Assignment on Tourism and Hospitality Management

Introduction : The Olympic 2012 Village situated in Stratford, London  is due to open in February 2012. It consists of 12 cottages, with each cottage able to accommodate 24 guests in 12 twin rooms managed from one central reception.  It also includes three restaurants with bars, each with a seating capacity of 120.

Why person important in h .t ......Face to face presentation ...................................................

Scenario  :  In this report ,  I,  as a Human Resource  manager  of  “ The  Olympic 2012   Village”,  ascertain  the manpower needs in the  particular departments .  I will  recommend the General Manager of key positions  that  needs to be filled out to run the core department only as he asked me to do so due to the shortage of time. To do so,  I will   describe  the total recruitment process with sequential steps and also  describe how the Human Resource Department guide and train employees after they have been recruited and inducted. To accomplish the job I will it in the following steps :

1. Steps should be taken to ascertain manpower needs in those departments :  The Olympic 2012 Village must be able to recruit and retain manpower of the type  and competence it needs for the smooth operation. Change is the only constant in today’s world as we can see how quickly  process, product, system and method change. Some jobs might need increased  skills and some need less. So a high standard of planning  is required. “Manpower planning seeks to maintain and improve an organization’s ability to achieve corporate objectives by developing strategies which are designed to increase the present and future contribution of manpower.”  Modern Business Administration  by Robert C Appleby . In the case of a running  company  the existing situation is examined to see whether the present man power situation can be improved. Job analysis and grading, performance and potential appraisals are done as a part of the process. As we are yet to start the project I will do the “Planning” to assess and determine future objectives for all the posts. Then I will break down objectives into posts capable of being filled .The method of organization can greatly aid coordination of activities. Then I can identify precise requirements for all manpower. Then I will plan for the supply ????? which involves noting  the present stock and its potential and determine the basis for additional requirements. Organization charts can be projected to the future, noting possible promotion candidates and people earmarked for certain jobs. Career requirements of individuals must be noted. The payment of salaries commensurate with worth is an essential part of wages salary administration otherwise

 To ascertain the manpower needs in the particular departments we have to understand the role of Human Resource planning.  Human resource policies play a positive and creative role in the plans , developments and day- to- day  activities of an undertaking.  It should be designed in such a way that it can provide competent human resources when required. This is designed on the basis of some sound reliable information as much of a human resource  manager’s work depend on the certain basic and fundamental information  e.g. the need for precise job description  which helps to recruit, training, performance appraisal, job evaluation and salary administration of an employee.  Human Resource planning is divided into  two separate parts namely strategic and operational. The strategic part ensures that the right people will be available in the longer time even though the people might be needed in the work place is not yet built. The operational part exactly knows how many staff are necessary  and strategic level needs this statistic to develop the undertaking’s long –term plans.  To finalize the manpower needs I will ask the heads of the particular departments to fill out the “Employment Requisition” form where he will describe how many staff he needs and what kind of jobs the staff has to perform.  The form  will ask the department heads to do a recruitment  needs analysis  first. It considers whether  re-organization of staff (duties/Hours) , contract labour , mechanisation, improved working methods, revision of standards might provide a more cost effective alternative to recruitment.  It also asks the department heads to fill out where the  position is vacant, department /location , wage scale/salary range  and  hours of work for the post. The form  also asks for the job description and person specification of the required post. Job description describes the work performed, the responsibilities involved , the skill and training required, the conditions under which the job is done, relationships with other jobs and personal requirements of the job. In the Job description I will look for the title of the job and department and job code number. It also describes the job in short.  It should also have job content and describes relation of job to other closely associated jobs. I will also look for the training requirement , working hours and peculiar condition of employment e.g. very cold weather.  After the job  description I will do job analysis which records all the elements involved in performing the job.  After job analysis I shall examine job specification which refers to personal characteristics required to do the job. The personal characteristics may include skill, experience, special aptitudes of the person.      There is also spaces in the form for estimated recruitment cost for the post.  As I am asked to be concerned only with the staff running the core departments I shall do the manpower needs in  running those departments only. After analyzing work volume for these departments I shall finalize the manpower required for running these departments. After making discussion

