Hotel California – St. Kilda
Job Advertisement and Selection Procedure for a Front Office Receptionist
General Position Description
The Front Office Receptionist will be employed on a full-time basis. S/he will be reporting to the Assistant Manager – Customer Relations. The role of the Front Office Receptionist will be in the service of day to day hotel functions, including but not limited to, front office reception, word processing, secretarial, and any other administrative duties that s/he may be assigned. The receptionist will also handle the Hotel telephone switchboard, reception counter services, and other public address announcements as may arise from time to time.
The position requires high level of competency in extensive fields of administration and customer service in relation to the ethos and values of Hotel California, Inc.
Key Selection Method
The person should have excellent communication skills with superior telephone etiquette for professional communication with the public and clientele.
They should be in a position to control a very busy switchboard and reception desk. In addition, they should be knowledgeable on matters of emergency procedures and other urgent situations as may arise in the Hotel.
They should have proficiency in Microsoft products (Word, Power Point, Access, and Outlook) as well as knowledge of the internet.
They should possess a good sense of humor and demonstrate initiative.
They should be able possess high level of written and verbal communication skills as well as mastery of two or more foreign languages of their choice.
The person should be able to prioritize tasks efficiently and have proper time management strategies.
The person should dress professionally according to the dress code of Hotel California.
Hotel California Induction Policy
The purpose of this policy is to ensure that every employee at Hotel California settles at their respective positions effectively and efficiently. It comprehensively introduces the employees of Hotel California, Inc to their relevant systems and processes of the workplace so that they can perform effectively and develop in their positions.
The policy is relevant to all employees of Hotel California, including the top management executives, whether Australian or international. It also encompasses all forms of employment, whether full-time, part-time, contractual or casual employment.
All new employees at Hotel California, Inc will participate in an induction process in order that they will settle in their respective responsibilities in the shortest time period possible. This is also to ensure that they adjust to the work environment easily. This is as approved by the Hotel Management Board (HMB) in September 2010.
All new employees will therefore undergo the induction process over their initial employment period. This induction process is meant to impart them with the necessary information as well as support to enable them undertake their respective job positions effectively. It is the mandate of all Supervisors and Managers of Hotel California, Inc to provide the necessary induction program to all new employees in harmony with this policy. In this context, Managers are to ensure that the employees get their paid work release so that they can participate in these mandatory induction processes. The Managers of Hotel California, Inc are also responsible in ensuring that these induction processes are carried out and completed in a timely fashion.
The procedures to be carried out to ensure that this policy is supported will include:
- Advice to new employees and managers of the importance of the induction process and as a key requirement in the employment process. Therefore, appropriate documentation and access will be provided to every employee in order to have the induction processes tracked efficiently.
- Appropriate work area induction. This will involve inducting the employees on workplace health and safety, equity matters, emergency procedures, important Hotel employment policies and traditions, and work area activities of urgent concern.
- Record of the induction process. The Manager overseeing the induction exercise will sign off the checklist to ascertain that all employees have passed through the process. The checklist will then be returned to the Human Resource Manager, who will attach the checklist together with the employee’s file.
Australian Workplace Legislation
An important piece of legislation to consider in Australia is the Australia’s National Workplace Relations System, established by the Fair Work Act of 2009. It generally covers the majority of Australia’s private sector employees as well as employers. As set out in the Fair Work Act of 2009, the key elements of workplace relations are:
- The establishment of a safety net of minimum employment terms and conditions.
- Enterprise-level collective bargaining influenced by the obligations and rules of bargaining in industrial action.
- Provision of flexibility arrangements for every individual employee as well as flexible arrangements for the employers. However, this should be made in such a way that the employee has the priority.
- Protections against unlawful or unfair employment termination.
- Preservation of the freedom of both employees and employers in selecting whether to be represented by a third party in workplace matters or not.
This piece of legislation plays a major role in the regulation of Australian employment, especially in the private sector. The legislation affects recruitment, selection and induction of new employees in a lot of ways since it regulates the whole process of employment. For instance, by providing protection against unlawful or unfair employment termination, employers might find it hard to eject employees who they feel are a bother. On the other hand, the law preserves the freedom of both the employers and employees to choose whether to be represented by a third party in workplace matters. This can serve to introduce a high level of independence on the employees’ side since the law already provides for the freedom. The legislation goes further to offer provisions for employee and employer flexibility in making arrangements that best meet their genuine needs. This provision may be contravened by employees as well as the employers in a bid to sustain them in the workplace. They may therefore bend normal company rules because they feel protected by the Act.
In case of negative flexibility on the side of employees, employers might find it difficult to select, recruit and induct similar employees in the future. This then creates an entropy (or organizational wasting). Still, the employers might use the provision on flexibility to their own benefit. By bending rules and regulations - and purporting to act specifically by this provision – the employers will control what goes on in their respective firms. This is done by obviously ignoring the other rules and regulations that may exist to keep their conduct in check.
However, there also lies a positive outlook to the same legislation. Assuming that employees in the workplace face unfair treatment, this piece of legislation comes in to check off the imbalance and create harmony between the employees and their employers. Therefore, despite the many loopholes that the legislation raises, it has served as a regulation factor for most of the Australian private sector. This has resulted in the streamlining of the sector, allowing positive growth in the process.
Colvin, John H. C, Graeme Watson, and Nicholas Ogilvie. An Introduction to the Industrial Relations Reforms. Chatswood, N.S.W: LexisNexis, 2006. Print.
Cook, Peter. The Australian Workplace: Best and Fairest: [address Delivered by Senator Peter Cook, Minister for Industrial Relations, at the National Press Club, Canberra, 24 June 1992]. , 1992. Sound recording.
Australia's National Workplace Relations System | Department of Employment." Department of Employment. n.p., n.d. Web. 7 Nov. 2014.