Hotel Industry Of Georgetown In Penang Island Malaysia Tourism Essay

Hotel Industry Of Georgetown In Penang Island Malaysia Tourism EssayHuman resources actment seems like to draw an important issue in solely the manufacturing nowadays. Human resources management has been various defined by the scholar. Effort that taken to make sure that the policies, procedure, and strategy of earning, contracting, developing, and retaining the better(p) employees argon consistence with the firm problem strategies and account for the dynamic condition within the firms competitive markets to support strategic and functional alignment (cf. Wright Snell, 1998 commission, 2006 Way Johnson, 2005) Human resources management in hospitality diligence is opposite with the gentleman resources practices that practices by the other application. Human resources management in hospitality and tourism intentness stresses more on The Diamond Services Model (Tesone 2005, 14).The Diamond Services Model states that four aspect need to be taken into consideration in the management of human resources which include the fiscal responsibilities of the system of rules, the services excellent offered to all the stakeholders, the social responsibilities of the stakeholders particularly to the customers and employees and finally the employee dealings in the organization (Shariff, 2007).Overview of hotel industry in Georgetown, Penang IslandIn recent year, the hotel industry is growing greatly in the global and this phenomenon consists in Malaysia. This industry is providing services to tourist and customers who come for stay or spend its overly providing employment opportunities to stack. The following shows hotel rating at years of 2007 and 2010 in Malaysia.According to the Table 1 and 2, it shows the years of 2007 and 2010 which atomic number 18 the total twist hotel in Malaysia. The total number hotel in Table 1 is 624 hotels and the total number shown in Table 2 is 801 hotels. It has shown increasing to 177 hotels after 3 years. This means that hotel industry is increasing rapidly in 3 years. In Penang ara also adds 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 attachd 10 hotels after 3 years.The Pearl of Orient has many attract destination for tourists. The more or less famous destination of the state is Georgetown which is located at the northeastern tip of the island is the seat of administration and is also the commercial hub of the state. This city is listed as heritage site by UNESCO in these few years. Moreover, it also is hub of commercial. This bustling metropolitan city combines the old buildings and heritage and affected by different contradictory influences into colorful its report. Its multiracial population contributes also to a wealth of cultural attractions and festive celebrations for visitors to witness and enjoy. These factors are affecting the growth of hotel industry in Georgetown. The closely famous ho tels in Georgetown, Penang include G Hotel, Cheong Fatt Tze Mansion, Sunway Hotel Georgetown Penang, and Dorsett Penang Hotel. Those are four stars above hotels.Best hotel operation with provide best services and quality facilities for customers, employees are playing the important region in the hotel operation. Kasavana and Brooks (2001), the function of each hotel surgical incision notify be summarized as front office, housekeeping, food and beverage, sales and marketing, accounting division, engineering science and importanttenance, security, and human resource. Many responsibilities and play in important role of each department in a hotel, so the best modes of enlisting and survival of the fittest practices are essentials to hire the best employees. The caper of human resources department in hotel to deals matters of employees especially in enhancement and endurance practices to employment. Differ abilities are needed for differ task in hotel. Hence, the practices non only used, but the skills, knowledge, and experiences are also needed in emergency situation.Problem statementThe problem of this get word is limited belles-lettres on Malaysia hotel industry enlisting and selection practices. It is lack of attach importance to recruitment and selection practices. Different hotel industry has different type of recruitment and selection of employment. Variation in hotel size, location, and ownership makes the prescription of a best practice selection model problematic (Medlik, 1989). Therefore, this is a problem of this study in the hotel industry and it is lack of wining about the practices in the industry. Limited literature on recruitment and selection of employment caused by diversity stage business position and patronage characteristic of variety hotel in Malaysia so couldnt specify swear out of recruitment and selection decision making in the hotel industry. Moreover, with less literature on recruitment and selection practices, most of hotel industry in Malaysia to recruit candidate for emptiness job, majority of hotels are base on skills, experience, and knowledge about hotel industry and to select best employee and suitability of job nothingness position, but not meet the practices only.Research questionThis study of recruitment and selection practices in hotel industry of Penang.The role of research question in study is gained more information and details to assist in research.First research question in this study is how do Penang hotels recruit their employees? The recruitment rules include internal search, external search, and outsourced search. What is the meaning of the internal search, external search, and outsourced search? According of the methods, selectors should find out the best and qualitative method to recruitment and suitability candidates and seek endowments for the job vacancy. The recruitment method has adopted in hotel industry of Penang to recruit their employees and what is common meth od of recruitment in the hotel. close is how do Penang hotels select their employees after recruitment? After selectors recruit the certified candidates, selection practice is needed to select potential applicants they wish to hire. With the selection activities in differ position job vacancy, the differ selection activities should be utilize. There are applications, interviews, pre-employment testing, background checks, and references. The major activities to undertaken when natural covering employees for opening night selection and easier to accept talent to suitability position. The selection activities should utilize in differ job vacancy in Georgetown and choose the common activity for being select employees.ObjectiveThe take of this study is importance of develop efficiency method of recruitment and selection for seek qualified employees. Based on this purpose, the factors must considered by selectors prior to mean and recruiting their hotels employees recruitment. The me thod of practices result bring good or bad aftereffect and it must be related to the jobs after choose the employees. Therefore, the selectors cannot just use sole method in recruitment and selection practices. Multiple 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 set as desirable. This is because every method may 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 promptly shape practice. The study identifies different amid 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 se lection, such(prenominal) as impacts of hotel industry and overall of country.VariablesThe main variable in this study is different methods in recruitment such as internal 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 some aspect such time and cost consume. Besides that, variety of selection staff such walk-in interview, application, testing