HRM and Psychology Studies

This assignment provides a comprehensive list of HRM and psychology-related research papers, including articles from reputable journals such as Personality and Social Psychology Bulletin, Journal of Management, and Human Resource Management. The papers cover topics like employee engagement, trust in HRM practices, and the self-dehumanizing consequences of social ostracism. They also include studies on microsatellite high resolution melting (SSR-HRM) analysis for authenticity testing of products, flexibility-oriented HRM systems, and market responsiveness. These research papers offer valuable insights and contribute to the understanding of HRM and psychology concepts.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Analysing the role and purpose of Human Resource management in Hilton Hotel ...........1
M1 Identifying the objectives of human resource management and it's contribution towards
achievement of goals ..................................................................................................................2
D1 Strategies or policies that are essential for the improvement of hotel staff performance ....3
1.2 Examining human resource plan for analysing demand and supply of manpower...............3
TASK 2............................................................................................................................................4
2.1 Assessment of current state of employment relations in hospitality sector..........................4
2.2 Effects of employment law on the HRM in Hilton hotel......................................................5
TASK 3............................................................................................................................................6
3.1 Discussion about job description and the person's specifications.........................................6
3.2 Comparison of selection process of different services industries businesses ......................7

INTRODUCTION
Human resource management plays an integral part in present business times, as it is
responsible for the fulfilling the need of workforce and also managing them. Human resource
management engages in recruiting, hiring, deploying and managing the workforce or the
employees of the organisation. Workforce or employees are termed as the human capital of the
organisation, so it is essential to make effective and efficient use of the employees, providing
them safety, reducing risk and then maximising return on investment. In present business
scenario the term HRM roles spreading by the organisation as widespread adoption by large and
medium size companies and other organisations of software ton manage many HR functions.
This report defines the role of the HRM, also examine it's importance in present business
organisations like HILTON hotel. Moreover, the objectives and goals of human resource
management as well as how the management is beneficial in achievement of organisational
goals. Besides this, the report also pertain the policies and strategies which are used to improve
the organisational staff performance.
MAIN BODY
TASK 1
1.1 Analysing the role and purpose of Human Resource management in Hilton Hotel
The HRM pertain the recruitment, selection, training and development of the Human
capital of the organisation and it performs the roles mainly associated with the workforce and
performance appraisal or analysation of the employees. HRM performs the significant role in
managing the hotels like Hilton. The importance of HRM are as follows.
Recruitment and selection: The main function of HRM is the recruitment of right
person at a right place and right time. The HRM is responsible for the selection of skilled person
in Hilton hotel or in any other organisation. The HR manager designs the plans and strategies for
hiring the right kind of people. The main task is associated with the recruitment involves
formulating the obligations of an employee and scope of task assigned to them.
Performance Appraisal: HRM enhances the employees working in Hilton Hotel or any
other organisation, to work with their full potential and ensuring the suggestions about their
working performance in order to improve their workings. The staff members of the hotel
communicates with the HR team or managers from time to time and provides all necessary
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information about their working performances. It is beneficial for them to to works according
their working criteria it helps them in execute the goals with best possible efforts.
Maintaining working atmosphere: The integral aspect of the HRM in an organisation,
the performance of any individual staff member of hotel or any other organisation, depends on
the working environment or work culture that presents at workplace. The good working
conditions is the main requirement of each employee of the organisation. A good working
environment is one of the benefits that is the requirement of each employee and is the
responsibility of the HR team.
Managing disputes: In an organisation or a hotel there are so many issues involves that
may leads to disputes between employers and employees, but these conflicts are inevitable for
understanding the coordination among the working teams. The Human resource team acts as
mediator or consultant for the settlement of these issues. HR listens the grievances of the
employees after that the HR provides the appropriate solutions to settle the issues. Therefore, the
HRM is important for the sort of the issues occurs in an hotel or an organisation.
Developing the public relations: It is the another responsibility of the HRM, to build
the good relations with public. In order to make good public relations for the benefit of the hotel
like Hilton or for any organisation, the HR team organises business meetings, seminars and
several official meetings or gatherings on behalf of the hotel or the organisation in order to build
the good public relations with other business sector.
