Design Strategy Consistency Of Experience †Myassignmenthelp.Com

Question: Discuss About The Design Strategy Consistency Of Experience? Answer: Introduction: Strategic management of the hotel group includes the benchmarks, standards, rules, regulations, policies, etc. developed for the smooth working of the hotel group. These all should be followed in the activities of the hotel group and with the help of these benchmarks, set targets, goals could be achieved. In hotel group, strategic system is developed for achieving better results and for performing all the activities in adequate manner (Freeman, 2010). These philosophies, policies, measures, rules and regulations. While performing recruitment and selection processes, in the hotel group, HR manager should not leave any formality and mainly he/she should not hire any candidate for their personal benefits. While selecting any candidate, organizations benefit should be reviewed operations because for performing these selection and recruitment procedures, they are getting paid very well. Evaluation of Recruitment and Selection Procedure: These are the methods through which every organization including identifies its requirements and appoints the desired candidates to achieve certain targets in the market. Through this process, Employees and their hard work have helped the Hotel Group to achieve these heights. Recruitment and selection process should concentrate on selecting the appropriate candidates that is suitable for the job requirements (Kim, 2011). Job advertisement, promotion of the vacant seats in the hotel group should not be done to gain the more number of applicants, infect it should be done to gain the appropriate number of candidates for the suitability of the job position of customer service manager, this will make difficult for HR team to select an appropriate person in terms of organizational as well as from the job requirements (Donnelly, 2013). If management and administration has control over every activity of the organization then HR team needs to perform their duties in fair manner otherwise HR team could hire employees for their accounting. Future recommendation: The future plans of the international hotel group is to expansion their business into new region, as such possibly pacific island, New Zealand, and Indonesia/Malaysia. Primary expansion will be in New Zealand in the next 12 months. By adding the value services the hotel group is planning for conference facilities in hotel for small and medium conferences. Conclusion: HR manager and Senior management believes in selecting adequate and appropriate candidates which suits the jobs description as well as they should also suit the hotel group objectives also (Arlot Celisse ., 2010). HR manager should perform all the relevant activities to advertise regarding the vacancies in the hotel group, so that desired and adequate candidate could not get chance due to non-advertisement about the job. References: Arlot, S., Celisse, A. (2010). A survey of cross-validation procedures for model selection. Statistics surveys, vol. marketing. 40-79. Donnelly, J. (2013). Universal human rights in theory and practice. Cornell University Press. Freeman, R. E. (2010). Strategic management: A stakeholder approach. Cambridge University Press. Hitt, M. A., Ireland, R. D., Hoskisson, R. E. (2012). Strategic management cases: competitiveness and globalization. Cengage Learning. Ho, W., Xu, X., Dey, P. K. (2010). Multi-criteria decision making approaches for supplier evaluation and selection: A literature review. European Journal of operational research, vol. 202(1), pp. 16-24. Kenny, M. (2011). Gender and institutions of political recruitment: candidate selection in post-devolution Scotland. In Gender, Politics and Institutions. Palgrave Macmillan UK. pp. 21-41. Kim, S. (2011). Sociocultural analysis of the commodification of ethnic media and Asian consumers in Canada. International Journal of Communication, vol. 5. pp. 19. Kumari, N. (2012). A Study of the Recruitment and Selection process: SMC Global. Industrial Engineering Letters, vol. 2 (1), pp. 34-43. Lane, T. S., Armin, J., Gordon, J. S. (2015). Online management methods for web-based and mobile health studies: a review of the literature. Journal of medical Internet research, vol. 17 (7). Leslie, E., Magarey, A., Olds, T., Ratcliffe, J., Jones, M., Cobiac, L. (2015). Community-based obesity prevention in Australia: background, methods and recruitment outcomes for the evaluation of the effectiveness of OPAL (Obesity Prevention and Lifestyle. Adv Pediatr Res, vol. 2 (23). Lin, H. T. (2010). Personnel selection using analytic network business process and fuzzy data envelopment analysis approaches. Computers Industrial Engineering, vol. 59 (4), pp. 937-944. Liu, J. T., TSOU, M. W., Wang, P. (2010). Workforce composition and firm productivity: evidence from Taiwan. Economic Inquiry, vol. 48 (4), pp. 1032-1047.