Discussion

interview a corporate leader in the area of human resources and submit a five-page summary of the conversation. Here are the requirements: The person to be interviewed must be approved. Include their name, company/organization, current job title/responsibilities. No family members or extended family members are eligible. The paper must discuss at least five leadership concepts presented in the text or lectures. Topics to consider: Validity, reliability of tests or processes, selection interviews, application development, job analysis, selection assessments, disparate impact, disparate treatment, legal issues, personality assessment or “fit,” or any subject that is one of the 15 chapter titles from the text.

General guidelines for the paper:

Address the following using a third person narrative in paragraph form (APA Style) not short answer. Papers should be completed in at least three pages but never more than five pages, double spaced, Times Roman size 12 font. Below is an example of referencing your own experiences when writing in third person:

As a student of the business course MGT 475 (Leadership in Organizations), this author was assigned to a group. Consisting of four students, this group created a website for incoming students who attend the course program at SDSU.

The step of submitting to group desires was quite hard for the author of this paper because of the desire to reach the self-set goals and did not want to give up the invested time and money. However, all team members decided to invest more effort and more activity to get a satisfactory result.

Remember that the paper should not present questions then answer them, as in a short answer format. It should be written as a narrative, a story where each paragraph should be description of the topics addressed by the questions.

Excellent papers will have a strong introduction, describing a little about the company, the person you interviewed and their background. Complete your introduction with a brief preview of the topics you will address, perhaps including why they were appropriate.

In the body, devote at least one paragraph for each topic discussed in the interview. Include their response and your thoughts.

