SELECTION SYSTEM

SELECTION SYSTEM

Name:

Institutional Affiliation:

Introduction

Job analyses are systematic and purposeful processes for gathering information on the work-associated aspects of a job. The front office supervision is the selection system that I shall create for Sleep Tight Inn.

Job Analysis Method

The job analysis interview is the job analysis approach I will use. I would use this method because it meets a wide range of purposes (Gordon et al. 2019). It also most regularly used job analysis approaches. Trained analysts would ask queries about responsibilities as well as work-related characteristics needed and employment conditions. Information is gathered via individual or group interviews. I prefer this approach because one of the pros of the job analysis interview is an inventory of task analysis. The catalog provides a practical approach for gathering information from many proposed staff members. Verification interviews are carried out with various interviewees to examine and adjust data acquired in the initial interviews and discover the work aspects that could have been previously assumed. To review and improve the draft of the job inventory interview schedule, follow-up interviews are carried out with the previous interviewees. This approach of obtaining data has explored, and an excellent interview schedule was designed to apply with various jobs. Structured interviews were used because they were more relevant in offering the job analyses data valuable in selection applications (Suan & Nasurdin, 2016). The two aspects that have influenced the job analysis role in the selection are professional principles and federal standards. Federal policies are uniform standards on procedures of employee selection. Professional guidelines are standards for validation and application of methods of personnel selection. These standards have encouraged that job analyses be part of development.  From the reviews, the data collected involves information on essential work behaviors, job tasks, and duties performed on the job under research, as well as WRCs needed to carry them out.  The information collected is associated with what represents effective work performances and successes. Successful work performances and important job tasks assist in producing two vital results that reinforce selection programs. Criteria measures such as counterproductive work behaviors like tardiness and absenteeism, performance evaluation, and job tenures represent what the company is interested in forecasting about future work behaviors of applicants if recruited (Gordon et al. 2019). Predictors and selection procedures such as employment interviews, tests, and application forms reflect the WRCs required for job success and applied in making predictions concerning future work performances.

Front office supervisor

1. What the employee does; when, how, and why these tasks are carried out:

At the Sleep Tight Inn, the front office supervisor is responsible for:

• Coordination with different other units for offering the best customer services,
• Night auditing,
• Maintaining client accounts in the inn,
• Registering clients,
• Reserving rooms in the inn.

1. Equipment and tools applied in carrying out work tasks:

• Computers, telephones, printers, faxes,

1. The work environment context, like physical working conditions and work schedules

Perfect candidates should:

• Operate within the full spectra of all those who are involved as front office supervisors.
• Have the abilities to work in fast-paced and high-pressure environments and,
• Be able to think and be a team player, creatively.

1. Requirements of personnel carrying out the job like personality traits, abilities, skills, and knowledge

For this position, the fundamental work-related characteristics (WRCs)

• The person should have the ability to think clearly under pressure and on their feet and have confidence.
• The employee should be a service-oriented person, have high energy, and be friendly.
• The front office supervisor should be comfortable creating a welcoming environment and be an agent of change.
• The personnel should be a self-starter and proactive individual who can work well both as part of a team and independently.
• The front office supervisor should possess excellent leadership and communication.
• The supervisor should be a creative and strong problem solver.

References

Gordon, S., Adler, H., Day, J., & Sydnor, S. (2019). Perceived supervisor support: A study of select-service hotel employees. Journal of hospitality and Tourism Management, 38, 82-90.

Suan, C. L., & Nasurdin, A. M. (2016). Supervisor support and work engagement of hotel employees in Malaysia. Gender in Management: An International Journal.