Motivating Employees: A Key to Success in Thistle Hotel

In the context of Thistle hotel, a reward system can prove to be de-motivating for another individual if rewards are not given based on employee performance. This could lead to decreased productivity and profits. Monitoring employee performance through close observation and check-list methods can help HR managers track employee behavior, dedication, and discipline. The exit procedure in Thistle hotel involves resignation, notice period, final pay calculation, and an exit interview. In contrast, Hilton hotel's UK branch only requires a 15-day notice period and no exit interview. Legal and regulatory frameworks impact employment cessation, requiring employers to provide prior notice and valid reasons for termination.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Difference between personnel and human resource management.........................................1
1.2 Roles and responsibilities of human resource manager.........................................................2
1.3 Roles and responsibilities of line manager............................................................................2
1.4 Organizational factors that affect the HRM functions with the impacts of legal and
regulatory framework..................................................................................................................3
TASK 2............................................................................................................................................4
2.1 Importance of human resource planning...............................................................................4
2.2 Stages of the planning process...............................................................................................4
2.3 Recruitment and selection process in organization...............................................................5
2.4 Contribution of human resource manager in recruitment and selection process...................5
TASK 3............................................................................................................................................6
3.1 Link between motivational theory and reward......................................................................6
3.2 Way in which organization determines the process of job evaluation..................................6
3.3 Effectiveness of reward system in organization....................................................................6
3.4 Monitoring of employee performance...................................................................................7
TASK 4............................................................................................................................................7
4.1 Causes of termination of employment...................................................................................7
4.2 Comparing the exit procedure of two organizations..............................................................7
4.3 Impact of legal and regulatory framework while arranging employment cessation.............8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management (HRM) is the base of any organization as without having
effective management of the workforce of firm, to survive with sustainability is not possible.
Every organization has to give due consideration to its working people as if they would not be
satisfied, firm may have to face the issue of employee turnover that will ultimately lead to loss in
its profits and productivity (Ramlall, 2004). In the present report, Thistle hotel has been chosen
which is a UK based four star hotel with having its headquartering in England and operating in
different nations with 33 hotels. In report, there will be focus on all the concepts of human
resource management. Along with that, there will be focus on roles and responsibilities of a
human resource manager and line managers. Also, human resource planning (HRP) and its
stages will be defined with assessing the effectiveness of reward system in the organization.
TASK 1
1.1 Difference between personnel and human resource management
There is a huge difference in between personnel and human resource management as
HRM is a very wide concept, however, personnel management (PM) is an important part of it.
Human resource management can be called as an advanced form of personnel management
(Brown, 2007). Difference between both the concepts in Thistle hotel can be understood by the
following ways:
HUMAN RESOURCE MANAGEMENT PERSONNEL MANAGEMENT
It is the branch that deals with the best possible use
of enterprise’s manpower.
It deals with the workforce within organization.
HRM treats its employees as an important asset in
Thistle hotel.
It treats the employees as tools or machines.
Decision making is fast in HRM. It is comparatively very slow.
Here, main focus is on performance evaluation. PM is mainly based on job evaluation.
Workforce is segregated into groups or teams in
order to perform the tasks (Holloway, 2012).
Basis of job design is the division of assigned work
to the workers in Thistle hotel.
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1.2 Roles and responsibilities of human resource manager
In Thistle hotel, there are lots of roles and responsibilities that HR manager has to
perform. Some of them are like:
Recruiting and selecting candidates: First and the foremost role that HR manager of
Thistle hotel has to perform like in any organization is recruiting and selecting the candidates as
per the requirement in firm.
Organizing training and development sessions: After selecting the candidates for the
vacant positions by assessing their qualification, skills and experience that are required for a
designation, training and development sessions are organized for them by HR manager (Schuler
and Jackson, 2005). These sessions are organized for existing employees too in order to enhance
their knowledge and proficiencies.
Appraising employees: It is also one of the important responsibilities of HR manager in
Thistle hotel. He is responsible for making appraisals for the employees according to what they
have performed and if any deviations are found, training is provided to them.
Employee relations: Maintaining healthy relations with employees plays a significant role
for the HR manager in Thistle hotel. As the firm belongs to hotel industry, maintaining good
relations is the major responsibility for him as for providing quality services to customers,
employees need to be satisfied and happy (Shamsudin and et.al., 2012).
