The customers or guests are always right. This principle necessitated application of management principles in the hotel industry and the hotel professionals realized the instrumentality of marketing principles in managing the hotel industry. The concept of total quality management is found getting an important place in the marketing management of hotels. The emerging positive trend In terrorism Industry indicates that hotel Industry Is Like a reservoir from where deforming exchange flows.
This naturally draws our attention on T. Like other industries, the hotel industry also needs to explosiveness for innovation, so that a fair blending of core and peripheral services sesame possible. It is not to be forgotten that the leading hotel companies of otherworld have been intensifying research to enrich their peripheral services with Thomson of adding additional attractions to their service mix. It Is against this background that we find the service mix more flexible In nature.
The recruitment and training programmed are required to be developed in the face of technological sophistication. The leading hotel companies have founded promoting an ongoing training programmer so that the personnel come town about he use of sophisticated communication technologies. Recruitment is defined as, “a process to discover the sources of manpower meet the requirements of the staffing schedule and to employ effectiveness’s for attracting that manpower in adequate numbers to facilitateeffectlve selection of an efficient workforce. ” Edwin B.
Develop an organizational culture that attracts competent people to the company. ; Search for talent globally and not Just within the company Factors Affecting Recruitment internal and external factors affecting recruitment. There can be various internal and external factors which affect the recruitment process. Internal factors – The factors which are under the control of organization are called internal factors. These could be – I. ) Recruitment policy of the organization it. Human Resource Planning iii. ) Expansion plans iv. ) Cost of recruitment External factors – These are the factors which are not under the control of the organization. I. ) Availability of talent it. ) Brand image of the organization iii. ) Politico-social environment ‘v. ) Legal conditions v. ) Economic condition of the market v’. ) Recruitment policy of the competitors sources of recruitment? There can be two kinds of sources of recruitment for organizations external. Internal and life a vacancy. Internal recruitment can be done by: – Transfer – transferring an employee from one location/ department to other. – Promotion – Taking the employee higher up in the hierarchy – Ex-employees – These could be the retired or retrenched employees – Demotion – Lowering the position of an employee in the hierarchy for various reasons External recruitment – It means getting the absolutely new candidate to the company.
The sources of these employees could be many: – Job notifications in the print/ online media – College campuses – Placement agents – Unsolicited applicants Employee referral program – Employment exchange – Labor contractors Human Resources Planning * A continuous process by which hospitality companies identify future needs and how they can be met * It also includes the development of future supervisors and managers * Barriers to effective selection: The main objective of selection is to hire people having competence and commitment.
This objective is often defeated because of certain barriers. The impediments which check effectiveness of selection are perception, fairness, validity, reliability, and pressure. PERCEPTION: Our inability to understand others accurately is probably the most fundamental barrier to selecting right candidate. Selection demands an individual or a group to assess and compare the respective competencies of others, with the aim of choosing the right persons for the jobs. But our views are highly personalized. We all perceive the world differently.
Our limited perceptual ability is obviously a stumbling block to the objective nutritional selection of people. Falseness: Fairness in selection requires that no individual should bedimming dated against on the basis of religion, region, race or gender. But the low number of women and other less privileged sections of society in the middle and senior management positions and open discrimination on the basis of age in Job advertisements and in the selection process would suggest that all the efforts to minimize inequity have not been very effective.
Validity, as explained earlier, is a test that helps predict Job performance of an incumbent. A test that has been validated can differentiate between the employees who can perform well and those who will not. However, a validated test does not predict Job success accurately. It can only increase possibility of success . RELIABILITY: A reliable method is one which will produce consistent results when repeated in similar situations. Like a validated test, a reliable test may fall to predict Job performance with precision.
