Hotel Industry Of Georgetown In Penang Island Malaysia Tourism Essay

Hotel Industry Of Geor chooseown In Penang Island Malaysia Tourism EssayHuman imagerys management seems same to become an all- master(prenominal)(a) issue in all the constancy nowadays. Human mental imagerys management has been dissimilar defined by the scholar. Effort that taken to draw and quarter sure that the policies, procedure, and outline of commiting, renting, developing, and retaining the outdo employees ar consistence with the firm worry strategies and account for the soaring-powered condition within the firms competitive markets to support strategic and functional conjunctive (cf. Wright Snell, 1998 Way, 2006 Way Johnson, 2005) Human picks management in hospitality assiduity is unalike with the man electionfulnesss formulas that practices by the early(a) persistence. Human resources management in hospitality and tourism effort stresses much(prenominal) on The Diamond Services frame elaborate (Tesone 2005, 14).The Diamond Services Model verba lizes that four aspect call for to be taken into consideration in the management of human resources which include the financial responsibilities of the brass instrument, the run excellent galloped to all the stakeh sr.s, the social responsibilities of the stakeholders particularly to the guests and employees and finally the employee dealing in the cheek (Shariff, 2007).Overview of hotel intentness in Georgetown, Penang IslandIn recent year, the hotel exertion is growing greatly in the global and this phenomenon consists in Malaysia. This industry is providing helpings to tourist and customers who come for persevere or holiday its too providing recitation opportunities to people. The following shows hotel rating at years of 2007 and 2010 in Malaysia. gibe to the slacken 1 and 2, it shows the years of 2007 and 2010 which be the derive number hotel in Malaysia. The summarize number hotel in Table 1 is 624 hotels and the total number shown in Table 2 is 801 hotels. I t has shown append to 177 hotels after 3 years. This means that hotel industry is increasing rapidly in 3 years. In Penang atomic number 18a withal adjoins rapidly after 3 years. Table 1 show the total number of hotel in Penang is 45 hotels in year 2007 and 55 hotels in year 2010. It has shown increased 10 hotels after 3 years.The Pearl of tailor-make has many attract destination for tourists. The most famous destination of the state is Georgetown which is located at the northeastern tip of the island is the seat of administration and is alike the commercial hub of the state. This city is listed as heritage site by UNESCO in these few years. Moreover, it likewise is hub of commercial. This bustling metropolitan city combines the old buildings and heritage and affected by take issueent foreign influences into colorful its history. Its multiracial nation contri scarcees likewise to a wealth of cultural attractions and festive celebrations for visitors to witness and enjoy. These factors atomic number 18 affecting the growth of hotel industry in Georgetown. The most famous hotels in Georgetown, Penang include G Hotel, Cheong Fatt Tze Mansion, Sunway Hotel Georgetown Penang, and Dorsett Penang Hotel. Those argon four stars above hotels.Best hotel physical wreak with provide best divine services and quality facilities for customers, employees ar playing the important role in the hotel operation. Kasavana and Brooks (2001), the function of all(prenominal) hotel part organize be summarized as front office, housekeeping, food and drink, sales and marketing, accounting division, technology and importanttenance, security, and human resource. Many responsibilities and play in important role of separately subdivision in a hotel, so the best systems of enlisting and pickaxe practices ar essentials to mesh the best employees. The task of human resources discussion section in hotel to deals matters of employees especially in healment and weft practices to utilization. Differ abilities are inevitable for differ task in hotel. Hence, the practices non only used, but the skills, companionship, and determines are as well as needed in emergency situation.P culllem statementThe chore of this study is limited literature on Malaysia hotel industry enlisting and picking practices. It is lack of attach grandeur to recruitment and woof practices. Different hotel industry has varied symbol of recruitment and selection of employment. Variation in hotel size, location, and possession makes the prescription of a best practice selection model sturdy (Medlik, 1989). Therefore, this is a problem of this study in the hotel industry and it is lack of hearing most the practices in the industry. Limited literature on recruitment and selection of employment caused by diversity mull over position and business memorial tablet characteristic of categorisation hotel in Malaysia so couldnt specify fulfil of recruitment and s election decision making in the hotel industry. Moreover, with less literature on recruitment and selection practices, most of hotel industry in Malaysia to recruit cleardidate for nothingness channel, majority of hotels are base on skills, experience, and knowledge roughly hotel industry and to select best employee and suitability of course vacuum cleaner position, but not adopt the practices only.Re pursuit hesitancyThis study of recruitment and selection practices in hotel industry of Penang.The role of re look for question in study is gained to a greater extent instruction and details to assist in explore.First research question in this study is how do Penang hotels recruit their employees? The recruitment methods include intimate search, external search, and outsourced search. What is the meaning of the inborn search, external search, and outsourced search? According of the methods, selectors should remember out the best and qualitative method to recruitment and su itability keepdidates and taste geniuss for the job void. The recruitment method has adopted in hotel industry of Penang to recruit their employees and what is harsh method of recruitment in the hotel.Next is how do Penang hotels select their employees after recruitment? After selectors recruit the qualified candidates, selection practice is needed to select potential applicators they wish to exact. With the selection activities in differ position job vacancy, the differ selection activities should be utilize. There are applications, interviews, pre-employment interrogation, background checks, and references. The