TASK 1

1.1 Job description and discussion of person specification in Britannia Hotel

In order to recruit a person there is a requirement of providing appropriate job description and person specification to make everything clear.

On the basis of the job role, there is a requirement of appropriate person specification which is helpful for selecting the candidate according to the desired skills.

M1: Evaluating recruitment aims and recruitment process techniques using HRM theories

In usual cases, the recruitment process in Britannia Hotels is aimed at meeting current needs of organization or in case the organization has the objective of redesigning its organisation. As per the views of Garavan and et al. (2016), recruitment process needs reference to theories of both recruitments as well as selection as they cannot be observed in isolation. As opined by Connell et al., (2015), the use of several HRM models like that of the Warwick model, Harvard model and model of Tichy and Devanna have created an overall perspective for management of human resources in organisations. Henceforth, according to Dhar (2015), these influences are reflected on the recruitment processes and its relative aim. The aim of recruitment process at Britannia Hotels is realising importance of HRM framework and integration of all HRM practices.

The aim is synergised into various sequential steps in order to fulfil its motives. The steps are as follows:

1. Identification its necessity in terms of vacancy of a particular job role
2. Updating job profiles and their description
3. Determining areas of key performance
4. Adhering recruitment policies
5. Considering recruitment sources
6. Choice of appropriate methods of recruitment
7. Developing recruitment strategies
8. Placing advertisement using a suitable communication medium
9. Allocate sufficient time to receive responses
10. Screening
11. Evaluation and control

The theory that is utilised for evaluating recruitment process is that of Espoused theory. This theory which includes organizational learning, learning behaviour of people and the troubles associated with it. The Espoused theory was formulated by Argyris and Schon which was used to questions the actions of organisations and relate to the theory in use. According to this theory, behaviour of people is termed as mental models of which people are always unaware of. Moreover, when the organizational theory is adopted and practices then the behavioural effects that are observed is the espoused theory (Arvidsson and Niessen, 2015). The espoused theory determines whether the desired outcomes are observed. This finally helps to understand the importance of the present organisational practices and whether it requires modifications. Similarly, in case if recruitment process of Britannia Hotels can be evaluated by using espoused theory. The espoused theory shows an approach which directs that outcomes need to be assessed to determine the effectiveness of the applied recruitment process. In this case, determining performance of the organisation and identifying the KPIs will help to understand whether recruitment of new employees has helped to garner the required benefits.

1.2 Comparing selection process

The service industry is comprised of several industries which may be the food, travel and tourism and industry, hotel industry. The hotel industry takes the lion's share of service sector. As per Kang (2018), selection process within an organisation is highly expensive but it tends to provide better people within the job role. The service of hotel industry process is much better than the tourism industry. This is because the hotel industry includes accommodations, recreation as well as food services. In that case, the recruitment for the hotels occurs or a larger canvas compared to food industry. On the other hand, according to McGuire et al. (2018), the tourism industry is far bigger than the hotel industry. Hotel industry is a part of the tourism industry and hence the selection process is basically dependent on the potential of the employees and recognition of desired skills. For a particular job, role is sought for in tourism industry. As argued by Kylmäkoski and Lindeman (2015), selection process is rather simple, inexpensive approach and definitely straightforward in the UK. References work a lot and therefore discrimination and biases are rampant in selection process of tourism industry. On the other hand, as per Neupane (2015), in hotel industry, the right attitude and required professional skills are important for selection process. However, in most of the cases chefs use consulting agencies to get an assured way to get selected in an organisation.

D1: Interdependence of selection process in sub sectors of hospitality industry

The different sub-sectors of the hospitality industry include lodging and accommodation, food and beverages and tourism.

Lodging and accommodation

This industry includes all forms of hotels and resorts that provide facility of accommodation. As per Nithya et al. (2018), accommodation is a broader sector that involves services of lodging and food. Usually, hotels provide scope for breakfast but food and beverages are also available in the coffee shops present in the hotel thus this sector is generally dependent on the foodservice industry in order to provide them with food and beverages when required by customers.

Food service

The food service industry is a composite of taking away or home services of food, accommodation, outdoor catering, transport services. These restaurants are heavily dependent on the inbound tourist as well.

