Benefits of HRM Practices for Employer and Employee

This article discusses the benefits of different HRM practices within an organization for both the employer and employee. It explores the advantages of training and development, performance management, and other HRM practices in enhancing productivity and career growth. The article focuses on the case of Travelodge Hotels Limited, a private firm in the hospitality sector in the UK.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation......................................................................................................1
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
................................................................................................................................................2
TASK 2............................................................................................................................................6
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee..........................................................................................................6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity............................................................................................................7
TASK 3............................................................................................................................................9
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making....................................................................................................................................9
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making....................................................................................................................10
TASK 4..........................................................................................................................................11
P7 Illustrate the application of HRM practices in a work related context, using specific
examples...............................................................................................................................11
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is considered as a series of decision that may affect
relationship of employer and staff. Moreover, this effects various constituencies and is aimed to
influences the efficiency of both manager and workers as well (Definition of HRM, 2020). The
fundamental objective of human resource management is to assure that competent employees are
available into entities. As per the scenario, the undertaken company for this report is Travelodge
Hotels Limited which is a private firm that operates into hospitality sector across UK. It was
established in year 1985 and having headquarters is in Thame, England, United Kingdom. The
topics which are going to discussed in this report are purpose and function of workforce
planning, HRM, recruitment and selection along with its benefits and drawbacks, human
resource management practices, benefits and its effectiveness. Apart form this, employment
legislation and its impact upon HRM decision making, job description and person specification
are also described in this report.
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation.
Human resource management is regarded as managing human capital which are liable to
improve and implement organisational strategies and policies. So, Travelodge Hotels Limited is
a renowned firm that undertake employee as lifeblood of its hotel.
Workforce planning and resourcing
Workforce planning is considered as the method of examining, participating as well as
planning personnel demand and supply, evaluating gaps and ascertaining targeted talent
management interventions for assuring that a firm have effective individuals with appropriate
skills at proper place in right time as this assists entity to accomplish their mandate and strategic
goals effectively and efficiently (Al-Refaie, 2015).
Purpose of HRM
The HRM purpose is to handle the needs as well as problems of entities and workers. The
main intent of Travelodge Hotels Limited human resource management is to render affirmative
working atmosphere and select capable staff to attain its goals . Few more purpose are discussed
below:
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 Training and development: This is considered as human resource function which
includes rendering training to employees so that business activities can be performed
effectually as well as become capable for attaining objectives. So , the main purpose of
this in Travelodge Hotel Limited is to enhance skills and capabilities of their staff so that
they can able to do the challenging work into any situation.
 Staffing: It is regarded as vital purpose of Travelodge Hotels Limited HRM is to hire as
well as retain the talented workers into entities. Currently, various firm face the issues
related to employees turnover as it is important for them to hire as well as opt staff that is
vital for organisation as workers retention is vital accountability of HR department.
Function of HRM
Some of Human resource management function which is performed into Travelodge
Hotels Limited are discussed underneath:
 Compensation and benefits: This is considered as an essential HRM function as in this
all staff who are performing well into entities requires compensation and benefits for its
effective performance. It is rendered in respect of salary as well as another non monetary
and monetary benefits to employees as per its work that they are performing within
entities so that they get motivated. Therefore, this function can be performed into
Travelodge Hotels Limited so that its staff may perform the task with full potential and
accomplish objective effectually.
 Performance management: It is regarded as one of an effective HRM function where
firm can able to assess it staff performance based on various basis. This aspects will aids
into workforce planning and resourcing through identifying their essential person skills
and out more efforts for retaining them. So, this function assists Travelodge Hotels
Limited to identify vital potential through utilising several techniques as well as process.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Both recruitment as well as selection is vital approaches which are used by entities to
recruit as well as select proficient staff for particular job role (Ang and et. al., 2017). Into this
method, the HR department of firm formulate and execute plans and strategies to recruit
candidates at workplace either form inside or outside company.
Recruitment
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This is considered as procedure of identifying as well as recruiting effective proficient
candidates for specific job role in more cost effective way. So, the recruitment process of
Travelodge Hotels Limited involves examining job needs, grabbing the attention of staff for that
job, screening and choosing applicants, hiring as well as integrating the new staff to entities.
