Human Resource Management in Tourism

This assignment delves into the pivotal role of Human Resource Management (HRM) within the context of the tourism industry. It examines fundamental HRM principles and their application to diverse aspects of tourism businesses. Students will analyze the unique challenges and opportunities presented by HRM in a sector characterized by seasonality, global operations, and customer interaction.

Human Resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
A. Explanation to make a work force planning role of HR manager for it and resourcing. . .3
B, Critical evaluation of the strength and weakness of recruitment and selection process....4
TASK 2............................................................................................................................................5
A. Job advertisement..............................................................................................................5
B. Identification of suitable platforms for a job advertisement..............................................6
C. Job specification and person specification for the job opportunity in the organisation....6
TASK 3............................................................................................................................................8
A. Explanation of difference among the training and development.......................................8
B. Change in customer's expectations affects organisation and generate a need to train staff8
C. List of methods for training of employees in Tesco..........................................................9
D. Description on identification of the training needs...........................................................9
E. Evaluation of the benefits of the structured training program for the organisation and
employees.............................................................................................................................10
F. Extent of the training returns on the investment..............................................................10
G. Types of approaches of flexibility which can be used by the Tesco to expand business
activities................................................................................................................................11
TASK 4..........................................................................................................................................12
A. Significance of the good employee relations for the ITV and it's impacts on the HR
decisions...............................................................................................................................12
B. Identification and explantation of important elements in employment legislation and it's
influence on the HR decisions .............................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Management of employees supports to enhance productivity of organisation and generate
the highest performance by people working in the organisation is human resource management
which is having a huge value (Pfeffer, 2010). It is a medium which linked employees with the
organisation and establish coordination among in employer and employees. It helps in generating
maximum outcome from employees which increases performance of the organisation and makes
a better position in the market. Most of the companies are using human resource management
and it has huge importance in recruitment and selection of employees in the organisation which
is essential to acquire best candidates to attain organisational objectives. This report is based on
the WoodHill College, Tesco and ITV which are having a requirement of HRM approaches and
functions. Woodhill College is facing issue of employee's retention; the first part of this report
focuses on work force planning. As they are having vacancies it is having the suitable platform
them to place a job advertisement. After it, it is having details on the TESCO it is having content
on the training needs and outcomes from it, flexibility which can be given by the HR
management to expand business. In the last part, emphasis is made on employee's relation needs
of ITV to make a better coordination in between the teams and employer and employees.
Employment legislation are given at the end of the report which helps out to consider the benefits
for the company.
TASK 1
A. Explanation to make a work force planning role of HR manager for it and resourcing
Work force planning is a regular process which helps the organisation to identify their
needs to manage their employees accordingly (Renwick, Redman and Maguire, 2013). As the
WOODHILL College is having a need of the proper work force planning, it can easily reduce
higher employee turnover ratio. So, HR manager is having a leading role in this scenario and
they have to find out those causes by which people are leaving this job. Some of the roles are
here of the HR manager in the work planning in the organisation;
Analyser: With the help of workforce planning, the HR manager analyses needs of the
organisation and set them into priorities ranking which can help to resolve essential needs of the
college. They evaluates essential requirements of the organisation towards employees by which
the can recruit better people in the organisation.

Communicator: managers are having this role in the organisation, they have to communicate
about the decisions taken by the higher management in between the employees. As in the
WoodHill college managers has to communicate in between the professors and lecturers about
the management related changes and policies. They have to make proper order flow which helps
to the organisation to be on the path to attain their objectives in shorter time and resolve their
problems (Song and et. al., 2010).
B, Critical evaluation of the strength and weakness of recruitment and selection process
Human resource management is having two approaches for the recruitment and selection
which are direct and systematic, strength and weakness are given under these points which are;
Direct recruitment: In HR, the managers can place a person in the organisation, to ful fill the
vacant seats in the college as organisation is having a need and they are having vacancy.
Strength:
 It is simple, direct and easy process of recruitment which takes less time. It is not a cost consuming approach and it is having a direct focus on selection.
Weakness:
 Wrong selection can be possible by this which is not accepted for the betterment for the
organisation. Performance can decrease by this cause it is not a having skill analysis of the candidates.
Systematic recruitment approach: It is a modern approach and many organisations are using this
(Woosnam, 2012). It includes many stages which help to identify the best suitable candidate for
the organisation. It has different stages which are given under here; Resume selection: In the first, HR manager have to select the resume which are having
equivalent skills and qualities which the organisation requires. Interviews; After it, the HR manager has to conduct an interview of shortlisted
candidates with their expert panel. Aptitude test: To analyse candidate's analytical skills, HR manager conducts an aptitude
test which helps to identify the best candidate which have proper qualification and skills.
Strength: Systematic process helps in finding the best candidate in group of people which have
applied for the job opportunity.

