Strategic HRM for Grand Inn

The assignment content emphasizes the importance of employee communication, creating a positive work environment, providing effective training, acknowledging contributions, and setting clear rules for the business. It highlights two key areas of employment legislation that need to be considered by HR department of Grand Inn, which include OSHA's aggressive workplace inspections and Key Hospitality Wage-Hour Decisions. The report concludes that Grand Inn needs to adopt strategic workforce planning, improve employee performance evaluation, and comply with employment laws. Recommendations include becoming a partner in strategy execution, adapting to become an expert in organizing and executing work, understanding and encouraging employees, and striving to become an agent for continuous transformation.

HR PRACTICES
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Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
THREE HRM functions that are appropriate for Grand Inn.......................................................2
Hiring:......................................................................................................................................2
Training:..................................................................................................................................3
Performance Evaluation:.........................................................................................................4
TWO suitable workforce planning methods that can be used in their organization....................4
Strategic Workforce Planning..................................................................................................5
Operational Workforce Planning.............................................................................................5
Ways in which the overall performance of Grand Inn can be improved by developing their
employees....................................................................................................................................6
TWO key areas of employment legislation that need to be considered by HR department of
Grand Inn.....................................................................................................................................8
Conclusion.....................................................................................................................................10
Recommendations..........................................................................................................................10
References......................................................................................................................................12
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Introduction
The Human Resource Management (HRM) is a useful term for the description of the formal
systems which are devised for the proper management of the people present within any
organization. The issues related to staffing, compensation and benefits of the employee,
designing or defining of work are the three major areas of responsibility of the human resource.
In short, we can state that HRM is a process where the effective and efficient human resources
are done so as to achieve the prior goals and objectives of the company. (Swanson, R. A., 2001).
Human resource management is a series of integrated decisions that form the employment
relationship; their quality contributes to the ability of the organizations and the employees to
achieve their objectives. (George T. Milkovich and John W. Boudreau)
This report deals with the medium sized hotel called, Grand Inn in London where the business is
seen to undergo a large pressure in order to improve their profits and their performances. The
hotel has been experiencing a great loss from the last year, and the reasons are quite unknown.
Therefore it has been a very difficult situation for the company and the employees as well. This
report has been prepared after reviewing the staffing strategy and the development of the
employees.
Discussion
THREE HRM functions that are appropriate for Grand Inn.
The three HRM function that is highly appropriate for Grand Inn includes: Hiring, Training,
Performance Evaluation (Cardy, R. L., & Selvarajan, T. T., 2006).
Hiring:
This function of HRM deals with determining the type of person to be hired and then to recruit
the prospective employee and then to select the best employee from all the people. The HR
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administration of the company needs to select the person with appropriate physical and the
mental characteristics of all the applicants. The company should hire people on the basis of the
qualities and attitudes which are desirable for the business and can add to the value of the
company. The HR administration needs to hire qualified applicants for filling the vacancies of
the job.
The HRM of the company should constantly monitor and then plan on hiring the total number of
employees, their skills, knowledge and qualifications and finally where these employees would
be required. There might be the case of the poor selection process in the company which has lead
to the lower productivity. Therefore the HRM must improve their poor selection process in order
to increase their revenues. Appropriate devices must be used for screening the applicants who
can then be narrowed down until the company finds the best person possible. The HRM
department should first develop a shortlist of suitable applicants and then limit them in the
follow-up interviews and the test papers.
Training:
A proper training must be provided for introducing the employees to the job and their coworkers.
This is beneficial in understanding the operations of the work to be processed. The main purpose
of the training is to provide long- term knowledge, skills, behavior and attitude to the employee
so as to improve their work performance. The company is seen not to spend enough on the
training of the employees which is unfortunate as the training session is highly beneficial for the
employees as well as the employer. Some of the benefits of the training program in an
organization are given below:
1. Opportunity for promotion as well as self-improvement
2. The objectives and the goals of the company are met effectively.
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3. Better job performance, as well as effective use of the human resources, contributed to
higher productivity. (Noe, R. A., 2010).
4. Better job performance leads to improved job satisfaction among the employees
5. A challenge — the chance is provided to the employees to learn new things
6. Less absenteeism and labor turnover result in reduced cost and fewer accidents and
errors.
7. The employees are seen to become adaptable — greater ability to adapt to and cope with
changes
8. A more capable, ‘mobile’ workforce
Performance Evaluation:
Evaluation of the performance is helpful in improving the performance of the employee as well
as the organizational performance. This can be done by relating the performance objective of the
organization to the performance objectives of the employees. For example, the company needs to
increase its revenue then the employee must work their best foot forward to improve the
situation. The company needs to evaluate the performance of the employees accordingly so as to
make sure that the jobs are well-designed, and the employees have the right amount of skills for
undertaking the work with their skills. Furthermore, with the evaluation of the performance, the
HRM needs to the come up with appropriate reward and recognition programs so as to increase
the likelihood of the proper evaluation of the performance and the performance management
appropriately (Need, W. C. D. H. P., 2006).