 Internal Recruitment: It is regarded as recruiting person from entity's inside. In this,
seeking candidates for particular job position who are recently performing in firm
(Collings, Wood and Szamosi, 2018). Whole these assists human resource manager of
Travelodge Hotels Limited is to inspire its workers and maximise their morale in context
of productivity. In addition to this, they may use various internal approaches transfer,
promotion and so on. Few of this strengths and weaknesses are described underneath:
Strengths of internal recruitment
The strengths of internal recruitment is that, it aids Travelodge Hotels Limited human
resource manager and employer to know about its staff in regards of their abilities and skills.
Also, this saves the time as well as cost of both employer and employees as herein not so much
methods are involved but process is simple related to recruitment as well as orientation. Also,
this promotes loyalty as well as may also develop staff morale as this provides as a reward for
existent staff.
Weaknesses of internal recruitment
The vital weaknesses of internal recruitment is that, employer can not able to bring the
fresh and innovative talent into its organisation as it may leads towards minimisation into
productivity (De Lange, Kooij and Van der Heijden, 2015). Moreover, this has limited approach
to attain the requirements of specific post where existent workers are hired through promotion as
well as transfer process. Also, regular internal recruitment may outcomes into undynamic culture
as only insiders are recruited for repeatedly this leads towards less creativity.
 External Recruitment: This is considered as an approach in which individuals are
recruited from organisation outside by using some of its sources like employment
agencies, advertisement and others. In respect of Travelodge Hotels Limited, it may be
used for hiring competent person to achieve their goals in effectual way. Thus, some of
its strengths and weaknesses are described underneath:
Strengths of external recruitment
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The crucial strength of external recruitment is to bring new and capable talents at work
places. Moreover, this assists employer to maximise its business productivity as they have
various options. In addition to this, this render more chances to attain Travelodge Hotels Limited
requirements by hiring talent candidates from outsides. In addition to this, this reduces the
possibilities of internal politics and as it get minimised so that various internal problems of
existent staff are resolved effectively.
Weaknesses of external recruitment
The vital weakness of external recruitment is that this is more time consuming for the
employers and occurred more cost as they have to perform several practices which includes
screening of resumes, accesses their talent as well as capability. Moreover, it may have to face
higher risk as there is possibilities that recruited candidates for particular post is not appropriate
for that and they may reduces their business productivity. In addition to this, it also enhances the
internal conflicts with existent staff as entities undertake a fresh candidates for senior post than
the existent staff so there is a possibility that they may perform some internal conflicts among
them. An an outcomes this minimise firm's productivity.
Selection
This is regarded as the procedures of short-listing talented candidates with vital skills set
as well as qualification for filling the vacancies into entities. The process of selection varies from
firm to firm, industry to industry (Giannakis, Harker and Baum, 2015). This is hard as well as
tough methods as it involves a series of phases before taking final decision. So, some selection
method that is utilised through Travelodge Hotels Limited human resource manager are:
Interview: This is basically performed on-site at organisation. Its intent is to ascertain
that either the candidates will be chosen for particular post or not. As Travelodge Hotels Limited
conducted interview so it have few benefits and drawback which are discussed below:
Benefits: Time and cost effective: This is beneficial for Travelodge Hotels Limited HR to include
interview into its selection process as this save time and not more costly. Flexible: Interview may be conducted according to the demands of organisation. Various
post needs different qualification as well as skills that may be recognised through
assistance of several methods of interviews (Hecklau and et. al., 2016) .
Drawbacks:
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 Lack of attention: For effective interview more attention is needed. But few times this is
seen that bot interviewee as well as interviewer are not much attentive. So the respective
company can not able to accumulate the real information.
 Snap judgement: Interviews are conducted for particular time period at which interviewer
try to accumulate more information about candidates through asking various questions.
Thereafter, they judge whole personality, attitude and nature of candidates based on its
answers given through interview.
