Management Trainee Report: Human Resources at Four Seasons Hotel

This report delves into the responsibilities and tasks of a management trainee within the Human Resources department of the Four Seasons Hotel. It begins with a detailed job description and specification for key positions like Front Office Manager and Safety and Security Manager, outlining required qualifications, responsibilities, and working relationships. The report then analyzes the advantages and disadvantages of internal and external recruitment processes, comparing their efficiency and cost-effectiveness. It proceeds to explore the objectives, benefits, and stages of induction programs for new employees, emphasizing the importance of integrating new hires into the company culture and clarifying their roles. Finally, the report examines various training delivery methods and strategies, such as lecture, discussion, e-learning, and business games, to enhance employee skills and ensure effective performance. The report covers topics such as recruitment, induction, training, and employee development within a hospitality context.

Management trainee in the
Human Resources
Department

Table of Contents
INTRODUCTION ..........................................................................................................................3
1. Job description and specification ............................................................................................3
2. Advantage and disadvantages of internal and external recruitment process ..........................6
3. Objectives, benefits and stages of induction for new employees ...........................................7
4.Training delivery methods and strategies.................................................................................9
Conclusion ....................................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
The human resource department of any hotel works for the recruitment and selection of
new employees in the hotel and also manages the compliance and pay scale of employees
within the hotel (Shabara, 2018). This report focuses on Four Season hotel which is an
international luxury hotel and resort. This hotel operates their business worldwide. This report
specifies various job description and specification of management position in Four Season hotel.
Advantages and disadvantages of internal and external recruitment procedure is mentioned in
this report. Benefits and objectives of induction for the new employees is also mentioned in this
report.
1. Job description and specification
Job description of front office manager
Job Description : Front office manager
Company Four Season
Position Front office manager
Location Hamilton place, Park lane, London W1J,
7DR England
Report to John Thomson
Last date 10/04/21
Qualification  Degree or diploma in Hotel
management from a recognised
University
 Minimum experience of 1 year
 Knowledge of cash handling
 Knowledge of office management
 Excellent communication skill
Responsibilities  To maintain the valuable data of
customers
 To communicate relevant information

about the hotel to the customers
 Manage the shifts of front office
employees (Ramhit, 2019).
PERSON SPECIFICATION : Front office manager
Section Criteria
Educational qualification  Degree or diploma in hotel management
 Effective communication skill require
 High standard of literacy
Experience  Minimum one year of experience as a front line manager
 Experience in managing different customers
 Experience in working with other department
Skills and Special
knowledge
 Fluency in English language
 Effective communication skills
 Maintain relationship with customers
 Knowledge of different language (Malliaras, 2019).
 Must have analytical skills
Job Purpose  To manage the different shifts of front desk employees
 To handle the excess cash at the work place
 To maintain the excess workload in the peak season
Working Relationship Internal Working relationship:
 Develop good relation with other departments
 Share the data of customers to other departments
External working relationship:
 Buyers and consumers
 Suppliers

Job Description : Safety and Security Manager
Company Four Season hotel
Position Safety and security manager
Location Hamilton place, Park lane, London W1J, 7DR England
Report to Maria Hamilton
Last date 25/05/21
Qualification and
Requirements
 1 year experience of working as a security manger
 Knowledge of safety equipments (Ashraf, 2017)
Responsibilities  Guide employee about the safety measures and
precautions
 Work for the safety of customers
PERSON SPECIFICATION : Safety and Security Manager
Section Criteria
Educational qualification  Degree or equivalent diploma in hotel and safety
management
Experience  Minimum one year of experience of working in a hotel
 Must have work experience in managing the safety
equipments and tools
Skills and Special
knowledge
Knowledge about safety and different legislation
 Educate other employees about safety precautions
 Knowledge about different safety issues and to solve
them
Key responsibilities  Develop and implement safety work environment
 Provide safety precaution training to employees of the
hotel

