Hospitality And Tourism Industry Commerce Essay


Hospitality and tourism industry is one of the biggest industries in the world, there are so many industries in the world but hospitality and tourism industry become the most successful industry day by day. Hospitality industry is the relationship between the guest and host and the tourism industry is the purpose of recreation, leisure and business. Hospitality and tourism industry is most diverse, exciting, challenging and important in any part of the world this industry offers more career and opportunities that are dynamic. There are so many element in that industry the tourism industry include such as

The hospitality and tourism industry is actually the industry of the people but not to focus on those people who are our guests and customers but the people who are served the guests and customers, so many people have involved in this sector and these people are no doubt the real assets of the company because without the employees, there would be no need for other assets and therefore when the good management takes care of its employees, the employees no doubt will be more motivated to take care of the guests and customers. There is the chart below to show how many employees are working in this sector in which hotels, restaurant, pubs, contract cater and tourism.

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In 2008 there were over 922 million international tourist arrivals, all over the world in United Kingdom and the growth of 1.9% if we compared as 2007. International tourism receipts grew to 944 billion US dollar in 2008 which is increase in real terms of 1.8% on 2007 and in hospitality industry there are 1.9 million people, about 7% of the total working, in that current situation we can see that the hospitality and tourism industry will increase in a higher level, and most of the Asian and Western countries working together to promote this industries.

What is restructure

Restructuring means to restrict the companies' policy for the next time. A company restrict their policies in every department and making the new ones according to the precious ones and to see which department they are week and how to improve the organization for the next year therefore an organization should have to use the fundamental goal and facilities of clear, open, and communication that can enable the organization learning and clarify accountability for results.

Since the world is changing continually and all the big and small companies aware the importance of restructuring to improve their quality and services in these competition therefore they restrict their policies and up to date it.

Why restructuring is need

There are so many things which we can see how the restructuring is important which can be

Need new skills and capabilities to meet current or expected operational requirements

To create the new technology because of changing the work flow and production

Personal retention and decrease turnover

Workforce productivity and increase their progress

Significant qualification and skill people increasing

Parts of organization should be under control

Expected results of restructuring

If the organization will restructure their company every year they can get the better results which help the company progress every year and therefore the company result can be

Reduce turnover

Improved productivity and morale

Increased organization effectiveness

Decrease of weakness of every department

Less unlikelihood of lazy staff

Reduce unfair dismissal litigation

Enhances your positioning

Support for better design

Here I have a task to write a report for Jayne on the subject of recruitment in Tourism and Hospitality. My report include that

An analysis of the recruitment processes in Tourism and Hospitality

Legal and ethical obligations in recruitment and selection

The importance of job descriptions

The role of person specifications

The structure and content of CVs

1. An analysis of the recruitment process in Tourism and Hospitality

The recruitment is the process of all about the gathering information about the jobs and matching the job according to the qualified people therefore recruitment refers the process of attracting, screening and selecting qualified people for an organization or a company.

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The human resources are not just the responsible for conducting the interviews but also HR to develop the recruitment process.

The recruitment process analysis is not a simple process there are several goals in which the HR officials analyse and make the best recruitment process. The recruitment process analysis can be:-

To identify the gaps for the recruitment

Using the best performing recruitment sources and channels

Using the possible way for reducing the cost

Being the recruitment process get the real evidence

Take the best step to eliminate turn over

Which kind of employment could be offered

A statement outlining how the job fits into the overall structure of the organization

If we analyse the recruitment processes in tourism and hospitality industry we can see that this industry is growing fast day by day and there are plenty of jobs creation in this sector. So many hotels open day by day as the demand of travel and tourism industry is gradually increasing in the world therefore there are many departments in hotels which offer the wide range of jobs in each of departments mainly

Front Office

Back Office

Customer relation

Accounts department

Marketing department

IT department

Maintenance department

Housekeeping department

Leisure and fitness department

Banqueting & Conferences etc.

Hospitality and tourism industry no doubt is one of the biggest industry therefore the recruitment process analysis can help the HR recruiters to increase the quality of service and find the real gaps in recruitment process which they want, but if we see the turnover of the industry we can see that the turnover of employee is more than other industries here we can see the comparison of turnover of hospitality industry with the other industries,

Every organization has used the two methods for choosing the candidates which is internal and external. Internal sources is that resources which a organization used itself, like the promotion of employee or the transfer of employees from one department to another department to fill the position and the external resources where the organization used all the others outsourcing agencies for the particular post. There are some internal and external resources is that

Internal sources




On behalf of relatives

Retired employees

Retrenched employees

External sources


Educational institutes


Employment exchange

Labour contractors

Employee referrals

Recruitment at factory gate

2.Legal and ethical obligations in recruitment and selection

When recruit the staff it is important that the employee should know about the legal and ethical obligations because form it he/she knows about his/her legal and ethical obligations for the company, there are so many legislations, in hospitality and tourism recruitment but we can divided it in three categories.

Legal and ethical obligations

Employment law Anti discrimination legislation Data protection

Employment law

Employment law is the body of the law in which the working people of the organization restriction the law which the administrative rulings addressed, however there are two categories of labour law.

Collective labour law

It's a related to the tripartite relationship between the employee, employer and union

Individual labour law

It is all about related the rights of employee at work and through the contract for work.