and so on. This is also includes in the variables. These selection methods are different characteristic for each one. Therefore, selectors may obtained more detail and information of the applicants by means of with(predicate) those methods.Definition of termsDefinition of hotelHotel is center of take rest for pass aways and living along the travel routes in a room (lodging) and meals (food and beverage) offered. Hotel is a place of remunerative 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 share, and shock room. In general, hotel is a place of establish commercial with providing lodging, meals, facilities, and services, and addition.Definition of recruitmentenlisting, commonly known as organization is offer a job vacancy and hiring plurality for job vacancy or a process of generating a pool of qualified candidates for a position. It is also a process of inducing people to apply a job and decide move people who have interest in position offered to organization.There are three types of recruitment methods to recruit employees. Those are internal, external, and outsourced searches that are needed before hire 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 pursuit 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-level positions such as seeking front-office manager for front-office department will be establish among those currently employees internal the hotel.This type of recruitment is less costly from organization since transfer employees from inside organization. Additional, this can motivate the staff to turn in thrust and build-up them to career 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 internal employees are very familiar about the task and environment of this phase organization.External searchWith an approach to seeking the best applicants for the job vacancy that major digest on thos e 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, public and private employment aid agencies, educational 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 disdain 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 candidates that are performed by a professional company such executive search firm specializing in employees searches. The executive search firm is which is kind of finding the potential candidates for t he job in organizations. The organization can use to find 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 mite 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 well 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 crucial decision. It is a chosen of crucial after 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.Appl icationsApplication 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 probability 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, some applicants would be selected for the interview section. It is involves interview with many candidates and second or next 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 secti on 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 reform 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 lastingness of applicants. Skills tests, psychological test, and drug 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 head test. For both of tests is importance to testing abilities of applicants.Drug screening test is allowance in most states. A drug-free environment can attract best qualification applicants and bring a higher-quality workplace. In the hotel industry, drug-free environment could ensure safety of customers and attract more business opportunity.Background ChecksBackground checks should be specifically on individual 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 criminal history, credit reports, driving records, academic credentials and licenses.Criminal records of applicants should be checked before hiring. There is a possibility that the person could create significant safety or security risks for each one. Credit reports include financial information such payment history, amounts owed, liens and so on. unprompted records is regarding available of motor vehicle records and information about traffic violations and license status. Aca demic 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 expiration 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 sought information or comments from past employers about the employees previous work performance. The benefits are being fair about previous employees is widely thought to be heavily outweighed by the potential liability associated with such honesty and sincerity. This method is very popular nib to use but it is more difficult to obtain on nowadays.DelimitationThe delimitations of this study are time 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 prosperity 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 on the UNESCO World Heritage metropolis 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 investiture in hotel industry to improve Malaysias economic. Govern ment and private enterprise should cooperate together to give 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 relationship with foreign country through hotel industry development.Recruitment and selection can get more information about wellbeing of employees to reduce turnover and fulfill satisfaction them in hotel. derangement is common issue faced 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 obtain 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 regulation 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 paper test to evaluate knowledge of task such as calculation 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 unique and sole opinions from each one researcher.Hotel operates in the industry within dif ferent 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 lymph nodes. Therefore, hotel is operation depends on its star rating, size, facilities provided, target market, and location.Yusof, Razak, Radha, and Hamid (2010) identified, Malaysia connection of Hotels (MAH) operates on 1 March 1974 and it was established by a group of concerned 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 upgrade the skills and knowledge of employees in the hotel industry in Malaysia.Human resource department is contend an importance role in each hotel. Human resource department needs to responsibility for developing good service to customer and the interaction between employee and cust omer. The service encounter in tourism and hospitality organization involves an interpersonal transaction which takes place between customers in a complex human deliverance 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 always work in an optimal fake within the hotel sector. In their paper they discuss how standard human resource procedures for the recruitment and selection processes are not always adequate when dealing with seasonal worker 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, honest, and realistic in their recruitment efforts. This is ensuring safety of guest when the employees are serving them and reputation 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 wear down pool. They can project 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 detailed job analysis, even for menial 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 a nd person specifications and the use of reliable and valid methods based on detailed 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 little evidence of systematic selection practice to identify quality service characteristics. Some evidence exists for the systematic use of merged 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 searching 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 frameworkSelectionRecruitmentApplicationInterviewPre-employment testingBackground checks