<\/p>\n
The concept of company strategy battles with the continuing issue of shaping the overall purpose and scope of an organization. From a current point of view, it involves in the dimension of long-term goals and objectives that will add value to the business and cope with the vagueness of modern times. As a practice, it consists of adopting courses of action and allocating resources in essential ways for carrying out the overall objectives.<\/p>\n
Companies approach towards hiring their personals is depends upon company overall strategy and it also reflect their attitude towards competition. In United Kingdom hospitality industry employs 1.7 million people, about 6% of the total working population. According to Visit Britain, 27.7 million overseas visitors came to the UK in 2004, a 13% increase on the previous year. With the recent boom in travel and tourism industry, hospitality Industry is also experiencing unprecedented growth and prosperity. Recruitment Criteria Hospitality Industry, well-paid job options are drawing many individuals towards this industry. In this current scenario it becomes very evident that hospitality industries will rapidly rise to higher levels as various Asian and western countries are working towards strengthening their travel and tourism industries.<\/p>\n
Source:( www.caterersearch.com)<\/p>\n
The hospitality industry provides some of the most exciting opportunities for employment today. The industry relies on<\/p>\n
Skilled<\/p>\n
Well trained employees<\/p>\n
Strong customer focus<\/p>\n
Strong interpersonal skills<\/p>\n
Good communication skills and cultural awareness<\/p>\n
Ability to work as part of a team<\/p>\n
Good product and local knowledge<\/p>\n
Selling skills<\/p>\n
Technical skills<\/p>\n
The right attitude<\/p>\n
As a new personnel assistant, my immediate line manager jayne stines give me some tasks, which are followings,<\/p>\n
An analysis of the recruitment process in tourism and hospitality<\/p>\n
Legal and ethical obligations in recruitment and selection<\/p>\n
The importance of job description<\/p>\n
The role of person specification<\/p>\n
The structure and content of CVs<\/p>\n
As an assistant manager I analyse different hospitality and tourism recruitment process that are vary from one place to other place or one department to another department. As per my knowledge and research, why is different from one place to an other (one company to another) there are some reason which are given below,<\/p>\n
Recruitment Policies, The need for efficient manpower in these hospitality industries has been sub divided into various categories which include;<\/p>\n
Reception,<\/p>\n
Customer relations,<\/p>\n
Marketing,<\/p>\n
Accounting<\/p>\n
Financial management,<\/p>\n
Back office<\/p>\n
Horticulture,<\/p>\n
Engineers,<\/p>\n
Communications<\/p>\n
IT and recreations.<\/p>\n
Fast growth in tourism and travel industry has lead to the emergence of hospitality industry. And with the corroboration of these industries such as travel and tourism (Which basically include hotels, restaurant and airlines) a huge demand increase for<\/p>\n
Educated peoples<\/p>\n
Professional peoples<\/p>\n
Effective manpower for Management<\/p>\n
Speaking a number of languages fluently is as much essential as the international understanding of business and worldwide trends in the travel and hospitality industry.<\/p>\n
Today\u2019s Hotel Manager needs to understand all that; he is a business manager and public relations star, a marketing genius and has brilliant financial and business acumen.<\/p>\n
Recently most of the Companies in hospitality and tourism are using competency outline frame work to outline the type of person that they are seeking, the focus of competency is depends on the following,<\/p>\n
The behaviour of job applicants<\/p>\n
The use of competencies tends to focus on areas such as<\/p>\n
Team orientation<\/p>\n
Communication<\/p>\n
People management<\/p>\n
Customer focus<\/p>\n
Result orientation<\/p>\n
Problem solving<\/p>\n
Employer In hospitality and tourism increasingly desire employees with,<\/p>\n
The right attitude (social and interpersonal skills)<\/p>\n
Appearance<\/p>\n
