Issues in Human Resource Management - Desklib

The report discusses the contemporary issues and emerging trends in Human Resource Management. It also provides insights on how to design job descriptions and person specifications. The report is based on Rosewood Hotel, an international luxury hotel and resort company.

Issues in Human resource
management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Contemporary issues (Emerging trends) associated with Human Resource Management..........3
Design and develop a job description and a person specification...............................................5
Synthesizing and conceptualising the performance management process within Rosewood
Hotel...........................................................................................................................................10
Critically analysing and two existing Human Resources policies and practices and
communicate to all employees...................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management is refers to the strategic approach that is help for effective
and efficient management of people in the organization that help for gains business and
competitive advantages (Naik and Kanade, 2019). This is also designed for maximizing
employee performance in the service of an employee performance in service relating to employer
objectives. There are different types of issues faced in human resource in order to establish
productivity, arranging and carrying out training, recruiting employees and preventing
discrimination. Also, workers in personal management are help for facing the challenges by
resolving different conflicts and keeping safe environment (He, Morrison and Zhang, 2019.). The
present report based on Rosewood hotel that is introduced in the years 1979 by transforming
historic mansion into Restaurant and hotel. It is an international luxury hotel and resort company
which is operating that is operating 29 hotels in 16 countries and currently owned by Hong-Kong
based Rosewood Hotel Group. Further, report outline the contemporary issue related to emerging
trend and associated with human resource management. Then, designing and developing the job
description and personal specification from different range of managerial position. Moreover,
evaluating the process of performance management and lastly critically analysed the policies and
practices of human resource in choosing company.
MAIN BODY
Contemporary issues (Emerging trends) associated with Human Resource Management
Article 1- Technological challenges related to HRM in Hospitality industry.
This article is based on technological challenges faced by HR industry in order to
consider the covid 19, due to pandemic there are several problems faced by all the department
that are related to work from home in which technology are changed. At that time it was difficult
to manage all the aspect of HR that are also including the payroll, recruiting, training to
employees. Also, I have realized that employees were not able to understand how to manage the
work from home also there punch in and punch out can be typical to manages because employees
not completed there work on time. That is why at the end of the month it was typical to manage
the payroll and makes salary of employees (Technological challenges, 2022). To provide training
to employees was tough because by online because not everyone understands the point of tutor.
Moreover, the productivity of the organization affected in order to employees are not focused on
their work. Then to recruit right candidate at right place is important but due to digital hiring

process it was difficult to manages the work in right direction. I have realized that to overcome
this challenge it is necessary to provide training to HR team related to how can they hire
employees in efficient manner. Also, emotional and physical stability are affected because at that
time to attach emotionally is important to understand the problem of employee.
Article 2- Challenge related to customization of stimulation and motivation in HRM
On the basis of article it has been analysed that there is difference between motivation
that is come from within, while stimulation always comes from outside. Also, when the
employees motivated it helps to do something. The employee not motivated they can not focus
much on their work. In context to human resource department it is most important aspect that
they are motivated and also they are only one who can understand how to motivate other
employees because it impacts on efficiency of work as well as it also impacted on productivity.
For stimulations, it is help for premium and obtaining information about environment and also
depend more on external stimuli on internal states. The explorations and curiosity are help to
motivate regarding unfamiliar work (Challenge related to customization of stimulation and
motivation in HRM, 2022). Further, also when the team is demotivated they could not focus on
the how's to improve the performance as well as it impacted by lack of punctuality and arriving
late on work this behaviour affect the mood of collogues. During covid 19 I have realized that
employees are not much focus on their work and affect the work efficiency by increasing
efficiency of workers. I have analysed that the important part is related to micro engagement
because there are many employees who are not focus on micro engagement as well as employees
are zealous from one another that impacted lack of trust between employees. To deal with this
challenge I have analysed that Human resource should focus on asking employees if they bother
each other and let workers so that they can tolerate the problem by their own. Also, to improve
the communication also important to manages most of the problems because it helps to clarify
the issue by systematic way.
Article 3- Challenge related to globalization in HRM
According to these articles it has been analysed that the overseas recruitment is the
biggest challenge in HRM. In recruitment system I have analysed that the process of hiring is
different from one country and that is why the minimum educational requirement is MBA for
the candidate and it can be same degree but one different from one another. At that time the
graders and credit may be different and also difficult to understand the candidate educational