Ability Test:
This is considered as a standardised techniques to evaluate the performance of person
into various work relate situations. In Travelodge Hotels Limited, this test is conducted for
selecting the candidates as this aids them to know about the candidates abilities related to
reasoning, mathematical and others. So, few of its benefits and drawbacks are discussed below:
Benefits: Training need assessment: Various individuals in Travelodge Hotels Limited needs
various skills to perform their task. For this, few individuals may require to develop its
clients management skills, while another may have to improve its time management. So,
it aids them to develop training requirements of their staff as well as thus firm may
conduct an proper training. Cost effectiveness: This test is generally conducted on computers. So, it is very cost
effective as well as simple to manage. Moreover, this assists into grading procedures,
decrease period that a post is vacant as well as hours dedicated to candidates which will
aids to obtain a proficient staff as soon as possible.
Drawbacks: Aptitude does not necessarily outcomes into good performance: This is considered as a
main drawbacks of ability test. As the fact is that if any one have an aptitude for
something then it do not mean that they may perform effectively. Instead of aptitude,
there are also another aspects which impact performance. It involves interest, training as
well as motivation.
 Cultural bias: It is also considered as essential drawbacks as the capabilities as well as
attainments are fully depends upon its upbringing, opportunities, education and others.
Whole these will has an affect upon outcomes of respective test.
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TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.
Human resource management is regarded as the significant prospects that requires to
perform into entities for accomplishment of practices effectively as well as it will also assures
about forming affirmative work atmospheres at job (Kavanagh and Johnson, 2017). This is an
accountability of Travelodge Hotels Limited human resource manager to undertake whole
activities that come into its jurisdiction which have to be performed with effectiveness and
outcomes into enhancement of organisational productivity and profitability. So some benefits
obtained through workers as well as employer of Travelodge Hotels Limited from application of
HRM practices are described underneath:
HRM practices Benefit to employer Benefit to employee
Training and development Both training and development
is regarded as vital aspects that
has many forms of advantages
to entities as well as several
stakeholders that are related to
firms. Travelodge Hotels
Limited follow on the job
training method to develop
staff skills. So, the benefits
that is affiliated with this
method to employer is
regarding various quality
services are rendered that leads
them towards building
consumer faith. Moreover,
other advantage that may be
accumulated through employer
is resolving consumer
Both practices training and
development is vital into
entities as it will assist staff to
get knowledge about several
work methods in firms. The
essential benefits which may
be accumulated through
training techniques such as on
the job into Travelodge Hotels
Limited is regarding
development of its proficiency
and skills which is helpful for
its personal as well
professional career.
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problems in effective and
efficient way.
Performance management Performance management is
also considered as an essential
aspects which render various
benefits to employer as an
effective performance
management system performs
towards development of whole
entities performance through
maintaining person as well as
team performance. This will
aids Travelodge Hotels
Limited for assuring
attainment of whole firm's
objectives. Also, this assists
them to analyse and evaluate
their staff performance as well
as provide promotion and
training to its employees
accordingly. In addition to all
this, employers do not have to
spend more time on managing
workers.
It is an powerful tools which
develop staff involvement by
open as well as continuous
communication. Staff are key
to Travelodge Hotels Limited
growth. So that its manager
and staff communicate
effectively so they obtain
clarity upon management's
objectives. Also, this aids them
to enjoy huge autonomy.
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.
The human resource management practices is considered as procedures or activities that
are performed through entities for maximising firm's profit and productivity (Lu, Zhu and Bao,
2015). Into Travelodge Hotels Limited, practices of HRM are applied to appropriately manage
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its personnel so that they become capable to satisfy their clients. So, many human resource
practices that are utilised into respective organisation are described underneath: Training and Development: Training and development is considered as subsystem of
entities that emphasises upon development of staff and team performance. Training is
regarded as an education procedures that includes improving skills, knowledge,
modification of attitudes and others for enhancing its performance (Mansour, 2015). On
other side, development is whole about preparing staff for present as well as future jobs
through rendering them learning opportunities to maximise its abilities, for performing
more difficult as well as challenging task. So, in Travelodge Hotels Limited training and
development is provided which have some benefits and drawbacks that are:
◦ Benefits: This reduces the rates of staff turnover as effective trained workers will feel
very much confident about its job. So, this confidence may covert into low turnover
rates. Moreover, this also assures less mistakes in context of time as well as resource
because when staff is trained enough the chances of mistaken will get reduced and
task is performed at less period. All these aids employers to retain talented candidates
and employees to enhance their skills, knowledge and others which is helpful to
increase organisational productivity and profitability as there is less mistaken occurs
during task performance. One more benefits
◦ Drawbacks: This is a costly practices that involves arrangements of proficient
trainers as well as involving staff for non revenue practises (Mao and et. al., 2016).
