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Consequences in Recruitment & Selection Practices
Consequences in Recruitment & Selection Practices
Consequences in Recruitment & Selection Practices
1. Executive summery
2. Case study
3. Question No. 01
4. Question No. 02
5. Question No. 03
6. Question No. 04
EXECUTIVE SUMMARY
Purpose
Purpose of this case study is to identify and analyze key problems in planning and
mistakes in recruitment process. And find out what are the solutions and
recommendations can provide to overcome such problems.
Methodology
Find out what are the key problems, issues, recruitment methods Viraj used.
Findings
Mr. .Viraj has no practical knowledge on Sri Lankan job market, labour market,
At least 5 months should be taken for recruitment and selection process, with
proper selection process.
Aptitude Test, Practical Test
Retired employees can be taken to head of departments. As they are
experience ones. Resign people can be given more training as per the better
man hotel future.
If the hotel can implement the above recommendations it can be more productivity
and profitable.
In this case late recruitment of the Head of HR shows the low commitment of the
top management and they did not have much concern about the need and the importance
of HR because they have commenced construction of 02 luxury hotels in hill Country and
Eastern Coast 03 years before but exactly two month before opening the hotels in January
2009, Viraj Gupta joined the group as the Head of HR. If they can start the construction
03 years before why they cant recruit a Head of HR earlier.
2. Head of HR did not have enough knowledge about Sri Lankan HR context
Practice of HR in U.S.A & Sri Lanka is totally different so he have to practice HR
in Sri Lankan context. If he do this he need the practical industrial experience, current
situation of hotel industry, labour market, HR culture & environment, rules and
regulations, and specially the labour law of Sri Lanka but in this case Head of HR did not
have enough knowledge about these.
recruitment. Head of HR did not have a Strategic plan to overcome the problems in
Recruitment such as war period, & the location is in Tricomalee.
9. Poor performance
Both hotels recorded a very low occupancy rate of 15% even at the peak season
periodic guest survey indicated that alarming 5% reduction of service levels in Colombo
hotel. Turn over recorded all time high of 16% in both new hotels.
get used to the organization policies, procedures, rules & regulations, and culture that
why it was a big loss for the organization.
Question No. 02 Describe the key phases in HR planning and explain the short
comings in the planning process of Agra hotel chain which expected to expand
their business within next two years.
3. Preparing HR inventory
The main purpose of HR Planning is to avoid over-staffing & under-staffing. For this
a stock of existing manpower has to be assessed. Manpower inventory refers to the
assessment of the present and the potential capabilities of present employees
qualitatively & quantitatively.
6. Analyze HR supply
- Internal sources
- External sources
7. Estimating HR gaps
A comparison between the existing workforce and the projected workforce demands
should be made, to identify the gap between the demand and supply of workforce. It
will reveal either surplus or deficit of workforce in future. Gaps may occur in terms of
knowledge, skills and aptitudes. These gaps may be bridged by training &
development.
8. Action planning
Head of HR organized 02 college recruitment fairs to attract the young graduates to
take up positions in the upcoming hotels with collaboration of leading universities in
both areas. He opted for a newspaper advertisement for walking interviews.
In this case only a handful of young interns & graduates were turned up at the fair &
all of them wanted to join at the middle management level where he had some
opposing thoughts. He was able to recruit all 120 personnel for majority of vacancies
in walking interviews. Very poor response received for the vacancies in the hotel in
Trincomalee. 5% of vacancies were not filled.
Explanation of short comings in the planning process of Agra hotel chain which
expected to expand their business within next two years.
1. Preparing HR inventory (Skills inventory) Head of HR did not have a stock of existing HR. That means knowledge levels,
special qualifications, skills, attitude of the employees.
3. Analyze HR supply
He did not look for the supply of knowledge, skills, and attitudes internally and
externally.
4. Estimating HR gaps
Head of HR did not compare the gap between HR needs or demands & HR supply
because he did not have the HR supply so it may cause to surplus or deficit.
Question No. 03 List down internal and external recruitment methods and
explain 02 methods, each along with case examples.
RECRUITMENT METHODS
Recruitment process
Job specification
Job description
Single recruitment
specification
Identify suitable
candidates
Select candidate
Negotiate employment
contract
Promotion
Transfer
Intranet
HRIS
Newsletter
Notice boards
Circulars
Job posting
Internal Recruitment
Rejoin resign and retired employees Its cost effective but we dont know the reason
why they resigned from the hotel.
Transferring loyal employees from Colombo Time saving method but may cause
employee un-satisfaction and employees will demotivate.
Advantages
Reduce turnover
Disadvantage
External Recruitment
Two college recruitment fairs It will be not successful because only a few turned and
expected to join middle management.
Newspaper Advertisement for walk-in-interviews It is a good and easy method but not
suitable for to level posts.
Question No. 04 Discuss the proposed selection method/s you will follow
(Recommendations), if you have been assigned to head the selection committee to
identify potential employees for newly opened hotels.
Selection
Selection is a process of picking individuals with requisite qualification and
Selection VS Recruitment
Recruitment is the process of searching the candidates for employment and
stimulating them apply for jobs in the organization WHEREAS selection involves the
series of steps by which the candidates are screened for choosing the most suitable
persons for vacant posts.
Selection process
The selection process differs among organizations and between two different jobs
within the same organization. It basically depends on the management policies and the
size of operation.
Selection methods
Reference checking.
Work sample.
Assessment centers.
Presentation method.
Group discussion.
Informal meetings.
1.Preliminary Interview
2.Selection test
3.Employment Interview
4.Reference and background analysis
5.Selection Decision
6.Physical Examination
7.Job offer
8.Employment Contract
9.Evaluation
Viraj has selected straight away 120 people from1200 applicants. He has only done for
external recruited people majority interviewed and offer the job. Internal employees
straight away transfer to newly opened hotel without any consideration. Instead of the
informal selection method company can use formal method which suitable for hotel
industry.
According to this case two months are not enough to recruit such a big amount of
employees.
recruitment and selection process
1. Application screening and short listing.
2. Employment test.
3. Reference checking
4. Selection decision.
5. Medical examination.
6. Job offer.
Recommend; At least 5 months should be taken for recruitment and selection
process, with proper selection process.
Its a huge time wastage and also there could have unwanted applications.
Recommend; Aptitude Test, Practical Test
Old ideas are coming and existing employees can be demotivated and
frustrated. These things would be affected to the employee relationship.