1 / 17

Tourism Enterprises

+. Recruitment and Selection. http://www.flickr.com/photos/bitzi/176304506//. Tourism Enterprises. Supporting website. Recruitment Selection. The process of attracting suitable individuals to apply for positions in an organisation.

dponce
Download Presentation

Tourism Enterprises

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. + Recruitment and Selection http://www.flickr.com/photos/bitzi/176304506// Tourism Enterprises Supporting website

  2. Recruitment Selection • The process of attracting suitable individuals to apply for positions in an organisation. • Aim - to attract the best applicants and exclude any that are not suitable

  3. Recruitment • Recruitment is job centred: • Questions to ask before starting the process • Should the job continue in its present form? • Is it needed at all? • Can the work be redistributed • Does this job add value or assist the organisation to achieve its objectives

  4. Recruitment Process • Determine the vacancy • External • Do we buy in skills, knowledge, ability? • Internal • grow our own inside the organisation?

  5. Recruitment Process Internal vs External • Before any decision is made to recruit new staff, the experience and qualifications of current staff need to be considered • Vacancies should be advertised on staff noticeboards before going outside

  6. Recruitment Process Benefits of internal recruitment : • Saves on cost of recruitment and selection • Builds staff morale • Reduces costs of induction and training • Allows for succession planning • Selection is based on actual performance assessment of current staff • Provides career paths for employees Taken from: Building Quality Service by Lynn Van der Wagen (pg65)

  7. Recruitment Benefits of external recruitment : • Brings in new skills • Encourages competition • Gives the organisation exposure in employment market • Brings in applicants with current knowledge and qualifications Taken from: Building Quality Service by Lynn Van der Wagen (pg65)

  8. Recruitment Process • Advertise the vacancy • National press • Local press • Recruitment agencies • Radio • Internet • Internal methods • Educational sources http://jobs.search4.co.nz/job/view/2n6q4v/search/o/education-training/3/

  9. Recruitment • If you are too detailed in the specifications –not enough people will apply; and if you are too general, too many will apply • Important to choose people who will mix/blend in well and compliment the skills of the existing team • http://www.jobsearch.co.uk/show_job.cgi?j=4814049&c=7&o=219&cat=39

  10. Selection Process • Want candidates who have: • Skills • Knowledge • Correct attributes • Good fit to the organisation • Bilateral Process • Candidates are more assertive in choosing organisations they want to work for

  11. Selection Process • Job Analysis • Job description • Person profile • Job context

  12. Selection Criteria • Job descriptions • Person specifications What is the difference between the two of these?

  13. Selection Criteria • Job description – the role of the person, duties and responsibilities of the individual and of the job • Full or part-time • Fixed, casual, permanent contract

  14. Selection Criteria • Person specification – the skills, experience and knowledge necessary to perform the job • http://www.ers.dol.govt.nz/publications/pdfs/checklist_personal_profile.pdf

  15. Selection Criteria • Job Context • This is the situational and supporting information regarding the job • Work climate (safety) • Reporting relationships • Unspoken rules • Budgetary information and incentives • eg. The job context for someone working in front-line tourism may state that the position could be associated with complaints, time pressure, stress, unpredictable work hours

  16. Selection Process • Selection devices: • Psychological, aptitude or ability testing • Medical examinations • Reference check • Academic achievement • Selection interview • Training and experience

  17. References • Wagen Der Van, Lynn. (1994) Building Quality Service – with competency-based human resource management. Butterworth-Heinemann, Australia.

More Related