1.3 Roles and responsibilities of line manager
In Thistle hotel, line manager is having many roles and responsibilities which he has to
carry out in organization. Some of them are explained as below:
Dealing with customers or clients: As line manager is the front line manager, he needs to
deal with the customers or clients. Thus, for that, he is required to be very polite with the clients
so that he can give them a good experience.
Monitoring work and checking quality: Another role that a line manager has to perform is
that of monitoring the work done by employees and checking the quality of that as Thistle hotel
is famous for providing quality services to clients (The role of line managers in HR, 2015).
Managing day to day management: Line manager of Thistle hotel has to perform the
most important role of managing day to day functions on which entire operations depend. He is
responsible for allocating work to employees and then making them clear about the tasks that
they have to perform.
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Measuring operational performance: Then, line manager is having the role of measuring
operational performance of company in which he compares the actual performance with the set
standards and if in case, any deviations will be found, corrective measures are suggested by him
(Bhattacharya, 2009).
1.4 Organizational factors that affect the HRM functions with the impacts of legal and regulatory
framework
There are some factors which affect the HRM functions of Thistle hotel and need to be
considered while dealing with them. These factors are like:
Technology innovation: It serves as one of the most important factor in present scenario
as in today’s world, firms are running and sustaining their business in the market with having
innovation in its products and services through using latest technologies. Thus, Thistle hotel has
to have latest technologies so that it can offer innovative services to the customers (Australia,
2011).
Labor availability: It is another factor which human resource department of the
organization needs to take care, that is, availability of workforce in the firm. If there will be
shortage of labor, operations cannot be done and results will not be gained on time.
Along with these factors, there is a huge impact of legal and regulatory framework on
Thistle hotel. Government of UK has imposed the policy of equal employment opportunity on
firms which says that all people that deserve to get a good job must get equal chances of getting
job and they should be discriminated on the basis of age, caste, creed, race, nationality, sex or
gender. Thus, while making selections, Thistle hotel cannot be biased and needs to give equal
attention of every candidate (Amos and et.al., 2009). In addition to this, as per the legal and
regulatory framework of nation, Thistle hotel is obligated to provide a safe, clean and healthy
environment to its employees where they can work. Apart from that, it prevents the sexual
harassment and requests from sexual favors. Because of legal and regulatory framework imposed
by the government of nation, human resource department of Thistle hotel need to develop
policies to get surety that managers and employees would be aware with the legal restrictions
and will deal effectually with the potential violations (Sims, 2007).
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TASK 2
2.1 Importance of human resource planning
Human resource planning (HRP) aims at fulfilling the need of organization with respect
to have sufficient number of employees that are needed to achieve the set target of the firm. It
says about selecting the accurate number of employees required with matching their skills that
are needed for a particular job (Gary, 2011). In Thistle hotel, HRP plays a significant role as this
is a service firm which offers quality services to people, availability of sufficient employees is
needed as they are the only one who directly face the client and make them satisfy with their
services. Thus, in this hotel, HRP is very important which is done by human resource
department. In this, the major objective is to estimate the future needs of firm and then recruiting
the talented personnel by which smooth operations of an organization can be done (Kieserman,
2008). It also aims to make employees able to cope up with the change and thus, it provides
training for that purpose. Apart from that, for the optimum utilization of human resources, hotel
needs to do effectual human resource planning effectually.
2.2 Stages of the planning process
There are five main stages of human resource planning in Thistle hotel which are
explained as below:
Assessing inventory of present human resources: In HRP of Thistle hotel, the first step is
to assess the available human resources of firm. In this, internal and external forces of the firm
are analyzed.
Forecasting demand and supply of human resources: After assessing the inventory of
human resources, demand for required personnel is forecasted and then, sources through which
this demand can be fulfilled are analyzed (Absar and et.al., 2012).
Matching demand and supply: Later, gap between the demand and supply of human
resources in Thistle hotel is assessed by which it is analyzed that whether the demand is
completely fulfilled or more human resources are required.
Action plan: Finally, the HR plan is executed which involves recruitment, selection,
placement, training and development, etc.
Monitoring, control and feedback: Last but not the least; monitoring and control over the
work done by employees is done and feedback is taken to assess whether standards have been
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met in the desired manner or not and if deviations are found, corrective measures are taken
(Chadzingwa, 2010).
