Recruitment and Selection Process at Hilton Hotel
Discuss about the Exploratory Analysis of Hotel Selection Factors.
Human resources are considered as the key asset of an organization. The process of hiring, training, and managing human resources of an organization is called human resource management. Whole process of human resource management includes recruitment, selection, planning, training, evaluation of employee performance, and managing them. Hilton hotel is a worldwide hotel chain organization established in 1919. Guests of Hilton hotel get a contemporary and authentic experience. Exceptional services are provided by the extraordinary professionals working together for the organization around the world. In hospitality industry, Hilton is one of the global leaders. Organization has its business across 6 continents having more than 570 properties and more than 50,000 employees are working for it around the world. In order to provide best hospitality services around the world, vision of the organization is, “Every Hotel, Every Guest, and Every Time”. Mission of the organization is to become the most hospitable company in the world (Hilton, 2016). Discussion of several aspects of the HRM practices is the main aim of this study. In this study the concept of HRM is discussed for recruitment, selection and downsizing strategy practices. Socialisation of employees helps them to understand the culture and social behaviour of different nations.
A manager of human resource management department is the responsible person to provide the necessary human resource services to the organization. Key to the success of recruitment is an effective recruitment strategy. Lack of an effective strategy panning for the process of recruitment and selection may cost significantly. This strategy of the recruitment process includes many steps to be followed while recruiting new employees for the organization. In these steps job analysis is the critical one to make an effective and efficient recruitment of the candidates for the organization. Hilton Hotel is providing plenty of job opportunities as the organization is growing continuously around the world. In this manner hotel provides jobs for both the experienced and inexperienced candidates (Gannon, Roper and Doherty, 2015). As per the global policies for employment, Hilton recruits the candidates of minimum 18 years age. In hotel Hilton several positions are available such as, technician, front desk attendant, general manager, management trainee, and many more. To analyse the most critical element of recruitment that is job analysis, a brief job description of few of these positions available in hotel Hilton is given below (Guest, 2011).
Job Analysis and Job Description at Hilton Hotel
In order to maintain and monitor its 570+ outlets around the world, Hilton hotel hires managers consistently. In the last decade it has been observed that the management career of the hotel compromises the ideal opportunities of professional growth. These managers are appointed to create effective schedules of the employees, delegate daily jobs, and provide essential training to the new employees. In general as per the requirement of hospitality industry Hilton prefer experienced candidate for recruitment of managers (Alfes, Shantz, Truss, and Soane, 2013).
Procedure to apply for the post is quite simple as candidates can apply online through the portal of organization or they can submit their application papers personally in the desired hotel. In order to apply online candidates must create their profile on the job portal and basic questions are to be answered by the candidates (Snape, and Redman, 2010). These questions are related to their personal information and an updated CV also needs to be attached with the application form. Job description and job design are the two key elements of hotel Hilton’s job analysis.
Recruitment process starts with the strategy of attracting desired candidates to take part in the recruitment process. To ensure an effective attraction of the candidates hotel uses advertisements and provide special amenities too (King, and So, 2015). Company provides shuttle services and transportations services during the stay period of candidates participating in recruitment process.
Hilton is listed as one of the best leading hotels in UK. According to Baum, 2015, one major and key measure of an appropriate and right selection process is job description (Baum, 2015). This job description is defined as an explanation or roles, requirements in terms of qualification, and duties to be followed by the recruited candidates. The traits and attitude of an individual candidate is the person specifications required best for the organization. For instance, one of the job descriptions of Hilton hotel in UK has mentioned that they require candidates having an MBA degree from recognizes universities of UK along with a work experience of minimum 2 years from any recognised reputed organization in the industry. This requirement is made to recruit or select the best candidates having skills of leading, guiding, and inspiring subordinates in order to deliver the best experience to the hotel guests. According to Padilla-Melendez and Garrido-Moreno, 2014, importance to the characteristics involving job depiction design and selection of efficient candidates is the priority of Hilton hotel (Hurrell and Scholarios, 2014).
Comparison between Selection Processes of Hilton Hotel and Gordon Ramsay
Screening: This step includes the screening or filtration and elimination of candidates not fulfilling the eligibility criteria or basic requirements of the organization in terms of qualification and skills.
Application process: Candidates who clear the screening process are allowed to fill application form for the desired post they are eligible. In this step candidates need to fill the form completely otherwise they will be eliminated by the management.
Employment test: In this step candidates required to appear in a compulsory test organized by the HR management specially designed to evaluate or examine the desired skills and knowledge required for the job role.
Initial interview: In this step, candidates only those fulfilling the expectations of interview panel, are selected for further considerations and other candidates get eliminated (Sanders and Yang, 2016). In this interview candidates are questioned about their personal information and their expectations from the company.
Investigation of background: This step is designed to know about the origin and belongings of the individual candidates in order to maintain the organization’s image in the market.
