Human Resource Management and Training

The assignment discusses the significance of human resource management in getting an improved position and image of an organization in market areas. It also emphasizes the importance of training and development in making a business able to earn higher profits and gain a competitive edge over others. The report outlines the process of human resources planning, which helps meet organizational goals and objectives.

Human Resource
Management in Service
Sector

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1...........................................................................................................................................1
1.1 Importance, purpose and role of Human resource management...................................1
1.2 Human resource plan (HRP) on the basis of supply and demand.................................3
TASK 2...........................................................................................................................................3
2.1 Current state of employment relations............................................................................3
2.2 Impact of employment laws on HRM in the UK..............................................................4
TASK 3...........................................................................................................................................5
3.1 Job description and Person specification.......................................................................5
3.2 Employment selection and recruitment process.............................................................7
TASK 4...........................................................................................................................................9
4.1 Contribution of training and development.......................................................................9
CONCLUSION...............................................................................................................................9
REFERENCES............................................................................................................................10

INTRODUCTION
Human resource management (HRM) is the strategic approach to efficacious
management of employees and employers in company which help business to gain competitive
benefits. It is concerned with motivating, hiring and maintaining effective workforce within
companies (Bailey and et.al., 2018). The present report is based on TUI which is operating in
the travel and tourism sector of UK. It is one of the biggest travel group companies across world
that runs 1600 travel business agencies and 6 airlines with around 150 aircrafts. TUI provides
their services to a large customer base. They have approximately 67,000 employees that are
working in the organization effectively. TUI group is the world’s number one tourism business
that is leading the industry. The study will explain value of human resource management and
identify its purpose and role in firm. It will also define the human resource plan along with
discussing recruitment and selection process of organization and contribution of training and
development in its effective operations.
TASK 1
1.1 Importance, purpose and role of Human resource management
Importance of HRM
Human resource management plays an effective role by resolving the issues and deals
with many conflict situations in firm. It is related with various other activities of company like
compensation, safety, benefits, well-being of staff members, performance management,
training, etc. The importance of this function is to increase business productivity, growth and
worker's performance in firm (Keep, 2014). It affects all features of business because it supports
employees and employers that are the most effectual resource in company.
Role and purpose of HRM
Human resource management role is to suggest and give direction to team and manage
staff members in company. In travel and tourism sector HRM is very important for managing the
customers and people in TUI. Thus, the organization has huge operation in this sector for that
they need to manage their work as well as for their employees, so for that they HRM operate all
the function of firm (Shantz and et.al., 2016). In their role hiring and recruiting worker,
coordinating with them for making profits and developed strategies are stages that they need to
manage effectually.
 Working together: To developed people skills and knowledge human resource
management team work with all level employee of TUI. They advise supervisors and
manager to depute worker's to various roles in company that will help adapt successfully
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in business environment. Firm has flexible feature they shifted employees around all the
different business functions which is based on industry's priorities and worker's
preferences.
 Commitment building: Human resource management suggest plans and strategies for
raising employee commitment to TUI. It will begin with matching worker with their right
places according to its education and qualifications and include recruiting activity. Hiring
new people in organization must be committed to HRM job professions and spirit
challenged throughout year by its director.
 Building ability: TUI is a German travel and tourism sector company that run its
business successful on the bases of building capability and commitment of HRM. They
help an enterprise to developed competitive advantage that include building the ability of
the organization. Thus, so it will provide a different set of products and services to its
consumers (The Role of Human Resource Management in Organizations, 2018).
Therefore, to build an effective team or HR department TUI can compete with other
competitive organizations in business world. Through motivation, guidance and direction
they can build or increase the capacity of employee and firm. By HRM helping activity
people can stay connected with its company facilities over the long time period.
 Addressing issues: HRM need to communicate or coordinate with employees in TUI
Company to identify their issues and problems at workplace. Thus, to implement
strategic plans they have to address changing requirement and needs of workers. On
the other side it perpetually shifting competitive business market. Workers benefit
packages must be continuously evaluate for prices to employer. HRM resolve people
issues and offer them good package of job benefits in company.
 Role as Mediator: In TUI, there are many employees are working together at same
work place. Thus, all they have different perspectives and opinions that might be create
conflicts or misunderstanding between worker and management (The Role of Human
Resource Management in Organizations, 2018). Therefore, HRM of this firm play its role
as mediator and make peace among them and try to communicate with all of them for
the purpose of resolving their issues.
