Human Resource Management Plan, Interview, and Selection Report

This report provides a comprehensive overview of human resource management practices, focusing on the development of an HR plan for a hypothetical hotel brand. It details the roles and responsibilities within the organization, including store managers, assistant managers, head waiters, head chefs, and various staff positions. The report includes a sample job advertisement and explores competency-based interview questions tailored to specific roles, complete with a scoring system for evaluating candidates. It contrasts competency-based interviews with other interview types, highlighting their benefits in assessing soft skills and interpersonal competencies. The report also outlines various selection techniques that organizations can employ to identify the best candidates for the job. This includes personality tests, application forms, and intelligence tests.

HUMAN RESPURCE
MANAGMENT
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Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
A) Human resource Plan..............................................................................................................3
B) Job Advertisement..................................................................................................................4
C) competency-based questions for roles, complete with scoring system...................................5
Scoring Grid.................................................................................................................................7
D) Selection techniques...............................................................................................................7
PART – 2 ........................................................................................................................................8
A) Competency-based Interviews differ from other types of interviews and discuss the benefits
of using the Competency based interview tools..........................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Human resource management refer to the process of providing the human resource in the
organization and maintain the resources for the organization. Holiday inn s one of the luxury
hotel brand working in the hospitality industry from a long period.
MAIN BODY
A) Human resource Plan
ROLE: AUTHORITY: RESPONSIBILITY:
A store manager  The manager has the
authority to reject a
subordinate to fill the
position.
 They have the authority to
deselect the subordinate
process after due.
 Task assignment is one of
the authority.
 Merits recognition and
effective appraisal.
 To handle the overall
working of the
Organization.
 Decision making of the
business (Armstrong
and Taylor, 2020).
An Assistant Manager  They are authorized to the
store manager and need to
take permission from them.
 To provide the feedback of
the employee to store
manager.
 Responsibilities to
provide information to
the store manager.
A Head Waiter  To guide the team to work
efficient.
 Focusing on promoting the
team to work with skills.
 To maintain the
continues lookout for
the waiter.
A Head Chef  To designate people to work  To provide the best of
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on the same duties as
executive chef.
 Authority to take large
decisions and direction to
menu.
the hygienic food.
6 Kitchen staff  Authority to kitchen and
food items.
 Working on food items
10 Waiting staff  To control the waiting list
and maintain a decorum in
the place.
 Maintaining of
customer
4 Deli staff  To provide the necessary
items.
 Responsibility to
provide stock.
4 Store staff  Handling of clients.  To check on the routine
for resources.
2 Cleaners  To make sure the place is
clean and Hygienic
(Simmonds, Porter and
Bingham, 2008).
 Cleaning the office
premises.
B) Job Advertisement
WE ARE NOW HIRING
Job Opening !
Super Munchies are hiring on multiple job position for there new
store “AND”.
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Job profile-
 STORE MANAGER
 ASSISTANT MANAGER
 HEAD CHEF
 HEAD WAITER
Qualification-
 Master degree in management from university with aggregate 50%
 Experience — Minimum 0-2 years experience in management and
Hospitality.
 Age- between 20 – 45 years
Candidate may e-mail their resume to company website.
“www.ANDsupermuchines.com”
The Job Advertisement are done on both online and offline sources. It includes the print
media and social media as well. The organization is advertising the job opening to major sources
to find the best candidates for the desire position.
C) competency-based questions for roles, complete with scoring system.
Question for the Job Role: -
 Store manager
Question 1 : How would you handle angry customers?
Justification : this question is important as it will help the manager to understand the applicant
mentality for the situation where the customer gets angry. How he resolve the issues.
Question 2 : Can you tell any situation in which you resolved an issue between two of the
colleagues?
Justification : it is crucial for the manager to ask this in the interview to find out the basic
situation when the applicant see a situation in which two of the colleague are having issues and
how they solve that issues with the management and handling techniques. It will help them
manager in understanding the applicant mindset.
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Question 3 :if sales team does not match up with the target, what strategies and techniques you
would choose?
Justification : this is one of the critical situation which every manager face and this will make
the interviewer in understanding the strategies the person choose on such situation which can
further helpful for the business.
 Assistant Manager
Question 1 : Describe about your leadership experience?
Justification : this will help them in finding weather the applicant is an good leader or not
according to the answer they give to the interviewer. It is crucial for them to check that they are a
good leader or not.
Question 2 : Any situation where you satisfied an angry customer?
Justification : it helps in managing the situation where they can rely on the applicant by
understanding the answer the applicant give to this question. It will make them get trust on the
respondent.
Question 3 : how you motivate people around you and yourself?
Justification : this is very important as it will provide an informative because its important for
the people working in the organization gets motivated and the leader are the ones to whom the
employee look for.
 Head Waiter.
Question 1 : what are your greatest strength when it's about serving?
Justification : it is important as it will provide a good knowledge about the person and the ways
in which they are strengthen. This can help in understanding the applicant strength in doing the
work.
Question 2 : what are your weakness ?
Justification : understanding the weakness helps in promoting the strategies by which they can
improve the person in their weakness and can be utilized.
Question 3 : what you love most about this job ?
Justification :it allows to know that weather the person love the job they are providing and how
much the person is into the job to provide performance (Carbery and Cross, 2018).
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Scoring Grid
Weighting – questions can be weighted 1 (low importance) or 2 (high importance) to reflect
their overall importance to the position.
Personal
specification
criteria
Related Question Weight (1-
2)
Score (0-
5)
Total
This is the process of scoring and it can be used to score and calculation of the scoring for
the job position and offered job.
