Issues and Trends in Human Resource Management

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
Issues and trends related to HRM ..............................................................................................3
Job description of hotel manager................................................................................................6
Person specification....................................................................................................................7
Performance management ..........................................................................................................9
Review of HR policies..............................................................................................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
The study describes the issues in Human Resource Management. Human Resource Management
is about recruiting people in an organisation, giving them training about work concerned and
looking after their grievances while motivating them to achieve organisational objectives. The
study reflects on the articles which highlight contemporary issues and emerging trends within
HRM. The study gives job description of a range of management positions within the hospitality
industry. The study emphasises on the concept of performance management within hospitality to
assist employees problems being addressed. An analysation and revision of employees'
concerning HR policies has been done. The organisation taken for assessment is The
Lanesborough which is a UK based five star luxury hotel.
Issues and trends related to HRM
The HRM employs people according to various skills required and vacancies available in a
particular section. The hospitality industry has seen employees coming from different
backgrounds and cultures. The first issue to deal with is thus intercultural management. The
industry sees an influx of rural and urban backgrounds with people of different educational
qualifications (Naik and Kanade, 2019). Managing them to gel with each other and forming an
understanding and coordination with each other to get the tasks done is an issue to be addressed
by the HRM. HRM keeps an introductory session of the employees where the members are
introduced to each other speaking of where they belong to and what has been their academic
qualifications and past experience. This helps in break of ice between employees. Sessions of
activity which can be fun based are organised for the employees to participate and make their
team win. This helps people to know each other better and eventually infuses a quality of
cooperation between them with friendship. The Lanesborough believe that a team which can
cooperate with each other can easily lend their best of services even when hotel receives its peak
season. The hotel employs a diverse set of employees and the management lays focus on
building a sense of team spirit in their employees who can work to achieve common goals for
organisation (Müller, 2017).
Next comes the issue of having the employees deal with international guests who can be
of different countries. Every country national likes to converse in their own language although it

is not always possible. The issue before HRM is either to recruit people with knowledge of
different languages or get the employees trained in multi-lingually. It is not possible for
employees to learn many languages but HRM tries to make them learn the language of nationals
who frequently visit the hotel. The way of greeting tourists is also different in various countries
having different cultures. The HRM has to keep training sessions of the way of welcoming
customers by the employees and also teaching the body language mannerisms prevalent in
different countries. The Lanesborough has a staff which can converse multi-lingually with
international customers and trainings are also departed by HRM.
The next issue faced by HRM is managing of work force and deployment of employees
in various sections. Organisation being large like The Lanesborough employ on a large scale and
thus management of employee becomes a foremost task. The employee may feel out of place if
the person is given work not being of the skill and interest the employee possesses. The
employee may not like to continue for a longer period of time increasing the staff turnover (Naik
and Kanade, 2019). Thus, it becomes important for the HRM to have an interaction monthly at
least with the employees to take feedback and place them according to their skills and interests.
Secondly, people working at a big enterprise come from different places. They have to take
leaves in between to visit their family and address their home issues. The scheduling of leaves is
thus another task to be managed by HRM. As it happens, that like every industry hospitality too
have their peak seasons where they need employees to receive and welcome guests, help them in
lodging, offering services like catering etc. Thus, HRM has to schedule leaves of employees
accordingly such that enough strength is there within hotel to meet the demands of customers
and lend operational services. The leaves being sanctioned are also done on priority basis. The
employees are not to be made singled out and given leave appropriately is looked after by HRM
function. The Lanesborough HRM follows the mentioned practices to see that employees'
interests are also taken care of while organisational needs being met (He, Morrison and Zhang,
2019).
The trends in HRM function have evolved over the years. Currently, the ongoing trend
within HRM is use of technology of implementing automated response systems. The companies
are implementing finger recording system for attendance of employees. There have been issues
reported earlier that attendance not being marked properly a which led to deduction in salaries.
Through the technical approach the log in timings of employees are registered and this helps in