major activities to undertaken when screening employees for possibility selection and easier to choose talent to suitability position. The selection activities should utilize in differ job vacancy in Georgetown and choose the normal activity for being select employees. aimThe purpose of this study is importance of develop efficiency method of recruitment and selecti on for seek qualified employees. Based on this purpose, the factors must considered by selectors prior to planning and recruiting their hotels employees recruitment. The method of practices allow for bring good or bad aftereffect and it must be related to the jobs after choose the employees. Therefore, the selectors cannot incisively use sole method in recruitment and selection practices. nonuple methods could seek a potential employee or talent to competence of the position.Differences of recruitment and selection practices depend on different size and type of each hotel. All hotels are a reliance on either formal or informal methods to select with the candidate qualities identified as desirable. This is because all(prenominal) method whitethorn become a chosen for selectors or employers in order to make a right decision of employment. To manage a hotel with strategy in hotel management and may be linked to other factors which directly shape practice. The study identifies dif ferent between ownership, situation and department in the hotel and management structures and explains recruitment and selection process. Impacts occurring from adopt of idealized models of recruitment and selection, such as impacts of hotel industry and overall of country.VariablesThe main variable in this study is different methods in recruitment such as congenital search, external search, and outsourced search. In addition, the variable in this study is the different recruitment methods which are choose will bring different affect in close to aspect such date and cost consume. Besides that, variety of selection staff such walk-in interview, application, testing and so on. This is alike includes in the variables. These selection methods are different characteristic for each one. Therefore, selectors may obtained much detail and info of the applicants through those methods. explanation of termsDefinition of hotelHotel is locating of take rest for travels and living along the travel routes in a room ( lodgement) and meals (food and beverage) offered. Hotel is a place of salaried to offer lodging on short-term period and provides basic facilities and services such as beds, pillows, private bathroom, air conditioner, housekeeping, and cleanliness room service, and additional facilities that restaurant, swimming pool, and wreaking room. In general, hotel is a place of establish commercial with providing lodging, meals, facilities, and services, and addition.Definition of recruitmentenlisting, unremarkably known as composition is offer a job vacancy and hiring people for job vacancy or a process of generating a pool of qualified candidates for a position. It is alike a process of generate people to apply a job and decide move people who have interest in position offered to organization.There are terce types of recruitment methods to recruit employees. Those are infixed, external, and outsourced searches that are needed before take away suitability employees. Job requirement is considered important for the organization to have a preparation beforehand.Method of RecruitmentInternal searchInternal search is a process of a promotion-from-within approach that is utilized when want best employees for job vacancy. It is also known as the in-house recruitment in an organization. The internal search undertaken when organization believes that the best candidates for upper- direct positions such as seeking front-office manager for front-office department will be found among those presently employees internal the hotel.This type of recruitment is less costly from organization since transfer employees from at bottom organization. Additional, this can motivate the staff to work in effort and build-up them to line of achievement prospects but excellent candidates outside the organization unavailable to apply and also cause infighting among the workforce. Internal search is mostly for tourism and hospitality organization because the inte rnal employees are very familiar about the task and surround of this kind organization. orthogonal searchWith an approach to seeking the best applicants for the job vacancy that major focus on those candidates who are not currently employees in the organization. In general, it is also defines to the recruitment taking from outside of organization. External search may occur of informal or formal methods.The organization is seeking external candidates with rely on various strategies such advertisements, domain and private employment assistance agencies, rearingal institutions (college or university), and unsolicited applications and so on.For hotel industry, external search may create new ideas, knowledge and experience from outside candidates for the organization. On the other hand, this could lower the effort of internal candidates and also may take longer period for new employees such offer training program to them.Outsourced searchThis search is organizations seeking for job can didates that are performed by a professional company such executive search firm specializing in employees searches. The executive search firm is which is kind of determination the potential candidates for the job in organizations. The organization can use to happen upon the qualification that they are looking for through this method.Mostly, the executive search firms will identify potential candidates for the position needed from their list and advise their clients about best candidates available that they are looking for. The following steps are contact them to do preliminary step.These firms are usually help the organization to seeking out the potential candidates with proper skills and the candidates can fit wellhead with the position in organization such seek out a candidate is fully experience and knowledge in food and beverage for position of FB manager.Definition of selectionThe selection practice in hire a new employees is a essential decision. It is a chosen of crucial a fter selectors have assembled a pool of qualified candidates and they must make a decision to select the best candidates who they want to hire. The below are major activities to utilized when choosing suitable employees.ApplicationsApplication