Analysis of Employee Resourcing and Performance at Arora Hotel

This report delves into the employee resourcing strategies employed by Arora Hotels, a leading hotel chain. It begins by defining recruitment and selection processes, emphasizing the importance of attracting a large pool of candidates to secure the best fit for available positions. The report then explores both internal and external recruitment methods, detailing the advantages and disadvantages of each. Internal methods, such as promotions, transfers, and job postings, are highlighted for their cost-effectiveness and ease. External methods, including advertising, recruitment agencies, and campus recruitment, are examined for their ability to bring in fresh perspectives and specialized skills. The report also analyzes the factors that significantly influence employee performance, focusing on communication, training, and development. Effective communication is presented as crucial for aligning employees with organizational goals, while training and development are shown to enhance skills, productivity, and employee retention. The report concludes with recommendations for Arora Hotels to optimize their recruitment strategies and foster a positive work environment to boost employee performance.

Employees
resourcing

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
The appropriateness of using internal and external methods when recruiting staff in Arora
hotel..............................................................................................................................................3
The factors which influence employee performance...................................................................6
CONCLUSION AND RECOMMENDATION ..............................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Recruitment can be defined as a process of searching candidates for obtaining a pool of
prospective personnel with specific knowledge, skills and experience to select the most
appropriate candidate to fill the job vacancies. The objective of the recruitment process is to pool
large number of candidate so that the best candidate can be selected for the required vacancies.
If more individual apply for jobs then the chance of recruiting the better person increases for the
specific job. The selection can be defined as a process of choosing a suitable candidate from the
applicants (O'Meara, 2013). The selection process includes interview of employee, reference
check and testing. The purpose of this process is to ensure that the best candidate is appointed for
the specific role. The employee performance is defined as a job related activity which is
expected from employees to be executed well (Shields and et. al., 2015). Many organizations
assess their employee performance on the quarterly or an annual basis to help them to identify
the suggested area for improvement. The report is based on Arora hotels which is a leading chain
of hotels in 3 key locations in England (Arora hotels, 2016). This report includes internal and
external methods at the time of recruiting staff. It also includes the factor which influences
employee performance.
The appropriateness of using internal and external methods when recruiting staff in Arora hotel
The internal methods of recruiting staff:
Best employees can be found inside the organization. Therefore internal methods of
recruitment staff are important in the company at the time of recruiting the candidate internally.
In this process, the individual recruited from tone department to other department or for the
higher position (Schoenfeld and et. al., 2014). This is the easiest way to select candidates
because the performance of their work is already known by their management. The internal
methods of recruiting staff are as follows:
 Promotion: This method promotes the employee to the upper post. In this case, the
workers responsibility gets increased and designation changes.. This technique is used by
company from moving an employee from current job to higher position with higher

responsibilities. This technique helps the human resource to increase their status and pay.
The Arora Company fills its higher job vacancies by promoting employees who are
considered appropriate or fit for such higher position.
 Transfers: In this method, employees are internally recruited by transferring from one
work place to another work place. It can be stated that transfer is the process where the
company changes roles and responsibilities of employees from one place to another place
or one department to another department (Bajardi and et. al., 2014). This method involves
moving of an individual from another place without promotion. It is an effective method
which is also used by Arora hotel for recruiting qualified employees from the over-
staffed department.
 Job posting: Through job posting method, the company can give open invitation to all
employees to apply for the vacant position. It is an equal opportunity for all the
employees who are currently working in its organization. In present, this method has
become a common practice in almost all the companies. Under this method, the
organization’s vacancy announcement is made through bulletin boards or lists available
to all employees. Interested candidates then apply for the posts which are vacant in the
organization. This method has become one of the costs saving recruitment method.
Hence, the internal methods of recruitment is beneficial for the firm because its time consuming,
easiest methods, no deep interview required and cost saving.
External methods of recruiting staff:
The external methods involve recruiting candidates externally through various methods
for better performance for its organization. The companies prefer recruiting external candidates
because they are young and creative for companies and more active to identify business problem
and solve it (Jeffery and et. al., 2014). Recruiting candidate through this process might be
complex but it has more positive effect on business rather than recruiting internal method. The
external methods of recruitment are as follows:
 Advertisement: Advertisement: The advertisement is an external method to pool large
number of candidate for the vacant post. It is very common and popular method of
external recruitment which is used by hotel. Under this method, the company announces
job vacancy through various print and electronic media such as newspaper Ads,

magazines, radio, websites and job portals. This method is used by companies to attract
the best qualified and experienced candidate. The job description and specification are
described in the advertisement to allow self screening. It is mostly used for attracting
fresher for the vacant position in the organization.
 Recruitment agencies: This agency is operated by private, public or government sector
for unskilled, semi-skilled and skilled jobs. It has list of qualified candidates in their
records and they give their services as per requirement of employment to other
organization. When any company wants new candidate for the post they contact with this
agencies to fill their vacant position.
 Campus recruitment: The campus recruitment is external method where institutions
such as school, college and universities offer opportunities to the company for recruiting
fresher candidate. Most of the educational institution provides their students placement
services where the organization can review credential and take interview of the students
who are interested for the post (Ogunyomi and Ojikutu, 2014).
 Casual callers: This is the external method which is used in organization where The
details are already available of candidate which applied previously so the organization
can use information to call those candidates for filling their vacant post. The candidate
which is already recorded in employment list can be used as new applicants and can be
selected as a candidate for the vacant job. This method avoids cost of recruiting candidate
from other method.
 Recommendation of Existing Employees: The current employees know both the
company and the candidate which are being recommended. Hence, some organization
promotes their existing employees to help them to get candidates which are known to
them.
 Direct Recruitment: Direct recruitment refers to a process of recruiting appropriate
candidates from the external method by placing a notice of vacant position in an
organization's notice board with details (Karatepe, 2013.). This method is useful when
organization recruit candidate for blue-collar, white-collar and technical workers.
Further, it is also suitable when there is high supply of human resources in the market.

