Concept of Human Resource Management PDF

Current issues in HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
1.1. Concept of HRM...................................................................................................................1
1.2. Functions of HR ...................................................................................................................2
1.3. Issues faced by HR functions................................................................................................3
2.1. Present problems faced by HR..............................................................................................4
2.2. Evaluation of effects of current HR problems within hospitality organisation....................5
2.3. Ways to improve current practices by applying change management..................................6
3.1. Employment Law components.............................................................................................7
3.2. Evaluation of the ways in which specific legislations could have impact on recruitment
and selection.................................................................................................................................7
3.3. Ways specific legislations could have impact on hotel training, development and
performance management............................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
HRM is considered as important function within the entity as it emphasis towards
recruiting, managing addition to providing directions to personnels who are part of organisation
(Bal and Rousseau, 2015). It is strategic approach for managing people effectively which results
in gaining competitive benefits by the business. To develop understanding about current issues in
HRM, Valor Hospitality Europe is selected which is one of the hospitality company operating 19
hotels in United Kingdom. The report includes information about human resource management,
HR functions along with issues faced by HR function in the hospitality organisation. It also
reviews current problems that are faced by HR together with their effects at workplace. Further,
it discusses about the ways to improve current practices by applying change management. At
last, it involves components of employment law and their impacts on training and performance
development.
MAIN BODY
1.1. Concept of HRM
HRM is a concept that includes procedures to bind individuals with businesses along with
helping both to attain each other objectives. It is characterised as art to plan, procure, develop,
integrate addition to maintain competent staff members for accomplishing company goals in
efficient manner. In other words, it is a function which is performed in all organisations to
facilitate effective use of personnels for accomplishing social objectives. In relevance to
hospitality sector, HRM plays vital role to deliver high quality services within the industry.
Human resource department books no business and serves no clients yet a major role is played
towards improving hotel's efficient operations (HRM in relevance to hospitality industry. 2019).
In hotels, human resource department execute functions including recruitment, screening
prospective candidate and interviewing, but the final selection decision is taken by department
where the individual will be working. For example, in Valor Hospitality Europe human resource
managers will practice recruitment and selection activities, retention, performance appraisals,
employee relations, teamwork, rewarding quality, job security, training and development
addition to employee engagement.
Case study related to the ways HRM is used in hospitality sector.
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Businesses within hospitality sector either fails or succeed to satisfy customers.
Hospitality industry is based on three major components which are food, beverages as well as
accommodations. In this industry, employees are considered as front line to create satisfied
clients. Hospitality businesses, despite differences among employees, shares same needs and
requirements for employees who are trained, developed and empowered towards delivering
outstanding customer services. As successes depends on quality of workforce, human resource
management is prerequisite for hospitality sector (Case study about use of HRM in hospitality
industry. 2019).
The case study is based on effective cross hotel communication as well as leadership
development for building strong retention, sense of culture addition to engagement across other
brands.
Valor Hospitality Europe faced the problem of formulating people strategy that can
support leadership development, expansion plans, strong retention and sharing culture across
multiple brands together with people within businesses. To resolve the problem, top management
with human resource department adopted the method of talent management addition to retention.
Human resource managers focused on talent toolbox platform with career development of future
leaders as well as general managers. In addition, the company hired professional and efficient
human resource personnels who have skills to recruit people with advance knowledge. This
helped in reviewing performances through feedbacks and applying new informal review option
to share new ideas for developing others. Talent toolbox platform contains various tools or
techniques to identify, challenge as well as assess talented candidates and inspiring them to
engage in organisational practices and sharing culture of entity with other brands in similar
sector. With these methods, the results that company experienced were strong retention and
sharing culture with other brands was on right track. The HR team has formed new people
strategy to gain good traction.
1.2. Functions of HR
Human resource manager in any organisation oversees all the performances and activities
that are performed by staff members. They are responsible for all workforce, from top level to
lower level of company. Human resource managers performs functions related to hiring, training,
employee relations, retention, motivation, compensation and even firing them. In hospitality
industry, HRM is important satisfy employees, resolve conflicts as well as improving
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performances by constructing proper plans and implementing them in accurate manner. In
context to Valor Hospitality Europe, following are some functions of HR:
Recruiting: Herein, HR performs function to enlist new people as per the requirements
of vacant job position. Human resource manager of selected hotel performs functions including
identifies hiring needs, workforce planning, head hunting, identifies viable candidates, recruits
A- level candidates, screening, short-listing and evaluation (Briscoe, Tarique and Schuler, 2012).
