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The case study requires you to prepare an HRM strategy for an organisation of your choice. Hospitality students may choose a hotel, restaurant, casino or any other hospitality organisation.

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The case study requires you to prepare an HRM strategy for an organisation of your choice. Hospitality students may choose a hotel, restaurant, casino or any other hospitality organisation; business students may choose any organisation. Check the organisation you have chosen with the lecturer before proceeding. Cover the following in your case study: select a position within the organisations and discuss: Overview of the recruitment and selection process. This may be presented as a flow chart diagram. Comment on all stages from the request to hire or replace a staff member, to the job...

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The case study requires you to prepare an HRM strategy for an organisation of your choice. Hospitality students may choose a hotel, restaurant, casino or any other hospitality organisation; business students may choose any organisation. Check the organisation you have chosen with the lecturer before proceeding. Cover the following in your case study: select a position within the organisations and discuss: Overview of the recruitment and selection process. This may be presented as a flow chart diagram. Comment on all stages from the request to hire or replace a staff member, to the job offer. Discuss the job analysis process, create a brief job description (position description), person specification and key selection criteria for the position. Discuss the interview procedure that would be appropriate to use, i.e. type, duration, procedure, and why this method is appropriate for the position. Include comments on potential advantages and disadvantages of the interview procedure, in general. Include a short sample of standard and behaviourally-based interview questions relevant to the position. Standard questions are designed to establish facts on the skills, knowledge and experience of the candidate. Behaviourally-based questions are a form of competency testing, designed to assess how the applicant behaved in past situations. Discuss the importance of the induction process, and include a standard induction checklist appropriate to the position advertised. Outline the importance of training and development and overview the training, learning and development policy. Outline the strategy to acknowledge, reward and retain quality staff. Outline and address Equal Employment Opportunity legislation, as appropriate. Note that marking will be carried out against these 8 topics listed above. Present your final assessment in short report format: Cover page (including word count) Table of contents Introduction Body (note “body” is not a heading; there may be some sub-headings here) Conclusion Reference list (acknowledge all sources of information) Appendices (if necessary) research. If you disagree with a position, make a good argument as to why you disagree. Consider some alternative solutions. Remember that you cannot put together a good argument or discussion unless you have done a lot of reading – from books and journals as well as on-line. The kind of supporting evidence you need for academic writing is in academic journals and books but you can find some current thinking in HR magazines such as HR Monthly which is in the NMIT library. In the conclusion, sum up what you have covered in the paper – the topic, the main points of view and how your research links back to the topic. What have you learnt? No new information should be introduced here. Good writing requires planning and revision, and you may need to write several drafts before your paper is complete. Referencing: Please make sure you list any books, journals, links or resources that you cite in the text. Use the Harvard referencing system. Be sure to check your work carefully for spelling and grammatical errors or any missing references. Reading the finished paper out loud is a good way to find this kind of error. It is also important to correctly cite the source in the body of the case study in order to avoid plagiarism. There are documents on the NMIT Student Portal that explain plagiarism and copyright. You MUST follow the requirements that are set out by the institute. You may use quotes or photographs but be sure to properly list where they came from. Do not place photographs in the main body of the case study – they would be better as appendices. Any appendices, diagrams or charts that you include are not part of the word count.

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Generally, recruitment and selection of people to fill new or existing positions is a vital element of human resource activity in all hospitality organisations. Recruitment and selection process in the hotel industry is entirely focused towards having a well qualified team along with the high degree of flexibility, commitment, involvement and enthusiasm (Hayes 2008). Hotel Wellington mainly recruits manpower through the process of internal promotions in which the requirement of training and development gets minimised. Besides this, hotel sometimes prefers recruitment of external talent through employment forums, employment portals, social network and universities. The procedure for the external recruitment is described with the help of diagram below:

Undertaking job analysis is highly essential to find suitable candidates for the vacant positions in the hospitality organisations. Although it may not be necessary for every time a vacancy arises, but it becomes a necessity especially in hospitality organisations, where labor turnover rate is very high. Firstly, job description document will be prepared that outlines the nature and purpose of the job, duties and responsibilities, performance of objectives and the reporting relationships (Nickson 2013). After the preparation of job description document, person specification will be done to clarify the ideal person for particular job profile. This step helps an organisation to recruit right people at the right time for the right job by outlining the specific type of person an organisation is seeking.

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