Hence, the external methods benefits in increasing branding of company, high productivity,
new innovative ideas and improvement. It also recruits candidates with special skills which are
required by the employer and enhance business strategy because external candidates with creative
skills can take business far.
The factors which influence employee performance
In the organization, there are many factors which influence employee’s performance. The
two factors are discussed below:
Communication: Communication is an important element which influences the
employee performance. The workers perception towards the organization and their team manager
determines their performance. Communication is factor which helps the employee to understand
what its organization wants from them. Communication is the aspect which changes every
member’s attitude and thought process. At workplace, manager should know if their team
members are facing any problem or not. This is only possible when the manager interacts with
their workers or communicates properly. If manager does not communicate with their team
member then it might create problem later on (Muda, Rafiki and Harahap, 2014). If any problem
arises regarding coming late then the manager must sit with the employees and discuss for
resolving the issue. He should make employee feel special (Flamholtz, 2012.). It is necessary in
organization that managers should communicate through meeting with their team individual at
least once in a week. The supervisor monitors their performance regularly and gives correct
feedbacks. The leader assigns new responsibilities and supports and encourages them to
complete their task within the specified time frame. This helps the workers to develop a sense of
loyalty and attachment towards the company. Some people in the organization have a habit for
fighting over many issues. The manager communicates with them and makes them aware of
negative impacts of conflicts and misunderstanding. The leaders should make the team leaders
realize that how important it is to behave sensibly at the workplace. The workers must
communicate and interact with each other to feel comfortable in the organization. It is always
better to communicate and identify a solution rather than fighting. If any employee faces any
kind of problem then they should communicate with their superior without any hesitate. Through
proper communication, they can help the human resource to understand company’s goals and
objective and also their roles and responsibilities. The verbal communication plays important

role in strengthening the relationship between co-workers and with their team managers. The
effective communication helps to improve employee performance and overall business
performance. The effective communication helps the employees to develop a positive attitude
towards work and also on the organization as a whole (Mowday, Porter and Steers, 2013).
Training and Development: - The training and development plays an important role in
organization to improve individual’s performance as well as organization profitability. The
training is an act of enhancing knowledge and skills for the particular job. The development is an
act where the company increases skills and knowledge for current job as well as future jobs. The
organization provides training to those employees when they do not know exactly what they are
supposed to do. The training helps the workers to increase productivity. This factor assists in
improving worker retention rate in the organization. This results in enhancing job satisfaction
and self esteem when employees understand how to work better in the company. This factor also
improves morale of employee and makes the workers loyal to the firm. In organization, if top
management gives excellent training or development opportunities to employees, then they are
less likely to leave the organization (Korschun, Bhattacharya and Swain, 2014). The purpose of
this factor in organization is to prepare the workers for the challenging job. Training is provided
to prepare the employees for higher level task and to ensure smooth and efficient working of the
organization. The training aids in reducing duplication of efforts. It makes the employees
efficient which results in increasing worker output. It is significant because it reduces employee
turnover rates in organization. . The employees are able to perform duties and make meaningful
contributions in the success of the organization through this factor. This factor helps to
understand new technology in organization and upgrade employee’s knowledge. The main
impact through training on employee performance is that it reduces turnover, increase
productivity, improves the quality of work, and improves skills, knowledge as well as attitude.
Furthermore, enhances the use of tools and machines and minimizes waste, accidents, overhead
cost, products and capital management etc (Neves and Eisenberger, 2012).Hence, the
communication and training and development factor affect the employee performance through
various aspects which positively impacts on the organization performance.

CONCLUSION AND RECOMMENDATION
From the above report, it is concluded that the internal method of recruiting attracts
candidate to the company in some cases like promotion and transfers. External factors are used
for attracting large number of candidate towards the vacant position. The external factor attract
fresher candidate through various methods. Furthermore, various factors at workplace which
influence employee performance in organization are communication, training and development.
The effective communication helps in effectively communicating the clear roles and
responsibilities of employee. Training and development assist the human resource to carry out
their work in an effective way.
 The Arora hotels should attract candidate for filling their vacant post through job posting
and advertisement.
 The following company must use effective Recruitment methods to attract large number
of candidate which will help to select most suited candidate in the organization.
 In organization, managers must interact and communicate with their team members
because it will aid them to clarify employee roles and responsibilities.
 The company must give training to employees so that they can effectively execute their
job and understand new technology in its workplace. It helps reduce employee's turnover
rates.
 The employee’s development must be there in the company because the development
process increases employee’s morale and makes them loyal towards the organization.

REFERENCES
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O'Meara, B., 2013. The Handbook of Strategic Recruitment and Selection: A Systems Approach.
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Online
Arora hotels. 2016. About Arora. [Online]. Available through:
<http://www.arorahotels.com/default.aspx?pg=about>. [ Accessesd on 3rd August, 2016]

Muda, I., Rafiki, A. and Harahap, M. R., 2014. Factors Influencing Employees’ Performance.
[PDF]. Available through:
<http://ijbssnet.com/journals/Vol_5_No_2_February_2014/9.pdf>. [Accessesd on 3rd
August, 2016]