The right attitude encompasses aspect such as social and interpersonal skills, which are big concern ensuring that employees are,<\/p>\n
Responsive<\/p>\n
Courteous<\/p>\n
Understanding with customers<\/p>\n
It is essential to recruit the staffs in the way that does not breach the legal rules, which supervise the recruitment process. The penalty of not comply with legal legislations can be damage,<\/p>\n
Adverse publicity for the Service<\/p>\n
Case to an Employment Tribunal for unfair discrimination.<\/p>\n
There is wide range of legislations, which cover the recruitment process. Basically this legislation is dividing in to three main groups.<\/p>\n
The law of contract, especially to the employment relationship<\/p>\n
The law on the minimum wage<\/p>\n
Working Time Regulations 1998<\/p>\n
The Human Rights Act<\/p>\n
Occupational qualifications (European Law, including provisions relating to mobility of workers)<\/p>\n
Anti-discrimination legislation<\/p>\n
Employment legislation, including the Employment Rights Act 1996 and the Employment Act 2002<\/p>\n
Equal Employment Opportunity<\/p>\n
Disability Discrimination Act 1995<\/p>\n
Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002<\/p>\n
Race Relations Act 1976 (Amendment) Regulations 2003-09-05<\/p>\n
Race Relations (Amendment) Act 2000<\/p>\n
Sex Discrimination (Indirect Discrimination and Burden of Proof) Regulations 2001<\/p>\n
And many mores legislation which also covers the recruitment process<\/p>\n
The Sex Discrimination (Gender Reassignment) Regulations 1999 makes it unlawful to discriminate on the grounds of,<\/p>\n
Gender obligations in employment<\/p>\n
Vocational training<\/p>\n
The Equal Pay Act 1970 makes it unlawful to discriminate between women and men in their contracts of employment, including<\/p>\n
Wages<\/p>\n
Overtime<\/p>\n
Holidays<\/p>\n
Other contractual bonuses.<\/p>\n
The Employment Equality (Age) Regulations 2006 make it unlawful for employers to discriminate against employees<\/p>\n
Trainees or job seekers<\/p>\n
Age<\/p>\n
Workers age (in terms of training and promotion)<\/p>\n
The Disability Discrimination Act 1995 and 2002 Amendment makes it unlawful for an employer,<\/p>\n
To treat a disabled person less favourably, because of their disability<\/p>\n
The Race Relations Act 1976 makes it unlawful to discriminate on the grounds of the followings,<\/p>\n
Colour<\/p>\n
Race<\/p>\n
Nationality<\/p>\n
Ethnic<\/p>\n
Language<\/p>\n
Education<\/p>\n
Housing (the way of living)<\/p>\n
Purveying of goods<\/p>\n
Facilities and services<\/p>\n
The Employment Relations Act 1999 gives working parents the right to employee,<\/p>\n
Unpaid leave and off time in case of emergencies<\/p>\n
The Employment Equality (Religion or Belief) Regulations 2003 makes it unlawful to discriminate on the grounds of the followings,<\/p>\n
Religion, religious belief<\/p>\n
Different philosophical belief.<\/p>\n
The Data Protection Act 1998 puts responsibilities on an employer to process personal data in a fair and proper way. The Act gives individuals certain rights in respect of the processing of their personal data and those carrying out selection processes must comply with the Act.<\/p>\n
The chart given below shows in which countries this legislation is active.<\/p>\n
3. Importance of job description<\/p>\n
General tasks<\/p>\n
functions<\/p>\n
Responsibilities of a position.<\/p>\n
Typically, it also includes to whom the position reports, specifications such as the,<\/p>\n
Qualifications<\/p>\n
Experience required by the person in the job<\/p>\n
Description of the ideal candidate<\/p>\n
Salary range for the position.<\/p>\n
The tasks<\/p>\n
The sequences of tasks needs to perform the job<\/p>\n
Areas of knowledge and skills needed by the job<\/p>\n
Serves as a reference guide for determining perfect person on best level, and the best time at best price.<\/p>\n
Helps maximizes spent on employee compensation for the position by ensuring experience, and skills needed for the job, are detailed and matched to prospective applicants.<\/p>\n
Functions as a reference material for developing interview questions for specific position.<\/p>\n
Fully Details information about the position that can be assimilates into \u201chelp wanted” ads.<\/p>\n
