Table of Contents INTRODUCTION...........................................................................................................................3 Task 1...............................................................................................................................................3 1.1 Difference between personal management and human resource management.....................3 1.2 Contribution of human resource management function in organization..............................4 1.3 Responsibilities of Line manager in HRM...........................................................................4 1.4 Impact of legal and regulatory framework on HRM.............................................................5 TASK 2............................................................................................................................................6 2.1 Reasons for human resource planning in organization.........................................................6 2.2 Stages involved in planning human resource requirements..................................................7 2.3 Recruitment and selection procedure of two organization....................................................7 2.4 Effectiveness of the requirement and the selection procedure of organizations...................8 TASK 3............................................................................................................................................9 3.1 Link between motivational theory and reward......................................................................9 3.2 Evaluating process of job evaluation and other factors determining pay............................9 3.3 Effectiveness of reward system...........................................................................................10 3.4 The methods organisations use to monitor employee performance....................................10 TASK 4..........................................................................................................................................11 4.1 Identify the reasons for cessation of employment with an organization.............................11 4.2 Describe the employment exit procedures used by two organisations...............................12 4.3 The impact of the legal and regulatory framework on employment cessation arrangements. CONCLUSION..............................................................................................................................13 REFERENCES..............................................................................................................................14
INTRODUCTION The human resource management process and its different factors which are used to affect the company. The Human Resource Management is used to increase the efficiency of the employee in order to maximize the profit. It plays an important role in recruiting any employee, providing training and development in order to increase the effectiveness. In the present report is based on Marriott Hotel, which is a used to provides high quality services to their customers. In this report the difference between personal and human resource management is discussed. Along with this the resource management's various functions are contributing into the organization also including the various roles and responsibility of managers and head of the teams. Task 1 1.1Difference between personal management and human resource management. The difference between personal management and human resource management is disused below as. BasisPersonal ManagementHuman Resource Management ApproachesThepersonalmanagementis consideredasatraditional approach, in this management processthemainfocusis based on the work force and theirrelationshipwitheach other. Thehumanresourceis consideredasamodern approach,whichismainly focused on the effective use of themanforceIorderto increase the proft. Treatment of man powerIn this approach man power is considered as the machine or asatooltomaximizethe profit. Inthisapproachtheman powerisconsideredasthe asset. Basis of paysAsthemethodistraditional therefore the pay basis is based on the job. As the method is modern the pay basis is also modern which is based on the performance.
CommunicationInthismethodindirect communication takes place. Inthismethoddirect communication takes place. Management RolesIn this method transactional management roles are assigned Inthismethod transformationalmanagement roles are assigned. Labor ManagementInthisapproachcollective bargaining contract is used Inthisapproachindividual contract is used for the labor management. Decision makingInthismethoddecision making is takes place slowly. Inthismethoddecision making takes place fast. FocusThismethodthefocusedon hiringtheemployeeand providing training to them. This approach the focused on increasingthevalueofthe assetstobeusedand preserved. 1.2 Contribution of human resource management function in organization. The human resource management is a composition of a team which work together. This process include the hiring of the employee, providing training and development as per the companies requirement. In order to achieve the success they work in three stages such as.ï‚·Collaboration:In this step the managers and HR professional workers of Marriott hotel divide their work at different levels and operate at their level and once the work is competed they combine the part to generate a conclusion.(Armstrong and Taylor, 2014) ï‚·Commitment:In this method the HR professional introduces various technique which an be used to increase the employee commitment in any organization. In order to achieve this employees are selected on the basis of their qualification if they are satisfying the the requirement then only they can be hired. ï‚·Building Capacity:The HRM professional's help to develop the competitive environment to the organization so that they can offer good quality of services to the their costumer and can give tough competition to other organization.(Brewster, Mayrhofer,and Morley, 2016.)