Observation Date: February 16, 2024
Miriam Shamoon
Observation Time: 9:00 AM – 9:40 AM
Job Description
A Luxury Hotel Front Desk Manager/Director is responsible for ensuring that operations at the
hotel’s front desk run well. This person oversees directing all elements of guest services,
including check-in and check-out processes, dealing with guest queries and complaints, working
with cleaning and maintenance workers, and administering the reservation system. The front
desk manager must have great communication skills, attention to detail, problem-solving ability,
and leadership traits to effectively manage the front desk crew and assure visitor satisfaction.
Reason for Selection
I selected to observe the Hotel Front Desk Manager/Director position because it is critical to the
overall visitor experience and the smooth operation of a hotel. This role needs a wide range of
abilities and involves contacts with visitors, workers, and other departments, making it an
intriguing topic for observation and analysis. I currently work for a noble house luxury resort in
Del Mar called L’Auberge.This role requires good communication and organization skills, the
ability to motivate and inspire and a desire to take care of others.The ability to perform all front
office functions both quickly and efficiently. The responsibility of hiring, training, and
development of associates working for the front desk are part of the position. In this position it is
important to Initiate monthly department meetings, attend weekly staff meetings and sales
strategy meetings when needed to ensure all policies and procedures are in place. Lastly, having
the ability to understand and explain the SOPs put in place and the team members handbook.
Observation
During the 30-minute observation time, I shadowed Mr. Maranto, the Hotel Front Desk Director,
while he ran the front desk operations.
9:00 AM.: Mr. Maranto greeted visitors as they came for checkout, creating a warm and friendly
atmosphere. While also helping with any issues that they experienced during their stay.
9:10 AM: He addressed a guest complaint about a noisy neighbor in a timely and professional
manner, giving a room swap and a complimentary breakfast at Adelaide as a token of goodwill.
The guest was happy.
9:20 AM: Mr. Maranto worked with housekeeping to accelerate the cleaning of a room for an
early check-in.He also followed up with the housekeeping about the rooms that have been on the
queue for a long time.
9:30 AM: He had a quick discussion with front desk workers to delegate responsibilities for the
day and provide feedback on previous performance. He made emergency keys just in case the
system stops working.
9:40 AM: Mr. Maranto went to the back office to work on his manager’s checklist. He started
with payroll, scheduling, accounting, and some operations to make sure everything is working
great with the SMS system and Alice. Those are the systems they use for the hotel.
Factors Contributing to Success
Mr. Maranto’s success in his profession is due to his good interpersonal skills, ability to manage
tough circumstances calmly, and effective cooperation with other hotel departments. He
maintained a good attitude during the observation time, which was highly received by both
guests and workers.
Areas for Improvement
Mr. Maranto did excellently, yet there are places where he may improve even more. One solution
is to take proactive steps to avoid typical guest concerns, such as providing earplugs to visitors in
noisy areas. He might also offer more customized service by greeting clients by name and
anticipating their requirements before they emerge.
Assessment for Selection
To choose applicants for the Hotel Front Desk Manager/Director post, relevant knowledge,
skills, and abilities to examine include:
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Understanding of hotel operations and guest service standards.
Excellent communication and interpersonal abilities.
Capability to multitask and prioritize things efficiently.
Problem-solving and conflict-resolution skills
leadership and team management skills
Interactions
Mr. Maranto dealt with customers and staff in a polite and professional manner, actively
listening to their problems and responding quickly. He showed good leadership throughout the
staff meeting, encouraging a collaborative work atmosphere.
Conclusion
Overall, seeing the Hotel Front Desk Manager gave important insights into the tasks and
abilities necessary for success in this position. Mr. Maranto’s performance demonstrated
several excellent attributes required for efficient front desk management, with areas for
additional improvement recognized.
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Online, Third party Selection Services Observation and Analysis
Miriam Shamoon
San Diego State University
MGT 461 Human Resource Selection
Professor Mark E. Nicholson, PsyD.
April 16, 2024
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Online, Third party Selection Services Observation and Analysis
Indeed is a popular worldwide online job application platform that offers its services to
job seekers who can apply directly on the platform or upload a resume that links them to
employer listings. Indeed effectively provides comprehensive features for job seekers and
employers as a platform, primarily due to effective features such as an interactive, user-friendly
interface design that makes it easy. Additionally is LinkedIn. Similarly, the LinkedIn online
platform mainly caters to job seekers and employers. People create profile portfolios on the
platform that showcase their talents, experience, and academic prowess (Hayes, 2021). For
employers, this allows them to post or advertise their listings and engage with the talents through
their profiles. As a platform, LinkedIn comprises interactive features that recommend and guide,
which is effective for its target audience (job seekers and employers). Another online selection
service platform is Monster. This service-based platform focuses on the provision of job listings
through a global online job board. As a platform, Monster uses a user-friendly interface with
tools and features that help navigators, including HR software, find talent worldwide.
Similarities And Differences
Based on the context of online selection services, these platforms include a range of
similarities and differences that each define them. Drawing from the similarities across all the
platforms, they comprise and include the same target audience. On all platforms, they seek to
offer HR services that enable jobseekers to find employment and employers to find the perfect fit
and talent for their organizations. Profiles in their platforms effectively allow them to interact
and engage with each other. Additionally, in all platforms, there is increased mobile accessibility.
Across the platforms, each offers a mobile app accessibility that allows recruiters and job seekers
to access and find their listings or qualified candidates for the hiring processes.
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However, despite these sites being popular platforms where people seek employment
services, they differ in several aspects. The first difference is based on its focus. For instance, the
Indeed platform mainly focuses on job listings and connecting its audience to them. On the other
hand, LinkedIn, through their profiles, prioritizes networking to build professional development
(Hayes, 2021). Further, Monster mainly comprises an extensive job board offering a wide array
of job postings without focusing on networking or connections. Another significant difference
between the sites is the features and the functionality purposes. For instance, the Indeed platform
provides helpful features for job searches. In LinkedIn, however, these features are primarily for
networking and personal brand builds, which eventually help in a career search. Further, the
Monster platform offers features like company profiles and job search tools that are useful for
finding career opportunities.
Strengths and Weaknesses
One of the significant strengths of Indeed is the comprehensive database the platform offers
for opportunities. This helps in effectively placing opportunities for people worldwide (White &
Borttoff, 2021). Another strength is the easy user interface design, making it easily accessible to
every level. Indeed, it offers easy design features such as search bars and resume uploads,
making navigating the comprehensive database of jobs and career opportunities easy. On the
other hand, the platform also faces the weakness of having limited space for personal branding or
recognition. Indeed, as a platform is central to its job search, allowing easy job navigation.
However, this limits the opportunity for personal branding that could further showcase talents or
expertise, making it challenging to leverage personal achievements.
One of the strengths of LinkedIn is its platform networking and personal branding feature.
This feature provides users with comprehensive tools that enable personal branding and
showcasing. It also allows users to network with peers and pioneers in their respective fields,
promoting career development and industry establishment. However, the platform also faces
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weaknesses. For instance, the most significant features, like advanced searches on LinkedIn, are
premium, limiting jobseekers’ working potential. In addition, the platform interface can be
difficult and complex to navigate, especially for a first-time user.
Lastly is Monster. As a platform, the main strength is the advanced global reach of job
listings. Monster is an extensive job board that is worldwide. This provides unlimited career
sources for seekers and employees to search the pool, featuring more intensive and targeted
results. Another vital feature is that Monster easily integrates with other HR systems, making
hiring and management easy for organizations to find and locate individuals and top talent
(Nwajie, 2023). On the other hand, one particular weakness of Monster is its limited networking.
Moster offers a strong emphasis on job boards and listings. This makes it primarily focused on
locating jobs for clients and career resources, ultimately leading to less focus and intentions on
creating a personal image and branding.
Both platforms provide valuable platforms that job seekers and employers can utilize for
advancement and talent seeking. However, based on my preferences and needs, LinkedIn is the
best online selection service. The reason is that the platform provides job listings as a service and
allows for the opportunity to network, connect, and expand on professional opportunities with
peers and pioneers in the industry. The platforms also allow individuals to showcase their talents
and skills, allowing them to stand out in the competition.
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References
Hayes, A. (2021). Indeed vs. LinkedIn: What’s the Difference? Investopedia.,
https://www.investopedia.com/articles/personal-finance/020215/indeed-vs-linkedin.as
p
Nwajie, S. (2023). Monster Review: What it is, Business Model, Pros & Cons. FastHire.

Monster Review: What it is, Business Model, Pros & Cons 

White, J & Borttoff, C. (2023). Indeed Review 2024: Features, Pros & Cons. Forbes.
https://www.forbes.com/advisor/business/software/indeed-review-for-employers/