HR Management in Hospitality: Recruitment, Performance, and Motivation

This report provides a comprehensive overview of Human Resources practices tailored for hospitality managers. It begins by examining recruitment and selection processes, emphasizing the importance of social media marketing to attract potential candidates, and discusses the significance of equality legislation in the recruitment process. The report then delves into strategies for encouraging high performance within staff, including goal clarification, and various motivation techniques such as tips, trust, setting smaller weekly goals, transparency, individual motivation, work freedom, and rewards. The report also highlights the importance of high-performing teams and their impact on restaurant profitability. The document references several academic sources, including Armstrong and Taylor, Bratton and Gold, and others to support the claims and recommendations made throughout the report.

Human Resources for Hospitality Managers

INTRODUCTION
 There are many ways to recruitment and selection process for the restaurants but its always
confusing that what are the best methods to use which is help to get the effective candidate.
 It is also takes the times of the management but now it is nor more your issue we will help to
guide by our e book. The main purpose of our E-guide is provides the best possible help to you in
recruitment and selection process , recruitment is the process which can make or break the
business.
 This guide helps the HR to make recruitment better and guide them to conduct recruitment more
effective. Our E-guide is prepared by the experts of recruitment field which made on the basis of
their practices and observations(Armstrong and Taylor 2014.).

Attract the right employees
 Social media marketing is the very important tools now days to attract the range of
candidates in the company for interview.
 There many people are looking for the job but it is very important that how we make
aware about the availability of vacancy(Storrar and et.al., 2015. ).
 Social media help the candidate and as well as the company to get know about the
potential of the candidate

Importance of the social media Marketing in
recruitment
New Generation workers- people are now days spend very much time on the Facebook, Instagram, Twitter, LinkedIn etc.
this platforms are the sources of the advertisement which help the recruiters to connect with candidates easily.
To reach the candidates it is the exactly type of connection that recruiter needs. Now days workers can not live without the
social media and computers.
 Reaching a crowd- narrowing your search based ion social media criteria can make your recruitment job a lot easier.
Facebook is allow the very company to post their advertisement on very low price. advertisers post their content based on
people's, interest and times of day.
After getting this information criteria its help the recruiter to post their content on different frequency that they have to use.
Social media helps to gain huge reach in numbers for the position of the supervisor.

CONT..
 Passive and insecure candidates-
Social media help the recruiters for get pool of application of the candidate. Today's
lots of youth have lack of self confidence(Myddleton and Fullwood, 2016. ).
 Background checks- checking the candidate profile is the not new. before the
target the candidates it is important to collect all their information regarding their
qualifications and experience, social media is platforms which easily provide this
information

CONT..
 Live recruitment- social media also help the candidate to get jobs in overseas or different places there are many
platforms which make possible live recruit.
There is no need to travel the across the city or countries.
 High speed , low price- the most obvious reason for including social media in recruitment is that it is very
effective in low price. Sometimes you don,t need to pay a single penny.

Vacancy : Restaurant Supervisor
LOOKING FOR AN EXPERIENCE
RESTAURANT SUPERVISOR FOR
MULTI CUISINE RESTAURANT
SALARY
£20000-22000
Interested candidate can contact on this details
Email: Restaurantxyz@.com
Contact no.-123456789
Address: xyz building,4th floor, Queen street, London

UK equality legislation
 There are no single act governing recruitment and selection but there are many act
dealing with employment relationship that can effect the recruitment and selection
issues(Nicholls 2017.).
Discrimination
 The equality act makes it unlawful for the recruiters they can not judge any candidate
on the behalf of age

Reasons why my advert attract the candidate
job advert may be the first impressions for the candidate so it should be good .
attractive- this job advert is very creative because in this all the relevant
information are there which make it attractive. There is not any irrelevancies in
here all the facts are includes here which are necessary for the advert.
Informative- in this advert all the information is given so candidate can easily
find their their suitability with the positions. there is not any confusions which
affect the advert(Cruz-Castro and Sanz-Menéndez 2018. ).

ENCOURAGE HIGH PERFORMANCE
 it is very important factor for the restaurants that their workers will do high
performing work. Its help the team as well as restaurants to growth.
 A high performing team directly make an impact on the restaurants profit if
they work well restaurants will earn much profit and its help to make a good
value in the market. High performing staff create the brand awareness and
brand loyalty.

Method that implemented by unit managers to
encourage high performance within staff
GOAL CLARIFICATION
 A team can perform well if they know that what are the goals of the company which they have to
achieve by their work. It helps them to make the plan that how many efforts they need that what are the
resources they need, and how much time they required to achieve that. if staff know the goals they will
always motivated that they will get some benefits after achieving the goals
Goals set the vision in team they will able to make the road map they can analyse the challenges and
benefits of that(Armstrong, and Taylor, 2014). It is useful for the management to discuss about the
goals in team members

Considerations required by unit managers
when implementing goals clarifications.
 When managers introduce the goals of the company in front of the staff. he need the
support of the management and staff as well. He has the capabilities to give the right
brief to staff. He has to show the benefits of the goal that what are the outcome when
staff will achieve that.
 Managers have the good motivation power so he can able to motivate the staff to attain
the goals many employees will demotivate after the knowing of goals it is possible
because they can think that goals are not achievable by them that is to tough if there is
right guidance of the managers then it is possible to make a motivated team.