Human Resource Management Research and Studies

This assignment involves researching and analyzing various articles related to human resource management. The selected sources cover topics such as job demands-resources theory, compensation's impact on employee performance, high-performance HR practices, and the influence of technology on HRM. Additionally, it includes a list of references from academic journals and books on HRM. The purpose is to demonstrate an understanding of HRM concepts and their applications in different contexts.

Human Resource
Management In Service
Industry

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Importance, role and purpose of human resource management:...........................................1
1.2 Human resource plan based on supply and demand:............................................................3
TASK 2............................................................................................................................................4
2.1 Current state of employee relations: ....................................................................................4
2.2 Impacts of employment laws effects the HRM:....................................................................5
TASK 3............................................................................................................................................6
3.1 Job description and personal specification of HR manager in Marriott hotel:.....................6
3.2 Comparison between selection process of two businesses in service industry.....................8
TASK 4............................................................................................................................................9
4.1 Contribution of training & development activities in performing operations effectively:. . .9
CONCLUSION .............................................................................................................................10
REFRENCES ................................................................................................................................11

INTRODUCTION
Human resource is defining both the employees who perform for a company and a
department who liable for maintaining resources that is related to workers of the organisation.
Human resource management is a process of finding, recruiting, selection, training and
development, employees’ benefits, health and security, performance appraisal of employees,
compensation, organisational policies etc. Human resource management’s main aim is to
increase and improve the productivity of the employees as well as organisation. They maintain
employee relation in the organisation and putting and creating effective and supervision policies
that governing the workforces. Employees are the key assets of the organisation so, HRM’s main
objective is to make best use of workers, increase the return on investment and reducing the risk.
In this report chosen organisation is Marriott hotel which was founded in 1927 by J
Willard Marriott and Alice Marriott. Its deals in hospitality industry. In this report include,
importance of human resource management and its role and purpose (Armstrong and Taylor,
2014). They develop human resource plan based on the analysis of supply and demand of this
hotel. In this also include current state of employment relations in the service sector and how
various laws and legislations affect the management of human resource. In this consist job
description and person specifications and recruitment and selection process and comparing the
selection process of Marriott hotel with its competitor hotel. At last in this include, contribution
of training and development activities in the performing operations effectively.
TASK 1
1.1 Importance, role and purpose of human resource management:
Introduction of Marriott:
This hotel deals in hospitality industry. It was established in 1927 by J. Willard Marriott
and Alice Marriott. Its headquarters situated in Maryland, U.S. Its executive chairman is Bill
Marriott and chief executive officer and president is Arne Sorenson. They provide service of
accommodations, bar facility, spa facility, space for events etc.
Human resource management:
It is a strategical approach to the effectual management of the company's employees in
which they support to business achieve a competitive benefit (Human Resource. 2018). Human
resource management is responsible for employees’ benefits, employees’ recruitment and
1

selection, training and development, performance appraisal, health and safety, rewarding,
focusing on policies etc. HR managers of Marriott help their employees to achieve organizational
goals and improve their productivity. Its overall objective is that company is able to attain
success through employees.
Importance of human resource management:
There is many importance of human resource management which are as follows:
Select the skilled employees: Recruitment is a process of attracting the candidates for
vacant post in the organization. In this include finding, screening and hiring the employees.
Selection is an activity of hiring the employees from large number of candidates who are apply
for the job. Marriott should be preparing planning before selecting the candidates (Chelladurai
and Kerwin, 2017)
. It is the best for the organization because they find skilled and knowledgeable employees for
their business.
Planning for training event: HRM provide development and training to the employees
for improvement their performance and productivity. Training is a program to achieve
knowledge and education for their specific work and job. Training is providing to the new
employees for teaching them work related job and develop the existing employees for their
growth and advancement (Marchington and et. al., 2016).
Purpose of Human resource management:
There are many roles and purpose of human resource management which are as follows:
Build coordination among all departments: Human resource management is the one of
the main department of the organization. They establish coordination among all department of
the organization for maintaining smooth work and employee relation in the organization.
Marriott should build the coordination among all departments for the better productivity of the
work.
Contribute in employees’ satisfaction: Employees are the main key assets of the
company. So, satisfaction is the important for employees. For this, HR managers of Marriott
hotel should satisfy all the needs of their employees. Satisfied employees perform better and gain
organizational profit in more effective way.
Role of human resource management:
2