Purpose of HRM
The aim of human resource management is to build an effective team who help them in
making TUI business more powerful and successful than its competitors. They need to operate
all the management levels perfectly and create healthy and collaborative environment in work
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areas. It wants to train people and make them perfect in their working performance which
increase growth and business productivity.
1.2 Human resource plan (HRP) on the basis of supply and demand
Figure 1: Human resource plan
Human resource plan is based on identifying current and future human resource needs
for an organization to achieve its goals
 Analyzing objectives: According to this plan, HR department sets their objectives and
goals and perform their work for achieving it. Objectives of TUI business is to build
strong relationship with people as well as for their employee's that helps them for
increasing profitability and growth. Setting objectives will help to gain future aims such
as marketing, finance, production, expansion idea which relate the work performance of
employee's and other people. The main objective of Human resource plan is to improve
people skills and developed their knowledge much higher that prepare them for facing
competitive environment of business
 Availability of current inventory: At the present time there are 67,000 employees are
working in TUI effectively and give their support in making business mores successful.
Some people are much talented and knowledgeable that give their hard working
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performance in another departments of the organization. Thus, Human resource can
shift that person's to the other place where they adjust perfectly.
 Forecasting supply and demand: According to human resource plan, HR departments
need to identify people needs and requirement and predict how many employees they
need to supply products and for completing demands of customers.
 Formulating plan- HR make plans according to identified the customers demand that
help in the process of supplying goods. Plans and strategies make business activities on
manageable way that increased TUI business growth and success.
 Implementing plan- HR implementing their plains where they need to make
improvement and development in TUI at appropriate way. Applying right plans develop
employees and business work performance effectively.
 Monitoring, controlling and feedback- Through monitoring, controlling Human
resource plan run smoothly. According to this plan feedback help to know about the
employee's satisfaction level and comparability level that help to implement more plans.
TASK 2
2.1 Current state of employment relations
Employment relations is legal connection between workers and employers in
organizations. It subsists when people perform their work and services under definite status in
return for remuneration (Godard, 2014). Worker relations offers facilitation, consultation and
resolution strategy for work areas problems. It assists in connection among supervisors and
employees, planning and corrective action, clarification and explanation of organization
procedures and policies.
Employment relation act 1999
Employment relation act is built by the parliament of UK that define the rights of
employees and employers. It includes important amendments in United Kingdom labor law to
craft union and employee relations. According to the rules and policies of this act TUI company
need to run their business and offer workers job according to their rights. Employees has a right
of maternity leave after one year's of services in firm so for that they need to work on it
(Countouris, 2016). Thus, after working since for so long time people cannot take care about the
other things, so for that TUI need to give 13 weeks parental leave to employees for focusing on
personal lives. This is the rights of every person who are working under the organization in UK.
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Through understanding and supporting process will make worker and organization connection
stronger and better.
Firm needs to perform their functions that is relevant with the employment relation act.
Through this process, TUI can build strong relations with its people and easily communicate
with them or engaged at for so long term. They have to give the same facilities or rights to part-
time workers as permanent employees. These changes take immediate impact are change
relating with trade union activities. Under this act, company can serve its services to people. In
current status TUI and its employee's relation is much better than the other organizations. They
support in work of staff members and include them in making any decision of their business
success and setting objectives.
Current state of employment relation in the services of travel and tourism sector in UK is
that trade unions help in resolving the conflict between TUI and its employees. In the present
situation, organization arranges meetings and takes decisions for their staff members that build
a strong connection and relationship among them. Trade union plays an effective role in this
condition through solving issues and creating an effective communication process in between
the workers and employer.
2.2 Impact of employment laws on HRM in the UK
Employment law or labor law mediates the connection between employing entities,
government and workers. Effective worker law relates to tripartite relation among union and
employer. It is necessary to keep up to date with the current employment legislation law and
policies as a worker. This will help in protecting business by assuring that are legally amenable
with the legal documentation (Harpur and James, 2014). It offers team a various kind of facilities
and services including, fixed price health check, consultancy contract, employee handbooks etc.
Labor law, wage law, health and safety law come under the employment laws.
Labor law, according to this act, TUI needs to offer the best quality services to its staff
members. Fair treatment of HRM can make people interest more than towards other
companies. It primary focus under the employment rights act 1996 that ensure every working
people has negligible charter of rights in workplace. Workers have few minimum legal rights
regarding the rights to receive a week notice at per year of work up to highest of 12 weeks.