The organisational body or hotel without the proper setup may suffers from the serious
issues while managing the daily business operations only because of this reason, the hotels and
companies put lot of money as well as efforts for acquiring the strong and effective HRM team.
M1 Identifying the objectives of human resource management and it's contribution towards
achievement of goals
HRM is the integral part of the organisation and it has some objectives for the betterment
of the organisation and for the accomplishment of desired goals of the organisations or Hilton
hotel. Some of its objectives are as follows.
 Organisational objectives: HRM is crucial to gain the effectiveness and the efficiency
for the betterment of the organisations. In case of Hilton hotel, the effectiveness and
efficiency gained by the help of the HRM, as HRM acquires the right person for the right
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job at the right time in right quantity. HRM also provides appropriate training to the staff
members for the perfection in workings.
 Functional objectives: there are so many functions in an organisation or the hotel that
are performed by HRM, it recognises that the priority should not the costs but the benefit
rendered.
 Personal objectives: During the present business scenario, the employees inspires from
the competitive organisations or hotels to change their jobs and human resource
management helps in acquiring, developing, utilizing and maintaining the employees.
 Societal objectives: HRM also settles the legal, ethical and social environment issues as
the equal opportunities, equal payments, equal workings are the legal issues and which
are not to be violated. HRM helps the society by creating employment opportunities,
educational facilities, women empowerment are the social responsibility issues.
D1 Strategies or policies that are essential for the improvement of hotel staff performance
The strategies or policies that are essential for the improvement of the staff performance
are as follows.
 Talent: it is the crucial assets that the business should try to maintain. The HRM must
predict the staffing needs of hotel in future accordance with this, performs hiring and
recruiting fresh talents.
 Leadership: it refers to the top level authority which is responsible for the success or the
failure of the organisation.
 Planning: Planning is the most crucial element as the effective strategic plans leads to
achievement of hotels desired goals.
 Performance culture: it refers to the betterment of performance planning and attending
in an appropriate manner. So that the performance of the organisation or hotel can be
achieved.
1.2 Examining human resource plan for analysing demand and supply of manpower
The HRM forecasts the demand and supply of manpower or labour for the future.
Predicting the supply involves the two important sources that internal and external source.
Internal supply forecasting plans: this supply forecasting plan involves the following.
 Employees turnover rates (means inflow and outflow of employees from Hilton hotel or
organisation)it determines the labour supply.
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 Talent or skill inventories, for this the HRM team prepares the Brief data of each
employee which pertains the employee's education, past experience of employees,
occupation interests, specific talents and skills in workings.
 Succession planning is the process used to identify developed key individual persons so
that they may assume top level authority. It is mainly developed for the succession of the
management level employees to promote them at high level authority and to motivate the
employees of executive level in hotel or the organisation.
External supply forecast plans includes the following aspects: as same the internal forecast plans
are essential for the development of the hotel or the organisation, the external forecast plan is
also crucial. This includes the following.
 Demographic changes in the population.
 National and regional economic.
 Educational level of the workforce.
TASK 2
2.1 Assessment of current state of employment relations in hospitality sector
It is essential for the organisation or the hotel to have good relations with employees and
with public. It is crucial that the managers and HR team have better relations with their
employees and workers, as it is beneficial because good relations helps in solving the disputes,
better motivation to employees, for better working environment in the organisation. Besides this,
the good relationships among the managers and workers of the organisation helps in bargaining,
culture and structure, these are described below.
Collective bargaining: In case of service industry the industry have to face the
bargaining from the employees in terms and conditions of the employment which is generally
raised by the Trade unions or labour unions. Under trade or labour unions the selected leader or
leaders represents themselves on behalf of whole union and bargains about the salary issues,
working place issues, working hours or days issues etc. In Hilton hotel, the trade or labour
unions strikes for the fulfilment of their demands. Hilton hotel adapts some measures for settling
the issues in order to secure their relations with the staff workers or employees.
Employee participation: It is crucial for the Hilton Hotel to maintain adequate number
of employees for better quality services and for better training to new employees. The good
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relations is essential for the long job duration of employees in a particular organisation. Hence it
is the duty of the HR team to maintain good relations with the employees as it is crucial for
maintaining employees in Hilton hotel for long time. The long job duration leas to increment of
participation of employees in activities of working different from their job profile.