Performance appraisals: In this HR managers of Marriott, measuring the performance of
their employees’ time to time and give feedback them according to their performance. If any
employee's performance is good, then give reward them and if any employees perform below
average then give training them for improving their performance.
Maintain employee relation: Human resource management main role is maintaining the
good relations among employees in which they give their best to the organization. Managers of
Marriott should coordinate among their employees for better productivity of work.
1.2 Human resource plan based on supply and demand:
The human resource plan analyses the future and present necessities of human resource in
the Marriott hotel for properly control and monitoring the process (Bratton and Gold, 2017). By
seeing the supply and demand in the hotel sector the strategic plans of Marriott are as follows:
Resourcing strategy: Resourcing strategy of Marriott hotel’s main aim is to improve
competitive benefits through the employees of the business which is maintainable for long time
of period. This hotel can decrease the workforce cost and enhancing the productivity of the
employees.
Forecasting supply and demand: Marriott hotel require to reflect the existing demand for
individuals in the terms of skill and number for increasing their plans. It is very significant for
the Marriott hotel to obtain maintainable competitive advantage and exactly approximation the
demand in respect to avoid extra staff cost in instance of surplus workers and avoid also scarcity
of workers. They forecast on the behalf of future and present strategies of contraction and
expansion.
Analyzing effectiveness of operational: Marriott is arranging competitive benefits
through the activities of high productivity and low cost among the workers. In this situation,
evaluating workers’ productivity centered on regularity would be critical to the entire strategic
plan of the business.
Resourcing: The business’s planning of resourcing mostly considered the several actions
that would be need to set up, select and attract human resources. The greatest attractive plan is to
provide the workers with lower cost, thus attract workers by rendering them with developing
opportunities and good work environment (Bakker and Demerouti, 2014).
Scenario planning: The Marriott hotel’s planning of human resource should be flexible
in respect to choose itself with the variations in the scenario of business. It must also have the
3

capacity to sense the variations occurred in the environment and should be effective to meeting
the worst instance scenario related to the industry of hotel. The planning of human resource
should be strong and effective enough to create best out of the chances met in the industry of
hotel.
Analysis for turnover of labor: The examination of turnover of labor figure is most
significant to assemble an efficient plan of human resource which is effective in cost and
supports in planning method of the business for establishing competitive benefits in the industry
of hotel.
Analysis for work environment: Marriott hotel need to develop an environment which
support them to achieve skills and capabilities and Marriott should be emphasizing in developing
this type environment (Sheehan, 2014). The workplace environment plays an important
character in the performance of the workers.
Thus, based on the supply and demand scenario, Marriott hotel’s management of human
resource can develop better and effective strategies for the business.
Human resource plan is the procedure by which management determines that how an
organisation will accomplish the goals and objectives from its present manpower position to the
desired position. For this purpose, a proper human resource plan will be developed in Marriott
for the new employees needed to implement advanced technology which are discussed below :
 Current HR supply : Marriott will evaluate the current human resource availability in
the company. It involves a comprehensive study of the strength of the human resource in
terms of numbers, skills, talents, benefits,compensation, age, tenure, performance ratings,
etc. At this stage, the consultants can conduct interviews with the managers to understand
the obstacles faced by them and the manpower potential which they consider important
for numerous procedure of businesses. After doing this, they will identify that presently
there are only 8 people are there in the hotel who have the full potential of how to operate
new technology.
 Future HR demand : Evaluation and analyses of future manpower requirements is the
second step in HR planning. In this recruitment is done by HR manger of the
organization. This takes into consideration various factors like retirements, labour
turnover and absenteeism rate, lay off. Pre-set transfers, etc. This has identified the need
and demand for at least 10 more employees who can use technical equipments used in
4

kitchen, various advanced technological elements of spa, managing gaming zone, etc. In
this maximum one month take by HR manager to recruit 10 employee in the organisation.
 Demand forecast : This step is important in matching the current supply with the future
demand of HR. This creates and develops a demand forecast which is important for
Marriott in understanding the business strategies and objectives in the long term
sustainability of the business.
 HR sourcing strategy and implementation : When Marriott will successfully review
the gap or difference between the supply and demand of require potential manpower then
it develop various plans to meet this gap. In this a plan should be always in a time frame.
Person is responsible to achieve this and it should be reviewed too. For this purpose, they
will organise interview to hire skilled and technical labour, provide training to existing
employees so that they can learn how to use advanced technology and understand its
importance.
TASK 2
2.1 Current state of employee relations:
Human resources management’s key feature is the Employee relations management and
it is concentrate on preserving a strong relationship between the employer-employee in the
organization as it inspires the workers, motivates them, and increases the productivity and
morale of the workforce (Purce, 2014). The employee relations at Marriott hotel regulates the
resolve to the difficulties that are met by the workers that are really disturbing the workplace
condition. Strong communication should be sustained Between the employees and the human
resource managers so that the workers do not surface any difficulties. If this types conditions are
arises, then the communication among them would support them to resolve the difficulties. The
management of employee relations should deal with the such elements which are as under:
 Employment contract
 Distinction between statutory engagement rights and contractual work rights.
 Regulations and rules linking to the work monotonous.
 Policy affecting to avoid worker’s discrimination
5

