about long working hours
and low wage payments.
 The third areas of focus of Grand Velas Resort are fulfilling their initiatives by signing an
agreement with a charity to distribute any leftover food to a local food bank. The
hospitality organization is focusing on increasing and drinking in volunteers who can
help them Hindi today activities and also fulfill the Mt e place of staff member to do the
transportation of food from restaurant to the food banks.
Employee:
 Benefits: There will be several benefits which are given to the existing and new
employees of springs restaurant and the Grand Velas Resort. One of the most attractive
benefit which is given to the employees is they are allowed to have free stays and
different resorts of the organization in different holiday destinations. That means if the
employee of the Grand Velas Resort, visits any Resort of their organization with their
family that includes their spouse and children’s will be enjoying free stay and meals on
the expense of the Resort.
 Responsibilities: All the employees of the restaurant and Resort will be appointed
according to the expertise and skills. The restaurant employees will be e required to
render their best services to the guests visiting restaurant by giving them best quality food
and best quality e hospitality service while attending the guests.
 Rights: The workforce organization will be given all the rights and benefits for which
they are entitled to enjoy as an employee of the hospitality organization. The in rights of
all different types of employees of Springs Restaurant and Grand Velas Resort is they
hold appropriate power for rendering review points and contributing their information in
the company while asked by superiors and involved in decision making.
Enterprise:
 Culture: The culture at Grand Velas Resort out of all four different types of
organizational cultures that is role, power, task and person culture, Grand Velas resort
and Springs Restaurant power culture is followed. In power culture very few individuals
holds all power of decision making and delegates authorities with in highly defined

structure.
 Goals: The primary and foremost goal of Grand village resort is to provide all its clients
and visitors with exceptional meetings and events solution and provide them unique
curate experiences. The Grand Velas Resort and Springs Restaurant believes in rendering
unique experience and unmatched level of services to the customers that only their brand
“Velas” can provide.
 Objectives: The objective of restaurant and resorts is to bring in best employees and
workforce who you are most qualified and experienced in their respective field and which
can improve the performance of their brand. Along with it objective of this hospitality
brand is to keep their workforce satisfied and maintain their loyalty towards their brand.
 Responsibilities: The full and sole responsibility of the villas resorts group and springs
restaurant is improving their offerings and quality of services along with enhancing the
satisfaction level of their employees. Along with it “Velas” brand also seek and strive to
give their guests everything the desire and require at the very moment their need arises.
 Vision: The vision statement of Grand Velas Resort, states that the group is a visionary
developer of luxury vacation resorts, hotels, restaurants and spas in Mexico and all over
the world.
Key organizational policies and procedures:
 The organization believes in maintaining diversifying staff and workforce in their
company for which they provide equal opportunity to all different individuals and human
resources around the world.
 The organization has zero tolerance approach to discrimination in any form and at any
level in the structure of organization.
 All the staff and personnel’s are chosen and recruited by the approval of general manager
and human resource manager with appropriate skills and objective.
Industrial arrangements for the organization:
It refers to both employee and employer associations in which obligations which are set out by
industrial organization in relation to the rules; financial reporting, elections, the conduct of
officers and many others are matters are involved. These industrial arrangements keep the
organization in right path without conducting any fraudulent activity and no other discriminative

actions are taken by the company in respect to their employees.
Orientation of:
 Departmental locations and equipment: Through this induction program all the different
departments which are available in the organization will be introduced to all different
employees either they belong from the respective department or not.
 Staff amenities: The staffs are provided three or two time’s meals according to their
shifts restaurant and resort in normal and peak time of business. As well as International
employees are also offered accommodation for their comfortable stay in new country and
place of work.
 Off-site operations: There are few times when employees are sent off site with respective
and very important customers of the hospitality organization.
 Whole of business premises: Information which is rendered to staff from this induction
program is the tour of the whole premises in the respective location of Grand Velas
resorts for which the employee is being hired.
Organizational charts:

Payroll information:
 Awards and applicable pay rates: The awards and pay rates of the employees are decided
according to the Fair work Ombudsman and the hospitality industry general award
commission.
 Superannuation: This is a type of investment which is made by the employee and
employer both for enjoying its benefit in the future. The superannuation fund is basically
a retirement fund which is contributed by both employer and employee on 50-50 basis
which are given to the respective employee at the time of retirement.
 Wage payments: The which payment system of Grand Velas resort and Springs
Restaurant is very flexible as the organization deals in hospitality sector where they
recruit employees on temporary and permanent basis. Therefore, the wages and salaries
payments procedure is flexible and payments are made to staff according to their time of
service.
Work health and safety information:
For employees the Grand Velas Resort and Springs Restaurant I have strict safety and health
procedures which are essential for all employees to follow these benefits are under to all types of
professionals either on the lower level or on the superior level.
3.2. Emailing the induction plan and asking for feedback for timing of delivery from HR to ensure the
induction programs are implemented in a manner that minimises operational disruption
E-MAIL
Providing the induction plan and asking for the feedback for effective implementation of
induction program.
Dear HR manager,
The induction plan for employee integration is ready and this email is in regards with the
feedback for the same. This email is to inform the HR manager that induction plan for employee
orientation is ready. I kindly request you to go through the induction plan and give your

respective feedback so that timely amendments and implementation of integration program can
be done for minimising operational disruption.
I am attaching the induction plan in the email below and will be waiting for your reply on the
same.
Thanks & Regards
Manager
3.3. Covered in PPT
CONCLUSION
By considering the above information it is determined recruitment is useful in creating a
pool of prominent candidates and interested applicants from which few of them are chosen for
the specific position of company. Therefore, it forms a base for the selection. As both the factors
are interlinked in order to hire appropriate and skilled candidate within an organisation to run
and operate it in smoother manner.

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