Human Resources Management – selection and recruitment plan
The need for the new full time receptionist Is high and as front office manager, the budget needs to be reviewed before hiring a new staff member. If staffing costs are too close to the budget a part-time or casual may be required or if the staffing costs are well under budget the full time position can be filled. The current requirement for the position Is needed and will be needed In the future as there may be long term staff members taking holidays, staff retiring or unexpected Taft changes. The hotel has a relatively high occupancy rate year round, this is good for the business as the higher the occupancy, the higher the revenue and there Is a higher budget for staffing.
This makes the hotel capable of top service with the optimum amount of staff at reception. Step 3: Determine the most effective recruitment strategy front office manager will work together with the HRS department to devise the best way of attracting the appropriate people for the position. Methods used to advertise and attract candidates include:lanterns advertising – advertising on the staff board and within the HRS department. The position will be open to internal staff members wishing to
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This makes the position open to most of the population and one of the most effective ways of advertising and attracting candidate’s 4: Prepare a Request to Recruit forth front office manager will fill out a “request to recruit” form and pass it on to the HRS manager so the position advertisement and recruitment plan can be confirmed and recruitment action can be started. Actual “request to recruit” form was unavailable)Step 5: Establish Selection Panel & determine selection methodology HRS manager and Front office manager will organize the selection panel, comprising of the Front office manager and the HRS manager. Both staff members must have agreed on meeting times and the role and duties of the position.
Other factors that the Front office manager and the HRS manager must contemplate:The selection coordinated for short listing candidates candidate’s interviewee candidate’s reference checked candidate’s presentations 6: Receive and collate applications HRS manager will receive and elate applications. This will include the list of applicants, position description, recruitment process check list and the selection panel guide. Step 7: Commence selection by reviewing applications and determine a shortlist of candidates Front office manager and the HRS manager will collate all applications and shortlist the preferred candidates for the position. This will be done by the Managers meeting to discuss and compile the candidate’s assessments. They will be ranked in order of most suitable for the position.
At this point, depending on how competitive the candidate’s are, a second interview phase will be decided, but only if accessory. The unsuccessful candidates will be notified via phone or letter that they were unsuccessful in receiving the position. Step 8: Assess short listed candidates candidate’s that were short listed will be assessed a second time so the Front office manager and the HRS manager acquire the perfect applicant. The secondary assessment will be either another interview, skills test or reference test. The shortlist applicants will be ranked once again based on their results. Step 9: Recommend Outcomes Front office manager and HRS manager will compile all results into a selection report.
The report will include information on:The short sting presumptuousness of assessments for each candidate chosen candidate and employment terms to be personification objectifications of referees and their commencements 10: Verbal offer of employment to preferred candidate and discuss employment terms and conditions Front office manager will get into contact with the successful applicant via the telephone and inform the candidate that they were successful and have the position. The manager will also explain the salary, roster, starting date, and the terms and conditions of the employment. The manager will organize a date to start induction and training shifts. The date to start induction and training should be immediate or as soon as possible. Step 1 1: Make written offer of employment to candidate HRS manager will arrange given to the successful applicant within 2 days of the approved selection report. Step 12: Advise unsuccessful candidates unsuccessful applicants will be notified via a written letter from the HRS manager as soon as the successful applicant is chosen.