For example, HR managers of Valor Hospitality Europe coordinates with other departmental
heads and collect information about vacant positions and accordingly set recruitment procedures.
They adopts recruitment methods like advertising mediums, talent search portals and campus
placements.
Compensation: Human resource plays important function to handle various aspects of
compensation. They handles employee payroll as well as makes sure that compensations to
employee are paid on accurate time by making correct deductions. Human resource department
of Valor Hospitality Europe manages compensation programs including fringe benefits, bonuses
and pensions offered by employers.
Labour relation: Human resource managers also performs function related to matters
associated with labour relations within the businesses. For example, at Valor Hospitality Europe,
hum,an resource managers encourages workers participation in distinct activities by maintaining
relationships and promoting fairness together with communication within hospitality industry.
Other than the mentioned functions, human resource of Valor Hospitality Europe plays
other roles including training and development, employee retention, promoting continuous
learning, diversity officer, mindset coach and repertoire manager.
1.3. Issues faced by HR functions
Human resource management entails proper workforce planning, managing recruitment,
training programmes, career development and evaluating performances within organisation. At
Valor Hospitality Europe, HRM benefits through promoting personnel development, improving
work life of personnels, resolving conflicts, setting budget control, developing skills, and
providing conducive environment that motivates personnels to work with full potentiality (Issues
faced by HR functions. 2019).
Despite of several benefits of HRM within hospitality sector, there are few issues that HR
function faces. Some are as follows:
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Change management: When business attains growth, its existing structure, internal
processes and strategies also grow with it. For example, HR functionalities of Valor Hospitality
Europe faces hard time to manage changes as these changes results in decreasing employee
morale, retention and productivity as employees resist to accept new change which hampers
workings of company in the competitive market (Davies, 2016). For example, to deal with the
change, HR managers should regularly meet top authorities of company and set strategies that
can overcome resistance, engage employees and facilitating communication with lower
employees.
Leadership development: There are various developing options available for top
performing leaders that results in issues for HR functions to build future pillars for the entity.
Employee turnover rates in hospitality industry is rising that is giving tough time to human
resource professionals of the company to implement practices that can build next generation
leaders. For instance, to deal with the issue, human management management of selected hotel
should keep all the leaders motivated, engaged and prepared for more responsibilities in coming
time duration. More opportunities will motivate leaders to use their strengths and accomplishing
goals will provide them chance to develop the skills of leaders.
Training set up: Another issue that is faced by HR functions within hospitality sector is
investing for setting up proper training procedures. Such professionals finds troubles in acquiring
resources to do so. For instance, front line employees of Valor Hospitality Europe always
remains busy to deal with customers and may not have appropriate time to take training courses
due to which huge issues are faced by HR managers to set training practices. To overcome the
issue, managers should provide online training courses to front lime employees so that they can
watch them and develop their skills to perform working effectively.
2.1. Present problems faced by HR
HR problems are associated with constantly evolving workforce, preparing strategies for
workplace violence, handling workforce mental as well as well being issues . In present scenario,
following problems are faced by HR professionals of Valor Hospitality Europe:
Training: Insufficient training programs plays role to increase attrition rates. It is very
difficult for HR professionals within hospitality industry to understand what training aspects
should be provided to personnels, objectives of training, target groups and evaluation of the
programs. For example, In Valor Hospitality Europe, front line employees always remains busy
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in managing customers so they hardly gets any time. Due to this, they also faces problems in
customer management.
Stress management: Hospitality industry is one of competitive industry and HR
managers within the sector faces the problem to manage stress of workforce. Stress within
employees at Valor Hospitality Europe occurs due to excessive workloads, challenging tasks,
poor peer support, low salaries and limited growth prospects (Delbridge, 2010). To manage
stress in effective manner, HR managers of the company should develop solutions like setting
clear goals for each individual member, encourage mindfulness within teams, provide flexible
work surroundings and encourage employees to move their bodies.