is usually used as a guide for the applicant to know what are needed by the organization. It consists of name, address, work experience, and related information about the applicant. Generally, get information about the questions asked on them should focus exclusively on job qualifications. It is clarity and introduces of applicants and need not to be complex. Organization using this method to provide the luck as ice-breaking with the applicant produces interview.InterviewInterview is a process selection and it interact the selectors or employers with the applicant possibility. The application or resume is submitted, roughly applicants would be selected for the interview section. It is involves interview with many candidates and second or con terminous interview will be coming. The organization may easier and clarify to get information of the applicants which has not listed in the application or resume.To illustrate, the common information could get in interview section those are past experience, education background, qualifications, current position and employment, expectation of future, and reason to seeking new job and make chosen to the organization and so on.Pre-employment TestingIt is a common way to improve qualification of recruitment process. The meaning is all the applicants who would like to selected and gain the job in the organization they should get the testing pass. The organization using the test results to measure the relative strength of applicants. Skills tests, psychological test, and dose screening tests are usually related in hospitality industry.The skills tests may include typing tests, computer testing, and food production tasks. Those are common skills required in some department of hospitality industry. Psychological testing can include personality tests, performance predictor tests or humor test. For both of tests is importance to testing abilities of applicants.Drug screening test is leeway in most states. A drug-free environs can attract best qualification applicants and bring a higher-quality workplace. In the hotel industry, drug-free milieu could ensure safety of customers and attract more business opportunity.setting ChecksBackground checks should be specifically on respective(prenominal) background to obtain information that relates directly to individual for employment. Recently, hospitality employers are utilizing background checks before employment in selected position. This method most commonly used such reprehensible history, credit reports, driving records, academic documentation and licenses.Criminal records of applicants should be analyze before hiring. There is a possibility that the person could create strong safety or security risks for each one. Credit reports include financial information such payment history, amounts owed, liens and so on. Driving records is regarding available of motor vehicle records and information about traffic violations and license status. Academic credentials such schools attended, degree awarded, and transcript those should be verified a level education is necessary for particular job. Licenses such current status and point dates, should be obtained if it is required for position.Background checks are used as a screening device does involve some responsibilities by employers but also some responsibilities. Employers or selectors are only search information that has a directly behavior on the position for candidates.ReferenceReference is want information or comments from past employers about the employees previous work performance. The benefits are being truthful about previous employees is widely thought to be heavily outweighed by the potential liability associated with such honesty and s incerity. This method is very popular tool to use but it is more awkward to obtain on nowadays.DelimitationThe delimitations of this study are duration and place. In the study, the delimitation of time is year of 2011 and the place is Georgetown in Penang. The delimitation of time is year 2011 because the industry hotel is growing soon at the time. The delimitation of place is Georgetown Penang the reason is this city is a lot of history attraction and high commerce combined in the place and it is a venue of successfulness and harmony so this is one of the choice tourists to visit, thus it is also brought many benefits into the hotel industry.Signification of studyThe advantages will be bringing from best employees in the hotel industry. The importance role of this studyPenang is a famous place in Malaysia, especially is George Town, it is listing as heritage site by UNESCO. According to Lee, Lim, and Aini (2008), Penang has submitted a joint application with Melaka to be listed o n the UNESCO World inheritance City List in 2005. Therefore, famous hotel of good quality service and facilities provided to improve good image of Malaysia. From this way, most tourist need stay in hotel during they travel in this city so the best employees in hotel are role in crucial and they should provide good service, facility, and environment to foreign that would be increase good image to them and gain much positive respond to Malaysia.Offer recruitment of job vacancy which can reduce unemployment and crime rate in Malaysia. The hotel industry is increasing in recently and job vacancy offered and potential employees needed to recruit. Accordingly, the job vacancy is a good opportunity to jobless people and the crimes such rob and illegal business would be decreasing at the same time.Recruitment can seek talents and train them to be professional in hotel industry either internal or external search. Seek and train talents to be professional of hotel can brought the benefits for each department and add more business opportunity and challenge in hotel industry.Quality selection of staff is increasing foreign exchange and attracts more foreign investment in hotel industry to improve Malaysias economic. Government and private enterprise should cooperate together to crock up fully support for hotel industry in order to attract more foreign investment in Georgetown and whole of Malaysia. Not only increase investment and economic for our country, also obtain opportunities of cooperation and increase more birth with foreign country through hotel industry development.Recruitment and selection can get more information about wellbeing of employees to reduce employee turnover and fulfill satisfaction them in hotel. Turnover is common issue face up by hotel industry. High turnover rate became