Along with the performance evaluation of the employees, the organization needs to manage the
individual performance of the employee which is known as the performance management and
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take care of the appraisal and rewards of the employees. The HRM of Grand needs to
concentrate on the various aspects of the compensation, rewards, benefits, etc. of the employees.
TWO suitable workforce planning methods that can be used in their organization.
The two suitable workforce planning methods that can be highly useful for Grand Inn to improve
their revenues and their productivity include (Parker, J., 2003):
a. Strategic workforce plan
b. the operational workforce plan
Strategic Workforce Planning
The organization can adopt strategic workforce planning and look at the various system-wide
issues along with related strategies so as to provide support the strategic plan of the organization
which is to reorganize the HR department for increasing the revenues. This plan is highly
beneficial in addressing the external workforce factors which can affect the entire business which
includes reduction of the unproductive staff for the purpose of budget cuts. Furthermore, this
workforce planning can be beneficial in maintaining the organization capacity. This function can
include the in-service training to the employees. This strategy can be highly beneficial in
mitigating the risk exposure which includes the factors like equal employment opportunity
training and safety.
The strategic workforce planning usually depends on the right management level and the size of
the organization and the structure and management of programs and finally the budget of the
company. Grand Inn is the medium sized company, therefore, appropriate amount of budget is
required for conduction of this workforce planning. The senior leadership level of the HRM of
the company must be involved in the strategic planning. Furthermore, the efficient employees of
the organization must also be provided to plan at the division and program level in the
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organization. A proper plan that makes sense and is vital for the business of Grand Inn must be
employed.
Operational Workforce Planning
The work-unit issues and the issues occurring at the supervisor level are dependent on the
operational workforce planning. This workforce planning usually focuses on the sustaining the
work unit and its ability for executing the business strategies. This level and the planning
occurring at the operational workforce planning are involved in this type of planning where all
the strategies are being carried out keeping the objectives of the organization. Furthermore, the
operational workforce planning must correspond to the external workforce factors that in turn are
seen to impact the particular units of the organization. The workforce planning helps in
providing the planning tools and then helps in deploying the resources which assist in meeting
the demands of the organization. Grand Inn can help in understanding the demand being
measured in all the areas of the hotel. The delivery demands of the customers can be met, and the
capacity can easily be met. The organization can easily manage all the systems and related
processes that can help in deploying the resources on a just in time basis. The hotel is able to
optimize the work schedules as well as the hours of the employees using this workforce planning
and finally a workforce analytics for reviewing the effectiveness can be implemented in the hotel
along with the promise for continuous improvements.
Ways in which the overall performance of Grand Inn can be improved by
developing their employees.
Usually, the companies and business with the great team and tight teamwork are seen to be
successful. Therefore it can be estimated that in order to be successful the organization needs to
manage their employees efficiently so as to achieve the organizational goals. The performance of
the employees is a critical factor in estimating the performance and productivity of the business.
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Various tools and methods have been seen to be invested by the organization in increasing the
efforts and performance of the employee so as to gain highest performance output. Therefore
mentioned below are the various methods that can help in improving the development of the
employees. (Gelade, G. A., & Ivery, M., 2003).
1. Encourage communication
Encouragement in the employee communication is the first step towards improving the
performance of the employees and the managers in the business. This can be helpful in getting
insights from the employee using the regular meetings, surveys and suggestion box in the hotel.
The organization needs to be open-minded and encourage the ideas of the employees without
criticizing the suggestions.
2. The reasons for underperformance of the employees.
The organization should not jump straight to the conclusions and first approach their
underperforming employees with an open attitude. A direct discussion with them and asking
direct, precise and open-ended questions would enlighten for the organization to understand all
the reasons underlying.
3. Create a positive work environment
The environment of the organization should be highly positive and motivating. The staff should
not feel restrained at any point in time. In the case of any issue or problem, the organization must
work together so as to improve their teamwork. A happy and effective working place helps in
increasing the productivity of the organization with less turnover rate of the employees.
4. Provide effective training
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The in-house career of the employees can be improved by improving their skills by providing
them on-the-job-training. The employees must be given allowed to attend various seminars and
workshops related to their job profile, in turn, improving their employee performance. These
activities will lead to encouraging them to take the class so as to perfect their work skills.
Further, Grand Inn should make sure that the training is not a one-time event but should carry on
for the undefined period. Grand Inn should use all the technology software for enabling the
employees to learn on the go using the various technologies.
5. Acknowledge contributions
The morale of the employees must be motivated, and they must be motivated to give out their
best to the organization. Therefore Grand Inn must come up with measures for recognizing the
contributions and the accomplishments of their employee irrespective of how big and small they
were. This will motivate the staff to become more creative and highly eager towards working
responsibly.