Weakness:
 It is very time consuming and cost consuming method which puts an extra pressure on
the organisation so that small scale organisation does not adopt this process.
TASK 2
A. Job advertisement
As the Woodhill is having needs of the employees in the organisation so it is essential for
HR managers to make a better job advertisement which can help to them to make a better
selection (Wang and Bramwell, 2012). This job advertisement can help the college to recruit
people having equivalent qualifications and experience. A job advertisement is here for various
vacant posts in the college;
WOODHILL COLLEGE
Date – 29 May 2017
Woodhill college is having requirements of the candidates on the vacant posts of the
teachers so people which are skilled and having a desire to spread out the best education
in the upcoming students can be a part of us, by working with us. We are recruitningin
these subjects with number of vacant seats of teachers;
Subject Number of vacancy
Maths 3
Physics 1
Biology 3
Chemistry 2
Job Profile: The college administration is looking for those candidates who are taking this
job as not a career option but as a passion. Candidates must be graduates and have to be
certified by government to be a teacher in the college.
Qualification: PGCE in A grades
Skills: Listener and communicative
Experience: One year experience must haven
Timings: 8.30 AM – 5.30 PM

Pay Scale: 1.90 thousand to 3.30 thousand Pounds per year
B. Identification of suitable platforms for a job advertisement
Now, it is essential for the HR manager to identify the best platform to place this job
advertisement (Surroca, Tribó and Waddock, 2010). As the organisation is working in the
educational sector, so it is essential for HR manager to use best suitable platform which can
attract the candidates. Some of the platforms where the Woodhill College can place their job
advertisement are as follows;
Newspapers: It is a traditional platform to advertise job vacancy and it is having huge
scope and most of the people are reading news paper on the daily basis. But it is not fast and
contemporary medium it provides one way communication to the organisation.
Television: It is a faster way to advertise but it is a huge cost effective medium which can
put an extra pressure on the organisation.
Online job portals: This is a contemporary platform whose main aim is to provide
information to the job seekers of job opportunities in their interested area. It is faster, cost
effective and mainly provides a communication way to both side (Stahl and et. al., 2010). Many
of the followers are using this to get recruited by an organisation.
Website: The Woodhill College can put advertisement on their website which is an
authentic platform to place job advertisement.
The Woodhill College has to place their advertisement on the online job portal and
website by which they can address large number of people in a while.
C. Job specification and person specification for the job opportunity in the organisation
Job specification is a written requirement which provides detail of skills and qualities
which are required in a particular job profile, as Woodhill college have requirements of teachers
in various subject, so a job specification is here;
JOB SPECIFICATION
Job Title: Professor
College: Woodhill
Pay scale: 1.90 – 3.30 Pound per year

Purpose of Job:
 A quality education to students.
 Focused education according to course
 Theoretical and practical knowledge.
Responsibilities:
Teachers have to provide a quality education to every student and their focus has to be
over all development in their subject. Modules have to be followed by them and it is their
duty to take their students as per the course and sessions.
Educational qualification:
PGCE and a master’s degree in the equivalent subject.
PERSON SPECIFICATION
Essential Desirable
Qualification A PGCE degree given by the
government
A grade in this degree
Experience Minimum one year experience Applicants have to
experienced and minimum one
year experience requirement as
a professor in the college.
They have to be experienced in
also to manage all types of
students.
Skills and knowledge Candidate should be
communicative and faster to
give a response to the student’s
questions. Command on the
students is essential to make a
proper control and take a better
impact on the students by their
Students supportive people are
required for these vacant posts.

