SERVICE

STAFFING
IN
TOURISM
AND
HOSPITALIT
Y INDUSTRTY
STAFFING FOR SERVICE
 Whenever there is a need for workforce requirement or
there will be a position to fill in the department , it is
often referred to the human resource department or to
the talent acquisition division of the organization to
find a suitable person for the spot.
 This is the correct and usual process . But it is also
important for a person , as a future manager , to study
and understand this process to facilitate efficiency and
accuracy of finding the right person for the position in
his team or department.
INTERNAL HIRING
 Many organizations favor because they see a lot of
advantages more than hiring from outside of the
organization. Although hiring from within is not
the only solution or foolproof strategy and staffing
the departments, the obvious benefits the others.
INTERNAL HIRING
 Information about the applicant
 Fairness of the company
 Knowledge and experience within the organization
 Organizational culture and values
 Reduce cost
EXTERNAL HIRING
 employees and organization often favor internal
hiring more than external however there are
situations were candidates should be source
externally.
 Still hiring employees from outside of the
organization is an option that every organization
can choose in order to improve its Operations.
EXTERNAL HIRING
 Paradigm shift and new perspective.
 Education and experience.
 Diversity of workforce.
 APPROACHES TO HIRING
EXTERNAL EMPLOYEES
 1. The internet
 2. Print advertising
 3. Professional linkages or groups.
 4. Internship or work and travel program
 5.Referrals or Peer recommendations
 6. Company's image or Brand
 7. Walk-in Applicants
 8. Headhunters
 9. Talent Pooling
 After the successful recruitment process , it is now
up to the organization to select the candidate that
will best fit to the requirement of the organization.
A strict selection process is not a guarantee that
the employee would fit into the organization's
expectation or whether the organization has
chosen well among the candidates available.
 TOOLS FOR GATHERING
INFORMATION ABOUT THE
APPLICANTS
 1. Application form
 2. Interview
 3. Psychological test
 4. Background/references
TRAINING AND DEVELOPING
EMPLOYEES TO SERVE

 Trainings can be conducted in two ways external

or internal . Organization have the option of
choosing any of the two types depending on their
choices and abilities to conduct training.
INTERNAL TRAININGS
 also known as in-house training, are often done by
the department within the organization involved
with the training and development of human
resources are talents
EXTERNAL TRAINING
 conducted by training organization and training
consultants who have the expertise and resources
to handle coaching skills , needs , or any topics
required by the organization's.
METHODS OF TRAINING

 Personaltraining
 On-the-Job Training
 Classroom lecture simulation
 Audio visual presentation
 Computer-aided training
 Do-it-Yourself (DIY) training
 MOTIVATING EMPLOYEES TO PROVIDE
EXCEPTIONAL SERVICE

 Thehospitality staff who are in contact with the

guest must only be equipped with proper training
and knowledge about the class ahead but must also
be motivated to render the expectations of the
customers.
EMPOWERMENT
 anotheraspect in order to encourage employees to
perform better and develop into becoming role
models in the organization is a provide them
opportunities to make decisions in relation to the
performance of their jobs.
CULTURE

 Employees are more likely to accept brand values

and to align their attitudes and become committed
to the brand if they perceived that the brand
authentically embodies the values they
communicate to external customers and that these
values are congruent with their own.