2. Key position that needs to be filled : As a  Human Resource manager I try to justify here how many persons we will need to fill out the key positions to run the Olympic 2012 Village. At first I try to sort out the  manpower needed  in the restaurant . There are three restaurants  in this project , each of them having a bar in itself. I think there should be an executive chef who will be in the  overall charge of all three restaurants.  He will be responsible for the running these restaurants smoothly. His duties include to make the shopping  list , grocery list ,  looking after the quality of the food every chef preparing in all three restaurants. He also makes sure that  food is prepared by the chef  in time  to be given to the waiter  to serve the customer in time. Then I think every restaurant needs one chef who will be responsible for the timely delivery of the dishes ordered by the customers. In fact all the works in the kitchen will be done under the supervision of the chef. Then every restaurant will need one cook who help the chef  cook food and does the cutting and preparation of spices and meat and vegetable before the chef start preparing the dishes.  Then we need one kitchen assistant who helps the cook in his preparation of all of cutting and spices.  To do all the cleaning and tidy up jobs we need to appoint one kitchen porter in each restaurant. Then I would like to consider the staff for the Bar. There should be one Food and Beverage Manager who will be in responsible for all the works, service and maintenance in all three Bars like the Executive Chef previously we thought about the restaurant. We also need to appoint a bartender in every bar who will supply all the drinks from the bar and looks after all the jobs like filling the fridges with required drinks, cleaning and drying up all the wine glasses and keep the bar tidy and clean.  each  restaurant has a capacity of serving 120 people at a time I think  there might be a necessity of one head waiter, under whose supervision there will be two waiters in each restaurant to serve food to the customers. The head waiter will be responsible to take orders food from the customers and with the help of the other two waiters,  he will ensure timely delivery of the food  to the customers. We will also need one runner (comi waiter) in each restaurant whose duty will be to serve papadoms, starters and drinks to the customers. He might  receive the customer and direct them to the table. Now I probe to finalize the manpower we will need to cover the Front Office. There should be  one Front Office Manager to look after all the activities of  reception and front desk office. We may employ one receptionist or front desk agent for every shift. His duties includes lots of responsibilities. Three bell attendant

One concierge

Two security guards

One guest relation officer

House keeping : One executive house keeper , Three floor house keeper, 2 room attendant, *3 , one public area cleaner, one handy man.

3. Recruitment process , stage by stage  : In this process my aim will be to get the right man, with the right equipment in the right place at the right time. To do so, at first I will ask the head of the department to complete the staff requisition form, where he will note down the full detail of the vacancy. The Head of the department will also describe the scope, purpose, duties and responsibilities in the job which is also known as Job Description. I will carefully examine the Job Description of the each employee before referring it to the General Manager because  it plays a  vital role for the organization and  gives employees an understanding of their jobs and standard of performance. It clarifies duties, responsibilities and authority in order to design the organization structure. It also assist in assessing employees’s performance, recruitment and replacement of employees , induction of new employees, evaluate job for grading and salary administration. It also provide information for training and management development. It also contain information on the job identification, scope of job, content and conditions of the job. The next step is Job Specification which specify the precise skills and knowledge needed to carry out the various component tasks of a job.  Actually recruitment is the process which is used to attract suitable applicants from whom the company may select most suitable person for a particular job. By keeping this in mind I will choose the appropriate media to advertise the posts. I will choose different media depending on the type and level of vacancy. I have also to consider whether prospective employees are part of a  local, national or industry labour market. For example : for all executive or managerial posts I may advertise in the national newspapers, television, for other non executive post I may choose local news papers, job centres, and a notice board in the project site. It is also important to make an effective advertisement to recruit successfully among the expert competition from other employers. To do this I have to be honest in what I want from the post. We  have to choose a catchy headline to draw  the attention of the employee and it will also contain clear, factual information on : locality, job content, prospects, qualifications, experience and conditions of employment. It should also describe  what action has to taken to apply. It should stimulate interest in the employer and promote his image. If an advertisement is not properly worded it may invite too many applicants, and even the proper applicant may not apply due to the loosely worded advertisement. By adding a graphic design we may tell more about the company than the words. After doing a careful advertisement I will make a short list ,by gathering information from candidates in a way that enables a comparison to be made with the personnel specification and by following this process we can have the most suitable candidates. After doing the short list interviews may be arranged. At this stage references may be taken and may be used to determine the final selection at the interviews. Interviews may be taken in many ways which may be structured which is accomplished by using standard procedures and techniques. Test for specific skills may taken at the time of interview. Interview may of different kinds : individual interview (one interviewer will interview one candidate) , panel interview or selection board and stress interview. Depending on the type of job we will determine which one should be followed for which job. Medical examination should also to be done before making  the final offer. After making the final selection I will inform both successful and  unsuccessful candidates and company records are updated. Finally we will make the final offer of the appointment and acknowledged. A handbook may be sent which will describe all condition of work and a formal contract may be prepared for senior staff.

4.Human resource department will be involved with the employees after they have been recruited and inducted :  Introducing the staff  in the company carries utmost values both for the employee and employer as well. So after the recruitment I will make an induction schedule for every new staff as it will help the new staff know the company and also understand what is required from them in order to do their jobs satisfactorily. We can also learn about the new employee’ns ability to do the job  and can determine whether he needs any training or merely working under close guidance and supervision for few days may be enough. Without change there is no progression and to cope with new changes in today’s modern world organizations are constantly seeking ways to improve their performance. As human resource  plays the role for the improvement of the company they need to be appraised. This is known as Performance Appraisal and which is done by the Human Resource Department and normally it is an annual event. This important as we need to know the strength and weakness of the employee and this will be done by his/ her supervisor who will judge him against expectations and at the same time consider their potential as well. He will also determine what steps should be taken for the interest of the employee and for the company as well. Appraisal must be creative and must result in new objectives otherwise it will not be helpful.