Dissuade employees from refusing to do something because \u201cit is not my job.”<\/p>\n
Provides a basis for employee reviews, increase in salary, growth paths for the achievements of organization set goals<\/p>\n
Serves as legal documentation that can be useful in the event an employee files a termination or discrimination lawsuit against the company.<\/p>\n
Job Title<\/p>\n
Clarifies the position, job title, and rank or level<\/p>\n
Salary Range<\/p>\n
Sales Incentive<\/p>\n
Performance awards<\/p>\n
Annual pay bonus, etc.<\/p>\n
Statement of Purpose and Objectives<\/p>\n
A general statement, brief in three or four sentences,<\/p>\n
Purpose or objective of the position.<\/p>\n
Job Description<\/p>\n
A fully detailed list of exact duties and tasks in their order of importance, this list should cover every activity that will take 5% or more of the employee\u2019s time and include any liability the employee may have for meeting certain objectives.<\/p>\n
Experience and Skills<\/p>\n
Be as precise as possible when specify the experience and skills required to perform the job. For example, if the position requires the use of a computer, list the type of software or hardware used to perform the job.<\/p>\n
Description of Ideal Candidate<\/p>\n
Fully Detail other strengths needed to perform the job such as,<\/p>\n
Well-developed communication skills<\/p>\n
Ability of working with minimal supervision<\/p>\n
Result oriented, cooperative, capable of working in tight deadlines<\/p>\n
What Is A Person Specification in Hospitality and Tourism?<\/p>\n
A person design describes the requirements a jobholder needs to be able to perform the job adequately. These are likely to include:<\/p>\n
Education and qualifications<\/p>\n
Training and experience<\/p>\n
Personal attributes \/ qualities\/ skills<\/p>\n
Strong customer focus<\/p>\n
Strong interpersonal skills<\/p>\n
Good communication skills and cultural awareness<\/p>\n
Comparison Between Person Specification And Job Description<\/p>\n
A job description describes the job<\/p>\n
A person specification describes the person needed to do the job.<\/p>\n
PERSON SPECIFICATION<\/p>\n
The most common approach now used by recruiters is to use what are known as “competencies” to design the person specification. These are then classified as<\/p>\n
To analyze which are most important.<\/p>\n
Competencies might include some or all of the following:<\/p>\n
Physical attributes<\/p>\n
Health<\/p>\n
Aged<\/p>\n
Speech<\/p>\n
Attainments<\/p>\n
Highest level of education completed<\/p>\n
Relevant market experience<\/p>\n
Ability to supervise\/manage<\/p>\n
Customer service skills<\/p>\n
Aptitudes<\/p>\n
Verbal reasoning<\/p>\n
Numerical aptitude<\/p>\n
Communication skills power<\/p>\n
The right attitude<\/p>\n
Interests or activities<\/p>\n
Social activities<\/p>\n
Sporting activities<\/p>\n
Personal circumstances<\/p>\n
Ability to work in different shifts<\/p>\n
Full or part time<\/p>\n
Ability to work as part of a team<\/p>\n
Good product and local knowledge<\/p>\n
Selling skills<\/p>\n
Technical skills<\/p>\n
Person specifications have to be prepared and used with great care. In particular, it is important to ensure that the list of essential or desired competencies does not lead to unlawful discrimination against potential employees.<\/p>\n
In hotel industry or others HR plays a significant role and they work according to the requirement of the company and the role of the particular job.<\/p>\n
CV is the only thing that the employer has in hand that will give him\/her an impression about you. Hence, everything in a CV – the paper, the presentation, the language, and the overall looks – describes you.<\/p>\n
Name<\/p>\n
Address<\/p>\n
Contact information<\/p>\n
Brief biography<\/p>\n
Objectives<\/p>\n
Basic Education<\/p>\n
Undergraduate education<\/p>\n
Graduate education<\/p>\n
Scholarships information<\/p>\n
Internship \/ Training<\/p>\n
Skills<\/p>\n
Research experience \/ Specific Research knowledge<\/p>\n
Work placement<\/p>\n
Employment history<\/p>\n
Awards & honors<\/p>\n
Technical & computer skills<\/p>\n
Language skills<\/p>\n
Professional licenses and certifications<\/p>\n
Hobbies<\/p>\n
