本文主要讲的是招聘与选拔，内部招聘是选择员工的最佳选择，因为内部招聘可以确保员工被更快地选中。这是一种经济有效的方法，也是可靠的。公司会有一个公平的历史，员工可以根据他们的选择以及。在人员规范方面，该人员必须满足的一些工作职责如下。首先，要担任的职位要求此人已经在公司里担任主管或副主管。他们将在接管后的头六个月领导新酒店，并将在新酒店推出一年后继续与酒店合作，担任酒店经理。工作质量的一致性是被期望的。本篇代写价格文章由澳洲论文人EducationRen教育网整理，供大家参考阅读。
Internal recruitment is the best choice for selecting the person, as internal recruitment would ensure that the person is selected more quickly. It is a cost-efficient method and is reliable as well. The company would have a fair history of the employee based on which they could make their choices as well.In terms of person specification, some of the job duties that the person would have to satisfy are as follows. Firstly, the position to be occupied requires the person to already be in a supervisory or a deputy supervisory role within Reardon. They will lead the new hotel for the first six months after takeover and will continue to work with the hotel as hotel manager after roll out for a period of a year. Consistency in quality of work is expected.
Other essential qualities that would be expected from the successful candidate to serve as Hotel manager are as follows. They must have at least a bachelor’s degree in Hotel management and allied specialties. They must have more than 4 years of experience working in the Hotel industry and must have around 2 years of experience working with Reardon. They must have some experience in working with foreign hospitality industry. Some of the desirable specifications are that they must have some form of Spanish connection. They must be able to speak in Spanish and have a decent understanding of the local policies, the way the Government works, the local culture etc. In addition, one of the main desirable qualities would be a person who is culturally affable with that of Spain. Cultural implications as understood by the company will play a major role in internationalizations.
A combination of formal and informal methods must be used here. Some of the formal methods are the traditional interview method, or work sampling method to understand the strength of the shortlisted candidates. Informal methods could involve direct selection by the CEO, or through other managerial recommendations. Now a combination of both methods is recommended for the company, because the company is seen to need a hotel manager soon enough. The use of formal methods would be useful for bringing the short listing to more specific candidates. If the formal method process helps in single out a candidate, then there would be no need to apply the informal method. If the formal method ends up in highlighting more than one candidate with same set of desired and required person specification and characteristics, then informal methods could be used to select out of the shortlisted candidates.
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