D) Selection techniques
There are a lot of techniques which the organization can use for the selection of the
candidates. Here are some techniques which AND can utilize in the selection process :
Personality Test : Personality test is the process in which the organization find the different
personality of the applicant. It helps them in understanding the person.
Application Form : Application form refer to the process in which the organization provide
forms online and offline for the applicant to apply and register for the job position.
Intelligent Test : They are the pencil and paper based assessment to seek a general intelligent
meeting.
Merits : -
These selection techniques have merits in them as they are providing a better information about
the applicant and helping the manager in understanding the applicant and take decision
accordingly (Cropanzano, Bowen and Gilliland, 2007).
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PART – 2
A) Competency-based Interviews differ from other types of interviews and discuss the benefits
of using the Competency based interview tools
Type of Interview: There are different type of interview techniques which can be used by the
organization to find the best of the candidates for the job position offered.
 Behaviour Interview : This type of interview are conducted to understand the behaviour
of the person on the particular situation in their experiences. It is assessed of how they
had handled specific employment related situation in their previous job which will help
them to understand the mental and behaviour of the applicant. The difference between
behaviour and normal job interview is that it helps in describing more in detailed and
shows the quality of dealing with situation. For example of behaviour interview question
“ Give an example of a particular time when you faced a conflict situation while working
with the team. How did you handle that ? ”
 Competency based interviews : they are known as the structured interview and are used
by major companies and hiring manager to find the soft skills of the person and the
interpersonal competencies of the applicant. The skills are one for the interview you are
applying for the position. It helps in identification of the skills including the
communication, leadership, team work, decisiveness and Resilience. For example of
Competency based interview question “ Tell me a situation where your leadership skills
have made a difference to the situations ? ”
 Stress Interview : It is one of those interview which are assessed to find the ability of the
person to understand and handle the situation of the stress. It is done to find the situation
where the person need to understand the situation and need to react to the best. It help the
organization to understand their decision skills and management skills at the same time.
Stress interview are one of the best to find out the actual reaction of the applicant on the
stress situation which can further helps the manager in taking decision accordingly
(Noon, 2010).
 Case Interview : Case situation are this situation interview where the manager asked the
applicant on a particular case. This is to understand the mentality of the applicant towards
a particular case or a situation which is asked by the recruiting manager. It helps in
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understanding the behaviour and reaction of the person by the answer they give. It is
helpful for the manager in finding the best of the person ability for the situation which
can occur in their working organization. It can also help them in finding the situation
which can occur in the organization and find the statement of the person apply for the
job.
 Group Interview : Group interview refer to the interview which are conducted in groups
and are conducted in multiple number candidates at the same time. These type of
interviews are taken by the organization which are looking for a multiple hiring in there
organization. It is one of the best ways to consume minimum time when there are
thousands of applicant for the job position in the organization. It is helpful for the
business as well as it save money and time. For example There are the questions which
are asked in the group discussion and interview “ why you people want to work for the
company? ”
 Panel Interviews : Panel interview is one of the best hiring interview as they are conduct
to find the best candidate for the job position offered. It helps in reducing the risk of bad
hiring in the organization. In this the interview is taken by the different panel of people at
the same time and multiple interviewers taking the interview and the external
interviewers also take the interview of the applicant to reduce the risk of bad hiring. For
Example “How would you describe your colleague”
 Video and Remote interviews : Video and remote interview are one of the modern
interview and are very helpful in a lot of situations. These are the type of interview which
are utilized best in the time of covid-19 situation (Kalleberg, 2009). They are taken by the
hiring manager or a recruiting manager according to the demand of the position. It helps
in finding a wider pool of talent or the job position.
 Phone Interview : Phone interview are the first steps in the process of interview for any
job position in the market. This is one of the process which is used by the organization in
finding the pre-interview screening before the invitation to the applicant for the desired
job position. It is a pre-process before the face to face interview.
Benefits of the Competency based interviews are : -
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They are one of the most structure interview in the market and are used by many people to find
the best of the candidate for the job position in the company (Thompson, 2011). It is crucial for
the organization and manager to find the best of the skills of the people so that they can offer a
job position according to their skills. Here are benefits of Competency based interviews:
 It helps in finding the skills including the communication. This helps in finding the best
of the communication of the person by the structured interview to find the actual strength.
 Competency based interviews helps in finding the best of the leadership skills in the
person for the situation where it is needed the most. It is important for the business and
manager to find the best candidates so that they can deal and take the advantages of the
leadership skills the person is having (Rubery and Grimshaw, 2015).
 Team work is one of the skills which can be identified in the Competency based
interviews and it is a necessary process of for the business to have a person who can cope
up with the teams and can provide the best of the working in the organization to achieve
better results.
CONCLUSION
From the above report it can be concluded that human resource management is very crucial to
hire the best candidate to the organization as they are just getting started, and they need to find
the best to achieve good result.
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REFERENCES
Books and journals
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Simmonds, D.A., Porter, C. and Bingham, C., 2008. Exploring human resource management.
McGraw-Hill.
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Cropanzano, R., Bowen, D.E. and Gilliland, S.W., 2007. The management of organizational
justice. Academy of management perspectives, 21(4), pp.34-48.
Thompson, P., 2011. The trouble with HRM. Human Resource Management Journal, 21(4),
pp.355-367.
Rubery, J. and Grimshaw, D., 2015. The 40-year pursuit of equal pay: a case of constantly
moving goalposts. Cambridge Journal of Economics, 39(2), pp.319-343.
Kalleberg, A.L., 2009. Precarious work, insecure workers: Employment relations in
transition. American sociological review, 74(1), pp.1-22.
Noon, M., 2010. The shackled runner: time to rethink positive discrimination?. Work,
Employment and Society, 24(4), pp.728-739.
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