Human Resource Management and Performance

The given information highlights the importance of human resource departments in managing personnel and maintaining effective relationships with other departments. Training and development programs are also crucial in improving employee performance by teaching them ways to improve their skills and knowledge. The assignment concludes that human resource management is a critical part of an organization, contributing to the accomplishment of organizational goals.

Human Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Role and purpose of Human Resource Management (Covered in PPT) .........................1
1.2 Human resource plan based on an demand and supply analysis (Covered in PPT) ........1
TASK 2............................................................................................................................................1
2.1 Assess the current state of employment relation (Covered in PPT) ................................1
2.2 Impact of employment law in management of human resource (Covered in PPT)........1
TASK 3............................................................................................................................................1
3.1 Job description and personal specification of HR manager in Marriott hotel..................1
3.2 Comparison between selection process of two businesses in service industry................3
TASK 4............................................................................................................................................4
4.1 Contribution of training & development activities in performing operations effectively4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource management consists of set of activities that are performed for
organising, controlling and managing the personnels working within the organisation. HR
department mainly focuses on formulating the long term plan as well as work related policies for
providing a guidelines to employees. Hilton Hotel is an international brand which provide
accommodation and other related services (Baum, 2016). Company maintain a range of hotel
and resorts through out the world by targetting both business and leisure travellers. This report
contains a detail analysis of role or purpose of HRM and planning related to managing a balance
between demand and supply of employees. Further it describes about current state of
employment relation and way in which employment law affects the management of human
resource. It also includes job description and personal specification along with the comparison
between selection process of two organisations. At last it describe about the impact of training
and development to the effective operations.
TASK 1
1.1 Role and purpose of Human Resource Management (Covered in PPT)
1.2 Human resource plan based on an demand and supply analysis (Covered in PPT)
TASK 2
2.1 Assess the current state of employment relation (Covered in PPT)
2.2 Impact of employment law in management of human resource (Covered in PPT)
TASK 3
3.1 Job description and personal specification of HR manager in Marriott hotel
Person specification:- It refers to a document which includes a description of skills,
qualification, knowledge and experience that a candidate have for performing the job duties.
Job title: RECEPTIONIST
Criteria Essential Desirable
QUALIFICATIONS Graduate in commerce Diploma in communication.
RELEVANT EXPERIENCE Must have a 2 year experience Must have a training certificate
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ion same field. of at least 3 months from any
recognised and reputed hotel.
SKILLS AND
COMPETENCIES
 Must have effective
influencing ability and
communication skills
(both verbal & written)
 Must know how to
mange the information
of customers.
 Should know how to
manage conflicts that
may arises from
customers.
 Presentation skills
 IT skills
 Communication skills
Job Description:- It can be defined as a document which includes a detail description
about the duties, responsibilities, scope, working condition and purpose of job along with name
or designation of job.
Job Description
Job Details
Post: Receptionist
Department:
Job Summary
The hotel receptionist is responsible for providing an positive, friendly and welcoming
services to all the people who visit the hotel for providing better customer experience.
The main purpose of receptionist is respond to guests' request and ensure that staffs are
present for handling customers and help general manager to manage the room booking
services effectively.
Roles & Responsibilities
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 Know how to deal with guest requests for ensuring their comfort and pleasant stay.
 Responsible for providing all the information related to the services offered by
Hotel.
 Responsible for preparing the accurate and efficient accounts and guest billing
process.
 To be responsible for ensuring the hotel reception must be clean and tidy all the
time.
 Must know to manage conflicts of customers regarding the operations.
 To provide all the information related to check-in and checkout of clients through
emails, filling and switch boards.
3.2 Comparison between selection process of two businesses in service industry
Recruitment and Selection is consider as one of the most important responsibility of a
Human resource manager. Because the main function of HR department is to ensure that each
department of an organisation must be consists of high skilled and competent workforce so that
their operations can be performed in an efficient manner (Hameed, Ramzan and Zubair, 2014).
This further support toward in leading the overall contribution of various departments toward the
accomplishment of organisational objective.
Operations performed in hospitality industry are mainly focuses toward providing
satisfactory services to its customers by having direct interaction with them. So in order to
perform these operations effectively it is very essential for HR manager of Hilton hotel to hire
high skilled and competent employees (Almog-Bar and Schmid, 2014). Hilton follows a
systematic and long procedure for hiring employees in which a candidate has to pass a number of
test for getting job. This is the main reason behind the worldwide success of Hilton. Following
are steps that are followed by Hilton in its selection process:
 HR department of Hilton keep on assessing the employee requirement within each
department and their skill requirements.
 After analysing this, next step is to preparing a job specification or description and then
advertisements are placed over recruitment sites and official website of Hilton from
where interested candidates send their CV (Sheehan, Garavan and Carbery, 2014).
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 After collecting all the applications screening of CV is done on the basis of required
skills and qualification, from which candidates are selected and called for interviews.
