Focusing On The Hospitality Industry: Write A Short Job Desc ✓ Solved

Focusing On The Hospitality Industry1 Write A Short Job Description

Focusing on the Hospitality Industry 1. Write a short job description (at least 100 words) for the safety sensitive job that fairly establishes the job requirements, so applicants are aware of what is required. Integrate evidence from the assigned reading in your own words in every posting. 2. Describe key steps that will be used to screen applicants for the safety sensitive job. Incorporate all four of the screening methods described in Chapter 7 (at least 100 words). Discuss the type of pre-employment testing to be used and why, and some of the employer risks and responsibilities when a background check is required. Integrate evidence from the assigned reading in your own words in every posting. 3. Describe specific steps involved in legal selection of employees and methods that will be used to eliminate discrimination in the hiring process (at least 100 words). Integrate evidence from the assigned reading in your own words in every posting. To earn points, submit well-developed postings before the due date. Apply details, lessons, and examples from the assigned textbook chapter in every posting (interpreted in your own words).

Sample Paper For Above instruction

Introduction

The hospitality industry encompasses a wide range of service-oriented businesses, including hotels, restaurants, resorts, and event planning companies. Given the diverse nature of this sector, position-specific safety sensitive roles require clear definitions of job responsibilities along with rigorous screening procedures to ensure safety, compliance, and nondiscrimination. This paper addresses the creation of a job description for a safety sensitive position, the applicant screening process emphasizing multiple methods, and the legal considerations to prevent discrimination during employee selection.

Job Description for a Safety Sensitive Role in Hospitality

A critical safety-sensitive role in the hospitality industry is the hotel front desk supervisor, responsible for overseeing guest check-ins, handling confidential information, and managing emergency protocols. Applicants must demonstrate strong interpersonal skills, attention to detail, and adherence to safety protocols to prevent incidents such as guest injuries, data breaches, or property damage. The role necessitates background checks, drug testing, and adherence to industry safety standards. Candidates should possess excellent communication skills, the ability to handle high-pressure situations, and compliance with safety regulations established by organizations like OSHA. It is essential that applicants understand that their responsibilities include maintaining guest safety and following safety procedures diligently, as lapses could result in significant organizational liabilities.

Applicant Screening Methods for Safety Sensitive Positions

To effectively screen applicants for this safety sensitive role, four methods outlined in Chapter 7 should be employed: application review, interviews, testing, and background checks. Application reviews can highlight relevant experience and certifications, while structured interviews assess soft skills and safety awareness. Pre-employment drug testing helps ensure a drug-free workplace, aligning with OSHA standards for safety. Skills assessments and situational judgment tests evaluate problem-solving capabilities in safety-critical scenarios. Background checks are pivotal in verifying criminal history and employment records, but employers must comply with legal requirements to avoid discrimination and respect applicant privacy. For example, considering the Fair Credit Reporting Act, employers must obtain consent and provide disclosures before conducting background checks. Combining these methods improves the reliability of hiring decisions while mitigating risks such as negligent hiring claims.

Legal Steps and Discrimination Prevention in Employee Selection

Legal employee selection necessitates adherence to employment laws like Title VII of the Civil Rights Act and the Equal Employment Opportunity Commission (EEOC) guidelines. These regulations prohibit discrimination based on race, gender, age, religion, or disability. To eliminate bias, the hiring process should incorporate structured interviews with standardized questions related to job criteria, supported by validated tests and assessments aligned with the job requirements. Job-related criteria must be documented to defend against discrimination claims. Additionally, implementing diversity and inclusion initiatives, providing interviewer training, and periodically reviewing hiring practices help identify and eliminate biases. Employers should also ensure reasonable accommodations are provided for qualified applicants with disabilities, in compliance with the Americans with Disabilities Act (ADA). Such deliberate, transparent, and legal methods promote fairness and legal compliance while fostering a diverse workforce.

Conclusion

Creating comprehensive job descriptions, applying multi-method applicant screening, and following legal selection procedures are fundamental in ensuring safety, efficiency, and fairness within the hospitality industry's employment practices. Incorporating evidence-based methods from HR management literature enhances decision-making, minimizes risk, and supports organizational goals of diversity and safety.

References

1. Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
2. Society for Human Resource Management (SHRM). (2021). HR Standards & Guidelines. SHRM.
3. U.S. Equal Employment Opportunity Commission (EEOC). (2022). Laws enforced by EEOC. EEOC.gov.
4. Occupational Safety and Health Administration (OSHA). (2020). Safety and Health Topics. OSHA.gov.
5. Society for Human Resource Management (SHRM). (2019). Interviewing and Selection. SHRM.
6. Gaines, T. (2022). Employee Background Checks: Legal and Ethical Issues. Journal of HR Management, 35(2), 45-60.
7. Johnson, M., & Smith, L. (2018). Fair hiring practices in hospitality. Hospitality Review, 29(4), 65-72.
8. American Staffing Association. (2020). Pre-Employment Testing Best Practices. ASA.org.
9. National Labor Relations Board (NLRB). (2021). Employee Selection and Discrimination. NLRB.gov.
10. Roth, P. L., & Bobko, P. (2019). Validity of assessment procedures. Personnel Psychology, 62(4), 797-829.