Asif Ali

Roll # 11
MHRM (E-2018-20)
Recruitment and Selection
Sir Adnan Ibrahim

Question # 2

If you were the CEO of this Hotel chain, what leadership qualities you will have adopted in
the new employee’s orientation program and for increasing their motivation levels?

Answer:

Orientation is somebody knowing where they are, the bearing somebody is confronting or the
manner in which somebody will in general go. An example of orientation is an individual going
to an instructional course for new workers. A case of direction is an individual confronting the
west.

We can say that the process of familiarizing oneself with the existing or current environment and its
practices and customs.

Needs of Orientation:

The need for an orientation program to make new employees familiar about the culture of the
organizations. In the orientation program, newly hired employees instruct about the work style,
Vision, and Mission of the company. Also, to deal with the unknown fear of a new place with
planned orientation.

Through the orientation, the company encourages to contribute and make feel the employee
like a team. Procedures and policies are guided and make employees comfortable.

Orientation Plan of the Hotel:

The first two days were devoted to the employee orientation to the Culture and values of
Carlton hotel. While the other five days for the skill development, training, and trail for the
service delivery.

To understand the way Carlton hotel, provide a “Palm Paper” In which they say that we have a
very slow process of orientation that bring into line the worker with the mission of the
company.

Orientation Plan as a CEO:

As per my opinion the orientation plan of the Carlton hotel is not structured. The employees welcomed
warmly and were provided the basic information they needed to perform the duty and the Culture of
the company.

As a CEO I have some suggestion or different way of orientation for new employees.

Structured Program:

A program arranged or organized in a definite pattern or manner.

SME’s:

Subject matter experts; those knowledgeable in a field of inquiry.

First day orientation material:

I will be being a CEO organized and arrange a structured orientation program. At first day we
will provide the packet of material which could be used for the supplement of company’s
culture and departmental information. Also, graphical material of welcome note, guide of
department for each employee of their relevant department.

New Employee Orientation Guide:

To prevent confusion among new employees, a structured orientation guide should be

implemented. Current departmental orientation efforts present diverse content to the new
employee, a person upon whom it is essential to create a first and lasting impression .

Organization Orientation:
Employee should present a detailed orientation about the history, culture, Vision, Mission,
achievement and road map for the future goals.

Town Orientation:

Employees need to be familiar with both the immediate area and the city as a whole to reply
properly to guest questions. Many because they are visitors. It is essential to acquaint
employees (especially those in guest-contact positions) with information about town and the
surrounding area.

All the department of the company:

Employee need to be familiar about all the department of the hotel. A virtual and physical visit
of all the department so that each employee may aware about the working condition and
ability of each department.

Relevant Department orientation:

Every employee belongs to different department and they should orientate about the working
environment, colleagues and the nature of work as well.

The partner program:

This program is also known as Buddy system. A buddy is assigned to answer

questions, offer encouragement, and provide whatever personal assistance possible during the
initial phase. The senior employee should assign for new one.

Conclusion:

As we discuss above step by step the process of orientation. As a CEO of the hotel would go for
the structured orientation so that the new employee may feel like a family member of the
company. This one is the best process through which we not only gain the progress of hotel
while on the other hand new employee feel comfortable and well aware as well.
Question # 3

Do you think that the seven-day count down program is effective enough to train new
employees? What changed should be made to make it more effective?

Answer:

Orientation means providing new employees with basic information about the employer.
Training programs are used to ensure that the new employee has the basic knowledge required
to perform the job satisfactorily. Unfortunately, orientation and training programs are often
overlooked.

Seven Days Program:

After the brief study of the case, we find that seven days was set between 1980 and 1990 as a
tool for ensuring that the staff is fully trained and ready for opening day. During the
construction large staff trained flawlessly is not an easy task. The seven days may not be
enough time. The process is slow to align the new employee with the mission of the company.

This countdown includes two days of orientation dealing with company culture and values
while the last five are more specific to the job descriptions of each specific employee. A “Paper
Palm” is also given to each employee outlining important supplemental information such as
descriptions of guest rooms and rates, diagram of meeting facilities, hours of operations for
each portion of the hotel, and shortcuts for remembering appropriate verbiage. After the Seven
Day, count down each employee is expected to be fully oriented into the Ritz-Carlton culture
and their new professions.

When talking as far as clients and benefit, the Ritz-Carlton Gold Standard recognizes that it is
difficult to fulfill 100% of clients consistently for a large number of reasons outside friendly
ability to control. In the event that the 5% of unsatisfied clients who can be changed over are,
$300 million can be made. Workers are better prepared to address such deformities following
legitimate direction. Absence of appropriate preparation can likewise cost the inn long-lasting
clients and fabricate awful compatibility. As indicated by the New York Times, the Ritz-Carlton
kept rates high in any event, during the monetary disturbance of 1992 with a 10% higher
inhabitance rate and an ADR of $106.85 over national insights.

