Recruitment for Skills in Hotel Chains: Hilton Case Study Report

This report provides a comprehensive analysis of skills recruitment within the hotel industry, with a specific focus on the Hilton hotel chain. The report explores various aspects of the hospitality sector, including different operational and functional departments like accounting, marketing & sales, front office, and housekeeping. It examines the interrelationships between these departments and the employment roles found within them. The study identifies and evaluates the skills gaps and shortages prevalent in the industry, analyzing their impact on businesses and suggesting potential solutions, such as employee training and development. Furthermore, the report discusses the contributions of the hospitality industry to the local, national, and global economies, as well as the influence of licensing agreements on its development. The conclusion summarizes the key findings, emphasizing the importance of effective recruitment and skill development for long-term success in the competitive hospitality market. The report also includes a detailed list of references including books and journals.

Hotel Chain
Recruitment for Skills

Table of Contents
INTRODUCTION ..........................................................................................................................1
Poster................................................................................................................................................1
P1 Exploring the different types sectors of hospitality and the different types of business that
operate product and services.......................................................................................................1
2. Evaluating what are the contribution of hospitality contributes to local, national, global
economy......................................................................................................................................1
3. Evaluating that how licensing agreements have influenced the developments the
development of the hospitality industry......................................................................................2
Fact sheet.........................................................................................................................................2
1 Different operational and functional departments within a large hospitality organisation and
their interrelationship between each other..................................................................................2
2 Examination the employment roles that can be found in operational departments of
hospitality organisation...............................................................................................................3
3 Reviewing the skills gaps and shortage in such details............................................................4
4 Analysing that how skill gap identified the impacting on the hospitality businesses and they
resolve these issues.....................................................................................................................4
CONLUSION .................................................................................................................................5
RFERENCES...................................................................................................................................6

INTRODUCTION
Sales and marketing and operational support for our different properties. It affect the new
managing and leading goals. Hospitality industry is the most leading and challenging
materialistic growth in order to meet out the best productive. Present study will be based Hotel
Chain Recruitment for skills, for that study will be taking Hilton the while market return goals.
Apart from that, it helps to discover the developing results and effective work outcomes. It helps
to make the effective working the long term goal and best outcome result.
COVERED IN POSTER
Fact sheet
FACT SHEET
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1 Different
operational
and functional
departments
within a large
hospitality
organisation
and their
interrelations
hip between
each other.
Different hospitality
departments refers to
other different
material and best
outcome results in
order to meet out the
best outcome results.
There are number of
departments within
the organisation and
effective
management target
performance in order
to meet out the best
outcome results and
goals (Hossain,
2017).
Front office desk
Accounting
It is the most essential
department within the every
organisation goals where it takes
long term process and effective
management in order to meet out
the best efficient outcomes and
goals. Tracking expenses and
revenue helps keep finger on the
pulse of the business (7 Key
operational areas of hotel
management, 2017).
Marketing & Sales
Every business requires
marketing and sales department in
order to meet out the best outcome
results. They keep up to date with
the latest marketing channels and
practices and including social
media and content marketing’s and
other effective tool or technique.
Marketing always connected with
other functional departments at
every time to make some new
effective outcomes and sales
volume.
2Examination the employment
roles that can be found in
3 Reviewing the skills gaps and
shortage in such details.
Filling skill gap helps to
deliver good outcomes, profit,
customer satisfaction, service on time,
meet quality assurance. Etc. in order
to develop the employee’s skills and
fill the gap. It is required to make the
more developing and effective
working activity and goals to make
the best outcome results and goals. In
order to review the the skill case
employees needs to maintained the
skill audit and adopts necessary
outcome goals to fill those gaps. Such
as Hilton needs to settle the needs and
goals of the company effective
production task to make the best
outcome results. Apart from that, it
also helps to discover the managing
and effective services. Company
needs to organise different sessions
and training and development sessions
in order to meet out the best
developing results.
4 Analysing that how skill gap
identified the impacting on the
hospitality businesses and they
2