List of solutions to deal with HR problems:
Training: To overcome the problem, HR managers at the time of orientation only should
provide on site and off site training programs to employees which will help in developing
required skills before placing employee to final position.
Stress management: To manage stress in effective manner, HR managers of the
company should develop solutions like setting clear goals for each individual member,
encourage mindfulness within teams, provide flexible work surroundings and encourage
employees to move their bodies.
2.2. Evaluation of effects of current HR problems within hospitality organisation.
HR problems not only impacts to human resource department but also to the whole
company and pertaining sector. As per the case study, the HR of Fairmont Hotels are facing
problems of low motivation, engagement as well as inefficient training practices (Case study on
impacts of HR problems within hospitality sector. 2019). The other problems faced by human
resource managers within hospitality sector are huge employee turnover, low morale, inefficient
recruitment methods and training practices. Due to these problems, various impacts are faced by
human resource managers and UK's economic market. Various impacts of mentioned problems
that human resource managers faces are the followings:
Training: Staff training is key to improve employee performance, developing their skills
for effectively using them towards goal achievement. In context to hospitality industry, when no
training programs are provided to new employees, they are not able to handle guests that impacts
on experiencing poor job performances as well as increases work related pressure. Ineffective
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trained employee fails to turn their good moments of customers into memories which impacts on
retaining key clients with the hotel sector for longer duration.
Turnover: It is another problem faced by organisational human resource manager but its
impacts are analysed on overall hospitality industry. For instance, the hospitality sector is still
deprived of trained personnels due to which the sector is facing impacts of low rate of
coordination among various hotels, lesser guest satisfaction, low productivity rates and monitory
losses. Staff turnover also results in more complaints from guests about poor services that
impacts on goodwill or reputation of the hospitality sector (Kramar and Steane, 2012).
Other then the organisations, these problems results in impacting UK's economic market
also as when hospitality industry faces more staff turnover then their productivity decreases
along with reductions in profit margins due to which the industry fails to pay taxes and other
penalties that impacts on decreasing national income of the UK. In addition, the economic
market of UK fails to get additional monetary resources and underdeveloped infrastructure
facilities which impacts on providing employment opportunities to various local residents.
2.3. Ways to improve current practices by applying change management.
Change is characterised to variations in performing things. Organisational change
involves changes in business strategies, technologies, structure and methods depending on
internal addition to external pressures (Organisational change barriers. 2019). Various barriers
in context to manage change within Valor Hospitality Europe are the followings:
Force of habit: When organisational managers implement new systems addition to
processes, various workforce continues the operations with older methods due to their habitual of
older methods. For instance, Valor Hospitality Europe managers implement new method to
welcome guest by speaking something, but after implementation employees welcome or great
guests by joining their hands as they used to before.
Confusion and uncertainty: Lack of clear communication while changing periods
results in confusion as team members are not sure about what to be performed for completing
tasks. For instance, Valor Hospitality Europe managers have framed new systems to complete
work but workforce due to communication problem are confused about the usage of new systems
and it results in barrier to accept change.
Tips to overcome change barriers:
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Force of habit: It can be overcome by proper support of leaders and providing training to
Valor Hospitality Europe employees. Leaders should engage themselves with employees to
adopt the change of greeting by joining hands.
Confusion and uncertainty: Management team with departmental heads of Valor
Hospitality Europe should set communication as lead priority and reinforce frameworks for
goals, timelines addition to behaviours. They should clearly communicate the expectations to
employees and resolve all their confusions so that all moves in set changed directions without
any uncertain problem.
3.1. Employment Law components.
Employment laws are set legislations that deals with employer responsibilities addition to
employee rights. These laws covers various issues from discrimination, to retirement, to pension
plans and occupational safety. Employment laws are important for employee and employers of
Valor Hospitality Europe so to protect workers from employers wrongdoings, improving
industrial relations, minimising labour unrest and reducing conflicts or strikes.