The drawback of this program is that it prompts loss of benefit and pressure with proprietors
yet it is doable that these minor bothers will die down as the lodging prevails in manners it
couldn't have without a culture-based direction. Since this initiative will be for another multi-
use office, there is additionally substantially more to prepare on that what has been assigned
before, yet Skills Training and Paper Palms will take into consideration every representative to
have an overall feeling of their covering divisions.

New Training Necessary:

It’s a common mistake that even the most successful groups make, no longer formal training of
new employees.

Some organizations believe that new personnel will research as they go, on the job, foregoing a
new appoint education program. While there are masses of houses for on-the-job training,
understanding how to instruct new employees efficaciously means happier employees and
better retention rates.

How to train a new employee:

Develop a solid hiring and training program for new employees.

1. Establish your new employee training procedures, earlier

2. Ensure the HR use a new hire training checklist

3. Start onboarding before day one

4. Include onboarding best practices into your procedures

5. Train for culture, the domain of job

6. Build-in regular reviews and adjustments to your training program

Recommendation:
The most realistic arrangement in this situation is to increase the graduation and increment
inhabitance rate upon opening. This gain each the personnel and accomplices protected within
the bargain through diminishing pressures in each division. The representatives will still be
prepared for Ritz-Carlton measures and will feel greater satisfied with opening after being
organized for fourteen days than they would have with seven. Since the well-prepared
employees will be in a position to greater consistently pass into higher inhabitance rates, the
lodging can work at greater than 50% inhabitance upon opening. This decreases anxiety with
accomplices over misplaced advantages and should be a less risky wander. By expanding the
Seven Day Commencement to a “Fourteen Day Countdown”, extra time and exertion can go
through developing the sure bet of the workforce enabling inhabitance costs to be a hundred
percent upon opening. This amplified introduction software can permit for representatives to
serve every other and deal with every different tonight time at the Ritz-Carlton to their recently
discovered stand.

Question # 1

What should be the strategies for Recruitment & Selection for maximizing human resource
productivity at Ritz-Carlton Hotel?

Answer:

In today’s economy where knowledge and skills demanding are rising, it is also the
responsibility of HR to analyze and recruit the suitable candidate for the job. The best talent
available as a competitive challenge and advantage as well.

In this case study we identify that the property owners had the right to approve the individuals
nominated by The Carlton for three executive positions: General Manager, Director of
Marketing, and Controller. Once McBride was selected as the General Manager, he was
instrumental in choosing the additional members of the hotel's executive committee, almost all
of whom had experience at other Carlton properties. These leaders were in place about 2 and
half months prior to the scheduled hotel opening.
As the world is changing rapidly every organization need to develop it strategic human resource
management plan so that they may hire the most suitable candidate for the specific job to
increase the productivity of company and employees as well.

Here are some strategies of recruitment and selection to increase the productivity.

Advertisement:

Advertise the job with specification and the need of the required working environment. In the
post first impression they provide the information about the mission and culture of the
company.

Applicant tracking System:

Hotel HR should make a system to track the suitable candidate so that they hunt the talented
employee who is expert in his field.

Job Board:

Depending on what job you are hiring for in Ritz-Carlton Hotel,

it may be tough to find Genius on one of the many massive job sites. If corporation visitor falls
into a smaller, more and more targeted category, attempt looking into
Discover employer role job boards these are smaller job websites who
are committed to only one type of job and frequently have a policy of job seekers and
recruiters.

Shortlist:

Short list candidates as per the need and requirements of the relevant job so that hired
candidate may have the relevant expertise.

Conduct Interview:

It is important to take into account that interviews go two ways. While you are interviewing
your candidate, they are also interviewing you. Whether you are meeting remotely or in
person, be positive to make it comfy and low-stress. Cater the interview to the function they
are applying for. Will they be working with a group? Try crew interviewing.
Also, understand to reflect your company’s culture. For example, if you are in an office that
likes to funny story around a lot, incorporate that into the interview. This will make
sure you locate any individual who is both talented and a true fit for your company.

Select Candidate:

Select the best suitable candidate after interview.

Verification of reference:

After the selection process complete HR should verify the reference with the old organization.

Final Selection:

Final interview to identify the best fit for Hotel before you make your job offer. For the final
round interview, and they shortlist of two or three candidates will usually meet with the Head
or CEO.

Train Employee:

After the hiring of best suitable candidate give them proper orientation and training so that
they may adjust and understand the culture and working environment of the company.

Through the process above we may increase the productivity at Hotel. The best suitable
candidate is always like an asset of the company and make his/her best to make company more
productive.