6. Setting clear rules for the business
The organization must be highly clear over the objectives and the goals. The setting up of the
ground rules will be highly beneficial in making the team highly effective and efficient
towards the achievement of the stated objectives and goals. Grand Inn must create their time
and meeting to discuss various problems and issues regarding the business entity of the
organization. Furthermore, the development plan template along with the clear set of rules
for each and every member of the organization must be followed.
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TWO key areas of employment legislation that need to be considered by HR
department of Grand Inn.
The minimum standards of the workplace employment which are highly required by the law.
These standards have been developed over time with the development of the governing bodies
and the various rights of the employees in the workplace.
Various aspects have been covered in the employment standards and this include:
1. OSHA to Continue Aggressive Workplace Inspections in 2011
The Occupational Safety & Health Administration (OSHA) presented various ideas in 2010.
Enforcement was done in the year of 2010. Largely the funding took place from the cooperative
compliance programs for asking more amount of money for enforcement, hiring a large number
of compliance officers, increasing the fines and charges on violations and initiating various
enforcement initiatives.
The hotel and hospitality business employers must ensure the health and safety policies
concerning their employees and clients. Further, the employee training must be up to date along
with the higher emphasis on the non-English-speaking employees and hazard communication.
Further, they must be taught about the ergonomic injuries and hazards which must be addressed
for lessening the ergonomic stressors. The employer of the Grand Inn must be sensitive towards
the increased propensity of unions for using safety complaints to OSHA (Thompson, F. J., &
Scicchitano, M. J., 1985).
2. Key Hospitality Wage-Hour Decisions in the Past Year
One of the fastest growing areas of employment law is the Wage and hour litigation. The HR
management of the organization must permit minimal wage and hour litigation as served by the
law and government so as to make the cumulative experience of the employees permit so as to
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achieve exceptional case management effectiveness. Gran Inn must develop class and hybrid
action, collective and multijurisdictional strategies for allowing to navigate the complex
jurisdictional and procedural issues arising due to wage and hour litigation. The organization
must review all the practices and policies for determining the federal and state minimum wages
along with the overtime requirements. Furthermore, the employer can review the practice and
policies related to the compliance with federal and state laws governing minimum wage,
uncompensated work periods, vacation pay, regular rate and overtime pay, meal breaks, pooling
and distribution of gratuities, the timeliness of wage payments, and Sunday and holiday premium
pay etc. (Acs, G., & Nichols, A., 2007).
Conclusion
Grand Inn had a very good reputation among the clients and customers before but due to poor
HR practices and dissatisfaction among the employees due to late working hours and no
motivation from the higher authorities; the revenues are seen to decrease. Therefore the HRM
department of the organization needs to perform the following functions carefully hiring,
training, and performance evaluation of the employees. Furthermore, the HRM needs to adopt to
the two workforce planning namely the strategic and the operational workforce planning so as to
enhance their growth of the organization. Various methods for increasing the overall
performance of the employees have also been suggested in the report which must be given
consideration. Finally, the HR department of Grand Inn must comprehend to all the employment
laws adhering to the law.
Recommendations
This section of the report provides the various recommendations mandatory for Grand Inn to take
into consideration so as to improve their performance.
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1. The HR department of the organization should become partners with the line and senior
managers present in the strategy execution which will help them to move their planning
from the meeting room to the prime marketplace.
2. The organization must adapt to become an expert in the manner they organize and
execute their work so as to deliver their administrative efficiency for ensuring that while
the quality is not being compromised the cost gets reduced.
3. The HRM needs to understand and encourage their employee vigorously so as to
represent their concerns to the senior management and further will help in enhancing the
contribution of the employee towards the organization. This will lead to the higher
commitment of the employees in the organization. These measures will lead to increased
revenues and deliver of good results.
4. The HR must be strive for becoming an agent for continuous transformation. This will
lead to shape their organizational cultures and help in improving the capacity of the
organization for facing the change.
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References
1. Swanson, R. A. (2001). Human resource development and its underlying theory. Human
Resource Development International, 4(3), 299-312.
2. Milkovich, G. T., & Boudreau, J. W. (1988). Personnel. Human Resource Management.
A diagnostic Approach.
3. Cardy, R. L., & Selvarajan, T. T. (2006). Competencies: Alternative frameworks for
competitive advantage. Business Horizons, 49(3), 235-245.
4. Parker, J. (2003). U.S. Patent Application No. 10/735,099.
5. Gelade, G. A., & Ivery, M. (2003). The impact of human resource management and work
climate on organizational performance. Personnel psychology, 56(2), 383-404.
6. Thompson, F. J., & Scicchitano, M. J. (1985). State implementation effort and federal
regulatory policy: The case of occupational safety and health.The journal of
politics, 47(02), 686-703.
7. Acs, G., & Nichols, A. (2007). Low-Income Workers and Their Employers.Washington,
DC: Urban Insitute.
8. Noe, R. A. (2010). Employee training and development. McGraw-Hill/Irwin.
9. Need, W. C. D. H. P. (2006). Human resource management: Gaining a competitive
advantage.
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