Case Study: The Rubens At The Palace Hotel

Introduction
The service organization chosen for the paper is The Rubens at the Palace Hotel situated in London and one of the biggest hotels of the country. The hotel has not yet opened its subsidiary in Singapore, and thus, it will be open up in Singapore in order to expand its reach and customer base. The Rubens at the Palace is the grand 4-star lavish hotel that delivers customers the best, of two worlds. For instance, on one hand it evokes the splendor and brilliance of a bygone age and on the other hand, it provides customers the current in modern amenities and technology. The services of the hotel comprise of a mass of family friendly characteristics to ensure that every customers feel homely (The Rubens at the Palace Hotel, 2012).
The

Since, a large number of jobs needs to be filled, the hotel will make best possible efforts to reach to a large group and persuade potential employees that the hotel brand is equal to their aspirations. The recruitment strategy will be the one that will the hotel to take a definite and consistent brand to the marketplace, and thus, instead of selling just vacancies, opportunities will be promoted during recruitment by including encouraging messages. In addition, sourcing channels will also be selected after considering their pros and cons in accordance with the multiple talent needs of the Ruben Hotel (Kleiman,

The detailed implementation plan for the above stated strategies is as follows:
 Leading the human resource team for generating an action plan in order to execute job design, recruitment and selection strategies.
 Ensuring that adequate resources will be made available to convey aims and objectives of the recruitment and selection strategies (Hogue, 2013).
 Human resource team will be offered adequate supply by the hotel management in the execution of strategies.
 The appropriateness of strategies will be assessed adjacent to the goals and objectives of the hotel and necessary changes will be identifies in human resource services and strategies.
 In addition to this required processes and systems will be developed for accumulating measurement feedback and data (Hogue, 2013)
 The measurement data and feedback will be assessed for setting up performance in relation to necessary criteria
 The best practices relating to recruitment and selection will be reviewed for determining potential improvements
 Later on improvements or modifications will be recommended in the recruitment and selection strategies (Kalian,