Small Businesses and Graduate Recruitment - MyAssignmenthelp.com

Question: Discuss about the Small Businesses and Graduate Recruitment. Answer: Introduction The hospitality industry has now become a potential sector for the job seekers. The trend is very healthier for them in Australia. People from the different parts of world are flocking to Australia. Consequently, there has been flood of investment in the tourism industry in Australia. It is expected that by 2025 the tourism sector will play an even bigger role in the country (Hotelmanagement.net, 2017). Henceforth, there will be expected growth in the construction of various new hotels and extension of rooms in the reputed hotels across the country. The expected scenario has already produced ample of curiosity in the graduate professionals. They have realized the potentiality in the industry. There have been enough recruitment and selection process in the hotel industry in Australia. The trend is moving for many other reasons as well. People from different parts of world have their desire for being a part of the Australian hospitality industry because of its ever changing working env ironment and fast paced nature of work. The country has comparatively very lesser population than any other developed nations but still it has booming trend for the hotel industry. Graduate professionals have adequate chance of getting job straight after the certification program. The certification program is powerful as well (Auschs.edu.au, 2017). These are few circumstances, which have created enough curiosity among the job seekers in the different parts of world. This particular study revolves around my experience of the entire placement process during my hiring into the Novotel Hotel in Sydney. The paper covers my experience of the entire placement process. Moreover, this also covers the internal human resource system in the Novotel Hotel in various domains such as its recruitment selection process and training development process. I have done certification course in hotel management. After completing the course, I started giving interviews. Consequently, my efforts paid off and I ended up getting a job in the Novotel Hotel in Sydney as an attendant in the food beverage department. However, the journey was indeed difficult before I entered into the interview room. This is because of skill set, which is required to be a part of the hotel industry in Australia. Communication, learning, planning, problem-solving, teamwork, self-management and technology-orientation are the some skills, which are required to clear the interview successfully (McManus, 2013). I am good with few of the skills such as communication and learning; however, I am terrible with the others such as self-management, problem-solving and technology. The shortfalls that I have had made me nervous while I was there for the interview. Despite the challenges at the interview room, I was able to clear that. This has surprisingly happened, which I had least expected. To get a job in such a reputed Hotel is not that easy. However, I have felt some flaws in the recruitment process (Assaf Agbola, 2014). My perceptions- I have felt that the human resource manager who took the interview was very loosely connected to the cultural values of the job. It was not possible for me to clear an interview that has a long list of skill set. However, it just happened because of the less concerned HRM towards the interview etiquettes and its cultural values for the organization (Kryger, 2015). Employers perceptions- The HRM of the Novotel Hotel feel that they are innovative as they have moved away from the traditional format of interview to a modern form that consist networking, targeted selection, behavioral interview, internal workforce market etc. This is indeed less innovative. Innovativeness could have been if they had considered online recruiting system (Potts Nazarian, 2015). Reflection on learning and observations The initial stage at my tenure in the Novotel Hotel was the induction conducted by the human resource department. This is a very vital stage as it lets employee know about all the policies rules that exist in the organization (Manoharan, Gross Sardeshmukh, 2013). I along with other employed professionals went through the induction process. It was informative as it educated us on different important things such as payroll, leaves, job responsibilities, ethical policies, workplace etiquettes, risk management and training development program (Pennanen et al., 2016). However, I somehow could not grab the entire content of the induction. This can be because of various reasons such as poor communication quality of few of the speakers in the induction, highly professional sessions etc. This can also be because that the induction module were very complicated and were hard to understand. Approachability was also missing in me, which is why I could not ask for a repeat on the few identified areas. According to me there should be the inclusion of some necessary elements in the induction process. The induction should be precise and clear (Williams et al., 2015). This will be lot easier to understand then. The communication quality of speakers should be more gettable and understandable as well. They are needed to be informative rather than just communicative (Pollard et al., 2015). Additionally, the various part of the induction should be easy to understand. An emphasize discussion is required on some of the contents of the induction process. This will help the employees understand the critical elements such as ethics of etiquettes and risk management at workplace (Omisore Okofu, 2014). Analyzing the training program The training program is extensively designed in the Novotel Hotel in Sydney. It gives ample of exploration to the employees, so that, they could reach to the leadership position in a very quick time. They feel that their training program is high on innovativeness; however, I have found some shortfalls. The training plan was not detailed as a result many employees were left with no clues on some crucial segment of the training. This has also attracted few complaints against the inability of few employees to resolve the escalated issue (Kensbock et al., 2014). However, I was given an extensive exposure to my job responsibilities. I am working there as an attendant in the food beverage