 Develop safety improvement policies
 Promote health and safety environment in the hotel
Working Relationship Internal Working relationship:
 Management team
 Human resource department members
 Operational Teams
External working relationship:
 Suppliers
 Contractors
2. Advantage and disadvantages of internal and external recruitment process
As per the internal recruitment process, Four season hotel will fill the vacant places from
its existing employees, or recruitment will be done by the reference of current employees
(Buckman and et.al, 2018). According to me internal recruitment is the quick way of filling the
vacant places in the hotel, and also it saves the valuable time and other resources of the hotel.
Advantages of internal recruitment procedures
Minimisation of training cost
This is one of the great benefit of internal recruitment process as per my views
(TRAINING DELIVERY METHODS, 2020 ). When the employees is already working in Four
Season hotel, they are fully aware with the working culture, terms and condition s of the hotel.
HR do not have to give them training and let them know the work environment and defined their
job role and duties. They are already know what hotel expects from them and they have proper
skills and qualification to complete the task.
Increased employee morale
Every employee feels privileged and important when they get promoted in their field, this
boost their morale and they work more effectively. By promoting employee organisation may
save the extra cost of recruitment.
Disadvantages of internal recruitment
lack of innovative ideas

This is one of the draw back of this method, because old employees get promotion so the
organisation do not get new and innovative ideas. In result, hotel follows the same hierarchy and
do not get any new insight.
Jealousy art workplace
Jealousy is one of the common factor which is present in any human and it happens more
at the workplace, because all employee want promotion. But when they do not get they started
getting jealous from each other and this brings conflict in the hotel.
External recruitment
This method focuses on filling the vacant places of hotel from applicants and from
outside candidates.
Benefits
fresh talent
According to me this method is one of the best method to recruit new employees in the
hotel (Kolb and et.al, 2018). By hiring candidates from external process HR gets many talented
and skilled people and HR has wide choice to select best among them who suits for the role the
most.
Competition
When the HR hires employees from outside the organisation, it increases the competitive
spirit within the organisation and the existing employees also perform well to survive in the
organisation and compete with the new employees.
Disadvantages
Lengthy process
When HR hire employees from external sources, this process becomes time consuming
and lengthy. To draw the attention of employees, they have to first publish an advertisement so
they may get many skilled candidates who suites best for the hotel.
Costly procedure
It becomes the costly procedure, because hotel has to spent ample of money on making
job description then they have to post it in various newspapers and magazines apart from this,
HR shares all these recruitments on various job searching applications so that more and more
new employees can become a part of the organisation. This entire process takes so much cost.

3. Objectives, benefits and stages of induction for new employees
Induction program is the procedure of letting know the new employees about their job
role and responsibilities in the organisation and make the prepare to accept the new role and and
duties (Vitello and et.al, 2017). Apart from this, in the induction program all the employee
interact with each others new employee get a chance to know the designation and position of
existing employees.
In this process HR introduce the plans and policies of the hotel to new employees. They
also define the working hours, dress codes, leave policies etc.
Primary induction
This is the first step of induction in which the new candidates and other employees get
interacted to each other face to face. In this primary induction they get to know the location of
work, timings of the hotel, various shifts they will know all this things. New employees get
introduced to the work environment.
Employment handbook
In the induction programme, HR provides a pre- employment hand book in which all the
necessary details have been jotted in written so that any new employee face issue during the
work they can take help from the handbook and concentrate on the work (Lencioni and et.al,
2017).
Documentation
This is the last step of induction in which the HR collects all the necessary document
from the new employees and allot them their different job roles and positions.
Objectives
The first and foremost objective of induction program is to welcome the employees and
introduce them to the organisations and also let them familiar with the different departments and
their hob role and potion. This is the very primary process of introducing new employee to the
existing employees after all, each and every employee of the hotel have to work together to
attain the end goal of the hotel.
The reason behind taking induction is that the new employees should feel that they are
the part of the organisation as soon as possible. The another objective is to aware the
employees with the history of the organisation, and what growth options they will get in this
hotel which help them to build a long term career in the hotel.