Also, in this there is a risk as after training and development programmes the staff
may leave its jobs as they know about the firm and work effectively. This may leads
towards reducing organisation profitability and productivity. Performance management: This is considered as procedures of assuring that set of
practices as well as outputs accomplish an entity's objectives in appropriate and effectual
way. It concentrate upon performance of firm, department, staff, method in work area for
managing specific task. So this aids Travelodge Hotels Limited to enhance their staff
involvement as well as productivity. Therefore, some of its benefits and drawbacks for
respective organisation are described underneath:
◦ Benefits: The main benefits of this is that this allows staff growth as it aids staff to
reach its full potential that may be an affirmative experience for both workers as well
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as manager. Because due to this respective organisation staff performance get
evaluated. Moreover, a firm can able to find as well as eliminate the under- performer
staff as it permit them to perform smoothly. Also, this is helpful to get knowledge
about the career ambitions and find opportunities of staff development.
◦ Drawbacks: The essential drawbacks of performance management is that it reduces
the staff morale. As workers who have feeling that they are not assessed in fair way
will lose their self esteem and also develop resentment towards administration as
entities as all minimise staff morale all over the organisation. Moreover, the biases
become more prevalent as without any metrics as well as information for relying
upon to gauge performance, so manager may provide biased reviews. Also, workers
become demotivated as when they feel unappreciated its motivation reduces that
drives towards lower involvement as well as decreased performance rates.
Conclusion
From the above mentioned, it has been concluded that Human resource management is
vital for managing human capital and are liable to improve and implement organisational
strategies and policies. Moreover, it has various intent such as staffing and others. Also, both
recruitment and selection is helpful to obtain talented candidates. In addition to this, training and
development are practices aids entities to develop their staff skills and knowledge on more
effective and efficient way.
TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision
making.
Employee relation is regarded as entity's efforts for managing relationship among
workers as well as employers. So, Travelodge Hotels Limited with effective staff relationship
program render fair as well as consistent treatment to whole its staff so that they will be
committed towards its works and loyal to them. Therefore, some of importance of employee
relation are described underneath:
Employer of choice:
This is considered as the term which is utilised to represent that firm have extraordinary
working environment, various applicants are interested to perform for employers and others
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(Moutinho and Vargas-Sanchez, 2018). When Travelodge Hotels Limited is employer of choice
this means that they have great work area, individuals wants to perform. So, this assists them to
enhance the organisational productivity as staff works with its interests. Moreover, the negative
aspects is that any time the staff can able to leave the organisation. Moreover, this impact the
decision making of HRM as this only depend upon HR manager that how they may able to
influence the staff to be in firm and perform effectually.
Flexible working practices:
This is also known as flexitime as it which provides flexibility to staff to perform from
any where. Within Travelodge Hotels Limited, this HR policies is utilised as a strategic tools
which aids them to develop the performance as well as productivity. This includes part time,
mobile working, job share and others. The positive aspects of this that it build relation among
employer and employee as they provide better work life balance, low absentees and stress.
Moreover, the negative aspect of this is that dis-balance the working culture which will give bad
impact upon their clients or third party. Moreover, this impact the decision making of HRM as
they only decide how to implement flexible working practices into entities effectively and
efficiently.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.
Employment legislation is considered as a regulatory bodies which govern the relation
among staff as well as employers. This involves regulation which is formed into Europe and in
United Kingdom. So, few legislation which Travelodge Hotels Limited HR manager have to
comply are discussed below:
 Equality and Diversity Act 2010: This is an act which is established in 1 october 2010.
moreover, this facilitates a legal framework for protecting the person's rights as well as
advances equality opportunity for whole. This renders Britain with discrimination law
that safeguards person from unfair treatment as well as promotes a fair and more equal
society (Noe and et. al., 2017). This is vital for Travelodge Hotels Limited to comply this
act so that they can treat its staff equally and fairly manner. Moreover, this influences
respective organisation HRM policies and decision making as through this they may
enhance positive atmosphere into entities which reduces the conflicts and enhances the
organisational profitability.
