Regency Hotel: Career Center Designing Research Paper

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Updated: Jan 17th, 2024

Introduction

Hotel Regency is a well-known hospitality business that expanded rapidly in the global market. The hotel has a recognized brand name, and it plans to expand worldwide by acquiring new properties and businesses. In order to seize growth opportunities, it is necessary to connect people by offering them a career path that promises better life and career opportunities for them. Moreover, the company feels that if it builds cordial relations with community members, then it will help the company to accomplish its missions to serve humanity.

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Mission Statement

The mission statement of the company is provided below.

The hotel aims to address its clients’ needs in a competent and responsible manner. The hotel strives to deliver impeccable service with a commitment to ensure that every new customer can enjoy his or her stay. The hotel also aims to create a work environment that nurtures the growth and development of its staff. The company has a mission to become a “giving member” of society and improve the lives of people by indulging in ‘corporate social responsibility.’

Corporate Needs

The corporate objective of Hotel Regency is to address the issues of people with a diversified background. People from different cultural and ethnic backgrounds use hospitality services for their comfort. Therefore, it is necessary to remove the biased approach and discriminatory behaviors that may occur due to the differences in ethnic backgrounds. Therefore, the company uses the platform of the tis career center to bring people together and foster a good cordial relationship amongst them (Morem, 2009).

Moreover, the company feels that most of the young Americans are not able to finish college or university due to the rising costs of education. The company’s corporate objectives are related to fulfilling its corporate social responsibility as it wants to promote its brand name by promoting the personal and professional growth of individuals. In this regard, designing a unique career path for its employees is essential for a company to gain success in the saturated hospitality employment market (Hughey, Nelson, Damminger, & McCalla-Wriggins, 2012).

Furthermore, the company feels the need to build partnerships with local businessmen and suppliers so that they could provide resources that would be needed for its career center. The company also requires career-counseling centers. However, these needs of the company could only be met if the company’s network is strong, and it has the means to create an innovative career center that caters to the needs of the people (Rakis, 2012).

The company should undertake the following steps when designing a career center (Zunker, 2012):

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Steps

  1. The location of the career center should be convenient for people to approach. It could be built within restaurants located at the company’s hotels or different locations such as employment centers that could be targeted for students from different colleges and universities. The location of the career center would determine how the company serves the community with its available resources for the career development of potential candidates.
  2. The company should collect information from all relevant sources that could help in the career planning and development of individuals. In short, the company should build an informative library for graduates and students. The library should provide services to individuals in order to identify their career objectives and find suitable job opportunities.
  3. The company should conduct workshops and different programs in an effective manner. The workshops should be tailored in such a way that they offer insight into different career goals and paths to achieve them. They should also help clients to build or improve their resumes using specific writing and interview techniques.
  4. The fourth step should be to build a network that supports the career center. In this regard, the company should partner with local agencies that could provide finance and resources for career counseling. The company should also partner with colleges and universities so that they could provide further support by offering any training program that could be useful for the career enhancement of individuals.
  5. Furthermore, the company should incorporate interactive sessions that promote face-to-face correspondence. It is an important part of the career center design because many clients hesitate to talk about their careers in a group. Therefore, they would get personal attention through the career center. Moreover, practice interviews should be conducted on a regular basis that could help students and graduates perform better in actual interviews.
  6. The final step requires the company to develop a website through which people in farther communities could be reached to help them in their career paths. The website should provide information about the hotel and the careers offered by the company. An online chat system is an added-value service that could be offered to individuals who have problems in reaching the career center.

Essential Components of Hospitality Career Centre Program

The Career Centre Program enables organizations to analyze and offer a range of occupations to potential candidates based on their requirements of skills and expertise (Morem, 2009). Career Centre Programs are used as a tool to enhance the effectiveness of individuals in various occupations. For a career center program in the hospitality industry, it is essential for an organization to get involved in assessment processes to understand the needs of the business and develop its policies accordingly.

Psychological Testing

Psychological testing and assessment should be incorporated in the career center programs through structured interviews and stimulating activities that provide comprehensive views of the needs of employees (Zunker, 2011). The psychological perspective of testing identifies the personality characteristics of an individual.

Evaluating Performance

Evaluating performance is one of the essential components for the efficient working of a career center program. It involves an assessment of the progress of the program by analyzing the performance of individuals and teams. Benchmarking could be an effective tool that should be implemented to determine the performance of individuals in response to various tasks. It should allow the organization to highlight the advantages and disadvantages of the current strategies of the program.

Reporting

The manager and supervisor of the career center program should make use of the information gathered from different assessment programs and sessions to understand given tasks. The managers should develop narrative reports for understanding human behavior and the basis for making career choices. However, such narrative reports should remain confidential. The information in these reports enables organizations to compare the current performance and defined objectives. It is essential that these reports should be deleted after the completion of the task.

It is important to have a good employee for any company and, therefore, individuals should be given a good career match because a competent employee who is devoted to his or her career can address issues of clients. Moreover, a good employee would strengthen communication with the employer that is needed to create and promote an effective career center. In short, the career center requires competent staff with motivational strengths so that they work efficiently for building careers for others (Pickman, 2013).

References

Hughey, Kenneth F., Nelson, D., Damminger, Joanne K., & McCalla-Wriggins, B. (2012). The Handbook of Career Advising. London: John Wiley & Sons.

Morem, S. (2009). How to Plan and Develop a Career Center. London: Infobase Publishing.

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Pickman, Alan J. (2013). Special Challenges in Career Management: Counselor Perspectives. New York: Psychology Press.

Rakis, J. (2012). Career Resource Centers: An Emerging Strategy for Improving Offender Employment Outcomes. New York: John Rakis.

Zunker, Vemon G. (2012). Career Counseling: A Holistic Approach (8th ed.). Mason: Cengage Learning.

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IvyPanda. 2024. "Regency Hotel: Career Center Designing." January 17, 2024. https://ivypanda.com/essays/regency-hotel-career-center-designing/.

1. IvyPanda. "Regency Hotel: Career Center Designing." January 17, 2024. https://ivypanda.com/essays/regency-hotel-career-center-designing/.


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IvyPanda. "Regency Hotel: Career Center Designing." January 17, 2024. https://ivypanda.com/essays/regency-hotel-career-center-designing/.

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