lectures.
TASK 3
A. Explanation of difference among the training and development
Training and development is an essential part for the organisation to enhance the
employee’s performance for attaining organizational objectives (Kerlinger and et. al., 2013). As
the Tesco is working in the international market and they are expanding their business so it is
essential for them to provide better training and development. Training and development has
huge difference which is given under here;
Difference point Training Development
Performance It is method to make employee
able to perform as per the job
responsibility.
Development is method to
improve performance of the
employee in the work place.
Target employees It is provided by the
organisation for new recruited
employees.
It is given by the management
to their existing employees.
As the company wants to increase the performance to expand their business and wants to
provide learnings to their existing employees for new technology. By the use of both they can
make a better employee's performance.
B. Change in customer's expectations affects organisation and generate a need to train staff
It is essential for the company to make changes in their workings so they have to make a
proper changes in their acts. In the market, the customers are king. The companies are required
to make product for the customer (Jackson, Schuler and Jiang, 2014.). If the customer get
satisfied by the service and product it helps to them to retain the customer in the market. This
will It helps in generating the profit for the company. The main goal or the company can be full
filed by this. The objective of the company to full file their need this can be also achieved by
setting them.
If the product have to be change for the customer so then they have to make the operating
according to them. If the product have getting change then their production can also get change

in the organisation. In the production there are so many human resource they are working in it .
They are working as the team that team is known as the staff and department. Their can be
change in the task that the staff have to achieve in the organisation. According to that the work
should also get change. The training has to be given for that change to the staff so that they will
achieve that task successfully. This will help in making the organisation productivity.
C. List of methods for training of employees in Tesco
Training is given to improve the skills and developing knowledge of employees. This will
help in performing activity effectively in the organisation. This is important when aver some
change have been don this is also given when the new recruitment have been done in the
organisation (Jabbour and et.al., 2013). There are several methods that have been divided on the
basis of the these two are as follows:
On the job training: In this, the training has been given to employees at the place of the
performance only. In this, the training has been given in the job time period only. In this, training
is going as will as the job is also going. This will need less cost in making this event. But it will
disturb others and productivity. But this will give good experience to the employee so that he
will be able to perform the task. Some of the methods are here which can be used by the
company in this;
Mentoring: Each and every new employee has to be undertaken by the experienced employees.
Coaching: They have to provide coaching to the new employees by their managers.
Off the job training: In this, the training have been given out side the boundary of the
organisation job. This will be giver not at the job performing place. This will given to the higher
level of the employees. This will help in giving the motivation to the top level this will help in
making the mantel skill improve and knowledge (Iles, Chuai and Preece, 2010). That will help in
taking the decision for the organisation. But this will take high cost.
In Tesco, employee staff have to give training so the on the job training is the best for them. This
will be taking less founds. Give effective skills.
D. Description on identification of the training needs
The training is required to be given by identifying the training need. The training need
can be identified in three levels it is individual, group and organisation. At the individual level
the skills, knowledge and attitude has been evaluated by the last performance to the current
performance. The group or staff have given their task or goal that have to be achieved by then by

evaluating by manager will be able to analysis that there is need of training or not (Heung,
Kucukusta and Song, 2011). The organisation production has set standard that will help in
analysing performance of the organisation. This will help in analysing the need of the training.
By analysing on three level the training need have been identified effectively.
E. Evaluation of the benefits of the structured training program for the organisation and
employees
Tesco and other company provide a training program to their employee. It is necessary
and it is part of development. Company provide training and other things to their employee that
helps the organisation to increase productivity improve their skills. As Tesco company want to
provide structured training program to their employee so it can start with a structure which
describes about the structure of training and also describe about the training method (George,
Haas and Pentland, 2014). This structured training will help in increasing productivity of
employee. Employee can improve their skills also. Company provide training to their employee
to motivate them and encourage them to achieve individual target. The benefit of structured
training is that it helps in completing the specific and particular task of the organization. That
task defines about the need of learning and what can we achieve by this training. Company
superior level management takes decision after analyzing about employee’s work performance
and their knowledge. Tesco Company provides better training to their employee that is helpful in
increasing productivity of the firm as well as employee. . Training and development work as a
motivator factor. It motivate employee and describe about the work process.
F. Extent of the training returns on the investment
Company use training part in their organisation. It is necessary and important to establish
a training program. These training program help the company to increase their productivity.
Company analyse about performance of employee and make a report on the basis of employee
performance. After evaluating about data, company decides to establish any training and
development program. These program works as an investment for the company. Company invest
money in training and development program and make them understand about that how work
should implement in company (Chuang, Chen and Chuang, 2013). Company also provide