 Enforcing and implementation the contractual and statutory rights
Being in service, Marriott has great degree of significance for the employees’ relationship
as it deals with the employee job satisfaction, productivity and motivation which are significant
in the service industry. This is enhancements the competitive benefits for the business and thus it
is suitable to maintain strong employee relations so that the above stated dynamic aspects are
improved among workers of the company.
The hotel sector clearly differentiates between employee statutory rights and employee
contractual rights. In Marriott, the employ contract should be planned keeping into reflection the
requirements of the hotel sector. All the personnel are aware and concerned of the employed
time, dissolution of employee contract, overtime regulation and discipline at workplace. The
employee relationship achieves high significance in Marriott hotel in respect to create healthy
and long employee relations and it rises the worth to the competitive benefits of the organization.
The Marriott hotel trusts in the social, economic and psychological satisfaction from the
workers of the organization. In respect to increase the commitment of the organization,
administration of the business would be identical significant tool and also continuous statement
with the workers will also support in their improvement. The organization should deliver the
workers with flexibility of performance that are stated in the contract which is create between the
organization and the employee. The human resource division should manage all these aspects
and this lead to the execution of the plans of competitive benefits by preserving good employer-
employee relationship (Collings, Wood and Szamosi, 2018)
 . Thus, Marriott should undertake effective employee relationship in respect to meet its
objectives and goals and thus, developing the plans of competitive benefits through
human resource.
Employee relation is very important in every organisation. The assessment of the same is
done by examining their current state with the past one and it is discussed below :
 Trade unions :It is an organisation which is made by workers with the motive of
protecting the interest and rights of the employees (Hameed, Ramzan and Zubair, 2014).
In UK, during the earlier period when the term was emerged the condition of trade union
6

was harsh with children, men and women and they were forced to work long hours at
very low wages in the service sector. But now, it has changed as now there is a trade
union law which gives every worker in the service sector an equal right to join trade
union. This give them freedom in voting actions of industries, organises meeting to
discuss important aspects, etc.
 Workers participation : It refers to the structure that involves people at work to
participate in organisational activities and decision making. In earlier days, worker do not
participate much in the organisational activities and they were concerned only with
performing the assigned task (Marchington and et. al., 2016) . But presently, the new
emerging workers participation practices has increased and improved their involvement
like information and consultation, health and safety, cross border companies, etc. This
will impact the functioning of Marriott as they will not be able to discriminate because
this can affect the goodwill and brand image of the company. But if they will not be
treated equally then this will have a huge impact on the operations of the Marriott
because it will need employees of both the genders so to treat them equal is very
important.
2.2 Impacts of employment laws effects the HRM:
Government impose many of laws for the protection of employees’ rights and interest.
There are such laws relating to service industry which are mentioned below:
Equal opportunities of employment 1972: This law confirms that all the potential
workers acquire an equal employment opportunity in the service industry regardless of any
judgement on the basis of sex discrimination or age discrimination , maturity, data protection act.
In this all the employee should be consider in a same manner with the providing them
opportunities their should not be any discrimination according to age, sex, maturity. In Marriott
hotel data protection act can be implemented through regular evaluation of quality data ,analysis
of data to identify its potential gaps and issues that can be arise the problem. This organisation
should follow parental laws. In which some rights of regarding legal custody, ability to take
major decision regarding child's health and education. Human resource plan is the procedure by
7

