Human Resource Management Analysis

This assignment delves into the critical aspects of human resource management. It requires an analysis of various HR practices such as recruitment strategies, employee performance evaluation, and approaches to managing organizational change. The discussion draws upon relevant academic literature and real-world examples to shed light on the complexities and best practices within the field of HRM.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1. Role and purpose of human resource management in an industry.......................................1
1.2. Human Resources plan in context of supply and demand of services of a firm..................3
TASK 2............................................................................................................................................5
2.1. Measurement of current state of employment relations in hotel industry............................5
2.2. Discussion of employment laws which put impact on management of human resources in
an enterprise................................................................................................................................6
TASK 3............................................................................................................................................7
3.1 Job description and person specification...............................................................................7
3.2 Compare the selection process of different service industries businesses............................8
TASK 4............................................................................................................................................8
4.1. Evaluate the contribution of training and development activities to the effective operation
of an organisation........................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is commonly advert as HR department, this section is
mostly concerned with maximising the performance of employees that are working in an
organisation so that their own targets can be attained right on time (Batt and Colvin, 2011).
Majorly, HR section looks into various aspects which are related to recruiting talented candidates
right on time whenever it is needed to fill blank seats. In recent mode, organisations have
changed their way or working and started considering problems which are being faced by staff
member at workstation. Human resource department of a company analyses the issues and takes
initiatives so that trouble can be resolved and workers can work with positive attitude. With the
help of this, an enterprise can increase various competitive advantages at marketplace (Ball and
et. al., 2012). 41 Hotel has been taken under this assignment which is located in Southern
Buckingham Palace Road, London. Report is going to include various things like roles and
purpose of both HR managers in hotel industries. Along with, analysation is also being done in
order to understand the supply and demand of products & services which are being offered by
firm. Assignment is also going to put light on recruiting & selection process. Lastly, a
presentaion which has been made so that to understand training and development of employees
in a company.
TASK 1
1.1. Role and purpose of human resource management in an industry
In modern era, it has been examined that human resource department of an organisation
have ample number of responsibilities. Therefore, it is much needed for administration of a firm
to consider all their duties and finish them in short period of time so that to enhance both
productivity and profitability level of an enterprise. HR department mostly looks into various
aspects like staffing & recruiting process they also give training to staff members to enhance
skills and knowledge of them (Campbell, Coff and Kryscynski, 2012). Along with, human
resource administration needs to examine capabilities of every single individual who is working
in the firm on a regular basis and give tasks accordingly. By this, they may work with full of
enthusiasm as job is being assigned according to the knowledge that they have. Some other
purpose of HR department is that to motivate, coordinate, to do planning as well so that
organisation can attain its desired goals in shorter instance. 41 Hotel which is famous for its
luxury in all over United Kingdom can improve its working and can give better experience to its
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clients through making its HR department much effective by considering all the aspects that may
aid them in attaining their goals and objectives. Giving training to staff members will directly
improve their working style and will help in giving good service to guests. Away with this,
purpose of having human resource department with in 41 hotel is to select and recruit talented
candidates. Enlisting effective squad members can bring so many innovative ideas through
which many benefits can be gained like good competition to rivals.
Role of Human resource management :-
HR department or Human resource administration looks into various elements like
recruiting and selecting process, organising and staffing. They also manages the whole
performance of employees and give them training whenever if it is needed so that to make them
much effective at workplace. HR managers try to give equal responsibility to staff members so
that situation won't get hamper doing business at both domestic and international level. Giving
good rivalry is much needed in this modern era so that desired profit margins can be gained.
Along with this, Human resource management has influenced employees of 41 Hotel through
giving motivational speech and try to give them descriptions about changes that are being made
by this organisation (Choi and Ruona, 2011). Under this, some of roles that human resource
department have are given below:
Recruiting new candidates : Selecting talented candidate is much needed for 41 Hotel in
order to gain competitive advantages at marketplace. Here, it is duty of HR manager first to
locate vacant seats that are in organisation and then give advertisement in modes of media so that
to catch eyes of people who are looking for a job. Then, interviews can be conducted in order to
select or recruit best candidate among ample number of applicants.