Culture: Different companies has their own different values and culture for treatment of
employees and also for continuous running of their business operations. In Hilton hotel there is
the flexible culture and beneficial for the employees in order to motivating them and promoting
their morale which is the indications of the better relations of worker with their leaders.
2.2 Effects of employment law on the HRM in Hilton hotel
Employment involves the employment laws that are essential and pertain the rules and
regulations, in order to forming the perfect relation among workers and employees. It helps in
securing the interest of the employees ensuring the better relation between trade unions and
administration. Several employment laws are available and must be follow by the Hilton hotel.
Employment relation Act: this regulation provides the systematic structure for the entity
bargains into corporate agreements. This regulations helps in maintaining the loyal behaviour
and trusts of workers towards top level authority for the job satisfaction among their employees.
Employment rights Act: This acts helps in securing the interest of employees, by
securing their legal rights such as food breaks, vacations, minimum wages or salary etc. it helps
the employees in securing their interest and works according to their ability and compensation
given by the hotel or organization.
Employment opportunities Act: This act also beneficial in securing the interest of the
employees as it helps in avoiding the discrimination between workers on the basis of age,
gender, caste , colour etc. under this act, the manager must take guarantee under the employment
agreement to treat all workers equally .
Contracts for the employment and their termination: under the employment contract
several terms and conditions are listed and it is mandatory for both employer and employee to
follow the terms and conditions. Terms and conditions may be related to health and safety,
retirements, parental rights etc. the HR manager of the Hilton hotel must follow the terms and
conditions and never ignore these conditions as it is the duty imposed on him by this act and this
act is helpful in collaborating the job requirement for both workers and management.
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TASK 3
3.1 Discussion about job description and the person's specifications
Job analysis means the systematic structure of job that pertains the job requirements and
description regarding the required job. The HR team of Hilton hotel must clearly specifies the
relation and working of job to every members of organisation(Barlow and et. al., 2012).
JOB analysis pertain the followings.
Job description: it is the document which pertains the job description and functioning of the
organisation. It is essential to provides the deep knowledge of the job profile and organisation
workings.
Job specification: it is the specification regarding educational qualification which is essential for
the perfection in required job.
Factors affecting the Job recruitment
There are several internal and external factors which affects the job recruitment process
of the organisation.
Internal factors: these are the factors prevails within the organisational structure which affects
the recruitment process such as size, and recruitment policy. Hilton hotel having a slow
recruitment process for recruiting fresh employee(Habraken and et. al., 2011)
External factors: These are the factors which affects the recruitment process over which the
organisation has no control such as the employment regulation acts, labour laws etc. these laws
directly affects the process of recruitment.
JOB design
This is the step which should be taken after the job analysis which involves work
planning for reducing the dissatisfaction among employees.
JOB DESCRIPTION
Job title: Safety officer
Reports to: General manager
Job overview: A great opportunity for joining the world class hotel chain
in order to develop and nourish the existing skills for your future career
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growth.
Responsibilities and Roles:
 To ensure good quality services are provided to customers
 To monitor the security issues of customers and employees
 To ensure the workers are following the corporate policies
Qualifications:
 Must be above 18 in age
 Written and spoken English communication skills
 Willing to work in both day and night shifts
Recruitment through advertising
Recruitment techniques are developing significantly by the use of internet over the years
. Companies adapts new and latest technology to marketing their products and services such as:
 Internal Recruitment: Hilton hotel should adapts new recruited candidates by posting the
ad of job on organisation's webinars and their website(Bastian and et. al., 2013).
 External Advertising or marketing: organisation should advertise through media
platforms such as television, newspapers etc.
 Print Advertising: Hilton hotel should use conventional recruitment advertising by the
use of banners and posters.
 Web Advertising: during the modern time the latest approach of internet is growing
rapidly Hilton hotel should post their advertisements online for recruitment.
 Social Media: Hilton hotel should advertise by using several social media platforms by
creating and managing multiple accounts or pages on different channels Like Instagram,
whats app, facebook etc (Ganopoulos, Argiriou and Tsaftaris, 2011).