qualifications. Then training process is necessary for any company at that time globalization
impacted by providing different module and if team sent local candidate overseas at that time
the training process may be different regarding their culture and expectations. Also, the labour
laws may be different which can be typical to understand such as laws of UK are different from
Australia's laws (Globalisation challenge faced in HRM, 2022). That is why it can be necessary
to manage laws of that place through international and domestic labour laws or else. The
challenges regarding communications are affected in order to change in language which is major
issue faces by HRM departments when the employees are belonged from another country. I have
analysed that communication might be typical which affect coordination without requirement of
remote employees that can be disturbed their time zone.
Design and develop a job description and a person specification
Job Description and personal specification
Rosewood Hotel
HR assistant manager
We are looking for HR manager that are help for leading overseas and related work that
is responsible for managing different aspect of employment process which are also including
training and orientation for new staff members. The main aim is to managing all the activities
related to HR in order to achieve goal and objective of the organization. So that they can
provide guidance to employees which is necessary for improving the performance of the
employees in hotel.
Job summary- For assistant manager it is necessary to assist with senior HR manager and take
appointment for those who are interested to meet them. Also, they need to work on by
improving the process of HR such as to solve the quarries of employees, managing payroll and
also coordination with other department by monitoring their task (Szende, Bagnera and Cole,
2020.).
Report To- HR manager
Responsibilities-
 The major responsibility is related to recruit potential candidate on the basis of personal
specification and need of employee. For this it is necessary to hire right candidate for
right place in such a way where all the employees are able to understand the work by
filling up position in all the department. In order to develop the strategic solution that

help for attracting the right candidate according to qualification and experience of
candidate. Also, they can use social platforms and job portal such as LinkedIn to
interviewing them and organized the approach in such as ways where it helps to hiring
the right candidate for organization. Further, once the applicant is selected, HR manager
design the offer letter document with the help of scanning to email and other on-
boarding procedures.
 The another responsibilities is related to providing adequate training and developments
sessions to employees which is necessary for train and up-skill the employees by
maximizing ROI of company (Inoyatova, 2019). If they are freshers mangers might need
to arrange for skill-development training programs for ensure their work in order to
meet industry standard.
 To designing workplace policies are help to reduce the conflicts at hotel also it this is
related to legal issues and improving the productivity. Also, these policies are help for
designing the way of protect the interest of both employees and employers.
 To monitor the performance that is directly related to the HR responsibilities and roles
in order to examine the performance of the employees by recording and identifying the
scope of improvement by arranging training workshop for up-skill them. To managing the work culture is necessary for maintain and shape organizational culture
and this is essential for creating the positive impression of company.
Requirement and qualification
 2 years of diploma in human resource management
 Masters in business administration for 2 years from reputed college.
 Experience of more than 1 year in hospitality industry. Bachelor of business administration with 2 year degree (He, Zhang and Morrison,
2019).
Company summary- Rosewood hotel introduced in the years 1979 by transforming historic
mansion into Restaurant and hotel. It is an international luxury hotel and resort company which
is operating that is operating 29 hotels in 16 countries and currently owned by Hong-Kong
based Rosewood Hotel Group. Today Rosewood group manages five brands such as ultras
luxury rosewood hotel resorts at North America, Atlantic, Europe, middle east and Asia, Upper-
scale new world hotel & resorts in greater China and south-east Asia, KHOS dynamic global

business lifestyle hotel brand, Carlyle & co.
Personal Specification
Essential Desirable
Qualifications  2 years of diploma in
management
 Masters in business
administration for 2 years
from reputed college
 Masters or bachelor in social
work for 2 years.
 Bachelor of business
administration with 2 year
degree.
 Bachelor degree in
management.
 Masters in human
resource management
 Masters in marketing
management.
Knowledge  Business development
 Key account management
 Project management
 Product development
 Time management
 Strong communication and
leadership skills (Friedman,
2019.)
 Multilingual
 Leadership skill
 Team management
 Proficiency in English
 Time management
 Information technology
Skills  Decision making skill
 Good communication skill
 Team work
 Time management
 Information technology skill
 Excel
 Decision making skill
 Good communication
skill
 Team work oriented
 Time management
Experience Minimum 2 year of experience in 3 year of experience of