Training and development : This element is much needed to resolve issues so that
enhancement of skills and knowledge can be done of employees at workplace. It has been
examined that technology has a rapid changing nature and it is must for organisations to imply
them. Failure into this, may lead firm to face heavy competition from its rivals. After making
alterations in technology it has been located that mostly staff members faces issues and even they
feel risk of their jobs. Therefore, it is necessary for HR department to give and make an
appropriate T&D programme in order to make staff members familiar with all the updates which
has been made by 41 Hotel.
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Employee relations : Building appropriate relations among employer and employees is
much needed at workplace. This can be done by HR department of a firm through conducting
various sessions of training and group discussions. Where both leaders and staff members can
give their viewpoints in order to make effective decisions. With the help of this, workers can
give detailed information of problems that are being faced by them while working at
workstation. 41 Hotel which is famous for its luxury in all over London already have proper
relation in between supervisors and subordinates and with the help of this, they are giving good
competition to hotels that are small in nature. It is must for HR managers to locate problems and
remove conflicts as it may lead organisation to create losses for it (Choi, 2011).
Henceforward, 41 Hotel which is located at Southern Buckingham palace road, London
needs to consider all the aspects which is being mentioned above so that to enhance its both
productivity and profitability in an appropriate way. This Hotel has already is using soft
management skills in which they takes information of issues and problems that are being faced
by employees. This includes various things like feedbacks and suggestions as well by which firm
rapidly make alterations as per its need in order to resolve them (Coff and Kryscynski, 2011).
1.2. Human Resources plan in context of supply and demand of services of a firm
Supply and demand can be properly understood of employees through making a proper
human resource plan. It is HR managers responsibility to locate the staffing needs and this can be
done through using many tools and techniques. Along side this, it is much needed for
administrator to keep on analysing the movement of employees that are coming and leaving the
job. Future demands of 41 Hotel that are related to recruiting process should be understood by
Human resource administration so that they do not face shortage of labour. Supply and demand
estimation may aid HR manager of 41 Hotel to resolve issues that are related to hitting desired
goals or targets that are related to products and services.
HR manager's main motto is to determine vacant seats that are available at current
moment and then to give advertisement of different media so that to give information to
candidates that are willing to get connected with the company. Along with this, it has been
examined that human resource management department sometimes promote employees who are
already working within the organisation.
Business strategic plans contextualised with supply and demand :-
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This type of plan includes various activities and initiatives in regards to demand of new
skills. Main motive of 41 Hotel is to hire candidates with high talents (Fulton and et. al., 2011).
Resourcing strategy – Main aim under this element to gain the competitive advantages at
marketplace. Management is looking forward to form a plan by which cost of candidates can be
reduced and improvement in their productivity this shows their long term sustainability power at
marketplace.
Scenario planning – Under this, management plan to look at changes and requirement of
industries so that perfect decisions can be taken right on time. Executives of 41 Hotel needs to
look into different aspects as alterations they faces at marketplace from time to time so that
supply and demand of labour can be understood in an appropriate way.
Demand & Supply forecasting – This comes under finding out or examining the future
demands of employees. This report includes skills and numbers. In this context, management of
41 Hotel looks at different areas to locate the demand and plan for supply for future. To hit
targets right on time management this type of forecasting can be done (Jackson and Parry, 2011).
Labour turnover analysis – Under this type of element proper analysis of turnover of
labour. By using this management of 41 Hotel can be find out turnover of workers.
Work environment analysis – This term includes situations which is related to
environment of workstation. Under this, management continuously looks at different aspects
where behaviour of them towards organisation can be analysed by management.
Operational effectiveness analysis – As 41 Hotel do have lower cost of strategies thus it
is important for management to locate and analyse productivity from time to time.
