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HR in Room Division Management

Recruitment, Selecting, Hiring-Preparing, Job Descriptions of staff, Orientation, Staff Scheduling

Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives. It is a process of sourcing, screening, shortlisting and selecting the right candidates for the required vacant positions.

Hiring process refers to the process of finding, selecting and hiring new employees to a company. Since the process requires strategic and pragmatic thinking while staying humane there are certain steps to follow to make it successful.

Hiring process steps

1: Identifying hiring need

2: Planning.

Creating a sufficient plan for your hiring will not only make you more efficient but also help you have a good understanding of the current as well as the future needs of the company. For that purpose it is beneficial to specify starting dates and other technicalities with your hiring team.

3: Creating a job description.

When creating a job description, make sure to include the following elements: company description, job requirements, duties and responsibilities and ultimately cover letter. Besides mentioning all the important details within your job description, make sure to make that text as eye catching as possible.

4: Recruiter and hiring manager intake meeting.

The purpose of a hiring manager recruiter intake meeting is to have a clear understanding of all the needs and expectations of the new hire, including the technicalities revolving the role. This meeting takes place prior to posting a job opening online and its purpose is mainly to define all important details about the future position.

5: Posting and promoting job openings.

Posting jobs online became one of the essential ways of making sure that people see and apply for the position. For that reason companies are oftentimes trying to spread the word as much as they can by posting their job opening on various job boards, different social media or some online portals.

6: Applicant screening.

After the applicants finished their application it is time to look into their application forms and evaluate their CVs, cover letters or any other type of document they might have attached to the application. The process of screening results in eliminating candidates that are a clear mismatch for the role, moving forward to the following stages with the ones that are more qualified.

7: Job Interviews.

When planning a job interview, there are several thing that you should always take into account prior to conducting it. Job interviews require planning and preparation. Firstly, you should create a list of interview questions. Afterwards you should determine how interview process is going to look like. Whether you will be conducting a live or a phone interview, how long will the interview last for, and what type of knowledge will you be examining during the interview.

8: Applicant talent assessment.

Applicant talent assessment are tests designed to help employers evaluate the skills of their job candidates and employees. Using the skills assessment test helps companies ensure that the job candidates, as well as their current employees, have the required skills to successfully perform their jobs. When designing an assessment make sure to think of all skills and the knowledge essential for the role.

9: Background check & Reference checks.

Background and reference checks refer to a recruiting process method used by hiring managers/recruiters to get more information about a candidate by contacting his/her previous employers, schools etc. Conducting a reference check helps recruiters not only check the validity of information but also make decisions based of a conversation with a person that used to work with your potential future colleague.

10: Pre-employment testing.

Pre-employment assessments are simple, quick and fun for recruiters, interviewers, hiring managers, as well as candidates. Generally, it takes too much time and effort to a recruiter or hiring manager to interview each candidate and select the best person for the open position.

11: Decision.

Finally, after all assessments and checks, it is decision time! Evaluating which candidate will be the best cultural fit while satisfying all requirements is never easy.

12: Job offer.

A formal job offer letter/email is a document which employer sends to the selected candidate in order to offer them a job for a certain position at their company. Making all the aspects of a job as clear as possible to the new hire is extremely important for both candidates and companies. This is why is necessary to send a formal job offer letter/email to your chosen candidate.

13: Hiring.

Only when your candidate decides to accept your offer and signs the contract can you talk about hiring.

14: Onboarding.

More and more companies are starting to understand the importance of a good onboarding. Even more so, once a company hires a new talent, some believe this is only when the job starts. Onboarding the candidates means introducing them to the culture and the people as well as giving them all important information and training to be able to excel at their job as soon as possible.

Job Description

Job description is an informative documentation of the scope, duties, tasks, responsibilities and working conditions related to the job listing in the organization through the process of job analysis. Job description also details the skills and qualifications that an individual applying for the job needs to possess. It basically gives all the details which might be good for both the company and the applicant so that both parties are on the same page regarding the job posting. Basically, job analysis is bifurcated into two components namely job description and job specification.

Employee orientation is the process of introducing newly hired employees to their new workplace. It provides the basic organizational information employees need to feel prepared for their new team, department, and role within the company. Effective employee orientation makes employees aware of company policies and expectations, handles essential paperwork, and answers any questions or concerns they may have before they transition into their new positions.

Why Orientation Is Important for New Employees

Orientation is important because it signifies the beginning of the relationship between employee and employer. The first day of work is the most important, as new hires are seeking to affirm their decision to accept your offer of employment.

A smooth transition into a new role benefits both new employees and their new managers and colleagues. By clearly communicating expectations and responsibilities to a new employee, they can start being productive quickly. As part of an effective onboarding process, a thorough and engaging orientation can also help reduce new employee turnover due to misunderstood or unmet expectations. Additionally, a clear policy for employee orientation will ensure that all new team members receive the same training and information.

Staff Motivation

Employee motivation is the level of energy, commitment, and creativity that a company's workers bring to their jobs. Whether the economy is growing or shrinking, finding ways to motivate employees is always a management concern. Competing theories stress either incentives or employee involvement (empowerment).

Employee Motivation Techniques

Gifts and Prizes and Awards

Awarding your employees and sending them valuable gifts on occasions like Christmas, cutting team cakes on birthdays are some of the good motivating ways for employees. Employees continue working with equal zeal and enthusiasm if their work gets applauded. This is why companies are paying special attention to rewards and recognition at work.

? Appreciation and recognition

Appreciation and recognition are the two very important and major factors of employee motivation to keep striving towards their goals at work. They want to aim higher and better to be applauded by hikes and increase in pay scales. By applauding employees in front of friends and colleagues, it is the greatest motivation one can get to do better anytime.

Employee appreciation catering to any kind of work the employee does can be great for employee motivation. Praise for the deliverables met on time, for work done efficiently before the deadlines are points to be praised for. Appreciate the employee and make him feel how well he is doing. Appraise him. Identify high performers and mention out their outstanding efforts, contributions and how they are a valuable asset to the organization.

One of the methods of staff motivation is also cross training, in which employees are trained to work in the more than one department. The aim of this is to make an employee capable of doing more than one type of work, and in return in gives a sense of confidence in employee.