Approaches for Effective Employee Relations and Engagement

This document discusses the various approaches to improve employee relations and engagement in an organization. It covers the importance of regular feedback, providing training and support, and helping employees understand their needs. These approaches can lead to better productivity and retention.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1 Purpose of HR functions and key roles and responsibilities of HR functions.........................1
2 Evaluate approaches to workforce planning, recruitment and selection, performance
management and reward system, development and training......................................................3
3 Different methods used in HR practices. ................................................................................4
4 Approaches for effectiveness of employees relation and employee engagement....................5
5 Key aspects of employment legislation....................................................................................6
6 Evaluate how employees relation and employee legislation inform decision making............6
7 Illustrate the application of HR practices.................................................................................7
8 Evaluate the use of technology..............................................................................................10
CONCLUSION .............................................................................................................................10
REFERENCE.................................................................................................................................12

INTRODUCTION
Human resource management is a process which is responsible for making organisation
effective and efficient. It is supportive to increase and enhance the productivity of employees and
organisation as well to achieve business goals (Albrecht and et.al., 2015). This study will be
based on Britannia hotel. It is a united kingdom hotel group with 53 hotels. This study will
derive the purpose of HRM functions and key roles and responsibility. It will discuss approaches
to workforce planning, development and training, recruitment and selection, performance
management, reward system. Ii will evaluate the approaches for effectiveness of employees
relation and employee engagement. It will discuss key aspects of employees legislation. It will
discuss different methods used in HR practices. It will discuss the employees' relation and
employee legislation inform decision making. It will illustrate the application of HR practices. It
will evaluate the use of technology. This report will illustrate the application of HR practices. It
will evaluate the use of technology.
TASK 1
1 Purpose of HR functions and key roles and responsibilities of HR functions.
HR purposes are staffing, employees benefits and compensate, designing or defining
work, hiring, recruiting, firing employees, improve satisfaction and productivity of employees
provide positive work place to employees training and development of employees, maintaining
and managing inter office relationship. There are some roles and responsibilities of human
resources functions.
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Staffing Needs: human resource management has purpose to fulfil demand of staff. It
includes the hiring and recruiting of employees. They are required to hire talented and skilled
people in the organisation. For this they needed to create position announcement. Personnel
screen applicant by checking reference, interviewing applicants, administrating test. With this
they involve in terminating employees, promotion and transfer process for exiting employees
(Banfield, Kay and Royles, 2018). They are responsible for communicate with other department
in order to run process of recruitment and selection.
Compensation: it involves monetary and non monetary compensation and reward. Fair
payment is big concern for each employees. They want system to provide better compensate and
benefits. Human resource management has purpose to implement effective reward and
compensate system by rehearsing the latest trends and offer employees an acceptable pay. They
also assess the laws and policies in order to help organisation to comply with different state,
federal and local law such as fair labour standards act which includes the minimum wages with
payment for over time work.
Performance Appraisal: human resource management work with other department on
order to analyse performance of employees. Purpose of department is to create effective
performance appraisal process. In Britannia hotel this process is annually organised. This process
must be effective, simple and straight forward. Organisation uses this process in order to
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Illustration 1: HR Purpose
Source: (Human Resource Management, 2019)

retention, terminate and promote employees according to graph of their performance.
Performance appraisal help hotel to understand strength and weakness of employees.
Law Compliance: It describes rules such as policies, specification, law and standard
which organisation is required to implement (Brewster, Chung and Sparrow, 2016). They are
responsible for provide safe and equitable treatment for their employees. It protects employees
in various areas. Failure can bring the lot of lawsuits can cut the revenue and profit of firm.
According to many survey workplaces are able to reduce the cost stemming from illness and
injury with proper safety and health system. Human-resource management has role to keep
organisation up to date with laws and policies and provide proper information to create effective
law compliance in Britannia Hotel.
Different approaches of recruitment and selection:
Recruitment approaches: There are various recruitment approaches which can be used by the
company such as:
Direct method: Within this method company can sent their representatives to educational
instructions or training institutes can choose a potential candidates for the job.
Advantages: One of the major advantage of this is approach is that company can attract the
potential employees quickly and also proves to be cost effective for the organisation.