Banqueting, socials work and hotel. manager in reputed company.
Personal qualities Knowledge of public restroom
company
The exceptional ability for
planning and managing the
budget in order to meet
deadlines.
Job Description and personal specification
Rosewood Hotel
Social media manager
We are looking for social media manager to administrate our social media account in
order by creating responsible fore original text and video content by managing the post and
responding to followers. You will manage the images of organization in cohesive way to achieve
the marketing goals.
Job summary- Social media manager manages the Collaboration with influencers for marketing
and sales or improving the customer services to ensure about brand consistency. Also, Generate
edit, publish and share engaging content daily with the help of photos, original text, news and
videos (Dattaraju, 2020).
Report to- Marketing manager
Responsibilities-
 To designing and implementing socials media strategy for aligning the business goals by
setting up objectives and report return on investment. Performing research on current
benchmark trends and audience preferences.
 Collaborate with influencers for marketing and sales or improving the customer services
to ensure about brand consistency. Generate edit, publish and share engaging content daily with the help of photos, original
text, news and videos.
Requirement and qualification-
 2 years of diploma in social media marketing manager
 Hands on experience in content management.
 Masters in business administration for 2 years from reputed college.

 Experience of more than 1 year in hospitality industry. Diploma in digital marketing with relevant experience.
Company summary- Rosewood hotel introduced in the years 1979 by transforming historic
mansion into Restaurant and hotel. It is an international luxury hotel and resort company which
is operating that is operating 29 hotels in 16 countries and currently owned by Hong-Kong based
Rosewood Hotel Group. Today Rosewood group manages five brands such as ultras luxury
rosewood hotel resorts at North America, Atlantic, Europe, middle east and Asia, Upper-scale
new world hotel & resorts in greater China and south-east Asia, KHOS dynamic global business
lifestyle hotel brand, Carlyle & co.
Personal Specification
Essential Desirable
Qualifications  2 years of diploma in Social
media management
 Bachelor of business
administration with 2 year
degree.
 Hands on experience in
content management.
 Bachelor degree in
management.
Knowledge  Business development
 Project management
 Social media
 SEO
 Content creator
 Strong communication and
leadership skills
 Multilingual
 Leadership skill
 Time management
 Information technology
Skills  Decision making skill
 Good communication skill
 Punctual
 Organized work

 Team work  Decision making skill
 Good communication
skill
Experience Minimum 2 year of experience in of
social media in hospitality industry.
1 year of experience of social
marketing manager in reputed
company.
Personal qualities Knowledge of Hospitality industry. The exceptional ability for
planning and managing social
media.
Synthesizing and conceptualising the performance management process within Rosewood Hotel
Performance management is considered to be one of the most important function that
HRM of every organization highly concerned with as it involves management of its employee’s
performance. Performance management can be defined as a continuous process of identifying,
measuring and developing the employees working in Rosewood hotel with the help of managing
their performances. The process is considered to be highly communication oriented and
collaborative which allows management & employees in working together with regard to
planning, monitoring and reviewing several employee related aspects such as employee's
objectives, their long term goal and the comprehensive contribution they are expected to make
towards the company (Turner and et.al., 2019).
Performance management if looked in respect of Rosewood Hotel, the process is greatly
proved to be helpful for management in minimizing the turnover of staff, determination of
training needs and offering greater opportunities to employees in terms of greater obtaining
higher pay as well as responsibilities. There are four steps concerning the performance
management process followed at Rosewood hotel that is, planning, coaching, reviewing &
rewarding where all are crucial for the establishment of effective performance management
system within the organization.
Planning being the first step of performance management allows HR manager in
defining jobs and their description, setting long & short terms goals and objectives for employees

as well as a performance metrics to judge their performance. In addition to setting SMART goals
for each and every employee, a standard for the measurement of performance are also
determined which facilitates better individual assessment. The process does not end here but
involves securing input from employees with regard to competencies and skills that is required
for achieving the set goals and objectives. This feedback that is being obtained from employees
allows management in identifying the need for providing training to ensure that whatever goals
they have set for individual employee and the whole organization could get achieved with
efficiency and effectiveness (Betts, 2020). Therefore, this step of the performance management
process facilitates employee's participation in goal setting making them feel involved and
engaged and creates enthusiasm with respect to accomplishing goals expected from them.
Accordingly, employee's stay with Rosewood hotel for longer term can be ensured along with
minimizing employee turnover to a large extent. The reason for longer stay and reduced staff
turnover is that is employees are not engaged in goal setting task, they would be unclear about
the goals expected to be achieved by them which leads to consistent failure of employees. At
last, employee leaves the concern due to getting a feel of invaluable.
The second step of performance management process is known as coaching where
meetings are organized on timely and regular basis. These meetings are helpful for HR manager
at Rosewood hotel in placing greater emphasis on determining opportunities for coaching and
training solutions for employees with the help of their input on areas where they are struggling.
Collaborative approach at this stage allows management in giving & receiving actionable
feedback (Poór and et.al., 2020). Also, at this stage, management resort to paying attention over
career development opportunities for employees at Rosewood hotel by revisiting set objectives to
identify the scope of adjustments therein. Accordingly, with the help of meetings taking place on
regular basis, management undertakes to identify the training needs to ensure provision of
effective solutions for the same along with offering better options for career development. With
this, HR at Rosewood hotel creates eagerness among staff to learn more for their development
and improvement, thus allows for greater opportunities of getting promoted both in terms of pay
and responsibilities. In the absence of such opportunities, employees would feel lack of scope for
their advancement & promotion which in turn derives a feel of leaving an organisation as earlier
as possible. Therefore, coaching allows Rosewood hotel's management in reducing staff

