Trabajo rhd by Mariluz

HUMAN RESOURCES DEPARMENT: “Staff Selection”

INDEX 1. Characterics of “Las Mouzas Hotel”.

2. Personal needed and characterics about theirs perfils.

3. “Las Mouzas Hotel” selection methods and recruitment systems.

4. Staff selection process and its steps.

5. “Housekeeping” and “Reception” staff selection planing.

6. Staff selection techniques.

7. Technical aspects of the interview and tests. “Must do”, key questions.

8. New trends for staff selection.

9. Ethic principals that candidates must have.

1. “LAS MOUZAS HOTEL” FEATURES Location: Granada City Centre. 12 Maestro Montero St Post Code: 18004 Category: 4* Modality: City Facilities: - 100 Rooms - Restaurante - Cafetería - Events Lounge

- Parking - Wi-Fi - Cable TV - SPA

Surrounding Area Facilities: Ring road either to Motril or Jaén. Neptuno Comertial Center, Repsol Petrol Station, O2 Gym, Parque del Genil Neighbourhood, access by Recogidas Street and Federico García Lorca Park. Building Type: Modern 5 floors building with 20 rooms per floor. Clients Accesses: By the main door with access to the lobby and reception, by the parking and by the restaurant.

2. STAFF NEEDED AND PROFILE FEATURES RECEPTIONIST

ASSISTANT HOUSEKEEPER

For RECEPTIONIST position it is needed either a man or a woman 21 to 45 years old, with Tourist Accommodation Management Course or a minimum experience of two years in a similar position. The candidate must have language knowleges, at least a fluid English and French, and it would be assessable some German and Italian. It would be taken into account the candidate appearance: he/she must keep him or herself clean and tidy, as well as his/her uniform. If the candidate has long hair, it has to be clean and tidy too with a tail. It wouldn't be allowed any visible piercing (except earrings for women). There's not any problem if the candidate has kids in the time that he/she is able to combine his/her familiar life with the job.

For ASSISTANT HOUSEKEEPER position it is needed either a man or a woman 20 to 40 years old (as for this position it is needed someone agile and strong), with a minimum experience of two years in a similar position. It would be assessable some language knowledges, specially English. It would be taken into account the candidate appearance: he/she must keep him or herself clean and tidy, as well as his/her uniform. If the candidate has long hair, it has to be clean and tidy too with a tail. It wouldn't be allowed any visible piercing (except earrings for women). There's not any problem if the candidate has kids in the time that he/she is able to combine his/her familiar life with the job.

The job purpose of the receptionist is to be responsible for the stays of guests in the hotel. He/she has to maintain the guest folder from arrival to payment on departure. It is needed someone able to work in team, with informatic programmes knowledge (it would be valuable knowledges in hotel progeammes, sales dality, hospitality, being capable to adapt by coping with the diversity of customers and their needs, being capable to adapt by working nights, weekends and public holidays, having selfcontrol by handling complaints and having good relationship skill).

The assistant housekeeper has to contribute to guests comfort and ensure the daily cleaning and tidying of every single room as well as the public areas. The skills wanted for this position are attention to details: working carefully within the minimum time, team working, the ability to take the initiative, good physical resilience, organization and thoroughness: preparing rooms in the minimum length of time whilst respectng internal hotel procedures, and discrection: do not disturb guests.

3. METHODS OF SELECTION OUR HOTEL AND SYSTEMS OF RECRUITMENT

SELECTION METHODS Las Mouzas Hotel is going to use “External Sourcing”, more concrectly “Job Advertisement” because is generally a cheap method that can arrive to many people outside the company, as they are public advertisements. From those, it is going to be used the newspaper adverts and online publications. In addition, we use this method instead of “Internal Sourcing” because the positions we need to cover are not jerarquy high and we cannot offer them to our current employees. Then, we'll do the “Candidate Selection” to choose the 4 most suitable for each vacant position; this means, we'll select 4 posible Receptionists and 4 posible Assistant Housekeepers. The next step would be to carry out the “Personal Interviews”. Here, the Hiring Manager will explaing to the candidates the position features, the shifts and the salary, as perhaps some of them won't like the conditions. After that, if the candidates agree with all of those, the Hiring Manager will ask some personality questions in order to verify if the candidate is a social and responsible person. Here, we'll select 2 people. Next, it would be carried out a groupal interview with the two chosen candidates to check how they would act in real posible cases that may happen in Reception and Housekeeping. Finally, with the notes taken during all the process, the Hiring Manager will do the final selection.