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1.3Responsibilities of Line manager in HRM The responsibilities of line manager in HRM is discussed on the basis of the factors that are mentioned below. ï‚·Employee Engagement:In this approach the line manager supervise the work of the employees by using certain factor. In this method manager focus on the strength and weaknessoftheemployeeonthebasisofwhichheencouragethemforopen communication in order to boost up their confidence and increase their efficiency. ï‚·Performance Appraisal:The performance appraisal are designed by the HR manager of Marriott hotel and implemented by the line manager.(Sparrow, Brewster and Chung, 2016) In this stage the behaviour and performance of employees are on the basis of various factors that are developed by the line manager on the basis of which appraisals are provided to the employee in order to boost up their confidence and maximize their efficiency. ï‚·Disciplining Employees:The discipline in workspace are the set of expectations of the line manager from the team which may e supported by certain policies and procedure of the HRM. The line manager are committed to implement the policies that may influence the behaviour of the employee. If it is required he may take certain disciplinary action against the employee but it may also cast back to them. ï‚·PerformanceRelatedPay:IfanorganizationlikeMarriotthotelishavingany performancerelatedstructureinitscompanythen theroleof the linemanager automatically gets increased because the performance analysis of the employee that is done by him directly influence the credible. Therefore it should be accurate and correct. 1.4 Impact of legal and regulatory framework on HRM. The HRM must include all the health, safety and other issues that are applicable for the jurisdictionwhich include federal, state, international that are discussed below. ï‚·Federal Laws:This law cover all the issues from the hiering to the termination of the employee.Thelawimplementsstandardwagesandfixedworkinghoursforthe employee. It also include various health, safety, retirement compensation and working condition into this law. Therefore this can be considered as the law which helps the worker by providing fair wages and other services.(Purce, 2014)Marriott hotel also support federal law.
ï‚·State Laws:This law include different aspects by involving family and medical leave, various posting requirements, employees must get notice before termination, safety and security, wages, hours and also include various privacy and contract rights. The state law covers wide range than the federal law along with this many local government have their own law according to their requirement and their organizations because requirement may changes form company to company. ï‚·InternationalLaws:Astheglobalizationisincreasingtheorganizationsarealso extending internationally therefore in this case the need of international laws also required. This handles the employeesinternationally hiring.(Renwick, Redman and Maguire, 2013) Marriott hotel can have various branches therefore the international law is supported by the organization. TASK 2 2.1Reasons for human resource planning in organization. Human resource is important for Marriott hotel therefore proper planning of the resources is also very important. In order to discuss the reasons the following factors are included that are mentioned below. ï‚·Strategy:In order to improve the organizations bottom line of any organization by improving the human capital. In this process strategic management participate with new strategies and decisions in order to improve the success of the organization. ï‚·Compensation:The compensation structure is developed by the compensation specialist. The compensation structure is developed by conducting the extensive survey on the basis of wages and salary on the basis of which the standard can be set.(Sparrow,Brewster and Chung, 2016) ï‚·Benefits:This is considered as the important because it can be used to increase the turn over of the company. They can reduce the hiring cost of the company by decreasing the annual turnover rate. They have skills and negotiate with the package of the employees. ï‚·Safety:In Marriott hotel this is taken care by the workspace and risk management specialist in this portion the safety of the organization is considered so hat the employee can work without any fear. It also include the health related issues of the employees. In case of any hazardous it will be taken care by the organization.
ï‚·Training and development:In this the specialist coordinate with the new employees and various training and development programs are organizes for them. In Marriott hotel the training and development are provided to the new comers in order to increase the efficiency of the worker and fulfil the requirement in better way. 2.2 Stages involved in planning human resource requirements Human resources planning is the process through which the deserving candidate can get the job on the basis of their qualifications, experience, skills and much more. Marriott hotel also involve this planning process. The process consist of six stages that are mentioned below.ï‚·Analysing organizational objective:The objective is to find the future scope of the product and production, marketing, finance and sales of the product and alsoï‚·Inventory of present human resources:As per the updated human resources information such as number of employee, their potential, strength, potential. On the basis of which the estimation of jobs, internal resources and external resources can be calculated.ï‚·Forecasting demand and supply of human resources:At this stage the only the deserving candidate means those who have the required qualification can only be recruited.ï‚·Estimating man power gaps:In this the computation of the number of resources and the demand is computed on the basis of which the internal and external is estimated and training and development programs are introduced. ï‚·Formulating the human resource action plane:The whole action plane depends on the deficit and surplus of any organization.(Renz, 2016) Marriott hotelalso face this stage while developing their action plane. ï‚·Monitoring, control and feedback:At this stage the completely developed action plane is monitored and controlled by various factors and according to their performance the feedbacks are provided to the team. 2.3Recruitment and selection procedure of two organization. The two companies for the selection procedure is Marriott hotel and the another is Debenhams Uk. The initial step for recruitment process is the vacancies, the candidate can only apply if there is a vacancies. After this the task of the HR is involved because the employees are arranged on the the basis of the qualification and if the candidates are sorted then the on the basis of their specifications the tasks are allotted to the employees in Marriott hotel.