Disadvantage: It will provide only the limited pool of candidates for the vacant post in the
workplace.
Indirect methods: This method of recruitment includes the advertisements in news paper, TV or
social media etc.
Advantages: One of the major advantages of this method is it can attract the large pool of the
employees towards the organisation.
Disadvantage: The only disadvantage of this method is that there may be many candidates who
can apply for the job even of not being eligible for the post.
Third party methods: It is the method when organisation reaches to third party which provide
the candidates for the organisation.
Advantage: with the help of this method company can the candidates easily available for the
company and also saves lots of time for the company.
Disadvantage: Sometimes, the candidates provided may not prove effective for the company as
third party may be unaware of organisational needs.
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Selection approaches: Britannia Hotel can use different approaches for selecting a candidates
for the organisation which are mentioned below:
Ethnocentric approach: It is an approach where company can hire the employees of same
nationality of the parent company.
Advantage: It can create effective culture within the organisation and people will be able to
understand each other effectively.
Disadvantage: It may result in the lack of diversity and will limit the innovating capabilities of
the company.
2 Evaluate approaches to workforce planning, recruitment and selection, performance
management and reward system, development and training.
Workforce Planning: It is a process in which hotel aligns the needs and priorities of
employees. It includes requirement of workers such as regulation, legislation and so on. Effective
workforce planning includes such points which is reviewing annual business of company and
ensuring about staff for covering all projects. Identifying issues within department, exploring
current staffing competencies, analysing the current use of workforce, identifying new ways to
structure organisation. Forecasting future environment and conditions in organisation based on
repeating trends.
Recruitment and Selection Approach: recruitment is a process to hire or select
qualified and skilled employees in organisation. There are many approaches to find appropriate
candidates. Recruitment planing is the first step of this process. HRM has to identify the vacant
position in the company and according to this they plan recruitment process. It includes job
specification and its nature, qualification, experience and skill, knowledge required for the
particular post. Job analysis include identification of responsibilities, duties , abilities, skills and
work environment of job (Cascio, 2015). It helps employees to understand their tasks that they
have to perform. Company can advertise their job description online via company websites,
professional networks like LinkedIn. Clear and effective communicative application process can
create better impression to aspirant.
Performance Management and Reward System: function of this system is to measure
and manage the performance of employees and according to this they are rewarded. Effective
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performance management and reward system assist hotel to align the goals. It clarifies the where
energy is invested and how to use this energy in order to reduce time spent on low valued
activities. This approach help to how employees can individually contribute in term to meet
business objective and according to these employees are given rewards which motivate them to
improve their performance. Britannia Hotel must work on making effective performance
management and reward system for engaging employees.
Training and Development: This is an important HP practice because training and
development process is responsible for making employees effective, efficient and productive.
Objective of hotel is make profit with their talented employees. So it is essential to create them to
work hard because employees are the pillar of organisation. Systematic approach of training is
advantageous for organisation to meet objectives and goals. For making employees productive,
company have to analyse employees and groups who need training. Training help workers to
learn skills, enhance capacities and abilities, knowledge. It makes employees to analyse their
strength and weakness and according to this develop needed skills.
There are two type of method for recruitment and selection and this defined in following manner
as-
Internal recruitment- This is term that defined as to promote any existing employee at the new
position by looking over their skills and qualification. It can be done with the help of giving them
promotion at the higher authority.
Strengths
 It is time and cost effective process.
 This aids to motivate the employees so that they feel motivated and perform their
working effectively.
Weaknesses
 Organisations do not get any fresh talent to perform their work effectively.
 No innovation process can be carried out without fresh ideas.
External recruitment- In this organisation works as to fill the vacancy from outside the
business. Thus, advantage and disadvantage of external are as-
Strengths
 New people bring new ideas.
 Larger pool of workers and it also aids find out the best suitable candidates.
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Weaknesses
 It is expensive process due to interviews and advertising required to conduct for
employees.
 It is lengthy process.
Selection: There may be many approaches which can be used by the company for the selection
process which can be mentioned below:
Interviews: Company can adopt this approach where a candidates have to face face-to-face
interview or telephonic interview and various question are being asked related to job applied for.