It is actually the demands of workers for the better results from the employee and simultaneous demands of employers to restrict the powers of workers. The employment law include such as

Employment contract

Working time

Minimum wages

Unfair dismissal

Health and safety

Child labour

Collective labour law

Labour union

Workplace involvement

International labour law

Anti discrimination legislation

In the recruitment process it is important to aware of certain legal issues in order to minimize risk. In which job postings, interviews and all other things which meets according to the legally job requirements, but however sometimes the recruiter staff asked unlawful or even discriminatory question. The anti discrimination legislation include

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Family status

Marital status



Place of origin

Data protection

The data protection act is the responsibilities of the employer to keep the personal data in a fair and correct way it is also controls that how your personal information is used by organization. It is a quite complex, but there are some common sense rules known as the data protection principles.

Information used in a accurately

The information process should be according to the legal rights

Information should be secure

Never transfer the information outside the organization

It should be fairy and lawfully

It used only for limited

Use information in an adequate way

Ethical obligation

Ethical obligation is the responsibilities or the behaviour of the employee on the work with their colleagues and customers, how his/her attitude and how much he/she is corporate with there staff manners. The ethical obligation included such as

Work with colleagues and customers in a friendly way

Work in a socially diverse environment

Follow all the policies

Help to develop the hospitality industry

Good communication on the telephone

Providing good services to customers

Promote productivity

Deal the conflict situation

3. The importance of job descriptions

Before taking the interview it is very important to write the job description in place for each unique position because job description is a list of the general tasks, functions and responsibilities for the particular position in job description its also included to whom the position reports, specification such as the qualification, experience and qualification needed by the person for the particular job as well as the salary range for the position.

The importance of job description is usually developed by conducting the job analysis which includes the tasks and sequence of tasks importance to perform the job. It is also to have the clear outline of duties, responsibilities, and also the expected result associated with a job.

The purpose of job description

Job descriptions are used for the different purposes by the employee and the human resources department. The purpose used for the job descriptions can be

Clear definition of the functions and responsibilities

Mechanism for recruitment

The training of employee and updating performance standards

Successful planning for the organization development

For assigning jobs

Company's positions against those described by descriptors in salary surveys

Included the perform and other duties as assigned

Increase the results of organization

Performance the specific duties as well as the other duties

Key elements of job description

It is important to understand the fully technical definition of the job before understanding what a job description is entails. In fact the job description is a collection is the tasks, duties and responsibilities assigned to an individual.

The job description should include the following.

Job title

Location of the job

Purpose of the job

Employee's responsibilities

The role of employee

Other clerical duties

The positioning summary


Salary and benefit

Signature and date

It is not important to include any judgment in job description. It should not state what is expected in the future, and should not discuss how well the job is being performed. This tool is using for measuring and establishing further career development, but is should be written in the employee's performance management plan. When assessing a job description, the manager should must ask if the specific employee left the job, would anything can change in the job description, if not then the job description procedure is as it should be.

4. The role of personal specifications

The personal specification is as important as the job description. A person specification is actually the profile of the ideal candidate which the company want for the job. It is the lists of criteria of the person which is important to carry out the job. A well crafted person specification has many benefits which is

It helps the employee to identify what's the qualities company required

It helps the recruiters whether the candidates meet the requirements

It helps the recruiters to justified using objective criteria for calling the interview

It can used for the basic staff development such as appraisals or promotion

It helps the recruiters filtering out unsuitable candidates at the early stage

It provides the guideline for the employees when devising job advertisement for the application

It can reduce bias in the recruitment and selection process

The person specifications are actually the extension of the job description. It provides the clear outline for the employees which requirements the company wants for the particular post including these skills/knowledge/aptitudes and experience performance of that job.


The person should be educated and required qualification must be necessary for the satisfaction of job performance. In hospitality and tourism industry person qualification is more important because without qualification he/she cannot work and education documents approved with the relevant education authority, and make sure that this education is directly relevant to the job.


The person should have experienced because the experience person have the more beneficial for the organization and specially in hospitality and tourism industry which is more vital industry experience person is more beneficial instead the inexperience person but there are some jobs as well where no need of experience person but if the demand of the experience person that it should be mention in job description, and also the evidence of pervious jobs where he/she worked before and how many years he/she involved in that field.


The candidate should have the ability to work under the pressure and in can control the various situations in her/his excellent knife skills.


The person who will post for the job available at any time and split shifts fully flexible whenever he/she will call available for the job at any time.


The personality is a very important for person specification if he/she has all the thing but personality will not good which can create the bad impact on organization therefore he/she must be smart appearance with excellent standards and maintain the good behaviour with other staff members. In hospitality and tourism industry where they are the customer's service the personality should according to the demand.


The person should punctual and come on work on time, punctuality shows his/her interest in the job, be honest and corporate with each members of staff.

5. The structure and content of CVs

CV is usually prepared for the job application. It is a straight outline of a person's profile in which he provides his bio data in which education, experience and professional history written in the CV. The information is normally structured with the following elements.

Contact information







Personal information

Points to remember for your CVs

You should always consider what you would like to say yourself in CV. What's your strength, why would you make a good employee and if you are looking to a particular type of role, then it should be related with you details? Your CV must be clear and easy to read and your CV should be

Your structure of CV logically

Only use white A4 paper with black print.

Spelling should be correct and grammar always

Use spacing as well

Highlight the different sections

Fount you will use should be Arial and Times New Roman is probably the best

Your CV holds the enough information to spark interest

The structure of CV

Personal derails


Your skills

Future plans

Work experience