Resourcing – In this factor, management forms strategies by which they can attract
ample number of applicants. Thus, to grow business it is mandatory for management to keep on
hiring highly talented candidates. In modern era, 41 Hotel can be stated player at marketplace
because they select candidates who are highly qualified without investing much in promotional
activities and etc. In modern era, it is vital for every organisation to have skilled and qualified
individuals (Kinicki and Kreitner, 2012).
Retention – This can be stated as challenges that organisation faces from time to time
because of down compensation. These strategies are important in planning of human resource of
41 Hotel.
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Flexibility – In Hotel industry, employees plays vital role. Thus, it is important for
management to give proper sort of facilities to their employees. In which, flexible working
hours, outsourcing can come under. This element is essential in context of running business at
marketplace of 41 Hotel.
Productivity – Under this many plans and programmes can be considered like T&D
programmes and etc. Human Resource department of 41 Hotel needs to give proper sort training
to its employees so that they can give better experience to consumers (López-Nicolás and
Meroño-Cerdán, 2011).
Work environment – This element is utilised by management in building up loyalty of
employees towards their job and organisation. To grow at marketplace it is essential to have
higher commitments and beliefs.
Henceforward, all the above discussed points may aid HR department to understand the
supply and demand of labour so that firm can gain benefits right on time. With the help of this, it
has been examined that 41 Hotel can easily start hitting its targets which will directly put positive
impact on productivity and on profitability as well (Marchington and et. al., 2016).
TASK 2
2.1. Measurement of current state of employment relations in hotel industry
Relation between employees shows the understanding and co-operation level of them in
an organisation. Good relationship among workers and employers also help to reduce conflicts at
workplace as well as to do work in a better way. In services sectors like hotel industry,
employment relations can be described as:
Unionisation and structure of Trade Unions: A trade union is a group of persons that
work for a common purpose. They work to protect rights and safety of workers as well as to
provide benefits and compensation of them. Their main aim is to improve conditions of
employees. In order to bring together the Trade unions of the world and strengthen their
relationship, The World Federation of Trade Union (WFTU) was established in 1945. It has
affiliated Trade Union International of Workers in Tourism and Hotel (HOTOUR) which is an
internation trade union. Trade union of 41 Hotel always engages to provide benefits of its
workers as well as to bring unity in them. For an example: union is a group of lower level staff
members whom a president who is called as leader. If all line workers are not satisfied with their
pay scale then they can share their problem with union leader and then this chieftain will share
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this problem with top management and if senior managers are not listing this problem then
workers will take help of some strict actions like strike and this will sabotage proper
functionality of hotel and it will lead to poor guest satisfaction situation.
Culture: Culture of 41 hotel requires its workers to come in formal and professional
dress. For an example: Staff member's do belongs to different culture therefore, dressing sense of
them may differ from each other. It is responsibility of HR managers to fix their dresses so that it
won't hamper the situation.
Collective bargains and negotiations: It refers to as process through which members of
trade unions can negotiate the scope of employment relationship in hotel industry. An example
can be taken in this context that: If employees are not happy with salary that they are getting paid
it may be possible that supervisors may not get agree and do not even listen to them. So
initiatives which is being taken by them that is they will directly talk to the union leader thus
negotiations can be done.
Reconciliation and Consultation: This process helps 41 Hotel to reduce disputes and
conflicts between employees with the help of organisations like Conciliation and Citizen
Advisory Bureau etc. For an example: Union leader is the person who listens to all problems of
members that they are having while working.
Grievance and Disciplinary procedures: This mechanisms in hotel industry are
addressed by some formal or informal meetings of managers and employees with trade unions
where discussions are made on grievance of staff and to identify the solutions for that. For an
example: fraudulent activities which is being done by an employee in 41 Hotel may lead to
undisciplined working environment.
2.2. Discussion of employment laws which put impact on management of human resources in an
enterprise
There are few laws that needs to be taken care by HR department and these are as follows:
Employee Rights :
This can be understood as employer gives proper details to employees which is related to
his/her job and these rights includes healthy and safe environment, proper training and
development, secured personal information which is related to salary and etc (Rousseau and
Barends, 2011).
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Employment Legislation :
Under this, government plays a vital role as they are the one who forms and modify rules
and regulations from time to time. There are some acts like, Equal Pay Act, The Health and
Safety at Work Act, Employment Relations Act, Equality Act 2010 and etc. that are helping
management in giving proper safety, security, healthy environment to employees. At initial
years, organisation faced so many problems like, employer used to discriminate among people as
per their sex, colour, caste and etc. apart from this, they also did not used to assign jobs to
woman as they thought they are weak among men. But, as time changed alteration came under
where feminism gave equal opportunities to women. This legislations helped organisation as
well as this increased their both productivity and profitability (Employment Legislation, 2015).
There are some laws mentioned beneath:
Equal pay act 2010 : Under this law, Government of United Kingdom stated that
management should not discriminate in between men and women and pay them as per their
capabilities. After adapting this rule, 41 Hotel saw enhancement in their production and in profit
as well. For an example: 41 Hotel's human resource management can get affected in negative
ways if hotel do not consider this act in an appropriate way.
Discrimination Act : In 1964, management or executives of organisation used to
discriminate people as per their colour, age, caste and etc. This affected their productivity and
profitability but when this act came up. Entrepreneurs, started examining that profitability of
them get increased. Apart from this, it also affected their productivity. An example can be taken
under this is that, if 41 Hotel is doing discrimination then it may be possible that reduction can
be seen in goodwill (Storey, 2014) .
If human resource management will not take up in company perfectly it is may be
possible that company will start loosing its position at marketplace. For an example:
discrimination law if not adapted by 41 Hotel may lead firm to put bad impression on their
workers (Sirmon and et. al., 2011) .
TASK 3
3.1 Job description and person specification
Covered in PPT
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3.2 Compare the selection process of different service industries businesses
Covered in PPT
TASK 4
4.1. Evaluate the contribution of training and development activities to the effective operation of
an organisation
Covered in PPT
CONCLUSION
Human Resource Management is an essential functional area that every organisation
must have to manage manpower in company by providing required and satisfactory
compensation package, by giving them rewards & awards, promotions, incentives and fringe
benefits etc. This is a department that also controls overlapping of employment cost to company.
This project is based on how an HRM department maintains workforce in best possible way so
that all employees must attain their targets in set time frame. This project summarized various
HRM functions like recruiting and selecting framing salaries and wages plan etc. workforce
planning is an important task that is to be done for estimating required no of vacant posts along
with cost associated with it.
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REFERENCES
Books and Journals
Ball, D. and et. al., 2012. International business. McGraw-Hill Higher Education.
Batt, R. and Colvin, A. J., 2011. An employment systems approach to turnover: Human
resources practices, quits, dismissals, and performance. Academy of management
Journal. 54(4). pp.695-717.
Campbell, B. A., Coff, R. and Kryscynski, D., 2012. Rethinking sustained competitive advantage
from human capital. Academy of Management Review. 37(3). pp.376-395.
Choi, M. and Ruona, W. E., 2011. Individual readiness for organizational change and its
implications for human resource and organization development. Human Resource
Development Review. 10(1). pp.46-73.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Fulton, E. A. and et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
Jackson, B. and Parry, K., 2011. A very short fairly interesting and reasonably cheap book about
studying leadership. Sage.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).
pp.502-509.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Rousseau, D. M. and Barends, E. G., 2011. Becoming an evidence‐based HR practitioner.
Human Resource Management Journal. 21(3). pp.221-235.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Sirmon, D. G. and et. al., 2011. Resource orchestration to create competitive advantage: Breadth,
depth, and life cycle effects. Journal of Management. 37(5). pp.1390-1412.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Online
Employment Legislation. 2015. [Online]. Available through.
<https://www.hrinz.org.nz/Site/Resources/Knowledge_Base/AH/Employment_Legislati
on.aspx>.
External Sources of Recruitment. 2014. [Online]. Available through.
<https://businessjargons.com/external-sources-recruitment.html>.
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