Strengths: It can result in the selection of suitable employee as interviewer can know lot about
the candidates.
Weaknesses: It can be an incomplete process as an effective can not be chosen by single
interview process.
Aptitude test: It can also be an effective approach of selection where candidates aptitude can be
tested.
Strength: The score achieved by the candidates can prove that candidate whether a candidate
can prove effective for the company or not.
Weaknesses: It can prove costly for the organisation for developing and administering it.
3 Different methods used in HR practices.
HR practices are responsible for the development of leadership in the organisation. It
occurs with practise of developing training session, motivational programs in order to appraising
performance of employees, knowledge sharing, evaluate fair system.
Payment and Reward Management: It is the best practice and important practice for
HRM. Employees are valuable assets for organisation. They are required to pay fairly in term to
make them satisfied and feel them valued for Britannia hotel. HRM is responsible for managing
fair payment and reward system. Providing reward to the employees make bring positive
outcome which is due to performance of employees. If HR department implement the best
policies related to payment and reward system, every employee in the organisation will make
effort to work hard through developing required skills and capabilities.
Providing Employment Security: human resource practices include the employment
security. Providing security to employees make them feel that they are valuable for company. It
impacts positively in front of workers (DeCenzo, Robbins and Verhulst, 2016). There is always
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social contact between employees and organisation. With this, hotel demand to work effectively
and become more committed toward them. Employees will only do for something if they get
back like, rewards, fair payment, security for them and their family. It allows employees being
committed for organisation. It is beneficial for employees because it helps to remain their
employees.
Training and Development: an effective training program assist employees to enhance
their abilities and capabilities in order to deliver positive outcome for organisation. In training
session workers learns new tactic, tool to improve their skill regarding their role and
responsibilities. Due to this, they are able to understand their weakness and strength. After
knowing their weaknesses workers are able to improve them and work productively for bringing
positive outcome.
4 Approaches for effectiveness of employees relation and employee engagement.
Employee engagement is the most important factors to lead in the competitive market.
Employee engagement refers feeling, passion, commitment towards organisation. Better
employee relation and engagement improve productivity, efficiency, effectiveness and retain
employees in the organisation for longer time. There are some approaches which enhance the
effectiveness of employee relation and engagement.
Provide regular, positive outcome: employees are need to provide hoe they are doing.
They always look for feedback from their team leader. Feedback must be regular and positive in
order to make them motivated. Organisation is responsible for to keep their employees up to date
to their working effort. This should be organised on regular basis so that employees will know
their performance. It is crucial to maintain positive working environment within the enterprise so
that employees can conduct their performance effectively and efficiently. With the help of
maintaining better relations organisation productivity can be enhanced.
Equip employees to do best: HRM is responsible for ensuring training, information and
other needs and requirement are offering on time. Other roles are run interference for employees
when they are disturbed or distract too much by communicating many demands from other
department (Guest, 2017). By providing better training as per the skill of the employees the
enterprise can keep the employees engaged in performing effective performance.
Make them to understand important things: in organisation, there are many
employees with different thinking. HR is responsible to make employees to understand what is
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important to them. HR must maintain an awareness to understand what is right for their career
and provide them meaningful opportunities. It will engage employees toward organisation.
Employee’s relations can be improved if the enterprise provides better assistance to employees.
This aids to maintain the supportive working environment.
These approaches help to improve and increase effectiveness of employee relation and
engagement. More engaged employees will work more hard in order to deliver positive outcome.
It will increase the profitably and productivity of organisation.
Britannia Hotel can adopt different HRM practices which can increase the profitability as
well as performance of the employees in the organisation. Training and developing can be one
effective HR practices which can be included in the organisation. With the help of this technique
company can improve the performance of employees in workplace and can also increase their
efficiency to higher level which can increase their productivity of the employees and hence will
increase the profitability of the hotel. Another effective HR practice which can be used is proper
payment and reward management. This is the best way for motivating the employees for
improving their performance which can result in the profitability of the hotel. Also, employees
will feel that organisation is taking care of them so it can motivate the employees which will
improve their performance. But there is a weakness attached to it which is that it can prove costly
for the hotel and it is not necessary that it will increase the skills of the employees and their
performance. But it can be done by training and development programs in the hotel. So, it can be
concluded that out of two HR practices the best practice which can be adopted by HR is Training
and development as it can help the hotel to meet all the criteria which is required for the
company to increase their productivity and profitability.
