Job Requirements Matrix
Job to be filled
The position to be filled is that of a Hotel Manager. Therefore, the focus of the remainder of this discussion is about the position of a Hotel Manager.
Job Analysis Method.
Job analysis has been defined as the process of obtaining key information about a job by determining the tasks, duties, and activities (Bohlander and Snell, 2010). Job analysis methods has been described as techniques employed for gathering relevant information needed to effectively carry out job analysis. There are various job analysis methods. According to Grobler (2006), job analysis methods which are frequently employed are questionnaires, interviews, observations, and specialized methods. Grobler further pointed out that the data collected should not be too cumbersome to use. He suggested that data collected should be simpler and easier to use. In this job analysis, direct observation method will be used. Direct observation allows the job analyst to obtain first-hand knowledge and relevant information regarding the job being analyzed. There are various advantages and disadvantages of observations (See Appendix A) but in this context, the advantages outweigh the disadvantages. Other methods such as interviews and questionnaires can be employed to obtain information indirectly. Interviews, especial face-to-face, are very advantageous because they encourage high level of cooperation by the participant (Weathington, Cunningham, and Pittenger, 2010). The greatest advantage of questionnaires is its relative flexibility (McNabb, 2015). However, both the questionnaire and the interview will not be used in this case because they are prone to errors such as exaggerations, biases, and omissions (Brown, 2001). Flexibility of questionnaire is not a major issue because data collection will not involve many participants. Sources of errors are introduced by either the items in the questionnaire or the current position holder being interviewed. Sources of errors will be eliminated by direct observation of the incumbent. Direct observation allows the job analyst to see as well as experience the work environment, interrelationships with other workers, complexity, and tools and equipment used. However, the method has been found to be disadvantageous in that the presence of the observer might affect the position holder which may cause him to alter their normal work behavior (Cargan, 2007). However, in this case, the chances of influencing the incumbent’s work behavior is low and the observation will be conducted in such a manner that there is minimum obstruction to the incumbent’s normal work behavior.
Appendix A
Position holder will be involved with day-to-day management of the hotel as well as its staff. The position holder will work with other staff members to achieve the goal of the organization. For example, he will work with the accounts and finance department to ensure a sound financial and budgeting management of the hotel. He will also collaborate with the guest service supervisors to ensure that guests are given superior services. The position holder will also work with the marketing department staff to ensure that marketing of hotel services are executed well. Furthermore, the hotel manager works in collaboration with the human resources manager to make sure that there is adequate, qualified, motivated and well-trained staff working in the hotel. Besides working with the internal staff, the position holder will also work with external people such those who regulate hotel industry and health to ensure that the facility meets government policy requirements and any other conditions such as those of the association of hotel operators. The manager will also liaise with government security organs/agencies to ensure that there is adequate security in the hotel for both the guests and the staff as well as the physical assets.
The following job requirements matrix (Table 1) was created for the purpose of carrying out job analysis.
Job Description of a Hotel Manager
Job description contains several items (See Appendix B). The following are job description for the position of Hotel Manager.
Sustain an operating environment by ensuring there is consistency in guest satisfaction
Monitoring the performance of the hotel using systems put in place to verify and analyze level of guest satisfaction
Maintain high standards of product as well as service quality by conducting ongoing investigations and evaluations of complaints, and initiation of corrective actions where necessary.
Develop accurate short and long-term financial objectives of the hotel
Prepare comprehensive financial reports and present them to the management with clear explanations of variances, trends, and operational effectiveness.
Establish and maintain a competent human resources system which ensure that employees are recruited when necessary and also trained, motivated, and treated in a manner which comply with labor regulations.
Maintain a certain level of community corporate social responsibility program
Implement sales, marketing, and operational activities with the objective of meeting goals as per the hotel business plan.
Ensure appropriate level of safety practices for both the guests and the employees and coordination of emergency services when required.
Establish as well as maintain appropriate preventive maintenance programs with a view to protecting hotel assets.
Implement and maintenance of an communication system within and outside the hotel
Understand statutory regulations, and ensure that the hotel operations are in line with the applicable laws.
Deal with the employees, general public, unions, customers, and government officials in a courteous manner.
Organize and plan work of others
Appendix B
Job Specification of a Hotel Manager
Job description contains several items (See Appendix C). The following are job description for the position of Hotel Manager.
Post graduate degree in management
5 years of experience in management in the hospitality sector
Certification as a hospitality administrator
Knowledge of English, and any other language such as Spanish, French, Chinese, German, or Arabic
Good computer skills
Excellent interpersonal and Communication skills
Appendix C
Conclusion
Recruitment is a systematic process. It involves several steps. The first thing is to identify the title of the job to be filled. In this case, the position is for a Hotel manager. After identifying the specific title of the job holder, then follows the selection of the method(s) employed to gather data of the job the job holder is going to perform: job analysis methods. There are several techniques of gathering data about the job: interviews, questionnaires, and observations. Each method has its disadvantages and advantages. In this case, observation method was chosen. The job context of a hotel manager is then described. Specifically, the relationship between the jobs performed by the Hotel manager with other job holders in the organization is described. A job requirement matrix is then developed for the Hotel manager where specific tasks performed re listed, the task dimension, % of time involved doing the specific tasks, and nature of KSAOs needed to perform the listed jobs. A rank of KSAOs is included. All this information is summarized in a table. Finally, the job description and job specifications of the job are described. These two parts complete the process of recruitment of the Hotel Manager. The steps are applicable when recruiting any other jobholder.
References
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Grobler, P.A., Warnich, S., Carrel, M.R., Elbert, N.F., and Hatfield, R. D. (2006).Human Resource Management in South Africa. London: Thompson Learning
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McNabb, D.E. (2015). Research Methods for Political Science: Quantitative and Qualitative Methods. New York: Routledge.
National Science Foundation (NSF). (1997). Common Qualitative Methods: Observations. Retrieved from: http://www.nsf.gov/pubs/1997/nsf97153/chap_3.htm
Weathington, B.L., Cunningham, C.J.L., and Pittenger, D.J. (2010). Research Methods for the Behavioral and Social Sciences. Hoboken, NJ: John Wiley & Sons.