Medical check-up: After passing all the steps successfully candidates are required to follow a medical check-up process to complete the selection process. This medical check-up is important to maintain the quality of hospitality of the organization. If the candidate is found to be not physically fit or being medical infected are not selected for the job as they will not be able to deliver their best work or they may infect other employees too (Sohrabi, Vanani, Tahmasebipur, and Fazli, 2012).
Job offer: In this step organization’s higher authorities discuss the job roles assigned to the new recruits. This discussion also includes a brief conversation about the responsibilities and compensations expected by the candidates. In the last this step is followed by offering an appointment letter which briefs the joining details to the candidates and includes the agreement statement regarding the job roles and salary discussed.
In order to understand the selection process of Hilton hotel a brief comparison between the selection processes of hotel Hilton and Gordon Ramsay is discussed as well. Ramsay is also a leading food chain and one off the prominent hospitality service providers in UK. Hilton has an advantage of its relationships with the hotel management schools around the world. These schools help the organization in making new and effective recruitments (Gibbs, MacDonald and MacKay, 2015). On the other hand Gordon Ramsay does not have any relation with any of the management school. The selection process of hotel Hilton is burdensome and follows several steps like, screening, test, interview, and job discussion, whereas Gordon Ramsay follows a simple and short selection process followed by a normal screening process and them call them for interviews directly. Both the Ramsay and Hilton are leading organizations operating in the same industry but candidates discriminated in the selection process of Ramsay on the basis of sex, caste, and religion. Different organizations operating in the hospitality industry adopt different processes for the recruitment and selection process (Dhar, 2015).
The management of reward system concerns with the formulation and implementation of the strategy structures which aim rewarding people, consistently and equitably according to their value for the organization. Management system for rewards consists of different steps like controlling employee remuneration, providing rewards, compensations, and other benefits to the employees. This management ensure the creation and efficient operation of the reward structure designed for the organization. This reward structure generally consists of the pay policies, compensations, salary and payroll administration, minimum wage, total reward, team rewards and many more. The theory of motivation and rewards are interlinked and dependent to each other (Tremblay, Cloutier, Simard, Chênevert, and Vandenberghe, 2010). This is because without rewards there is no use of any motivation theory and without motivation theory rewards doesn’t make any sense to the purpose of motivation and will result in an extra burden to the organization (Huston, 2013). It is observed in several studies that providing a reward help the employees to become more productive and also enhances their performance. HR management of the Hilton hotel manages their reward systems too. Hilton management provides both the financial as well as non-financial rewards to its employees.
Financial reward: Financial rewards are provided in the form of monetary incentives for the better performance of employees. These financial rewards are extrinsic in nature (Karatepe, 2013). Hilton hotel offers different financial rewards to its employees for their better performance. Hilton hotel provides bonuses and pay increase types of financial rewards.
Non-financial rewards: This type of rewards provides more job satisfaction instead of any financial well-being (Li, Sanders, and Frenkel, 2012). This type of rewards includes promotion, achievement, appraisal, impressive job title and all (Torres, and Kline, 2013). In this manner hotel Hilton appraisals, self-rating, involvement off employees in decision making process, and other similar motivation in order to motivate them for improving their efficiency and delivering effective work for the organization. Managers of Hilton hotel use “Herzberg” theory to provide such rewards which provides better job enhancement chances for the employees.
In order to attract employees Hilton hotel provides other benefits too to its employees like, health insurance, life insurance, sick leaves, vacation, casual leave, and different retirement plans. Additional benefits organization providing are flexible schedules, stock options, tuition fee for the children of employees, and gym memberships to employees. According to Grobelna and Marciszewska, 2016, employees feedback for the reward system and benefits provided by the organization can significantly enhance the HR management’s practices in terms of improvements need to be made for effectiveness of such rewards and benefits (Grobelna and Marciszewska, 2016). These benefits also can motivate employees for improving their work production and efficiency.
In the end, the above discussion comes to a conclusion that HRM is one of the key aspects of an organization to run its business for a longer time period. In this discussion various general aspects of HRM practice in Hilton hotel performed around the world are described briefly. Some of the HRM aspects like, recruitment, selection, and reward system are explained in this discussion. Although Hilton hotel practicing better HRM aspects than that of the Gordon Ramsay, it can improve its HRM practices in terms of making these efficient and more productive with low cost of practice (Nadiri, and Tanova, 2010). Hotel Hilton, being one among the leaders of industry, should consider job satisfaction of employees at top priority. The recruitment process of the hotel is too lengthy that can be shorten with merging some of the steps like initial interview and job discussion and so on. Furthermore, HR management should also consider improving the effectiveness of its reward system with a proper assessment and desired rewards. These effectiveness of the reward system will enhance the improve the effectiveness of motivation and eventually all these aspects will help the organization in meeting the consistently changing demands of the market. This makes a conclusion of the discussion that hotel Hilton is having a good HR management working for the organization but in some ways it can be improved like cutting its cost of recruitment by merging some steps of the recruitment and improving its reward system with the help of employee feedback for the existing reward system.
References
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