List of various laws and regulations with their impacts:
Anti discrimination act, 1991: The act was enacted to provide protections to personnels
against any sexual harassment, other objectionable conduct and unfair discrimination (Sanchez,
2011). Leaders of Valor Hospitality Europe implements the act that benefits in providing
protections against any bully or discrimination and improving employee more that impacts on
eliminating in harassment, no workplace bullying that results in favourable environment for
workers and more productivity.
Minimum wages act, 2018: As per the act, all the workforce should be paid wages
according to the efforts and time they contributed on completion of tasks. The recruiting team of
Valor Hospitality Europe provides compensation to employees according to their skills and
experience. The implementation of the act at selected workplace benefits in satisfying employees
and making them more productive. Providing minimum wages impacts on retaining employees
for longer duration and performing activities without any interruptions.
3.2. Evaluation of the ways in which specific legislations could have impact on recruitment and
selection.
Various legislation regarding recruitment that are used at Valor Hospitality Europe are
the followings:
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Equal pay, 1970: The legislation is associated with recruiting people and prohibiting any
favourable treatments among women or men in relevance to conditions together with pay of
employment. The recruitment managers of selected entity pays equal compensation to male and
female workforce that benefits in reducing any biasness and improving satisfaction of
compensation. In contrary, the act limits the innovations of few employees as they feels like they
are paid equally like other personnels despite of having more skills so they do not initiate new
workings. To overcome the limitation, it is recommended that managers should motivate all
employees to boost their innovations by clarifying their thoughts.
Race relations Act, 1976: By implementing the Act, Valor Hospitality Europe managers
should set provisions regarding any discrimination against racial grounds as well as relations
among personnels belonging to distinct racial groups. The act benefits by providing equal
chances to all, less institutional racism and improving team work with other personnels of
different racial groups (Race relation, 1976. 2019). On other hand, the act does not changes
attitude of people towards other racial groups. In order to overcome the demerit, Valor
Hospitality Europe managers should coordinate working activities and motivate them to change
their attitudes about racial groups.
3.3. Ways specific legislations could have impact on hotel training, development and
performance management.
Workplace rules are the rules for all staff members which are legally required at all
organisations (Rules and regulations for employees. 2019). The rules and regulations that are set
by top authorities Valor Hospitality Europe for employees are the followings:
 All employees should conduct activities according to the organisational orders,
provisions and strategies.
 All employees have to start their workings as per the designated time and place. Any
lateness without effective reason is prohibited.
 No personnel or representative should utilise mixed refreshments that amid working
hours.
Impact of laws on employees: All the mentioned laws impacts on promoting labour relations,
boosting productivity, keeping work environment favourable and satisfaction that results in
satisfaction among employees at workplace. All these impacts in positive manner as they
improves employee morale and productivity (Symon and Cassell, 2012).
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CONCLUSION
The above discussion concluded that human resource management is important to
manage, prepare as well as complete all the personnels related workings, reduces costs by
innovate ideas as well as implements experimental values for companies. Functions of HR
Recruiting, compensation and labour relation where as Issues that generally HR functions faces
are Change management, leadership development and Training set up. In Present time scale,
problems faced by HR functionalities are Training and managing stress of employees. Some
change barriers are force of habit, confusion and uncertainty, Employment Law components
includes Anti discrimination act, 1991 and Minimum wages act, 2018. Legislation related to
recruitment involves Equal pay, 1970 and Race relations Act, 1976.
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REFERENCES
Books and Journals:
Bal, M. and Rousseau, D.M. Eds., 2015. Idiosyncratic deals between employees and
organizations: Conceptual issues, applications and the role of co-workers. Routledge.
Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
Policies and practices for multinational enterprises. Routledge.
Davies, P. W., 2016. Current issues in business ethics. Routledge.
Delbridge, R., 2010. The critical future of HRM. Reassessing the employment relationship,
pp.21-40.
Kramar, R. and Steane, P., 2012. Emerging HRM skills in Australia. Asia-Pacific Journal of
Business Administration. 4(2). pp.139-157.
Sanchez, R., 2011. Electronic HRM in theory and practice. Emerald Group Publishing.
Symon, G. and Cassell, C. eds., 2012. Qualitative organizational research: core methods and
current challenges. Sage.
York, K. M., 2010. Applied human resource management: Strategic issues and experiential
exercises. Sage.
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