by many factors and some factors are regarding salary, environment, and welfare provided. In selection process such in applications and interview section, employer could obta in more details of applicants such salary and work place expectation. These will be fulfilling applicant in work place prior to employment. In hotel industry, these methods can satisfy all employees of each department prior to start working and easier to appease employees feeling by employers or managers in each department. Employees also may understand more command and rules of hotel through these methods.The hotel industry also should base on staff skill, experience, and knowledge to choosing qualified employees. Selectors could hire good employees through recruitment and selection process but they incomprehension of employees skill and performance during working. Therefore, the selectors also need to base on scope of employees capabilities and adopt process of employment-test. The employment test is pen and root test to evaluate knowledge of task such as deliberation for cashiering skills. Practical test in the task, technical skill of chefs and housekeeping experience, it is also importance.Literature reviewIntroductionFrom the literature it is proven that the human resource development found within hotel industry are not alone(p) and sole opinions from each one researcher.Hotel operates in the industry within different classification. Stutts and Wortman (2006), the hotel industry is so complex and diverse and can be classified based on quality of facilities and services provided, target market and type of services delivered to the guests. Therefore, hotel is operation depends on its star rating, size, facilities provided, target market, and location.Yusof, Razak, Radha, and Hamid (2010) identified, Malaysia Association of Hotels (MAH) operates on 1 March 1974 and it was established by a group of implicated and dedicated operators of hotels to bring about more information of hospitality industry. The main purpose of MAH is to provide information for human resource development provider. Additional, MAH to conjure the skills and knowledge of employees in the hotel industry in Malaysia.Human resource department is played an importance role in each hotel. Human resource department needs to responsibility for developing good service to customer and the fundamental interaction between employee and customer. The service encounter in tourism and hospitality organization involves an interpersonal transaction which takes place between customers in a complex human delivery system (Shariff, 2007). Furthermore, the management is also interaction between employers and employees. Johnson (1998) identified the management of the relationship between the employer and employee. The human resource department is focused on all departments in hotel and responsibility to hire employees. Goldsmith et. al., 1997, 2 determined a source of potential instability as far as the process of employee relations is concerned.A research of Goldsmith et al., 1997 Schneider and Bowen, 1995 determined the effectiveness of service organizations is often linked with the individual qualities of their employees. That is mean of quality service provided, not just focus on high star rating of hotel but the attitude and performance of employees also need to focus.Training process is crucial after hire the employees to increase the employees service quality but the recruitment and selection process are importance prior to start working. Research paper 2004 established by Lockyer and Scholarios (2004) indicated in their research that a best practices approach to human resource recruitment and selection might not ceaselessly work in an optimal fashion within the hotel sector. In their paper they discuss how threadbare human resource procedures for the recruitment and selection processes are not always adequate when dealing with seasonal staffing challenges.The behavior of employees also need to paid attention during the practices is going on. Researchers Raub and Streit (2006) propose that, based upon their findings, recruiters need to be open, hone st, and practical in their recruitment efforts. This is ensuring safety of guest when the employees are serving them and nature of hotel.Magd (2003) identifies that hospitality industry managers need to give serious consideration to employing older workers. Older workers represent a mature, pragmatic, and capable labor pool. They can roll a positive image, are strong communicators, have good time flexibility tend to be more employer loyal and are more likely to show up for work as required. The older workers had having more knowledge and experience than new employees. Therefore, new employees should cooperate with older workers to learn more experience and skill from them.The selection literature recommends the development of job and person specifications and the use of reliable and valid methods based on elaborated job analysis, even for small businesses (Hunter and Schmidt, 1982). Therefore, the selection practice also is importance in the produces. Hayes and Ninemeier (2008) identified of importance of applications, interviews, testing, background checks, and references that human resource managers undertake when screening employees for possible selection. The selection literature recommends the development of job and person specifications and the use of reliable and valid methods based on expound job analysis, even for small businesses (Hunter and Schmidt, 1982). These are show after assembled a pool of qualified candidates and comprehension in deeply to select the applicant wish to hire. Ineson and Brown, 1992 Law and Wong, 1997 determined it, in the hotel industry however, there is light evidence of systematic selection practice to identify quality service characteristics. Some evidence exists for the systematic use of structured interviews and biographical data in larger and chain hotels.The selection practice cannot be ignoring, but the recruitment process should be utilized beforehand. Shariff (2007) identified recruitment is the process of sea rching for and identifying job candidates in sufficient quantity and quality to meet the organizations human resource needs. Hayes and Ninemeier (2008) discuss differentiate between the actions human resource managers take when selecting to conduct internal, external, or outsourced searches for qualified employees.Conceptual modelingSelectionRecruitmentApplicationInterviewPre-employment testingBackground checks