2.3 Recruitment and selection process in organization
In Thistle hotel, for doing recruitment and selection of employees, at first, an application
form is sent. Then people who are interested in the job fill that form and then sent it to the firm.
Hotel then do screening of the applications as per their criteria of selecting candidates and then
makes a call to them to invite them for the test. Those who pass the test are again called for
second round of interview and then, hotel shortlists the individuals as per the skills, experience
and qualification that are required for the job (Recruitment and selection hiring process, 2015).
Then, final face to face interview is taken by Thistle hotel in order to make final selection of the
candidate for the respective job. Finally, the candidate who is satisfied with the offered profile of
job along with the salary is selected by the firm. In this hotel, due consideration is given to the
recruitment and selection process as human resources are the base of this firm on which all
services rely (Bhattacharya, 2009).
2.4 Contribution of human resource manager in recruitment and selection process
In recruitment and selection process, human resource manager plays the most important
role as he is the one who administers and controls the whole procedure. He is the only one who
guides human resource staff with the way to perform these procedures. HR manager of the hotel
directs the human resource professionals in HRD to strategically plan the procedural approach.
This approach is them implemented for recruiting, evaluating and hiring new employees
(Billsberry, 2008). He assesses the requirement of employees for particulars designations and
then decides that whether existing employees can be promoted to that position or external
recruitments are needed. Then, if external recruitment are required, hiring managers are asked to
use screening tools like applications, interviews, tests, background checks and reference checks.
HR manager of Thistle hotel is then required to assess the cost of this process and has to make
strategies so that, best suitable candidates can be hired at the minimum low cost (Kerr and
Rifkin, 2013).
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TASK 3
3.1 Link between motivational theory and reward
There is a strong and effectual link between motivational theory and reward that are
implemented in Thistle hotel. As this hotel follows the Maslow’s hierarchy theory of motivation,
it states that, in order to motivate the employees; to assess the level of their need is necessary. It
is because; every individual gets motivated by fulfillment of the level of need that it is having,
that is, if he has social needs and organization is providing monetary rewards to him, then it will
not be fruitful (Ramlall, 2004). This is the reason; while providing any kind of reward to an
employee, it is necessary to assess his needs so that, by the fulfillment of his requirement, he
would get motivated. Thus, it has been said that motivational theories plays a significant role
while assessing the kind of rewards that should be given to an employee as per his performance
so as to make him motivated as wrong selection of the reward may lead to even make them de-
motivated (Brown, 2007).
3.2 Way in which organization determines the process of job evaluation
For analyzing the relative worth of particular job, HR manager of Thistly hotel needs to
rely on the method of job evaluation. It starts with the step of job analysis in which tools like job
description and job specification are analyzed. On the basis of these two documents, HR
manager gives rating to the particular job. For this purpose, point rating factor comparison
method can be used (Holloway, 2012). Thus, on the basis of this rating, salary or wages are
determined and given to the employees or workers as per their job. It ultimately leads to motivate
the employees and they get encouraged to work better. However, motivation of an employee may
prove to be de-motivating for another individual.
3.3 Effectiveness of reward system in organization
In Thistle hotel, reward system plays a crucial role as it is a firm that belongs to service
industry, promotion of employees depends upon the services that they offer to the clients or
customers. Thus, in order to motivate or de-motivate the employees of this hotel, reward system
prove to be very helpful. These rewards are given on the basis of performance that employees
have performed. After getting rewards for the work done by them, they get motivated to perform
with more efficiency which leads to higher productivity and profits to the organization (Kerr and
Rifkin, 2013). However, if they would not get the rewards as per their performance, it may lead
6

to de-motivation of employees which may decrease the productivity of hotel. Thus, while
selecting the rewards for employees, Thistle hotel need to given due consideration of
performance appraisals.
3.4 Monitoring of employee performance
Monitoring of employee performance can be effectually done in Thistle hotel by
watching the employees during time when they perform their jobs. This kind of monitoing would
prove to be very help as close monitoring reveals various facts about an employee like his
behavior with his peers, subordinates or clients as well as dedication and discipline in work.