5 Key aspects of employment legislation.
Employee legislation protect employees from discrimination which can be based on are,
sex, nationality, sex, gender and so on. These legislations cover the minimum wages, positive,
healthy and safe environment to employees, fair compensation, discrimination. There are some
legislations and laws which organisation should provide.
The Employment Relations Act 2000: This act was made to provide fair pay to
workers. It five right to employees in order to stand for own rights like, equality, discrimination.
This act includes some duties and obligation to employers towards their workers for example
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ensuring safe workplace, non-discrimination, take responsibly for employees’ action etc. The
Employment relation act decrease labour turnover and enhances profitability of Britannia Hotel.
The Safety and Health Act at Work Act 1974: This act is also known as HASAWA or
HSW. According to these laws, organisation has duties and responsibility to their employees.
General principle of this act has to protect the health, welfare and safety of all the workers. It
covers electric hazards, unsafe working condition, noise level (Jamali, Dirani and Harwood,
2015). With these, it provides women employees flexible hours, maintain the healthy
environment at working place that includes equipment, plants, system, etc. It protects employees
from stress and made them focused towards their work.
The Employment Minimum Wage act 1998: This law prohibit organisation from
recruiting worker for less amount than a given daily, hourly and monthly minimum wages. It
sets minimum hourly rates which organization must pay their employees. According to many
surveys revenue and custom minimum wage is based on before tax, gross pay and national
insurance are deducted. There are no exclusion based on size of employer, region, occupation.
Employees can not be excluded on the basis of employment pattern, hours of work, contract
status and length of service. It increases the income of the low paid.
6 Evaluate how employees relation and employee legislation inform decision making.
Employee relation ship means relation between employees and employer. Healthy
relationship leads to better and positive result. Success and profit is depends on the employees. If
they are satisfied they will work hard to obtain goals. The strong employment relation makes
positive and healthy environment in the organisation. It enhances motivation, enthusiasm and
efficiency of workers which support organisation to take the right decision and to meet business
objectives. If employees are motived and enthusiastic towards work then HRM can take positive
decision for the firm and It also increases the employee’s participation, involvement in shared
goals or task to achieve profits. To enhance relationship more Britannia Hotel organise training,
programs and activities related to employee relation, engagement within the organisation.
Implementation of employment legislation secure and protect employees from
discrimination based on colour, race, religion, sex, national origin, disability, citizenship status.
Other employment law such as workplace safety and health employment law, compensation of
workers are fruitful for organisation in order to engage employees towards them. Engaged
employees work more efficiently and take part in making decision (Mura,and Horvath, 2015).
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Providing basics needs, demands, security, fundamental requirement under this law make
employees to feel that they are valuable asset for company. These legislations are helpful to
engage employees for their work.
TASK 2
7 Illustrate the application of HR practices.
HRM practice is approach which is used to enhance the performance and effectiveness of
employees by organising training and development programs. It increases the work efficiency of
workers. There are HR practices given below.
Monitoring performance of employees: monitoring performance of employees is
important in order to analyse their strengths and weaknesses. In order to meet business objective
it essential to measure and monitor performance of employees.
Reward and Appraise system: reward and appraise system motivate and encourage employees to
work hard to obtain their goals (Noe and et.al., 2017). HR practices use different to fair methods
to provide rewards and compensate.
JOB DESCRIPTION
Job Title: Human Resource Assistant.
We are looking to hire an HR Assistant with tremendous communication and administrative
skills and qualities. We need candidate who is pondered thinker with great management and
organisational skills. Candidate should be multitasking in a fast paced environment.
Roles and Responsibilities.
 Maintain calenders of HR management tea,.
 Maintain digital and electronic records of employees.
 Support all external and internal HR related request and inquires.
 Support recruitment and selection process by analysing or identifying performance of
aspirant. Assist with performance management procedure.
 Coordinate and scheduling the meetings, HR events, interviews, maintain agendas and
training session and seminars.