4. STAFF SELECTION PROCESS AND ITS STEPS

5. ¨HOUSEKEEPING¨ AND ¨RECEPTION¨ STAFF SELECTION PLANING In “Las Mouzas Hotel”, when appear the need to hire some members of the staff or to dismiss, it is communicated to Human Resources department. This department is the responsible to do the selectin processes. First of all, they post advertisements about the vacant position required in the lcoal newspapers and also in the social media. After that, when several CVs are reicieved, it is carried out a thorough selection to choose the 4 more convenient candidates. Once this selection is done, the chosen ones will be those who will do the interviews that the Human Resources department consider necessary. In the case of “Las Mouzas Hotel”, the first interview will be the individual one, in order to know personally the candidates by concret questions to check if the candidate is suitable for it and explain the conditions of the vacant positions, and it will be chosen two candidates. Then, it will be carried out a groupal interview to check how they will act in real situations that may occur in the job position they are doing the interview for. With the notes taken during the whole process, the Human Resources manager will do the final selection.

6. STAFF SELECTION TECHNIQUES In the Human Resources of “Las Mouzas Hotel” it has been chosen several techniques to select the staff. The ones are: One-on-one Group Telephone interviews Lunch interviews The interviewers use some especific techniques to ask the interviewee; they are: -Question and answer -Non-directed -Behavioral: Describe a situation where you had to resolve a conflic or Describe a situation where you use creativity to solve a problem.

7. TECHNICAL ASPECTS OF THE INTERVIEW AND TESTS. ¨MUST DO¨, KEY QUESTIONS.

INTERVIEWS FOR RECEPTIONIST:

1. Do you have some work experience? 2. Do you speak some languages? Which? 3. Could you tell me three of your skills, please? 4. Which do you think that they are the most important abilities of a receptionist? 5. Would you be available to work overtime if it is necessary? 6. If a client asks you something that you do not know, how do you do it to help? 7. How does you react to the critiques in the work? 8. Why do you want to work with us? 9. Do you like working in team? 10. Do you have any degree or course of recepcionist?

INTERVIEW FOR ASSISTANT HOUSEKEEPING

1. How would you define your skills in the work? 2. What is your available hours/availability in this moment? 3. How would you react to the complaint of some client? 4. Do you speak some languages? Which? 5. Do you have some work experience? 6. How do you organize your time? 7. Do you prefer working only or in equipment? 8. What expectations have you in relation to his next working place? 9. What do you think that can contribute to our company? 10. For what motives would you like to be employed at our company?

In our hotel, we have one type of test. Following, it's explain: Purpose: What is a receptionist? The receptionist is the face of our hotel. Their personality, attitude, and sophistication reflects your values and culture. Use the Receptionist Test to find candidates with great personalities who understand the duties of a receptionist. This test identifies receptionists who can deal with visitors to our hotel and treat them in a pleasant, cordial manner. This test also incorporates a mental ability component to find those receptionists that are a cut above and could move forward in your organization.

8. NEWS TRENDS FOR STAFF SELECTION To contract the best candidate for our company, we are going to carry out a series of methods and new trends to select it. -METHODS: 1. Social Media for Recruitment (Social Recruiting). 2. Managed Services: Vendor Management Systems and Recruitment Process Outsourcing. 3. Employee Screening and Background Checks. 4. Video (and Virtual) Interviewing.

-NEW TRENDS: 1. 2. 3. 4. 5.

Focus on Employer Branding Will Grow. Use of Talent Analytics Will Increase. Employers Will Broaden Their Sourcing Scope. HR Will Look to Repair the Candidate Experience. HR Technologies Will Continue to Integrate (Slowly).

9. ETHIC PRINCIPALS THAT CANDIDATES MUST HAVE The ethic principles are rules that guide the action of a human. In the companies, specially in every position, the profiles need to have several ethic principals. In this document we will value these principals for those who work as receptionists or assistant housekeepers.

WEBGRAPHY / BIBLIOGRAPHY http://es.slideshare.net/AbigailElizabeth3/proceso-de-reclutamiento-de-rh-en-un-hotel http://recursos.donempleo.com/pruebas-seleccion-test-psicotecnicos.html#Testpersonalidad https://images.google.es/?gws_rd=ssl TEACHER'S DOCUMENTS

CONSTITUENT Mónica Bolívar Salvador Ana Isabel Chica Miranda Mari Cruz Fernández Gómez Laura Sánchez Ibáñez 2º GAT

Stamp and signature of the head of human resources department: