Human Resource Management Report

This report analyzes the role of Human Resource Management in Costsaver, a travel and tourism company. It examines key HR functions, including workforce planning, recruitment, training, and employee relations, and their impact on business objectives. The report also includes a case study comparing Costsaver's HR practices with those of Hilton, a leading hotel chain.

Human Resource Management

Table of Contents
Human Resource Management........................................................................................................1
Introduction......................................................................................................................................3
Task 1...............................................................................................................................................3
1.1 Importance and role purpose of HRM..................................................................................3
1.2 Human resource plan ............................................................................................................5
Task 2...............................................................................................................................................7
2.1 Current status of employee relation .....................................................................................7
2.2 Employment law which affect the Human Resource............................................................8
Task 3...............................................................................................................................................9
3.1 Job description and person specification ..............................................................................9
3.2 Comparison between Costsaver and Hilton........................................................................13
Task 4.............................................................................................................................................14
4. Training and development function in Costsaver and contribution of training and
development in effective operations of the business: ..............................................................14
CONCLUSION: ............................................................................................................................16
REFERENCES..............................................................................................................................17

Introduction
Human resource management is described as the formal relation within the employees in the
organisation. It is the practice of recruiting, hiring, managing organisations employees. The aim
of HRM is to focus on the employees and the work environment. Travel and tourism is service
based industry. Costsaver offers incredible guide tour at unbeatable price. They provide tailor
made services to their customer. Their services are transportation, river cruise, food and
beverages, accommodation etc. to the passengers. This report highlights the role and purpose of
HRM in service industry. It focuses on human resource development plan. It explains the
employee relation in service industry and also the employment law followed by HR manger in
Costsaver company. It gives comparison of recruitment and selection process in different service
industry. It highlights the training and development process in organisation and their contribution
in business operation.
Task 1
1.1 Importance and role purpose of HRM
Human resource management manage the manpower in the organisation. It plans the activities in
the organisation for the effective and efficient management of resources (Bratton, Gold 2017).
The importance of HRM are as follows :
Strategic management : to get the success and achieve the objective HR improves the bottom
line employees by using the knowledge and experience. They train the ground staff member of
Costsaver with their expertise.
Wages and salary : HR develop a realistic compensation structure for their employees to set the
wages of the Costsaver. They conduct the survey of extensive wages and salary to maintain the
cost of compensation.
Safety and risk management : HR manager are important to the organisation they provide safe
and secure environment to their employees. Costsaver follows the employment law in their
organisation and focus on the safety of their customer.
Training and development : HR provide training to their customer to improve the relation of
employer and employee. Costsaver organise development programme for the growth of
employees in the organisation.
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Employee satisfaction : Employee relation specialist help the employees to increase their
morale, motivation and job satisfaction. Costsaver conduct focus group, opinion survey of
employees to find their need and satisfied them.
Role of HRM : HR manager play an important role in organisation. They regulate all the
activities of the organisation and suggest the management to strategically manage the team of the
company. HR plays different role like:
Develop skills : Managers, HR and organisation all work for the development of employees
skills. They assign different job roles to the employee to improve their skills in different roles.
Costsaver also shifted their employees to different business functions based on the employee
preferences and organisation priority (Chelladurai, Kerwin, 2018).
Build loyalty and commitment : they build different strategies to increase the commitment of
employees and it starts from the recruitment process. They recruit the right person for the right
job. Hired employee feel committed towards the job and be loyal during their job. Costsaver
hired highly qualified and committed employee to the organisation.
Performance appraisal : Costsaver regulates the performance of each and every employee in
the organisation and use the ranking, paired comparison, confidential report tools, BARS, MBO
tools. They rank the employees according to their performance. Highly ranked employee get the
promotion and rewards from the organisation.
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1.2 Human resource plan
Human resource planning helps to ensure that there are right people in the organisation which
bring the competence skills and innovation. HR search the current and future employee need in
the organisation and fill the space in the organisation. Human resource planning involve the
process of analysis objective, inventory current human resources, forecast demand, estimates
gap, formulate plan, implement plan and monitor, control and give feedback.
Analysis objectives : The objective of Costsaver is to provide save and secure travel to their
passengers and satisfy them to the services of Costsaver. The objectives are :
 Provide high standard of services to the clients.
 Provide the professional guide for the tourist market
 evaluate the current, cultural and social issues of the country.
 Produce good memories by different activities.
 Increase the productivity and profitability of organisation.
Analysis current manpower inventory : the second step of HR plan is to analysis the current
manpower inventory in the organisation through the information of employee regarding their
experience, skills and proficiency (Wilton 2016). Costsaver analyse the current employees and
recruit, select and train the employees according to the requirement.
Forecast demand : HR manager forecast the demand of the employees in the organisation. The
current requirement of employees for each tour is 15-20 member in their team which include
driver, local specialist, travel director, travel advisor and staff in the Costsaver company. They
regularly check the status of employee.
Estimates the gap : The demand of the employees for each trip is 15 to 20 employees in
Costsaver but it only provides 13 employees. To fill this gap in the organisation they recruit the
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new employees. They evaluate the skills and space in the organisation and then select the
candidates to fulfil this space.
Formulate plan : Costsaver use different strategies to formulate the plan. They use
restructuring, training and development, recruitment and outsourcing strategies. They find the
various way to fill the gap of requirement of employees. They formulate the plan for fulfilling
the gap of demand and supply of employees.
Implement the plan : after formulating the plan they implement this in the company. Costsaver
recruit new employees and train the existing employees to bring new skills. They update the
skills of employee time to time.
Monitor, control and feedback : Costsaver monitor and control the activities of employees and
give them feedback to improve their work if it needed. They also appraise the employees for
their hard work.
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Task 2
2.1 Current status of employee relation
Employee relation refers to manage the relationship of employee and employer in the
organisation. HR manager work as a liaison to communicate the information between employee
and employer and maintain the working environment of Costsaver. To maintain the employee
relation Costsaver work on conflict management, building trust, negotiation and improving
communication.
In Costsaver company the employee relation is trustworthy. They trust their employee and
provide them individual task and train them to learn new skills and team work. They daily do the
morning meetings in the firm and assign the daily work to each and every employee. Travel
advisor also support the team member. They train their drivers and travel director to work
effectively in the organisation (Larsen 2017). They use different ways to improve the
relationship in the organisation.
Costsaver provide maternity and paternity leave to their employees. They also provide sick
leave. To build trust in the organisation Costsaver organise different activities like games and
events to involve employees and participates in the organisation. They involve employees in
decision making process.
To improve the communication, Costsaver regularly communicate with their employees and
provide them opportunities to freely talk with the management team and share their problems. It
helps the employees to feel valued in the organisation and improve the relation. They
communicate the information regarding the safety and security, benefits and the retirement plans.
To manage the conflict, Costsaver provide conflict management training, help staff to develop
positive work relationship, implement the team building activities, encourage the employees to
participate in the activities and aware employees about the organisational goal and their job role.
Costsaver treat every employee equally in the organisation so no one can feel ignored and in-
valuable. Costsaver employee negotiate with the management to improve the relationship in the
firm.
Costsaver rotate the job and functional area of their employees to motivate them and learn new
skills. They provide the training and development programme to the employees to encourage and
motivate them.
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2.2 Employment law which affect the Human Resource
Employee relation is also known as industrial relation, they deal with the relation of workers and
employer in the organisation. For the effective industrial relation government make the
Employment Right Act 1996. The act covers the key points :
 Right of minimum notice period.
 Redundancy right
 Written statement of employee job describe
 Right of fair wages
 Protection against discrimination
Employment Right Act also include the other legislation :
 Equality act 2010
 Working Time regulation Act 1998
 National Minimum Wages Act 1998
 Health and safety Act
Equality Act 2010 : It covers the discrimination law and the equal pay rights. Costsaver
provides written statement regarding the job role, retirement plan and the pay scale to their
employees. They equally pay to each and every employee in same job role.
Costsaver give equal importance to every employee and never bias according to the gender of
employee. They also regulate that each and every law is properly followed in the organisation
and no one can take the wrong advantage of this law.
Working time regulation act 1998 : According to this law each and every employee should
work for 40 hours in a week in the organisation. Costsaver follow this law and provide flexible
hour to the employee. They rotate the travel guider in different destination (Hassan 2016).
National minimum wages act 1998 : the act cover the national minimum wages and the
national living wage paid to the employee. The minimum wages paid by Costsaver company to
their employees is £7.83 per hour of work for the workers who aged over 25 and £7.38 per hour
who aged between 21 to 25 and £5.90 per hour for workers who aged between 18 to 20 per hour.
Health and safety act 1974 : Health and safety act ensure that the employee works in a safe
environment. Costsaver provide save environment and provide the training to the staff to deal
with the problems in the organisation. They train them to work in any condition and
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communicate with travellers to solve their issues. They provide proper lightning, water,
ventilation and staff facilities like toilet, washing facilities to their staff.
Task 3
3.1 Job description and person specification
Job description :Job description is a process which describes the task to be performed, duties,
and responsibilities, it also describes to whom the position report, and specifications such as
qualification, skills needed for the job, and salary(Cohen 2017).
Job Title Human resource executive
Reports to CEO of Costsaver
Roles & Responsibilities To manage the working environment and employee
relation, recruitment, selection, training and
development, performance appraisal of employees,
resolve conflicts, legal knowledge.
Title of the job HR Executive
Date: 20/05/2019
Qualification required Essential Desirable Met
Education-
Degree of B.A./ MBA (specially in
human resource)/ Diploma course in
leadership/ management/ business/ law/
communication from recognised
university or have an Equivalent
qualification
Yes
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Certificates-
PHR(Professional in human resource) or
SPHR (Senior Professional in human
resource) certification preferred/ GRP
(Global Remuneration Professional )
Language skills -
 English must be good both in
verbal and written
 Should be able to analyse the
complex document and interpret
 Must have good presentation
skills
 Ability to write speeches and must
be good in presenting speeches in
a new and innovative style
Mathematical skills-
Should have knowledge of mathematical
concepts like probability, solid geometry
and trigonometry
Should be able to apply various
mathematical concepts in practice
Reasoning Ability -
Good in applying logical and scientific
thinking to avoid any type of practical
problem.
Ability to deal with concrete variables
such as age, race, weight and height
Other skills-
Listening, speaking, and decision making
Yes
Yes
Yes
Yes
Yes
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skills, ability to work with team,
knowledge of local state
Salary - $30,000 for one month
Need of Experience
Having 2 year experience in the related
field
Yes
Personal characteristics & conduct
Good personality, positive attitude, good
communication skills, leadership, quick
decision maker
Social responsibility, formal authority,
Yes
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patience. Yes
Roles and Responsibilities
 Preparation of wages and salary
report.
 Consulting legal counsel in order
to ensure that policies made is
according to the federal and state
law.
 To maintain the human resource
department in such a way as to
meet the top management
requirement.
 To maintain a good relation with
the suppliers to have the long
term contract and ensure
reasonable rates from the
suppliers by negotiating
 To analyse the market in order to
determine the wages
 Preparing employee notices when
the leave the organisation and
conduct an interview to know the
reason for leaving the
organisation
 Giving the ideas and preparing the
reports to reduce the employee
turnover.
 Recruiting, conducting
interviews, tests, terminations,
promotion, performance review.
 Ensuring safety of the employees
Yes
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and proper action against sexual
harrasement
 Making benefit plan for the
employee such as life, health and
dental insurance, pension and
vacation plan , sick leaves and
employee satisfaction
 Conducting various activities for
the employees' learning and
development, increasing their
motivation
 Ensuring reward and recognition
to the employees with better
performance
 Preparing budget for the human
resource department in
conducting various operations

3.2 Comparison between Costsaver and Hilton
Following are the process of recruitment process in the Costsaver (travel and tourism) and Hilton
hotel
Costsaver Hilton
Job application: the candidate has to upload the
resume after having word with the HR
department on the mail provided by the HR
Job applications basics- the resume is selected
Interview: if the resume is selected than
candidate is called for an interview process, the
interview can be conducted through telephone,
Online assessment- a candidate has to appear
for the online test of 1 hours consisting of 100
multiple choice questions which includes
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mail, video conferencing or face to face as per
the situation
mathematics, reasoning, English and general
awareness.
After conducting the interview the candidates
are shortlisted about 5-10 resumes are selected
Interview- after clearing the online test
interview is conducted by the HR it can be
telephonic, face to face or group panel
interview, and video conference interview
Reference checking: after the short-listing the
process of reference checking starts in which
all the information provided by the candidate is
checked
Reference checking- first the candidate is
informed that the references will be checked.
All the data and places of employment as
provided by the candidate are cross checked.
Final selection: after all the document is
verified the candidate is provided with an offer
letter
Final Selection: Based on all the information
such as resume, interviews, reference checks,
and the advice of selection team final selection
process is conducted. And the offer letter is
provided to the candidates(Anderson IV 2002).
Training is given to the employee for the
period of 3 months
Training is given to the employee for 6 months
Task 4
4. Training and development function in Costsaver and contribution of training and development
in effective operations of the business:
Training and development is one of the important function of the HRM. The employees are
given training on how to use machines or to do task efficiently it ensures the overall growth of
employees. It is a process to built attitude, adaptability, leadership and human relation.
Training improves the quality and quantity of work. It reduces the management effort to
constantly supervise the employees and also helps in reducing the wastage and industrial
accidents. The proper training and development helps the company in long term growth.
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The Costsaver conducts an orientation training in which the new employees are introduced with
the company mission, vision and values, corporate culture, overview of benefits plan and key
corporate policies(Acharya and et.al., 2013). And for the period of 1 year continuous training is
given to the employees they are under the supervision for a year in order to attain proficiency in
their work. As the technology is changing rapidly the worker should know how to work with
advanced technology thus the employees are given continuous training on how to use the
particular machine, how to operate it under the supervision of department head to make the
employee update about the new methods and procedures. The ongoing training will help the
employees in upskilling of the workforce. New ideas can be gained as a result of training and
development. The HR manager ensures the proper behaviour of the employees to ensure
collaborative culture in the workplace. The company ensures to make the employees capable of
meeting the challenges and building confidence in employees . Workshops are conducted to
involve the people of the organisation in order to make understand the employee what the
organisation need from them.
Proper training and development helps the organisation in progressing. Employees play an
important role in the success of the organisation thus it is necessary that quality training should
be given to employees. It helps in expanding the knowledge of the employees. It is the process
which provide benefit not only to the employee but also to the organisation as it is a worthwhile
investment(Noe and et.al., 2017). It is important because it helps the management in knowing the
weakness of employees, ensure work satisfaction, increase productivity, reduce cost. It also helps
company to build the reputation of the company among the graduates and mid career changers.
Importance of training for an organisation:
In today's scenario the market is changing each and every day in order to keep pace with the
market it is necessary for the organisation to keep on changing their ways so that it can compete
with the market. Every business wants a good quality, productivity, industrial safety, reduction
of turnover(Cascio, 2016).
It increases the productivity
The quality is improved by proper training of the employee
Systematic training will help in reducing the training period
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It also helps in quality improvement as the customers are now become quality conscious and
their wants keep on changing in order to satisfy them it is necessary to provide a quality training
to employees.
How the training and development will benefit the organisation:
Improve performance: when the employees are provided with proper training and get the desired
skills and an employee get the understanding of how to execute the plan with better
ideas(Khoreva 2018.). The aim of any organisation is the growth of their business and it can be
achieved when all the workforce of an organisation pays equal attention toward the employee's
development.
CONCLUSION:
Human resource is critical in the functioning of organisation. Human resource manager is a
liaison between employees and the organisation. The human resource executive guide the
various activities and operation in the organisation. The main function of the human resource is
to meet the organisation goal by focusing on matching the goals and need of the employees and
the organisation. Human resource is an important element for the success of the organisation in
order to meet the organisation objective. The HR conducts various practices ensuring a good
workforce for the organisation. Costsaver focuses on their employees development and growth
because the skills of the employee contribute to the success of the organisation. As training and
development helps in growth of the business. If the staff will be well trained than the customer
will enjoy the services. Training help in self development of employees. Costover provides a
good working environment to the employees. The relation of employee and management is
trustworthy. The conflicts are managed properly and corrective actions are taken as soon as
possible to avoid any type misunderstanding in the workforce.
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REFERENCES
Books and Journals
Acharya and et.al., 2013. Labor laws and innovation. The Journal of Law and Economics. 56(4).
pp.997-1037.
Anderson IV, R., 2002. Employee Incentives and the Federal Securities Laws. U. Miami L.
Rev.. 57. p.1195.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W.F. and Graham, B.Z., 2016. New strategic role for HR: Leading the employer-
branding process. Organization Management Journal. 13(4). pp.182-192.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Cohen, E., 2017. Employee training and development. In CSR for HR. (pp. 153-162). Routledge.
Hassan, S., 2016. Impact of HRM practices on employee’s performance. International Journal of
Academic Research in Accounting, Finance and Management Sciences. 6(1). pp.15-22.
Impact of training and development on organisational performance. 2017 [Online] available
through <http://www.journalofbusiness.org/index.php/GJMBR/article/view/546>
Job Description. 2017 [Online] available through
<http://udi.bc.ca/wp-content/uploads/2017/05/Communications-Coordinator-JD.pdf>
Khoreva, V. and Wechtler, H., 2018. HR practices and employee performance: the mediating
role of well-being. Employee Relations. 40(2). pp.227-243.
Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in European
human resource management .(pp. 107-121). Routledge.
Noe and et.al., 2017. Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Online references
The importance of training and development in employee performance and evaluation. 2017
[Online] available through <https://wwjmrd.com/upload/1509114292.pdf>
Wilton, N., 2016. An introduction to human resource management. Sage.
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