Company has to pay people according to their work performance and also pay extra cost when
they are working over its decided time.
Wage law or regulation is the best way to engage people within its business services
and facilities. All the laws is made by the government for offering the better life's styles of
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workers and manage their working according to its rights. In this act UK organizations set the
limits on working hours for virtually all employees. TUI build their HRM structure regarding the
act that help people in improving its performances and get the minimum wages according to job
positions.
Health and safety act, this law has to be focused on each and every stage of people
health in work areas inside TUI. Company need to give proper way of safety to its employees,
under the process firm need to design its office structure in perfectly. It will be over well in
conditions, perfect healthcare tools, health and safety policies etc. Thus according to this
process Human resource management of firm need to arrange training session to employee
and other staff members just to secure its life's at the time of any incident in working time
schedule (Griffith and Howarth, 2014). While they are working in travel and tourism sector they
have to implement health and safety act or fire safety law in business.
Equality act 2010 legally protect people from any kind of discrimination at workplace of
organization. According to this law, it replaced previous anti secernment laws with an individual
act. It impacts on HRM of TUI, they can improve and develop protection tools in workplaces.
They need to focus on workers and employee’s needs that create a fair environment in work
area and follow all the laws under this act are followed.
Disability discrimination act 2010 defines the mental and physical impairment that has
long term and substantial negative impact on employee’s ability to do basic daily activities.
Thus, it will affect HR plans. They have to give their support for those workers who are mentally
unstable and do not give their performance in TUI.
TASK 3
3.1 Job description and Person specification
Job description is a written document that defines the general projects or other affiliated
responsibilities and duties of position (Verboncu and Zeininger, 2015). It describes the
functionary to status reports, specification, qualification or skills required by the person in salary
range and job position.
Job Description
Position Title: HR Manager
Job Title Description: HR Manager
Department: Human Resource
Job Summary: Give advice to supervisors, employers, employees and manager regarding
human resource procedures and policies or worker's benefits. Organizing hiring and
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recruitment function from strategic designing to implementation. Manage employee's
compensation and profit program.
Responsibilities and Duties:
 Responsible for all the programs and policies relating to human resources.
 To perform their job roles at all levels of management to offer human resource direction
and assets.
 Recruiting and hiring effective workforce for company
 Building impressive employee relations and other members
 Resolving conflicts among people at workplace
 Providing training and development session
Qualification and Skills:
 Must be post graduate in MBA
 Knowledge of IT sector
Person specification
It defines the qualification, experiences, skills, knowledge and other selected criteria that
person must have to perform to job positions (Waxman and Williams, 2015). It is similar to the
job specification but more specific than the other documentation.
Person specification
Name: Thomas
Job title: HR manager
Qualifications
 Must be post graduate in MBA
 Must have the knowledge of IT or other departments
Skills
 Communication skills
 Decision making skills
 Training and development skills
 Customer service skills
Experience
 Must have experience of 2 years
 Must be capable to operate or manage teams
Training
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 They must be able to supply effective training to their new workers.
3.2 Employment selection and recruitment process
Employment selection process is the function of attracting, appointing, selecting and
recruiting as well as shortlisting suitable candidates for required jobs in TUI. It also refers to
process included in selecting respective for unpaid roles. TUI needs human resource manager
in their company for that they start the process of job opening that help to find the best
candidate. Company follow this process to get the appropriate people for work within it.
Comparison between TUI and Hilton Hotel
Selection process TUI Hilton Hotel
Step 1: Advertising job
position
HRM of TUI company need to
give advertisement about the
position that company needs
to require. This advertise will
be highlight and clear the
capability that needed for the
job place.
As compare to the TUI
selection process, Hilton Hotel
also promotes job
advertisement for recruiting
good candidate but they do
not spend much money in this
process. The mostly prefer to
put on their recruitment
advertisement on their website
to attract the candidates.
Step 2 - Resume screening According to this stage, HR
manager set the goals that is
eliminated the individual which
they do not fit with the profile
seeking. HRM recommends
apply this tool to assure for the
objectives process to
constricting pool of resumes.
Under this process, their
manager sets objectives but
not give it clearly that affect
the whole activity. The Hilton
hotel is not properly
undertaking this step as they
will be avoiding the screening
of resume.
Step 3 - Phone interview This is the third stage where
HRM asked some questions
for a minute and get to know
about their interest in
They can make phone
interview of candidates that is
must be in better way as
compare to TUI. But they are
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particular job position. not using the same.