HR defines the rules and policies of the employees when they started working in the
organisation and also describes the payday, salary and remuneration and also the physical layout
given by the hotel to the employees is mentioned in this report.
Benefits
The major benefit of induction programme is that is saves a lot of time of the organisation
and also it reduces the situation of employee turnover in the organisation, because in the
induction program al the new employees become familiar with their job role and responsibility
so they know what they have to do and what are the growth opportunities they will get in the
future thus it minimise the staff turnover in the hotel (Bressman and et.al, 2018). This process
helps in creating good communication among the employees as they already know each other.
The another benefit of induction program is that, new employees feel privileged and respected in
the organisation.
4.Training delivery methods and strategies
When the new employee joins the organisation it is the responsibility of HR to give them
proper training which helps the enhance their skills (Lencioni and et.al, 2017). To provide
training to the new employee HR of Four Season can use these methods-
Lecture method
This is one of the oldest and beat method of providing training to the new employees. It
creates a general understanding among the employees about their job position. During the
lecture the new employees listen the things and also they they can note down useful points in
their note book. Basically in this method important information is being shared to the new
employees so that they do not make any kind of mistakes.
Discussion method
This method is popularly known as two way method, in which new employee also give
them suggestions and recommendation to the hotel. Suggestions of the employees may be taken
as a feedback by the hotel. As the HR believes that w by questioning employee may clear their
all doubts and they can gain enhance knowledge and new commerce may focus on the training
only. This method do not create conflicts at the work place as the new employees know all the
terms and conditions of the organisation and they know they have to work as per the rules.
E- learning

Many hotel are indulged in providing computer based learning and web- based training.
It saves valuable time of employees and the management. This typically called as virtual
seminar and all the content of the induction which is important for the employees is being
delivered to them through computer and other devices (Warr and et.al, 2018). But sometimes
poor technology can become an issue in the organisation, and new employees may not know
learn the things properly.
Business games
This is one of the famous method to reflect the way of working of the organisation to the
employees. This business games describes the total organisation and provides a big picture of
the organisation to the employees. In the stating of the game, new employees provide all the
information which describes the situation and also the rules of the games (Jacob and et.al, 2018).
In such games employee gets some situation and as per the situation they have to make
appropriate decision this will increase their criteria of thinking which help them to take difficult
decision at work.
Case study
This method help the new employees to broaden their thinking criteria. In the case study
various situations have been allotted to employees which builds different decisions which is fully
different from the day to day business. Case study includes various set of questions and
employees have to answer them, answers can be in the form of written and verbal. The main
logic behind case study is to let the employees know that there is no single write and wrong in
any situation, but they can find many situation to solve the problem.
Conclusion
This report focuses on human resources in hotel. This report shows different job
specification of the hotel. Apart from this, advantage and disadvantages of internal and external
recruitment process is being mentioned in this report. Training delivery methods and strategies
is also defined in this report.

REFERENCES
Books and Journals
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analysis in Pakistan. Cogent Social Sciences, 3(1), p.1309134.
Bressman and et.al, 2018. Next generation mentoring: Supporting teachers beyond
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Buckman and et.al, 2018. Internal vs external promotion: Advancement of teachers to
administrators. Journal of Educational Administration.
Jacob and et.al, 2018. Preparing public health professionals to make evidence-based decisions:
a comparison of training delivery methods in the United States. Frontiers in public
health.6. p.257.
Kolb and et.al, 2018. Clinical research coordinators’ instructional preferences for competency
content delivery. Journal of clinical and translational science, 2(4), pp.217-222.
Lencioni and et.al, 2017. Objective response by mRECIST as a predictor and potential surrogate
end-point of overall survival in advanced HCC. Journal of hepatology.66(6). pp.1166-
1172.
Malliaras, P., 2019. Optimising the dose and delivery strategies in exercise prescription. Journal
of Science and Medicine in Sport.22. pp.S10-S11
Ramhit, K.S., 2019. The impact of job description and career prospect on job satisfaction: A
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Shabara, V.N., 2018. Analisis terhadap ragam pekerjaan sebagai dasar penyusunan job
description dan job specification (studi kasus pada PT. Repoeblik Telo Divisi Food and
Beverages di Purwodasi Pasuruan) (Doctoral dissertation, Universitas Negeri Malang).
Vitello and et.al, 2017. Internal versus external assessment in vocational qualifications: A
commentary on the government's reforms in England. London Review of
Education.15(3). pp.536-548.
Warr and et.al, 2018. Wellbeing and work performance. Handbook of well-being. Salt Lake
City, UT: DEF Publishers.
Online
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