department. After comparing the training program at Novotel Hotel in Sydney with the training offered to the employees at the Park Hyatt Sydney, I was able to find some shortfalls in the training module. Park Hyatt in Sydney is better than Novotel in terms of offering a detailed and tailor made module for training. There is a frequent rotation in the various other departments in Park Hyatt Hotel, which is to some extent is missing in Novotel Hotel. These two factors are very necessary to gain an utmost knowledge of working in a hotel industry (Herington, McPhail Guilding, 2013). Nevertheless, for a graduate professional like me, it is necessary that I get ample of exposure to a varied range of expertise. This is necessary to enrich the leadership quality in the hired professionals. It is even much effective than the leadership program offered at the Novotel Hotel for a fact that it trains on practical facts. The Planet 21 Program is a collection of 21 objectives. They want to influence the entire planet, which is why they have initiated the Planet 21 Program to help the planet attain a most pleasant experience. Following are some of their objectives listed in the mentioned Planet 21 Program (Novotel.com, 2017): To give importance to local sourcing To use the resources available in this world without even jeopardizing its future To attain a diverse status in offering the services and satisfying the needs of customers To manage the wastage of water To manage the wastage of materials To play an effective role in reducing the pollution from air The objectives can only be fulfilled with the help of a leadership program. The company has done well by introducing the leadership program to nourish the interested professionals to help them become the leaders (Dredge et al., 2013). They have used Coaching as their leadership style to fulfill the requirement of the planned leadership program. The leadership program needs much supports especially there is a need of skilled workforce (Negrut, Mihartescu Mocan, 2015). Novotel is continually engaged in infusing such talents; however, they need to take help of contemporary modes of recruitment. The recruitment process is strategically scripted but it lacks in terms of innovation. Online recruiting system should there be in place. This will help the company get talents from different parts of the country, which is very necessary to get the required number of skilled professionals (Melanthiou, Pavlou Constantinou, 2015). Importance of a balanced interrelationship between the different stakeholders The business objective of my company is to become one of the leading hotels in Sydney. The company has thought to fulfill the desire by producing leadership quality professionals who will carry the set organizational responsibilities. The organizational objective can only be attained if it maintains a balanced relation between the internal and the external stakeholders. This is necessary as every action is related to each other. For example, customers feedbacks will only confirm whether the thought module is extensively covered by the employees. This will also give place to improvement in the leadership program. This will also give place to further improvement in the existing leadership program if at all it is needed (Grissemann, Plank Brunner-Sperdin, 2013). It is necessary to understand who the stakeholders in the hotel industry are. In the hotel industry, employees, management team, human resource department are the internal stakeholders. Customers, suppliers and the local government are the external stakeholders. The organizational objective of my company is to become one of the leading hotels in the industry. It is indeed never possible if it does not have good interrelationships in between both the internal and the external stakeholders (Gannon, Roper Doherty, 2015). The interrelationships will be good if the employees are capable enough to handle any unexpected situation such as customers complaint handling. Further, this is only possible if the human resource system of Novotel provides adequate training to its professional to groom them as leaders. Additionally, professional needs to be good in customer service. This can be attained if employees have capabilities in them to perform like a leader. This gives rise to the necessity of supplying quality professionals, which means that Novotel needs to have a better relationship with its suppliers. Additionally, the hotel where I am working needs to be good in the sight of the local government of Australia. To fulfill the organizational objective to become the leader in the hotel industry in Australia, it is necessary that it gets ample chances of expansion into the other parts of the country. This is indeed very difficult if it does not have a proper support of the local government (Thrassou, Vront is Bresciani, 2014). It is evident from the above discussion that it is imperative for my company to have a fair interrelationship between the internal and the external stakeholders. This will help in fulfilling the organizational objective of my company, which is to become one of the leading names in the hotel industry in Australia. Gibbs reflective cycle has helped me evaluate my personal strengths in my tenure with the Novotel Hotel. The first stage in the reflective cycle has helped me analyze the strengths and weaknesses in a descriptive way. Some of the strengths that I have are interrelationship skills, good communication and teamwork. However, the cycle has also helped me found some areas of improvement as this will improve my chances of becoming a talented professional in the hotel industry. Some of the areas of improvements are learning capability and responsiveness to the customers complaints (Pianpeng Koraneekij, 2016). I have been able to find the strengths as well as the area of improvements because of the Gibbs cycle that has encouraged me to feel what has so far been good or bad. If I had no such model with me I would have never been able to identify what things are required to be evaluated. The five stages in the Gibbs cycle have helped me analyze my performance ever since my tenure with the Novotel Hotel. I would have never been able to analyze my performance in such a way (Pianpeng Koraneekij, 2016). My biggest achievement during placement The biggest achievement during the placement was my capability to