Along with that, through check-list method, work of employees can be monitored easily. Also,
taking feedback from employees of Thistle hotel plays a vital role in helping the HR manager to
monitor the performance of workers and employees (Bhattacharya, 2009). Thus, on the basis of
results, performance appraisal is done.
TASK 4
4.1 Causes of termination of employment
There are many causes because of which Thistle hotel terminates its employees. The first
and foremost among all reasons is of non fulfillment of policies of organization. Any worker or
employee who is not adhering with the policies of hotel is terminated by the HR manager as to
follow all rules and policies imposed by HR department in Thistle hotel are necessary (Amos and
et.al., 2009). Apart from that, sometimes, due to financial issues also, workers who are not doing
anything productive in the hotel are terminated as it saves the cost of firm.
4.2 Comparing the exit procedure of two organizations
In Thistle hotel, the exit procedure starts with the resignation letter. An employee who
has decided to leave this hotel, he needs to give resignation first. When resignation is accepted
by his superior and other higher authorities, then to serve the notice period of 30 days, that is,
one month is necessary so that hotel can search for the new employee in that duration (Sims,
2007). After that, his final pay is calculated by the accounts department of Thistle hotel and he is
called for exit interview which is the last step of exit procedure of the hotel.
On the other hand, in Hilton hotel of UK, employee who wants to leave the organization
needs to just give resignation and when his resignation is accepted by the higher authority of
organization, his due salary is calculated and then he is asked to serve the resignation period of
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15 days. After serving that, by taking his due salary, he can leave the organization without
having any exit interview (Gary, 2011).
4.3 Impact of legal and regulatory framework while arranging employment cessation
Conditions related to employment cessation in Thistle hotel get highly affected through
legal and regulatory framework of nation. It can be understood by an example that as per the
Employment Rights Act 1996, any employer who wants to terminate an employee need to give
prior notice to that individual with a valid reason for the termination of his services. Along with
that, he has to interact with the employee so as to understand his issues with the firm before
giving him the resignation letter (Absar and et.al., 2012). If legal norms and regulations imposed
by the government are not followed by Thistle hotel, then it may lead to severe consequences
that hotel may have to face.
CONCLUSION
From the above report, it can be inferred that human resource management is a
continuous process which is required in the entire lifetime of a firm for ensuring the availability
of eligible and willing workforce. Also, it has been assessed that without having proper human
resource department in the organization, running a firm in an efficient and smooth manner will
not be possible. Thus, firm has to keep its workforce satisfied so that they can be retained in the
long run and their skills and knowledge can be used by the organization for earning profits.
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REFERENCES
Books and Journals
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Australia, C. C., 2011. Effective Recruitment and Selection Practices. CCH Australia Limited.
Bhattacharya, D. K., 2009. Human Resource Planning. 2nd ed. Excel Books India.
Bhattacharya, D. K., 2009. Human Resource Planning. Excel Books India.
Billsberry, J., 2008. Experiencing Recruitment and Selection. John Wiley & Sons.
Brown, M., 2007. The Essential Guide to Recruitment: How to Conduct Great Interviews and
Select the Best Employees. Library Review. 56(5). pp. 420-421.
Chadzingwa, M. M., 2010. Human resource management in Southern African libraries. Library
Management. 31(6). pp. 451–465.
Gary, D., 2011. Human Resource Management. Pearson Education India.
Holloway, M., 2012. Motivational interviewing and acquired brain injury. Social Care and
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Kerr, H. and Rifkin, G., 2013. Reward Systems: Does Yours Measure Up?. Harvard Business
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Kieserman, H. R., 2008. Issues in library human resources management. Bottom Line: Managing
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Ramlall, S., 2004. A Review of Employee Motivation Theories and their Implications for
Employee Retention within Organizations. Journal of American Academy of Business.
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Schuler, R. S. and Jackson, S. E., 2005. A Quarter-century Review of Human Resource
Management in the U.S.: The growth in importance of the international perspective.
Management Revue. 16. pp. 11–35.
Shamsudin, A. and et.al., 2012. Framework of human resource planning (HRP) influencing
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Sims, R. R., 2007. Human Resource Management: Contemporary Issues, Challenges, and
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Online
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Recruitment and selection hiring process. 2015. [Online]. Available through:
<http://hr.ucr.edu/recruitment/guidelines/process.html>. [Accessed on 11th December
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