3.2 Comparison of selection process of different services industries businesses
Selection process refers to the process of selection of employees or candidates for the
several vacant job positions in the organisation.
Selection method
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Selection process of candidates based on organisational requirements. The selection
methods which are used by Hilton hotel for recruitment potential and fresh skilled candidates are
preliminary screening, online interview, personal Interview and by group discussion(Chang,
Gong, Way and Jia , 2013)
Short Listing
This process engages short listing of candidates after conducting their interviews scores,
attractiveness qualifications etc. short listed candidates are forwarded to next round of interview.
Interview method
there are several interview methods uses by the HR teams for recruiting and selecting the
candidates for the vacant jobs in organisation.
 Structured interviews
 Unstructured interviews
 Behavioural interview
 Technical skills interview
TASK 4
4.1 Assessing the contribution of training and development activities to the effective operational
services industries business
Training– it is a continuous process that helps in developing special skills in an individual and
group to make them able to perform a particular task. It is important part for every enterprise as
in order to adopt change it is required that employees are made aware about same. There are
different ways through it is done such as by giving teaching on the job or of the job.
Development– This on the other hand is a long term process which is carried out in the
enterprise with a view of raising the current scale of business(Innocenti, Pilati and Peluso, 2011).
Both training and development holds an important role in the organisation as through
this various benefits are achieved by the employees such as:
It raises the overall productivity of the work force.
It helps in better utilisation of the resources.
Through training the morale of employees also increases which helps in further
reducing the employee’s turnover.
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Difference between training and development
Basis Training Development
Definition It is provided to employees for
increasing their efficiency and
performance.
It is the continuous process of
enhancing the skills and
knowledge throughout the
career for future growth.
Time It is for a short duration of
time
It is a long time process which
keeps on adding skills and
knowledge
Focus It is provided for increasing
the efficiency of job
operations.
It's focus is to develop the
skills of individuals for their
future growth.
Objective Its objective is to improve
performance up-to a large
extent
It's objective is to prepare
individual for the future
growth of career.
CONCLUSION
From the above report it has been concluded that the HRM plays the integral part in
recruitment process of the employees. Moreover it is responsible for the solution of disputes and
maintaining the good relation among g workers and employers. Moreover the HRM adapts
several methods for selection of the employees in order to place right person at right job at right
time.
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REFERENCES
Books and Journals:
Barlow, F. K. and et. al., 2012. The contact caveat: Negative contact predicts increased prejudice
more than positive contact predicts reduced prejudice. Personality and Social
Psychology Bulletin. 38(12). pp.1629-1643.
Habraken, G. J. and et. al., 2011. Optimization of N-carboxyanhydride (NCA) polymerization
by variation of reaction temperature and pressure. Polymer Chemistry. 2(6). pp.1322-
1330.
Bastian, B. and et. al., 2013. Losing our humanity: The self-dehumanizing consequences of
social ostracism. Personality and Social Psychology Bulletin. 39(2). pp.156-169.
Ganopoulos, I., Argiriou, A. and Tsaftaris, A., 2011. Microsatellite high resolution melting
(SSR-HRM) analysis for authenticity testing of protected designation of origin (PDO)
sweet cherry products. Food Control. 22(3-4). pp.532-541.
Chang, S., Gong, Y., Way, S. A. and Jia, L., 2013. Flexibility-oriented HRM systems, absorptive
capacity, and market responsiveness and firm innovativeness. Journal of Management.
39(7). pp.1924-1951.
Innocenti, L., Pilati, M. and Peluso, A. M., 2011. Trust as moderator in the relationship between
HRM practices and employee attitudes. Human Resource Management Journal. 21(3).
pp.303-317.
Beer, M., Boselie, P. and Brewster, C., 2015. Back to the future: Implications for the field of
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Druml, B. and Cichna-Markl, M., 2014. High resolution melting (HRM) analysis of DNA–Its
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Ehrnrooth, M. and Björkman, I., 2012. An integrative HRM process theorization: Beyond
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Arrowsmith, J. and Parker, J., 2013. The meaning of ‘employee engagement’for the values and
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Sakaridis, I., Ganopoulos, I., Argiriou, A. and Tsaftaris, A., 2013. A fast and accurate method for
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