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In the Debenhams the selection procedure is quite different in this process the better alternative is choose on the basis of internal and external sources and once the selection process is done then the requirement on the specific post is provided. In the Debenhams requirement process the technical knowledge is also required.(Schweiger, 2013) 2.4 Effectiveness of the requirement and the selection procedure of organizations. The effectiveness of the requirement and selection process of organization is discussed below by considering various factors. ï‚·Recruiting:In order for the effectiveness of requirement and selection the procedure depend on the both the internal and the external candidates into this the less number of candidates are recruited to encourage the work of the candidates. ï‚·Selection:In this method people who are having the exact knowledge for the required job can be hired. In this method the skills of the employees matters a lot if the employee posses the required qualification can be tiered easily. ï‚·Training:As per the requirement of the organization the necessary training are provided to the worker in order to maximize their performance so that the efficiency of the employees get increased and the overall profitability of the organization also get increases. Therefore the various training programs should be organized byMarriott hotel. ï‚·Job Satisfaction:Job satisfaction can only be achieved by selecting the right person for the work. An employee should be self- motivated and self-managed if these features are not hold by the employee then it can termed as a drain for the organization. Appropriately chosen candidate increases the job satisfaction level because they poses all the desires quality. ï‚·Problem Avoidance:If the employees is not up to the requirement in that case it may cost a lot because the organization need to spend lots of money, power, energy into the single to bring him into a shining star from a poor employee.(Tyson, 2014) But if from the beginning we are considering only those employee who are up to the requirement of the organization in that case the organization not need to spend lots of money, power, energy and they are considered as the efficient employees.
TASK 3 3.1 Link between motivational theory and reward Motivational theory and reward has a strong relationship. Individual's behaviour can be influence by others through motivational process. Theory of motivation can be divided into two categoriesi.e.Contentandprocess(Christensen,2006).Contenttheoryreferstowhat motivations are and on the other hand process theory refers to real process of motivation. Whereas reward is achieved by workers on job. It can be financial or non financial. In financial term Marriott hotelpay according to the performance and in the non financial term the hotel reward workers by achievement, praise and promotion. There are five levels of human needs have to be fulfilled at work by employee. Marriott hotel uses the Maslow's hierarchy of need. It covers all the motivational areas that has to be cover. To motivate employees further the reward system can be used. It helps to fulfil the needs and wants of the employees. The services which is provided by the hotel is very high and it has been face by the employees. For this the hotel provide two kind of reward system i.e. monitory and non monitory system which helps the Marriott hotel to motivate the employees (Bell, 2012).On the other hand Herzberg theory has two basic need of the employee's i.e. environment factor and motivational factor. In this theory managers reject monitory rewards and focuses on job enrichment. Organization uses both positive and negative amplification on employees to motivate employees. 3.2 Evaluating process of job evaluation and other factors determining pay Evaluation of different kinds of job is known as job evaluation. It helps to evaluate the most suitable job for the candidate. It is difficult to identify the job that's why job evaluation is necessary. It helps Marriott hotel to evaluate the job according to its importance and the kind of the work that has to be done by the employee. It also help to make the different pay structure according to their job. Marriott hotel uses the job evaluation internal as well as external for the proper wage level of the hotel (Hafeez and Abdelmeguid, 2003). The additional help that job evaluation provides is that it develops strong relationship between management and employees. There are other factors that determine the worth and the pay for a job.It varies from organization to organization. It depends upon the skills, experience, industry sector , employees performance etc. Job evaluation is an extensive process. Management must clear the importance and the reason for the job evaluation to the staff. In the next step the management select the job
the hotel managers (Waiganjo,Mukulu and Kahiri, 2012). Managers observe them and their work to analyse te performance of the employee. By the observation they came to know about the employees efficiency and can be analyse through their performance. It makes easier for the management to analyse the performance of the employee. They came to know about the loop holes and the capabilities through which they perform their job.Observation is an key element to monitor the employees. It is the most effective way of analysing. 