services
Front office
services or
department is the
most essential
department which
directly deals with
customers (7 Key
operational areas of
hotel management,
2017). Front office
staff should always
needs to make their
best efforts to
develop the deep
understanding and
effective outcomes to
support their needs.
This department
interrelates with
other departments to
guide customer
details and their
requirements. Front
office is the only
department which
interrelated with all
departments (Nam,
2018).
Housekeeping
Housekeeping
operational departments of
hospitality organisation.
Operational department is
responsible to ensure the day to day
activity of Hilton (Nwosu, 2016).
Room division has consist different
major areas of hospitality sector
such as front office, housekeeping,
and uniformed services. The role of
employees within the operational
department are as given below.
Increased satisfaction
This is the first role of
employees to performed in the
hospitality sector is that to
determine the best outcome results
and best outcome performance.
Increased satisfaction of clients.
Enhancing efficiency
Another role is that to
analyse the efficiency level of the
department. It helps to brings new
effective managing developing
results and goals (Taiwo and Ward,
2016).
Coordinating Training
Adequate training of staff
members to enhance the food
quality or to ensure food safety
securities. Operation manager is the
responsibility to organise training
resolve these issues.
Skill gap sometimes create
ineffective situations where company
facing some kind of customer
dissatisfaction due to inappropriate
delivery by the end of the company.
For that, Hilton should ensure their
own employee chart and make sure it
makes good outcomes. Skill gap
identified by different manner. Hilton
can adopt reviewing techniques such
as employee performance chart, 360
degree evaluation process, monitoring
individual performance etc (Wong,
French and Wickham, 2017
). negative impact affect the brand
value of hospitality sector that might
be affect sales. In order to get
overcome from all of these issues and
skill gap. Hilton should acquire
productive employee engagement
policies and strategies to beat those
needs and goals.
3

is the other
functional
department which
ensure the safety,
cleanness and other
essential. Hilton is
the biggest
multinational hotel
across the world. It
has a big department
needs and
responsibilities to
taking care of. This
department
interrelate with other
departments to make
the effective
management target
goals. Housekeeping
ensure about the
effective
management task in
order to meet out the
best outcomes
(Nwosu and Ward,
2016).
Maintenance
it is the
another market and
approachable which
affects the long term
programs for employees to update
their knowledge.
Maintaining contact
Another role of employees
is that to collect the consumer data
as much as possible to keep them
connected and informing about the
new informations and knowledge.
4

market growth. This
department has
accountable for
checking TV screens,
game consoles, DVD
players and other
cutting edge tech
items than before.
This functional
department also
connected with the
housekeeping and
front desk
department to keep
them updated about
every thing.
CONLUSION
On the basis of above discussion it has been found that, hospitality sector is the kind of
bustling service growth that affect the long term goals and best effective process to attract the
clients. There are number of departments of a hotel which help in the smooth and efficient
operation of the hotel. Study has been discussed about different aspects of hospitality sector.
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RFERENCES
Books and Journals
Bolton, S. C. and et.al., 2018. A neglected pool of labour? Frontline service work and hotel
recruitment in Glasgow. European Management Review.
Bratton, J. and Watson, S., 2018. Talent management, emotional labour and the role of line
managers in the Scottish hospitality industry: A roundtable discussion. Worldwide
Hospitality and Tourism Themes. 10(1). pp.57-68.
Hossain, S., 2016. Recruitment and selection process of Amari Dhaka.
Hossain, T., 2017. Human resource management practices recruitment, training & benefits: a
study on Radisson Blu Dhaka Water Garden Hotel.
Hossain, T., 2017. Human resource management practices recruitment, training & benefits: a
study on Radisson Blu Dhaka Water Garden Hotel.
Nam, S., 2018. Assessing the Impacts of Foreign Direct Investment (FDI) on Local Skills
Development: The Hotel Industry in Siem Reap, Cambodia (Doctoral dissertation,
Auckland University of Technology).
Nwosu, B. and Ward, T., 2016. The way forward: human capital development in the hotel
industry in Nigeria. Worldwide Hospitality and Tourism Themes. 8(2). pp.235-240.
Nwosu, B., 2016. A review of the hotel industry in Nigeria: size, structure and issues. Worldwide
Hospitality and Tourism Themes. 8(2). pp.117-133.
Taiwo, A. and Ward, T., 2016. Recruitment experiences in an international hotel chain in
Nigeria. Worldwide Hospitality and Tourism Themes. 8(2). pp.211-215.
Wong, T., French, L. and Wickham, M., 2017. An examination of the knowledge management
process in the emerging Chinese hotel industry.
Online
7 Key operational areas of hotel management. 2017. [Online]. Available
through :<https://www.gourmetmarketing.net/7-key-operational-areas-hotel-management/>.
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