Human Resource Management for Tourism

Question: Discuss about the Report of Human Resource Management for Tourism. Answer: Introduction: The recruitment of the candidates in an organization is considered as the key factor for the success. The process of recruitment is considered as the tedious task, but this will helps in strengthening the current perspectives and future aspects of the organization. In the major organization, the main problem is raised when the suitable recruitment and selection aspects are not being carried properly. Apart from this, while pursuing the process of recruitment, the recruiters are not able to select the suitable procedure for the recruitment. This essay mainly helps in focusing and selecting the suitable methods of recruitment. By the help of this essay, the methods related to the external and internal recruitment methods are being analyzed and defined (Team, 2013). Recruiting employees can be a rather unstable process. With the steep cost of hiring and guidance an employee with the job and soft skills similar to the job description, by creating a mistake in this field can considerably effect the net revenue for the whole year. One key deliberation in staffing is whether to employ superficially or endorse from within the organization. There are benefits to either both the technique of filling the openings. Internal Recruitment Methods: Internal recruitment or internal sourcing is a method which is mainly processed by recruiting the employees within the organization to complete the needs of the business. Through this method, only those employees gets selected who have an idea about the working culture and process of the organization (Schawbel, 2012). There are various types of methods which are identified for the internal recruitment process, but the recruiters have to select the best method for providing the best output from their business. The two methods which are selected for the process of recruitment are named as the job posting and job referrals (Kumari, 2012). Job posting is identified as an open invitation to all the employees who are working in the organization according to the requirement of post. The announcement is done with the help of bulletin boards and common circular, so that the employees can be able to get an equal opportunity. With the help of job posting, the talented employees may get the most suitable criteria for the success and they can able to enhance their skills as well. This method of recruitment is identified as the most approachable and cost effective method of recruitment (Hawks, 2015). Employee referrals are the other method of recruitment in which the employees are identified with the reference of current employees working in the organization. This method is identified as the most progressive method, because the suitable candidates gets selected with the help of this method. It is also identified as the best source for the new hires and professionals in the organization to get effective results (Saylor, 2013). From the above shown two methods, the least risk is carried out with the job posting method. In this method as the candidates are getting selected internally from the organization. By the help of this, the most qualified candidates are being selected from the organization and they serve with theor good skills in a suitable way. Apart from this, the method is also helpful in defining the suitable work profile of the candidate in a proper manner, which is also helpful in reducing the chances of risk (Tracy, 2016). External recruitment Methods: The external recruitment methods are generally defined when the recruitment is done with the help of external sourcing. The method is helpful in increasing the job opportunity and by the help of this, the brand value may also increase simultaneously. The new and innovative ideas gets generated through this and the productivity of the brand also gets expanded. Similarly for internal recruitment methods, the external recruitment methods are various in numbers. The external methods which are selected here for the discussion in the essay are advertisements through the newspapers and selection or recruitment through the educational institutions. The advertisements through the newspaper are the traditional and most impressive method for the external recruitment. This method is also carried out in three ways. By the first method, the direct advertisement gets published which is generally mentioned in the senior post. The second method is by providing the suitable box number of candidates for providing the details on the basis of which suitable recruitment can be done. Finally, the third method is an aspect in which the recruitment is done on the basis of company policy and according to their suitable aspect (Ragan Communications, 2014). The second method which is selected for the processing is the selection through the educational institution who is carrying out the the campus interviews in a proper direction. The fresh and knowledgeable candidates gets selected from the institutes on the basis of recommendations provided by the mentors and in charge of the placement of the organization. Some companies also send their recruiters and team leads to select suitable candidates as per the requirement of the project which is currently running in the organization. Out of both these methods, the most suitable method is the advertisement method, because by the help of this, the suitable candidates gets selected with the help of suitable interviews and knowledge skills. It also involves less risk too, because in this method, the recruitment is identified through step by step process which reduces the probabilities of risk as well. Reason for selection: Out of both these methods, the most suitable method is from both external and internal methods are identified as the job posting (from internal recruitment) and second method is the advertisement method (from external recruitment). The reason for selecting this process is that they are comparatively less risky in comparison to the other processes. Both these processes are carried out in the sequential manner and also have their unique approach for performing the management process. Apart from this, the methods are also designed with the suitable professionals and the appropriate person. Though other methods of recruitment are identified for the suitable processing as per the demand of the scenario, but the evidences also shows that the output generated from these methods is accurate and appropriate. References Hawks, D., 2015. Internal Recruitment: Definition, Methods Process, Available at: https://study.com/academy/lesson/internal-recruitment-definition-methods-process.html Kumari, N., 2012. A Study of the Recruitment and Selection process: SMC Global, Available at: https://www.iiste.org/Journals/index.php/IEL/article/viewFile/1079/999 Ragan Communications, I., 2014. Internal vs. external recruiting: What are the stakes?, Available at: https://www.hrcommunication.com/Main/Articles/Internal_vs_external_recruiting_What_are_the_stake_8658.aspx Saylor, 2013. Recruitment strategies, Available at: https://www.saylor.org/site/wp-content/uploads/2013/09/Recruitment-Strategies.pdf Schawbel, D., 2012. The Power Within: Why Internal Recruiting Hiring Are on the Rise, Available at: https://business.time.com/2012/08/15/the-power-within-why-internal-recruiting-hiring-are-on-the-rise/ Team, H, 2013. Internal recuritment and external recuritment methods, Available at: https://headhuntinginrecruitment.blogspot.in/2013/10/recruitment.html Tracy, B., 2016. Internal Sources And Methods Of Recruitment, Available at: https://accountlearning.blogspot.in/2013/01/internal-sources-and-methods-of.html