 Then interview is arranged for selected candidate to analyse there psychology and ability
to handle the different situations. Selected candidates then send for various test like group
discussion, aptitude, physical test etc.
 After clearing all these stages or test, background of selected candidates is verified for
determining their behaviour and performance from their past experience. After these
informations get verified they are assigned with offer letter.
On the other hand, Marriott international is one of the well known multinational hotel and
biggest competitor of Hilton (Milevska and et. al., 2017). This hotel is also known for its
effective culture as well as competent workforce that support them in providing satisfactory
services to its customers. Following are the steps which Marriott hotel follows for selecting
candidates:
 The selection process of Marriott Hotel starts from placing an advertisement in
newspaper, social sites etc. with the help of external recruiters. Here the interested
candidates place their CV and other information as per the job requirement.
 These documents are analysis to select the candidates that have required academical
qualification and experience for vacant job, after which selected applicants are called for
interviews.
 Once the candidates have cleared the interview round they are send for other
psychological test such as brain storming and written aptitude test.
 The individuals who clear all the test are then placed over job after verifying the
information provided by them.
TASK 4
4.1 Contribution of training & development activities in performing operations effectively
Human resource department refers to the formal system of organisation for the
maintenance of personnel working within the organisation. So, it is the responsibility of HR
manager to ensure that a co-operative and well managed working environment must be provided
to its employees for keeping them satisfied with their job. As a happy and satisfied employees
are more productive (Horton and Farnham, 2015). Apart from this HR manager perform several
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other operations which support company in keeping its customers happy and also support in
enhancing the performance of employees. It includes performance appraisal, incentives, training
and many more out of which Training & development activities plays an essential role in
improving the performance of employees. Hilton Hotel arrange training programs for its
employees on regular basis for developing their skills on the basis of current changes that are
anticipated in external environment on regular basis. Following points explains about the
contribution of training & development program in effective performance:
 Increasing productivity:- HR manager of Hilton hotel conduct survey on regular basis
for improvising its current process on the basis of changes in external environment. This
help them in enhancing the employee's knowledge regarding the external changes which
help them in performing operations in effective manner.
 Enhancing employees morale:- By organising training on regular basis, Hilton will be
able to improve the performance of its employees by sharpening up their skills. Because
training programs act as an opportunity for employees through which they can overcome
their weaknesses. This will support them in achieving their targets in an effective manner
which result in appraisal in term of promotion or other benefits.
 Maximizing profitability:- Training programs focuses on removing the weaknesses the
employees have in their working criteria (Bowen, 2016). So by eliminating these
weaknesses and chances of error, Hilton will be able to enhance its level of performance
which in turn will maximize the profitability.
CONCLUSION
From the above given information it has been concluded that human resource department
is one of the most crucial part of an organisation which contribute toward the management of
personnel. Apart from this HR manager is also responsible for the maintaining an effective
relation with different departments working within the organisation that support in aligning the
performance of each unit toward the accomplishment of organisational goals. Training &
development programs also support in managing the people as well as their performance by
teaching them about the ways of improving performance.
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REFERENCES
Books & Journals
Almog-Bar, M. and Schmid, H., 2014. Advocacy activities of nonprofit human service
organizations: A critical review. Nonprofit and voluntary sector quarterly. 43(1). pp.11-
35.
Arnaboldi, M., Lapsley, I. and Steccolini, I., 2015. Performance management in the public sector:
The ultimate challenge. Financial Accountability & Management. 31(1). pp.1-22.
Bamberger, P. A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bowen, D. E., 2016. The changing role of employees in service theory and practice: An
interdisciplinary view. Human Resource Management Review. 26(1). pp.4-13.
Hameed, A., Ramzan, M. and Zubair, H. M. K., 2014. Impact of compensation on employee
performance (empirical evidence from banking sector of Pakistan). International
Journal of Business and Social Science. 5(2).
Heraty, N., Michailova, S. and Morley, M. J., 2016. Managing human resources in Central and
Eastern Europe. Routledge.
Horton, S. and Farnham, D. eds., 2015. Public management in Britain. Macmillan International
Higher Education.
Jo, H., Kim, H. and Park, K., 2015. Corporate environmental responsibility and firm performance
in the financial services sector. Journal of business ethics. 131(2). pp.257-284.
Milevska, N. K. and et. al., 2017. The former Yugoslav Republic of Macedonia: Health System
Review. Health systems in transition. 19(3). pp.1-160.
Ovadia, J. S., 2014. Local content and natural resource governance: The cases of Angola and
Nigeria. The Extractive Industries and Society. 1(2). pp.137-146.
Sheehan, M., Garavan, T. N. and Carbery, R., 2014. Innovation and human resource development
(HRD). European Journal of Training and Development. 38(1/2). pp.2-14.
Shire, K. A., Holtgrewe, U. and Kerst, C., 2017. Re-organising Service Work: Call Centres in
Germany and Britain: Call Centres in Germany and Britain. Routledge.
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