 Perform orientation and update record of new staff. Process pay roll and resolve any
payroll system.
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 Keep up to date with the best practices and the latest trends.
 Complete terminate papers and exit interviews.
 Produce and submit reports on regular HR activities.

Person Specification
Job Title Human Resource Assistant
Date 08/03/19
Qualification Required Essential Desirable Met
Bachelors degree in Human
Resorts Management,
MBA in human Resource
Management.
Yes
Yes
Need of Experience
2 year of experience as HR
Assistant with knowledge
of highly computer literate
with abilities in email, MS
Office and related
communication and
business tools.
Yes
Yes
Skills Needed
Ability to correctly follow
the instruction, strong
decision making and
problem solver,
tremendous management
and organisational skills.
Yes
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Yes
Interview questions for Human Resource Assistant.
 What do you consider for the most successful recruitment and selection ?
 What made you to apply for this post?
 Why do you want to work with company?
 Have you faced any challenging situation?
Job Offer Letter
Job Offer Letter
12 March 2019
Britannia Hotel, Hale, United Kingdom.
Loren Perkins
We are glad to inform that, you are shortlisted for the post Human Resource assistant in
Britannia Hotel. You're joining date will be 20 March 2019. Salary will be £50,000 per year.
Full family medical coverage will be provided by our hotel. Employee benefit plan and will be
effective from 1 April. Britannia Hotel offers their workers flexible working hour and paid
time-off plan which have sick leave, holiday, personal. We are pleased to welcome in our Hotel
as new HR Assistant.
HR Manager of Britannia Hotel.
8 Evaluate the use of technology.
Technology impacted positively on recruitment and selection process. Online
recruitment process search the finest candidates. E recruitment support organisation in order to
seek potential and qualified aspirant. It helps to know better candidates. Recruitment process
must be effective and outstanding because only talented employees are responsible for success of
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the organisation. There are some areas of recruitment and selection process where technology
impacted positively.
Sourcing: with help of technology Britannia Hotel, is more able to find qualified and
productive employees (Stone and Deadrick, 2015). Public profiles such as online activity, social
media may be scanned know about personal goals, career goals, needs, personality of candidates.
Internet is source of information which employer can find easily nowadays.
Screening: technology has provided pre hiring assessment to tackle bunch of resumes.
So many Morden age screening are using artificial intelligence tracking system. This system is
fruitful to mange hiring process and screen potential candidates.
Enhance productivity: technology help to increase productivity to higher growth. It
provides automation which assist organisation in order to reduce time to complete activities and
tasks. Automation is useful to mange emails, social information about candidates and tasks. With
help of this both employers and candidates can find their interest.
Social media recruitment: Nowadays organisation is focusing more on social media
recruitment. This new technology is giving better result to company than traditional methods.
With help of video interviews organisation is able to recruit candidates from anywhere and any
time. They are not reserved and limited now. With that mobile recruitment is also there which
save time of both employer and employees.
Online Testing: with help of online testing organisation can easily check the abilities and
skill of applicants (Reiche and et.al., 2016) . For example ESTA application is fruitful to analyse
documents of candidates. It includes integrity test, skill assessment test, personality tests,
emotional intelligence test and so on.
CONCLUSION
From the above study it has been concluded that human resource management play an
important role in the success of organisation. It assisted Britannia Hotels to recruit and hire the
best candidates in organisation. Effective HR department helped to identify the productive and
effective candidates. Different training and development programs increased effectiveness and
productivity of employees and candidates as well. Employment legislation engaged employees
more towards organisation and motivated them to work hard in order to meet business
objectives. Different approaches of human resource practices made employees more productive
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and efficient. Use of technology in recruitment and selection process improved the mechanism of
hiring candidates.
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REFERENCE
Books and Journals
Albrecht and et.al., 2015. Employee engagement, human resource management practices and
competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Guest, D.E., 2017. Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business
Ethics: A European Review. 24(2). pp.125-143.
Mura, L. and Horvath, P., 2015. Some aspects of human resource management.
Noe and et.al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Reiche and et.al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-
145.
Wilton, N., 2016. An introduction to human resource management. Sage.
Wright, P., 2018. Fundamentals of human resource management. Management. 5. p.27.
Online
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