Travel and tourism

As per Peters et al. (2014), it is often said that tourism in synonymous to hospitality as tourism shares major part of the hospitality industry. This means that it consists of several factors that collectively answer to needs of tourists that are served holistically. The tourism industry includes the accommodation as well as food service industry.

As per the above discussion, it can be said that all the sub-sectors owing to accommodation, food service and travel and tourism are interdependent. Thus, according to Sdrolias et al. (2017), when it comes to selection process it is also independent. This is to mean that since food service sector is present in both tourism and hotel industry. Therefore selection process in both industries is similar and has identical objectives as well. As per Sheehan et al. (2018), the criteria which address selection process for food service in three sub-sectors are similar and hence interdependent. This also associated with the fact that if there are changes in trends followed for selection techniques in food industry similar changes reflected in the accommodation and tourism industry for food service are. 

TASK 2

Executive Summary

This report is documented in order to understand the activities which are involved in training and development for effective operation in the hospitality industry in case of UK. The report has also assessed the barriers observed in the chosen organisation in adopting training and development practices.

2.1 Assessment of activities in training and development for effective operation in the hospitality industry

Training and development are vital in effective operation of hospitality industry as it guides towards a follow up of a similar organisational culture within different sectors.

Company culture

Training and development are crucial in maintaining consistency of the quality of services. As opined by Beszter et al. (2015), it is known that the organisations in the hospitality industry are often marked by their specialities. This is to mean that employees in a particular sector are expertise and that seems possible with continuous training and development skills imbibed by HRM.

Resolving issues of services

Training will help the staffs to understand probable issues which are faced by guests. Training will guide the staffs in understanding ways to resolve issues or conflicts in a friendly manner so as to appease the guests.

Safety or security

Staffs are often trained in the management of risk that may occur in a hotel. As per Zaitseva et al. (2016), the risks may be that of sudden occurrence of an unforeseen event like a fire break out. It is only through an effective training program that staffs can be potentially skilled to handle such situations and ensure safe passage to the residents.

Talent development

In most cases, the staffs join an organization at an entry level but on facing several hostile conditions they become experts in their work. According to Silva and Martins (2016), this is owed to training facilities provided by organisations. Thus training helps to develop and sharpen the talents of each employee. This works in favour of the organization as it enjoys a better productivity from workforce.

M2: Barriers and the attitudes towards training

The training sessions which are held in Britannia Hotels is mostly owed to increasing sales targets. Thus, as per Solnet et al. (2015), in normal cases when the management observes certain skills need to be involved in the employees to elevate the sales rate then the training programs are planned. This means that training programs are not held on a regular basis after a certain time period due to which often employees remain dissatisfied with the kind of performance they give. As a fact employee dissatisfaction becomes the prime reason for them leaving the organisation.

D2: Overall objectives of Britannia Hotels and application of innovation or creativity

Creativity has been invoked in the Britannia Hotels as it believes in the objectives of providing the best quality of services to their guests. Creative managers are appointed who deploy creative team that works towards better decoration of the hotel and conference halls or banquets in case of occasion (Arvidsson and Niessen, 2015). However, there is less application of creativity in Britannia Hotels compared to other hotels. This has resulted in a decrease in customer base and that less number of customers opt for it in case of celebrating a special occasion. Visits of high profile guests have also reduced in Britannia hotels.

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Conclusion

Thus, it can be concluded that HRM is crucial in service industry, particularly in the hotel industry. In this case of the assignment, it has been found that there lies prominent interdependence of the different sectors of hospitality industry. Apart from this training and development is important which has been proved by the evaluation of recruitment as well as selection process.

Recommendations

Owing to the chosen case study of Britannia Hotels it can be recommended that the organisation needs to seriously look into the HRM of the organisation. The organisation has been facing allegations of degraded food and accommodation services along with improper attitude of the staffs. These factors can be improved with better management of HRM practices. The organisation needs to develop and reinstate such policies that cover the problem areas. The organisation is recommended to periodically analysing its workforce to check the weaklings and determine vacancies in job roles. Apart from this, Britannia Hotels needs to evaluate the existing training programs and redesign them considering the drawbacks of the employees in terms of their skills. Company needs to adhere to market trends and adopt ways to train and develop skills of staffs using informative and effective tools.