which management determines that how an organisation will accomplish the goals and objectives
from its present manpower position to the desired position. For this purpose, a proper human
resource plan will be developed in Marriott for the new employees needed to implement
advanced technology which are discussed below :
 Working time regulation act 1998 : This law is concerned with providing flexible
working hours to the employees. It limits the time at an average of 48 hours per week and
8 hours a day. This law give workers paid leaves, rest breaks, etc. If this is not applied in
the company then employee will feel burden and demotivated which will affect the
organisations goals and objectives.
 Bullying and harassment at work : Employer are responsible for preventing and
protecting bullying and harassment at workplace. It protects the individual identity and
can be characterised as offensive or intimidating behaviour., nationality (Baum, 2015).
This will impact the functioning of Marriott as they will not be able to discriminate
because this can affect the goodwill and brand image of the company.
Equal pay 1963: This law highlighting on the element that both women and men must
be equally paid. The pay must be providing to the workers must depend on the skills and
knowledge of the workers in the service sector. If they are treated equally then they give their
best performance which helps to HRM in decision making process. But if they will not be treated
equally then this will have a huge impact on the operations of the Marriott because it will need
employees of both the genders so to treat them equal is very important.
Duty of the care:This law ensure that a healthy and clean environment and workplace are
provided to their employees for better performance of work. Employees have a right of their
safety and health. Marriott should be providing healthy work place to their workers so then can
easily achieve organizational goals.
Thus, it is observed from the above description that entire parts of employment right act
and employment relation act are lawful for the Marriott hotel. Employment act of right are legal
8

for human resource for Marriott where the Marriott hotel have not acquired the right to
differentiate between two workers on the base of religion, race, gender etc. on the further hand,
act of minimum wages regulates the paid the minimum wages to the workers in Marriott hotel
and according to this manager needs to decide wages of employee (Arnaboldi, Lapsley and
Steccolini, 2015).
TASK 3
3.1 Job description and personal specification of HR manager in Marriott hotel:
PERSON SPECIFICATION
Job title: HUMAN RESOURCE MANAFER
Criteria Essential Desirable
QUALIFICATIONS MBA with Human Resource
specialisation
Full time MBA
RELEVANT EXPERIENCE
Must have an experience of at
least 3 years
Must have a training certificate
from any well know and
reputed company for more than
6 months.
SKILLS AND
COMPETENCIES
 Effective
communication and
influencing skills (both
verbal & written)
 Appropriate knowledge
of human resource
practices and their
implication (Popli and
Rizvi, 2015)
 Know how to manage
relationships with
customer and
 Presentation Skills
 Leadership Skills
 Management Skills
9

employees
Job Description
Job Details
Post: Human Resource Manager
Department:
Job Summary
 Understanding resource availability by analyzing net worth and cash flow of company.
 Report financial status by forecasting and making report over financial information.
Management of employees by compensating on time and ensuring operations must be
performing as per schedule (Paillé and et. al., 2014).
 All the law and regulations must be implemented effectively.
Roles & Responsibilities
 Collecting and interpreting available information for creating report, budget,
commercial and financial information.
 Responsible for formulating strategical plan.
 Responsible for preparation of long-term business plan.
 Control the expense and cash flow.
 Developing and managing financial models.
 Manage conflicts of employees during their operations.
 Supervising the staff members over their work.
3.2 Comparison between selection process of two businesses in service industry
Selection refers to the process of placing right candidate with required skills and
capability at vacant position within an organization by selecting an individual from the available
10

applicants (Marchington, 2015). This is one of the major function of human resources manager
that focuses on building up a high skilled workforce which contribute toward the success of
company. Marriott hotel is well known for its talented workforce which support hotel to keep its
customer satisfied and retain them for longer duration. This is just because of effective selection
process which is explained below:
 This process starts from placing an advertisement by Marriott hotel over recruitment
website, newspaper and their company's site. From where interested candidates can
collect information and mail their CV along with other documents.
 From these applicant’s persons with required skills and educational backgrounds are
selected and called for interview.
 After clearing the interviewing round there are another tasks are taken by Marriott hotel
which includes written test, group discussion etc. for determining the behaviours as well
as psychology of candidates.
 Then physical test sent for the physical test and once all the test has been cleared by
individual, candidates are being placed over job.
On the other hand, Hilton is also well known multinational hotel and one among the
competitors of Marriott hotel. Hilton maintain a good relation with management related
educational institutions from where it recruits and select fresh talent in organization. But this
selection is not limited to fresher’s rather company also select candidates from outside the
organization (Stone and et. al., 2015).
Following points describe about the selection process followed by Hilton hotel:
 Hilton place advertisement related to vacant position on company’s website and
other recruitment sites.
 After getting applicants information, screening of individual’s CV are being done
for selecting the candidates with required skills.
 Then selected candidates are sent for interview where their presence of mind and
level of handling complexity are tested.
 After passing this stage background of individual as well as their behavior in
previous job is being checked out and after verifying these candidates are selected
for job.
11