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 GDPR 2018: This is considered as an Europe's new framework for data protection
regulation, this replaces the previous 1995 data protection directive. Moreover, this is
describes general data protection regime which applies to various business of United
Kingdom. This states all principles, rights and obligation. So, Travelodge Hotels Limited
may comply this legislation as this assists them to protect the staff and entities
information in more effective and efficient way. Also, it influences its HR policies as it
develops the relation among staff and employers. This mainly involves protection of staff
and firms information. Also, this impact HRM decision making as it have to comply this
and in case any information is leaked it will reduces its brand image.
 National Minimum wages act: It is considered as legislation that is sets a legal
framework that render a detailed provision related with employers wages activities. This
regulation explains that staff has to obtain minimum wages for their work performance.
Since April 2019, UK government provided a set that for the age group of 25 wages will
be £8.21, £7.70 to 21 - 24, £6.15 to 18 - 20, £4.35 for exact 18 as well as £3.90 for
apprentices. In relation to Travelodge Hotels Limited, this impact HRM decision making
as they have to decide that their employees salary are to be based on national minimum
wages act. As this assists them to render fair pay to their staff members as per its work
performance.
TASK 4
P7 Illustrate the application of HRM practices in a work related context, using specific examples.
In entities, various kinds of human resource management practices assist in handling and
coordinating activities that are described underneath:
Job Description
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JOB DESCRIPTION
Name of Hotel: Travelodge Hotels Limited.
Job position: HR manager
Section: HR
Roles and Responsibilities
 To plan as well as coordinate the personnel of entities to effective utilisation of
proficient workers.
 Supervise as well as coordinate the specialist works and support employees.
Qualification requirements
Master's degree into labour relations, human resource or MBA from any affiliated university.
Bachelor's degree into business administration or human resource from recognised university.
Experience required
At 3 years.
Person Specification
PERSON SPECIFICATION
Academic qualification
 Bachelor's into human resource or business administration.
 Master's in labour relations, human resource
Key skills and capabilities:
 Decision making skills
 Training and development skills
 Empathetic skills
Experience
 Experience needed at least 3 year in same field.
Visual aspect
 Problem solver, confident, attractive personality and others.
Preparatory Notes
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Candidate Name:
Required Criteria
Educated to degree level or equivalent
Notes
Experiences related to management under
various working circumstances.
Effectual experiences in respect of human
resource manager profile.
Strong management skills
Effectual communication skills along with
capability to influence its employees.
Desirable Criteria Notes
Having experiences in maintaining staff
members as well as ability to train them.
Knowledgeable into handling grievance
as well as resolving its as soon as
possible.
Capability to supervise as well as
coordinate the specialist works and
support employees
Job offer letter
JOB OFFER LETTER
Contact no. XXXX
Email id :XXXX@gmail .com
Date : xxxxx
Subject : Offer letter for the designation of HUMAM RESOURCE MANAGER
Dear,
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We are pleased to informed you that you have cleared the interview and accomplished all
eligibility criteria which is needed for the human resource manager post. So, you can join us
from 27th Jan, 2020 and if you have some queries you may direct contact to below mentioned
number.
Your sincerely,
Alen
HR department
(Travelodge Hotels Limited)
CONCLUSION
As per the above report, it has been concluded that human resource are the lifeblood of
organisation. So, for managing as well as coordinating whole practices into firm, it apply several
types of HR activities which are so much crucial for rendering motivation to staff. Moreover, it is
gainful for firm to use internal and external recruitment as this aids them to obtain talented
candidates. Also, interview method is utilised by them so that they can know about their
personality, skills and others. In addition to all this, for complying those practices effectively
they follow several types of legislation in order to attain its objectives.
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REFERENCES
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human-resource-management/>
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