4. Internal Recruiting
Advantages
Improves morale of promoted employee
Improves morale of other staff members
Managers can better assess abilities of internal recruits
Successions help reinforce company’s internal career
ladder
Lower costs than external recruiting
Disadvantages
Promotes inbreeding
Lower morale for those skipped over for
promotions
Skipped-over staff may feel favoritism exists
Filling gap in one department may create
critical gap in another
6. External Recruiting
Advantages
Brings new talent, new ideas in
Enables to find out about competitors
Reinforces positive aspects of company
Avoids “politics” of internal recruiting
Serves as form of advertising
Disadvantages
Difficult to find good fit with company’s culture
May create morale problems if no opportunities for current
staff
Orientation takes longer
Lowers productivity in short run
Conflicts with internal & external recruits
8. Selecting
Does candidate have skills
necessary to do job?
• Language skills
• Mathematical skills
• Keyboard skills
Does candidate have personal
qualities necessary to uphold
hotel’s image & values?
• Congeniality
• Flexibility
• Professional attitude
• Self-motivation
• Well-groomed
9. Selection Tools
Job Specifications
• List all tasks
• Outline reporting relationships, responsibilities, working conditions, equipment & material used, etc.
Job Description
• Describe skills, traits, educational background & experience needed
• Terminology that relates to specific needs
• Reflect specific working environment of property
Evaluating
• Reviewing applicant references
• Running police background check
• Conducting drug tests
Interviewing
11. Interview Questions
Ask applicant for list
instead of single response
Use direct questions to
verify facts & cover
information (Closed Ended
Questions)
Asking indirect questions
to make comparison &
standard responses(Open
Ended Questions)
Pursue specific subject in
details when unreasonable
Probe for additional
question
Use short affirmative
responses
Use silence let applicant to
continue
Suggestive over sample
answers if not understood
Make comments to receive
varying response
17. Develop Training Plan
Review knowledge
sections & job
breakdowns
Written form
Training Schedule
• Person
• Methodology
Training Time &
Location
Notify employee date
& time
Practice your
presentation
Gather necessary
supplies
18. Present Training
Job breakdown is
guide
Follow sequence
Show & Tell staff
what, how & why to
do it
Importance of details
Give them chance to
prepare
Explain &
demonstrate
See you clearly what
are you doing
Encourage to ask
questions
Go slowly & carefully Repeat at least twice Avoid jargon
19. Practice Skills
Trainees should try to perform alone
Immediate practice is effective
Trainee should demonstrate
Trainer awareness that message went through
Coaching will enhance confidence & skill
Compliment on correct performance
Gently correct when observe problem
20. Follow Up
Provide opportunities to
perform after training
Encourage discussion
among employees
Provide on going, open
communication over
progress & concern
Continue coaching on
job
Give constant feedback Evaluate progress
Get employees feedback
21. Staff Scheduling
Schedule should cover full workweek
Scheduling can be based on seniority or other criteria, as long as manager is consistent & fair
Schedules should be posted at least three days prior to start of next workweek
Days off, vacation time, & requested days off should be indicated
Current week’s schedule reviewed daily & changes noted on posted version
Copy of schedule can be used to monitor attendance of employees