identify the shortfalls in the recruiting panel in the Novotel Hotel in Sydney. I have been able to evaluate the achievement now because of the information supplied by the Gibbs reflective cycle. Things would not have happened if I did not take the benefits of the reflective cycle. The analysis based on Gibbs cycle will help me in my further interviews as I have now been able to understand that staying calm composed during interview is one of the keys to success (Pianpeng Koraneekij, 2016). The fourth stage in Gibbs cycle has helped me conclude the essential elements that produce leadership quality in professionals. To become a leader, it is necessary that I possess utmost learning capability, teamwork spirit, interrelationship skills, exposure to practical sites and innovativeness with the choice of works (Pianpeng Koraneekij, 2016). To become an efficient attendant who is capable of handling the customers escalations To enrich my knowledge in the role of attendant in the food beverage department To develop other skills to become a graduate professional as this will open up ways for promotion To be flexible with the choice of employer as this will encourage me to search for a highly innovative company The goals that I had set for me for the next twelve months can only be attained if I am sufficiently focused on learning new things during my tenure with the Novotel Hotel. I should also be a part of the leadership program offered by the Novotel Hotel as this will give me ample of exposure to a varied range of leadership skills. Conclusion My selection into the Novotel Hotel is a good opportunity for me to excel into this industry. I have already been able to learn many things such as my strengths and the weaknesses. The Gibbs reflective cycle has helped me analyze my credentials in the industry. This is a good opportunity for me to learn as much as it is possible and then look for a better opportunity. There are many other hotels in Sydney that offers better career opportunity. Park Hyatt Sydney is one of such names that provides ample of opportunity through its exposure strategy to practical sites to develop the leadership skills. References Assaf, A. G., Agbola, F. W. (2014). Efficiency analysis of the australian accommodation industry: a bayesian output distance function.Journal of Hospitality Tourism Research,38(1), 116-132. Auschs.edu.au. (2017).What are my job prospects like in Australia's hospitality industry? | Australian College of Higher Studies. [online] Available at: https://www.auschs.edu.au/event/what-are-my-job-prospects-australias-hospitality-industry [Accessed 2 Nov. 2017]. Dredge, D., Benckendorff, P., Day, M., Gross, M. J., Walo, M., Weeks, P., Whitelaw, P. A. (2013). Drivers of change in tourism, hospitality, and event management education: An Australian perspective.Journal of Hospitality Tourism Education,25(2), 89-102. Gannon, J. M., Roper, A., Doherty, L. (2015). Strategic human resource management: Insights from the international hotel industry.International Journal of Hospitality Management,47, 65-75. Grissemann, U., Plank, A., Brunner-Sperdin, A. (2013). Enhancing business performance of hotels: The role of innovation and customer orientation.International Journal of Hospitality Management,33, 347-356. Herington, C., McPhail, R., Guilding, C. (2013). The evolving nature of hotel HR performance measurement systems and challenges arising: An exploratory study.Journal of Hospitality and Tourism Management,20, 68-75. Hotelmanagement.net. (2017).Why Australia's hospitality industry is booming | Hotel Management. [online] Available at: https://www.hotelmanagement.net/transactions/why-australia-s-hospitality-industry-booming [Accessed 2 Nov. 2017]. Kensbock, S., Jennings, G., Bailey, J., Patiar, A. (2014). Distinction work and its consequences for women working as room attendants within five star hotels on the Gold Coast, Australia.Hospitality Society,4(1), 55-73. Kryger, T. (2015).Casual employment in Australia: a quick guide. Parliamentary Library. Manoharan, A., Gross, M. J., Sardeshmukh, S. R. (2013).Two sides of the same coin: Benefits and challenges of employing an ethnically diverse workforce in Australian hotels(Doctoral dissertation, Australian and New Zealand Academy of Management). McManus, L. (2013). Customer accounting and marketing performance measures in the hotel industry: Evidence from Australia.International Journal of Hospitality Management,33, 140-152. Melanthiou, Y., Pavlou, F., Constantinou, E. (2015). The use of social network sites as an e-recruitment tool.Journal of Transnational Management,20(1), 31-49. Negrut, M. L., Mihartescu, A. A., Mocan, M. L. (2015). Aspects of the internships importance in human resource training.Procedia-Social and Behavioral Sciences,191, 308-314. Novotel.com. (2017).Sustainable development program Planet 21 - Novotel Hotels. [online] Available at: https://www.novotel.com/en/discovering-novotel-hotel/earthcheck.shtml [Accessed 14 Nov. 2017]. Omisore, B. O., Okofu, B. I. (2014). Staff Recruitment and Selection Process in the Nigerian Public Service: What is to be done?.International Journal of Human Resource Studies,4(3), 280. Pennanen, M., Bristol, L., Wilkinson, J., Heikkinen, H. L. (2016). What is goodmentoring? Understanding mentoring practices of teacher induction through case studies of Finland and Australia.Pedagogy, Culture Society,24(1), 27-53. Pianpeng, T., Koraneekij, P. (2016). Development of a Model of Reflection Using Video Based on Gibbs's Cycle in Electronic Portfolio to Enhance Level of Reflective Thinking of Teacher Students.International Journal of Social Science and Humanity,6(1), 26. Pollard, E., Hirsh, W., Williams, M., Jonathan, B., Marvell, R., Tassinari, A., ... Ball, C. (2015). Understanding employers' graduate recruitment and selection practices. BIS Research Paper 231. Potts, C., Nazarian, A. (2015). Small businesses and graduate recruitment in Australia and the United Kingdom.International Journal of Business and Social Science,6(8), 61-69. Thrassou, A., Vrontis, D., Bresciani, S. (2014). Strategic reflexivity in the hotel industrya value-based analysis.World Review of Entrepreneurship, Management and Sustainable Development,10(1-2), 352-371. Williams, M., Tassinari, A., Ball, C., Gate, C., House, P. (2015). Understanding employers graduate recruitment and selection practicesEvidence report.