360 Degree appraisal:It is the method in which the evaluation is done on the basis of the superiors, peers, subordinates etc. feedback. It helps to understand the overall performance of the employee. Every individual evaluation is taken from the all other employees connected in the hotel (Shafritz, Ott and Jang,2015). It helps to know about the improvement required in the particular field. Analyse will help to know that in which area they have to provide the training to improve their performance. Marriott hotel uses 360 degree appraisal on the new joineries so that their weaknesses can be developed by training. Rating scale:Rating scale isthe method which ratesthe employeesaccording to their performance. Rating scale method is used on the early details of the employees. This method is effective and lets know the management where the employee stand according to his performance. Marriott hotel uses the rating scale for the employees working in the hotel for the year or more than the year. TASK 4 4.1 Identify the reasons for cessation of employment with an organization It is important to study the cessation of the employeesrecruitment and selection procedure. Their can be many reasons for the termination of the employee. Top management where directors and other management members of the firm found that the employee or the worker is improper for the work assigned to him or her they will terminate the employee (Abdelhak, Grostick and Hanken, 2014). It has been identified and then executed on the basis factors which proves wrong and improper work of the employee. Reasons for termination of the employees in the Marriott hotel are: Violation of polices:Hotel has some rules and regulation that has to be followed byeach employees. Rules and regulations are made to maintain the decorum of the hotel. Rules and
polices are equal for each and every staff of the hotel. Those who do not follow the rules and regulation the management terminate the employee. Avoiding roles and responsibilities:The employees who do not work according to the roles and responsibilities assign to them management terminate the employee from hotel after some time of observation (Campbell, Coff and Kryscynski, 2012). The roles and responsibilities has to be completed by the employee's in the hotel in the given time duration to meet the target or goals. Indulging in extra hours for self work:The employees who uses the hotel's property for their personal use or miss uses the things of hotel which are against the rules and polices of the hotel are terminated by the employees. The things belongs to hotel and that use to provide the facilities to customer not for the use of employees. Employee can damage the things which will cause the hotel services. 4.2 Describe the employment exit procedures used by two organisations ProcedureofMarriotthotel:Ithasbeenevaluatedthattheprocedureoffair. Management of the hotel has prepared the list which causes the hotel and are against the hotel's rule and regulation (Langley, N.Smallman and Van de Ven, 2013). The management found the employee who has been not following the rules , regulation, roles and responsibilitiesthen he has been warn from the management and even after that also he continues not to follow the rule or meet the job expectations then the management will terminate the employee. They make clear to the employee's at the time of the hiring about all the terms and condition of the working conditions. They train them regarding their roles and responsibilities according to the rules and regulation. After that also id employee is not working according to the fulfilment of the job they they have to terminate for the smooth functioning of the hotel. Procedure of Hilltop hotel:As compare to Marriott hotel the hill top has the different aspects to terminate the employees. Hilltop takes the quick actions against the termination of the employee. They give the the causes which affect the hotel and the reasons to employee for termination. If any rule and regulation has been not followed by the staff the management takes the action as per its offense (Christensen,2006). Hilltop also conduct the the interview to reduce the employees who are not effectively working for the hotel and then terminate them.
4.3 The impact of the legal and regulatory framework on employment cessation arrangements. There are many rules and regulation that are made and imposed on the organization to follow for the fair practise in organization for employee's. It contribute to the effective role for legal authorities to make the positive impact on the society. There are several rules and regulation that hotel Marriott follows are: Racial discrimination:This act is passed by the government to reduce the racial discrimination. It is the step towards the end of the racial discrimination. Hotel does not discriminate the employee's on the basis of their colour, race and nationality. It helps the government to support to reduce the racial discrimination(Bell, 2012) . Retaliation:This act is passed by the government to stop the discrimination activity. According to this act the owner can not file the case against members right of the employees or staff. The rights are given to every employees as per the rules and the employee has full authority to follow them and on that rule the owner can not terminate of case the files against him. Federal Immigration Reform and Control Act (IRCA):This was the another act that was passed by the government to reduce the discrimination with staff members in the hotel. According to this act the employee can file a case against the owner if employee has been terminated on the basis of the eligibility (Hafeez and Abdelmeguid, 2003). Employee can prove his eligibility to continue his work in the organization. CONCLUSION To manage the human resource is one of the most important task for the every organization. The management should have the proper system to manage them. From the above report we came to know about the system that is managed by the Marriott hotel. They manage to motivate the employees towards their work and responsibilities through reward system. The evaluate the job before they assign to employee. From the reward system they get the effective improvement in the output from the worker. Employees are the face of the organization that is why it is important that they should be efficient and capable to the assigned jobs. Different motivational theories that can used to motivate the employee's towards work.
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