The information that can be include in Candidate curriculum vitae. The elements that include will depend on what we are applying for, so be sure to include the most relevant information to support in CV.<\/p>\n
The paper for the CV should be a decent quality; Too shabby or too gaudy papers will have the same result – impression of bad taste<\/p>\n
Letter Cover should match the CV paper and letters typeset<\/p>\n
Use typeset bigger than 11 pts because it makes easy into reading. Use Arial or Times New Roman as the font.<\/p>\n
The standard margins for the CV should be 1inch in on all sides; in case you need to, may reduce the side margins to maximum 0.5 ensure that the typed matter is in the centre of the page<\/p>\n
Check for typographical errors manually, as many times automatic spell checks create major howlers<\/p>\n
What the CV should include depends very much upon what the job entails.<\/p>\n
Personal details such as<\/p>\n
Name<\/p>\n
Address<\/p>\n
Sex<\/p>\n
Phone numbers<\/p>\n
Email address<\/p>\n
Marital status<\/p>\n
And so on\u2026<\/p>\n
Future plans<\/p>\n
Objectives<\/p>\n
Qualification (professional and academic)<\/p>\n
Any skills<\/p>\n
Any exceptional qualities<\/p>\n
Work experience (in reverse order, with the last job you had, mentioned first)<\/p>\n
Any Additional responsibilities (outside your designation \/ job description)<\/p>\n
Job specific skills which you possess<\/p>\n
Interests (Should be brief here, unless it is something that will enhance the skills required by the job in that organization)<\/p>\n
Any Two References (most of the times a guarantee you offer that what you say stands true)<\/p>\n
Any supporting comments regards the job which you are applying<\/p>\n
Overall CV should be should be brief, maximum 2 pages<\/p>\n
Well presented<\/p>\n
And concise<\/p>\n
In this recession, most of the companies cutting down there paper work. This saves money. Now a day\u2019s most of the hospitality and tourism companies are recruiting staff online, which is easy and safe way to keep the record of the all applications. (E.g.) Hilton hotel, Intercontinental hotels group are taking most application online which save time for the appellant and for organization.<\/p>\n
Conclusion:<\/p>\n
As per my Research & studies, Hospitality and tourism is fast growing industry through out whole world. In this current recession time, hospitality and tourism is an only industry, which is still growing fast. In United Kingdom, as European Union is getting more strong tourism is increasing in United Kingdom. Most of the United Kingdom hotel occupancy is more than 85%- 90% through out whole year. I think hospitality and tourism is the industry, which is full with the different cultural peoples, where employee can use his\/her own personal skills in better way and can learn new things.<\/p>\n
In my research, I find this is a huge industry offering variety, diversity and tons of different jobs and career opportunities to suit everyone. One in every 10 people in the UK, that’s over 2.5 million people working in more than 30,000 establishments. Also, 1 in every 5 new jobs fall into this sector with another 400,000 new jobs created by 2006 according to The British Hospitality Association.<\/p>\n
Due to the huge growth in Hospitality and tourism, in the last 10 years, international tourism has accounted for 1 in 6 of all jobs, 125,000 tourism businesses exist in the UK and 1.75 million people are employed in these businesses.<\/p>\n
In hospitality, leisure, travel or tourism industry only Qualifications alone are no guarantee of a job, it depends a lot on your personality, attitude, communication skills and – common sense approach to work and life in general.<\/p>\n
One thing, which I realize, that in hospitality and tourism you can taste and learn almost all types of jobs that\u2019s why it attracts peoples towards it self.<\/p>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
The concept of company strategy battles with the continuing issue of shaping the overall purpose and scope of an organization. From a current …<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[42],"tags":[85],"class_list":["post-2813","post","type-post","status-publish","format-standard","hentry","category-free-law-essaysemployment-law","tag-uk-law"],"yoast_head":"\n