training to make them understand about the Production. This program work as an investment in
the company because training teach employee how to sale, how to behave and many other thing
which provides framework to sale, productivity, increment in brand loyalty and increment in
goodwill of company. Company invest money to get the interest as well as company also start
their training program like investment. Company increases employee skills and production
quality of manufacturing unit. This provides better manufacturing result and increment in
productivity of firm. Company analyze production data before and after of training part
completed. If company get any difference between data so it reflect as interest on investment.
Increment is production after training program present the positive result and as well as interest
also.
G. Types of approaches of flexibility which can be used by the Tesco to expand business
activities
A price defines about the types of approaches to flexibility. Company make their rules
and objective as flexible which help organisation to make better working environment in
company (Avey and et. al., 2011). Flexibility describe about the opportunity for HR which have
power to hire news employee and provide better training to make them understand about the
work of company. Company use many approaches of flexibility to get result and make decision
about any particular event.
Numerical flexibility:- It refers about the quantitative approach to utilise of HR
practises. It is the implementation of Matching model of HRM. It refers HRM resources which is
totally related with the HRM work. It refer many economics activity in company.
Distancing flexibility:- It refer about the core and non core activity which is take place
in organisation. Company HR manager care about all the practises of core and non core activity.
Functional flexibility:- It refer that company employee have fully knowledge and skill
about work and they are capable to mange work of organisation. Functional flexibility rules and
regulation work as traditional practises of division of labour.
Tesco company can use any above approach to expend their business. This approaches
are flexible. Company can change and use that approach according to work. Basically it refer
many HRM practises which work for company to manage work force in organisation.

TASK 4
A. Significance of the good employee relations for the ITV and it's impacts on the HR decisions
Employee are the most key factor of company which help organisation to manage the
work. Company start their work with employee. Every Employee have their different role and
responsibility (Arregle and at. el., 2007). As ITV is a big British media company. It have many
employee in their organisation. Who provide information about all over country and out of
country also. Company should manage their relation with their employee. Company should make
a better relationship with their employee. Company can start many program and provide many
facility to their employee and increase their skills and performance. As ITV company should
provide the best service and incentives and many other extra facility to their employee. Due to
this all benefits employee show their working performance and try to achieve individual and
company target (Abdelhak, Grostick and Hanken, 2014). Company unable to work without
employee. Employee produce product, innovate new product and implement new strategy to fill
the gap between corporate and market. Both are related with each other. Maintain relationship
with between company and employee is necessary term. It relationship show the success graph
of company. Company success depend on the employee performance and work force of
company. Many HR decision influence by the employee. Company take decision after get
internal information and take a actual decision in company.
B. Identification and explantation of important elements in employment legislation and it's
influence on the HR decisions
Government make many rules and regulation for the save right of employee. Every company
follow all the legislation and many act of employee. If any company do not follow the act of
employee so employee can sue that company. This act make for save the rights of employee.
Employee Right Act:- It refer contractual rights of employee. It take amendment by employee
relation act 1999 and 2003. It care about the rights of employee. Its protect employee form unfair
dismissal at work.
The Equal pay act:- Government make this rule and this rule refer that every employee get
same amount of salary which work on same position or profile with another employees
(Armstrong and Taylor, 2014). This act establish in 1976.

National minimum wage act:- It act establish in 1998 which describe about the minimum
remuneration of employee wages. European country group use this act to provide remuneration
to their employee.
These all act care about the employee remuneration. These act create influence the decision of
employer. As Tesco company use the labour law and labour legislation. But many times these
rules influence the policy of company.
CONCLUSION
The above presented report concludes about the HRM which is a need of all organisations.
As Woodhill college is facing higher employee's retention which can be resolved by using the
HRM approaches to make a better work force planning. In the case of Tesco, as they wants to
expand their business so they have to provide a better training and development of the
employees. Performance is a level which helps to the managers to identify the needs of the
employees on training. Employee's relations can also helps to company to increase their
performance so it is essential for the organisation to keep healthier relations with their
employees.

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