turnover, understanding the need for training as well as enhancing promotional opportunities for
them.
Reviewing is the third step concerned with the review of employee's performance
assisting management at Rosewood hotel in understanding the level of employee's performance
against the set standards over a time period under consideration. With this, management is able
to resolve issues concerning employees at Rosewood hotel along with making reasonable
adjustments in set goals for them (Nguyen, 2020). Also, the review is done of the whole system
of performance management in order to determine their effectiveness in ensuring greater
opportunities for learning & development, employee stability and opportunities for getting
promoted at higher position within Rosewood hotel.
At this stage, HRM at Rosewood hotel undertakes to ask several questions to their
employees which involves:
 Are you able to meet the assigned goal?
 What challenges did you face while achieving goals & objectives?
 Do you feel a need for training sessions for the similar future aspects?
Such questioning allows management in identifying the areas causing issues for
employees and accordingly, determined the right training solution to overcome the same.
Accordingly, management ensures regular interactions with employees which in turn, helps
Rosewood hotel's management in keeping themselves informed of their employee's progress as
well issues. With this, management devise policies for directing Rosewood employees in staying
for long and therefore, staff turnover gets reduced.
The last step of the performance management process is known as Action which
facilitated recognition and rewarding of employees at Rosewood hotel. Recognition & rewarding
always facilitates greater opportunities for employee's promotion within hospitality industry.
Accordingly, HR at Rosewood provides for both monetary and non-monetary benefits to their
employees which involves increased pay, bonuses & incentives in terms of free of cost stay and
food at Rosewood outlets. Non-monetary benefits include transfer to new projects, company
wide recognition & leadership opportunities (Turner and et.al., 2019). Recognition allows for
securing higher productivity & better results from staff members. As a result of greater
promotional opportunities, higher employee engagement could be ensured which leads to
reduction in staff turnover.

In this way, with the synthesize of performance management process at Rosewood hotel
assists management in minimizing staff turnover, enhancing promotions and determining the
need for training.
Critically analysing and two existing Human Resources policies and practices and communicate
to all employees.
The two policy which are important for employees in Rosewood are code of conduct and
recruitment policy, in code of conduct there are different type of aspect are included such as
dress code, uses of social media, punctuality, alcohol and drug use and harassment and bullying.
Employees should understand the importance of dress code also in chosen company there are
different dress code followed that help for defining the purpose of each other. This is beneficial
for customer also because they can easy to understand the departments and call them accordingly
(Dattaraju, 2020). This is also helped for promoting the unity of organization in orders to manage
their own work. By contradicting it cans be possible that competitor can use the same dress for
their employees and confuse the customer. Also, code of conduct including the social media uses
which is important for chosen company by promoting their services online because this is the
important way to attract large number of customer in easy way. Further, it can be said that it
charges high amount for managing social media.
On the other hand, it can be critically analysed that the another practice is related to
recruitment that is one of the most important process in the hospitality industry. To set the
particular criteria is necessary for selection on choosing position also it helps to outline the
objective of the company for new and on boarding process (Vasantham, 2021.). For this practice
it is necessary to provide regular trainings to employees so that they can understand the
importance of filling the position with right candidate at right place. For the employee referral
program this policy is work well. The purposes of recruitment policy is related to promote
consistency, compliances, transparency regarding labour laws and legislation. Employees should
understand the all the policies which are necessary for understanding as well as it help for
developing the knowing and improving the process of recruitment and selecting of right
candidate. On the other hand this policy can not adopt by any HR team members because it
needs relevant experience which help for recruiting internally in such as way by advertises
related to vacancy before posting on external sources.