TASK 4
4.1 Contribution of training & development activities in performing operations effectively:
Human resource department is responsible for the maintenance of people working within
company in order to maintain the quality of employees’ performance. For this HR manager
performs several operations such as providing incentives, performance appraisal, training &
development and many more. Among these training & development plays a major role in
improving the performance of employees, as it focuses on sharpening up the skills and ability of
workers which motivate them to improve their performance. Training is provide both new and
existing employees for their current job and development is provide an individual for its future
growth and advancement. Marriott hotel organization training programs on regular basis with an
aim to maintain the quality of performance and customer services for keeping them satisfied for
longer period of time (Mostafa, Gould‐Williams and Bottomley, 2015). Following points
describe about the contribution of training & development program over effectiveness of
performance:
Increase productivity: - Training and development plays an essential role in increasing
the productivity of an organization. As it focuses on improving the current skills and capabilities
of an individual by enhancing their knowledge regarding different ways through which they can
perform operations in most efficient manner. Marriott hotel analysis the development
requirement of people working within hotel and then organize training program for them in order
to provide their employees a chance to improve their weaknesses. This help in improving their
performance at large which in turn will increase the productivity.
Enhance employees’ morale: - By providing regular training, Marriott hotel will be able
to enhance the morale as well as confidence level of their employees. As by regularly getting
guidance from their superiors’ employees will be able to perform well as a result of which they
started getting appreciated at workplace. This help in motivating them and in enhancing the
morale of employees (Hameed, Ramzan and Zubair, 2014).
Maximize profitability: - Training and development program generally focuses on
teaching employees’ new way of performing their operations which provide positive result and
minimizing their weaknesses at workplace. This help Marriott hotel in enhancing their
productivity which in turn will increase the profitability of hotel at large.
12

CONCLUSION
From the above given report it has been concluded that human resource department is
very necessary for all the organization because it manage the all organizational policies and their
employees. Its improve and increase the productivity of the employees as well as organization.
HR mangers roles and purpose are very important for employees and organizational growth.
They develop human resource planning for effective growth of the organization and effective
recruitment of the people. If employee relations are maintaining effectively and establishing
strong coordination between them than, they work stress freely and achieve organizational goals.
Employment laws should be followed by organization to protect employees’ rights and their
interest. HR managers should make planning before selecting the candidates for a specific job.
Providing training and development to the employees is very effective for an organization
because employees improve their productivity through training and development and objectives
of the company.
13

REFRENCES
Books and Journals:
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Arnaboldi, M., Lapsley, I. and Steccolini, I., 2015. Performance management in the public
sector: The ultimate challenge. Financial Accountability & Management. 31(1). pp.1-
22.
Bakker, A. B. and Demerouti, E., 2014. Job demands–resources theory. Wellbeing: A complete
reference guide, pp.1-28.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism
Management. 50. pp.204-212.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Collings, D. G., Wood, G. T. and Szamosi, L. T., 2018. Human resource management: A critical
approach. In Human Resource Management (pp. 1-23). Routledge.
Hameed, A., Ramzan, M. and Zubair, H .M. K., 2014. Impact of compensation on employee
performance (empirical evidence from banking sector of Pakistan). International Journal
of Business and Social Science. 5(2).
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Marchington, M., 2015. Human resource management (HRM): Too busy looking up to see
where it is going longer term?. Human Resource Management Review. 25(2). pp.176-
187.
Mostafa, A. M. S., Gould‐Williams, J. S. and Bottomley, P., 2015. High‐performance human
resource practices and employee outcomes: the mediating role of public service
motivation. Public Administration Review. 75(5). pp.747-757.
Paillé, P.,., 2014. The impact of human resource management on environmental performance:
An employee-level study. Journal of Business Ethics. 121(3). pp.451-466.
Popli, S. and Rizvi, I. A., 2015. Exploring the relationship between service orientation, employee
engagement and perceived leadership style: a study of managers in the private service
sector organizations in India. Journal of Services Marketing. 29(1). pp.59-70.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Stone, D.L. and et. al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Online
Human Resource. 2018. [Online]. Available through: <
https://www.humanresourcesedu.org/what-is-human-resources/>.
14