Step 4 - Face to face
interview
It is the best way to know
everything relate to
candidates. HRM of TUI need
to make an effective team that
serve good services in travel
and tourism sector to its
customers. Thus, according to
this stage HR manager ask
some questions about their
preferences, qualification and
skills.
Hilton Hotel take interview of
candidates and asked
questions but is not in
appropriate way.
Step 5 - Secondary face to
face interview
Thus, after having the first
interview HRM of TUI invite
candidates for taking second
interview. They offer
candidates the position or
place and explain the other
function and roles of this job.
Hilton Hotel first interview is
not has been held in proper
way but the second on is quite
well than TUI selection
process. This is the most
important step which company
must be taking. Secondary
and face to face interview is
the most important step for
recruitment of people.
Step 6 - Reference check
and job shadow
At this stage, HR manager ask
about the abilities as to relate
to the position that required by
the Company. It also helps to
identify its applicant or needs
of comfort with the current
placement.
Hilton Hotel HR manager also
asked the skills as considered
to the job position but it
doesn't approx.
Step 7 - Job offer After succeeding in each
stage, sufficient candidate can
reach this level. Through
organization they got the best
They offer job to selected
candidate in less facilities as
compare with TUI. But they
offer higher salary to their
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package offer within good
salary offer. They also get
many other facilities during
working in TUI.
employees than others.
TASK 4
4.1 Contribution of training and development
Development and training is the key element of HR functions that builds an effective
workforce. TUI is work in travel and tourism sector that need many effective employees who
handle all the potential customers and again other interest as well. Under this process, HR
manager plays an important role in recruiting people and giving them perfect training session
which develops their skills and knowledge much better than now (Wilson, 2014). Through this
function, they build a strong team which offer high quality services to customers. Increase in
skills of people will also raise business productivity and growth more than its competitors in
marketplace (The Importance of Training and Development in the Workplace, 2018). Training
and development process will improve the employee's skills and knowledge much better than
now. Thus, for this, it can contribute in making business more successful and better than the
other organizations. It can maximize the productivity and profitability of TUI services as with
increased knowledge and skills, employees will perform their work in a better way that will lead
customers to repeat their purchase.
CONCLUSION
It has been concluded that human resource management is the way to get improved
position and image of organization in market areas. In this report, the process of human
resources plan is given that helps in meeting goals and objectives of organizational business.
Furthermore, it has been assessed that training and development helps the whole process of
company and makes business able to earn higher profits and competitive edge over others with
the help of employees having updated knowledge and enhanced level of skills.
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REFERENCES
Book and Journals
Bailey, C. and et.al., 2018. Strategic human resource management. Oxford University Press.
Countouris, N., 2016. The changing law of the employment relationship: comparative analyses
in the European context. Routledge.
Godard, J., 2014. The psychologisation of employment relations?. Human Resource
Management Journal. 24(1). pp.1-18.
Griffith, A. and Howarth, T., 2014. Construction health and safety management. Routledge.
Harpur, P. and James, P., 2014. The shift in regulatory focus from employment to work
relationships: critiquing reforms to Australian and UK occupational safety and health
laws. Comp. Lab. L. & Pol'y J.. 36. p.111.
Keep, E., 2014. Corporate training strategies: the vital component. New Perspectives. pp.109-
125.
Shantz, A. and et.al., 2016. The effect of HRM attributions on emotional exhaustion and the
mediating roles of job involvement and work overload. Human Resource Management
Journal. 26(2). pp.172-191.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Verboncu, I. and Zeininger, L., 2015. The Manager and the Managerial Tools: Job
Description. Review of International Comparative Management/Revista de Management
Comparat International. 16(5).
Waxman, A. and Williams, B., 2015. Paramedic pre-employment education and the concerns of
our future: What are our expectations?. Australasian Journal of Paramedicine. 4(4).
Wilson, J.P., 2014. International human resource development: Learning, education and training
for individuals and organisations. Development and Learning in Organizations. 28(2).
Online
The Role of Human Resource Management in Organizations. 2018. [Online]. Available through:
<https://smallbusiness.chron.com/role-human-resource-management-organizations-
21077.html>.
The Importance of Training and Development in the Workplace. 2018. [Online]. Available
through: <http://2020projectmanagement.com/resources/project-management-training-
and-qualifications/the-importance-of-training-and-development-in-the-workplace>.
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