This is help for hiring the well experienced candidate who are looking for internal
mobility. Also, providing knowledge regarding recruiting externally with the help of external
sources such as advertises in newspaper, Social media promotion etc. This process is help for
when hiring Large number of candidate. Then screening application should also follow by
employees. Then for employees it is necessary to understand the termination policy of the
company so that it helps to give description on hoe employee can expected to give their
resignation and the amount of notice required. This is also related to employee actions which
may result in termination. To understand the importance of attendance and remote working help
the candidate in orders understanding how to work in flexible hours and can break down for how
long (Prasad and Mangipudi, 2020.). Then overtime policy help the employees to increase the
reward and recognition as well as it help to get monetary reward by intrinsic motivation. Due to
pandemic company has provided remote working policy to those who are not able to visit
organization on daily basis. This is also including the relevant information which is related to
procedures such as how to request work from home and understand the practice related to this
and allowance.
CONCLUSION
It has been concluded that there are different type of issues are faced in human resource
management and it directly impacted on productivity of organization. Also, the discussed three
articles which is related to globalization, technology innovation and motivation that is majorly
faced by hospitality industry. Then, developed and design the job description for social media
manger and HR assistance with the help of personal specification. This is also included the
information regarding responsibility, qualification of candidate that can be help for hiring the
right candidates at right place. Moreover, evaluated the process of performance management of
Rosewood hotel ins order to assist the organization for minimizing staffs turnover and also
identified the need of training and enhance the performance. Further, critically analysed the
human resource policies and practices which are related to code of conduct and recruiting policy.

REFERENCES
Books and journals
Betts, B. S. H., 2020. The importance of human resource management in the hotel industry in
Sierra Leone. American Academic Scientific Research Journal for Engineering,
Technology, and Sciences, 64(1), pp.96-108.
Dattaraju, A., 2020. Human Resources: A case study of must-have HR Policies, Hypothetical
cases, Employment Legal Cases and their Worst-Case Analysis. International Journal of
Scientific and Research Publications (IJSRP), 10(06).
Friedman, B.A., 2019. Hospitality, tourism, and events industry competency model: Human
resource management implications. In Strategic innovative marketing and tourism (pp.
49-56). Springer, Cham.
He, J., Morrison, A.M. and Zhang, H., 2019. Improving millennial employee well-being and task
performance in the hospitality industry: The interactive effects of HRM and responsible
leadership. Sustainability. 11(16). p.4410.
He, J., Zhang, H. and Morrison, A.M., 2019. The impacts of corporate social responsibility on
organization citizenship behavior and task performance in hospitality: A sequential
mediation model. International Journal of Contemporary Hospitality Management.
Inoyatova, S.A., 2019. Human resource management practices in hospitality industry in
uzbekistan: what are the HR issues, functions and roles?. Economics and Innovative
Technologies. 2019(5). p.4.
Naik, N.K.K. and Kanade, S.R., 2019. HRM in hospitality industry: an overview. Advance and
Innovative Research, 136.
Nguyen, H. P., 2020. Human resource management of logistics in Vietnam: Status and policy
solutions. Human Resource Management, 11(3). pp.569-583.
Poór, J., and et.al., 2020. Benchmarking in human resource management in focus of Central and
Eastern Europe in the light of CRANET research. Strategic Management, 25(1), pp.21-
28.
Prasad, K.D.V. and Mangipudi, M.R., 2020. The Post-Covid19 Pandemic Back to workplace
Policies and Procedures: A Case Study with Reference to Agricultural Research Sector,
Hyderabad: Post-Covid-19 Back to Workplace Plan. European Journal of Business and
Management Research, 5(4).
Szende, P., Bagnera, S.M. and Cole, D.C., 2020. Human Resource Management in Hospitality
Cases. Routledge.
Turner, M. R. and et.al., 2019. Corporate implementation of socially controversial CSR
initiatives: Implications for human resource management. Human Resource
Management Review, 29(1). pp.125-136.
Vasantham, S.T., 2021. Importance of HR audit. S. Tephillah Vasantham, Importance of HR
Audit. International Journal of Management. 11(11). p.2020.
Online references
Challenge related to customization of stimulation and motivation in HRM., 2022. [Online].
Available through<https://talentedge.com/articles/effects-globalization-human-resources-
management/>.
Globalisation challenge faced in HRM., 2022. [Online]. Available through
<https://www.sciencedirect.com/science/article/pii/S1877050919312876>.

Technological challenges related to HRM in Hospitality industry., 2022. [Online]. Available
through <https://hr.economictimes.indiatimes.com/news/workplace-4-0/recruitment/
hiring-boom-in-tech-industry-and-challenges-hrs-are-facing/85741623>.