Human Resource Management Practices

This assignment provides an in-depth analysis of human resource management (HRM) practices and policies in various contexts. It covers theoretical frameworks, empirical studies, and practical applications of HRM in different industries and countries. The assignment also explores the benefits of HRM practices for employees and organizations, including improved job satisfaction, employee well-being, and organizational performance.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1- Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing the chosen organisation of your choice................................................................1
P2- Explain the strengths and weaknesses of different approaches to recruitment and selection
for the chosen organisation.....................................................................................................2
P3- Explain the benefits of different HRM practices within the organisation chosen of your
choice for both the employer and employee...........................................................................4
P4- Evaluate the effectiveness of different HRM practices in terms of raising the chosen
organisations profit and productivity......................................................................................5
TASK 2............................................................................................................................................6
P5- Analyse the importance of employee relations in respect to influencing HRM decision
making for the chosen organisation........................................................................................6
P6- Identify the key elements of employment legislation and the impact it has upon HRM
decision making for the chosen organisation.........................................................................7
P7-Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation.................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource for an organisation includes personnel carrying out operational
activities at different levels in the venture. Management of these individuals called
employees is of crucial importance for any business and its venture related activities. It is
the most essential form of resource for a venture as the success as well as achievement of
that firm is just a reflection of the efficiencies and effectiveness of human resource
appointed thereon. In order to generate skills and expertise in the concerned employees,
Human Resource Management (HRM) team is set up by an organisation in order to gain
benefiting results through introducing training and developmental programmes. For a
detailed evaluation of this management system, the present report evaluates HRM practices
of Hotel Hilton, which is a global brand providing hospitality services to its customers. In
the context of hospitality industries, it is essential to train the employees in order to serve
the customers in more efficient way.
TASK 1
P1- Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing the chosen organisation of your choice.
The basic purpose of adopting HRM team is to make the appointed employees
sound and effective in their workings. It is adopted by undertaking various training and
developmental programmes for those employees (Brewster and Hegewisch, 2017). This
activity is undertaken in order to achieve the well desired and well planned aims plus
objectives of an organisation. HRM plays important functions in the context of achieving
desired or beneficial results for the mentioned hotel in this report. Some of the functions of
management system, i.e. the role to be played by HR manager appointed in concerned
hospitality firm are described in detail as under: Employment concerns: The cited hospitality venture operates in order to serve its
customers or visitors in an effective way and thus, attain gaining results. Here, the
role and responsibility to be performed by HR manager is to appoint those
employees in the organisation who serves customers in well behaved manner
(Cascio, 2018). In other words, recruitment as well as selection procedure of
employees is the function to be performed by HRM team in mentioned firm. The
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HR manager is also responsible to train selected employees for the work they need
to perform for an organisation. Morale and mentoring: Mentoring refers to providing guidelines to appointed
individuals in a business venture. This mentoring is to be undertaken by the HR
manager of cited hotel. They are responsible to provide effective guidelines to
employees regarding their roles as well as responsibilities to be performed (Lussier
and Hendon, 2018). Also, manager has the authority to imply moral suasion on
employees for certain considerations. Legalities: It is the responsibility of HRM team appointed that the guidelines
issued and responsibilities delegated to employees are in accordance with the law
imposed for protection of labour rights in an organisation. Various laws or acts
have been introduced by the concerned government in order to protect the rights of
employees and to provide protection against exploitation (Rees and Smith, 2017).
 Strategic: Strategic planning is generated in respect of setting new targets to be
achieved by an organisation. HR team plays an important function in the context of
providing or recruiting required individuals to attain the aims as well as objectives
derived in strategic planning.
Other functions performed by HR manager include providing personnel growth and
development for the developmental procedure of cited hospitality firm. The entire
hospitality venture relies on HR department for ensuring smooth functioning of their
activities relates to the venture.
P2- Explain the strengths and weaknesses of different approaches to recruitment and
selection for the chosen organisation.
There are various approaches that can be used by cited organisation to undertake
the process of recruitment and selection of employees. All these approaches along with
their advantages as well as disadvantages (Goddard, 2017). A detailed evaluation of these
methods of selection with their strengths as well as weaknesses is presented as under: Internal sourcing: As per this approach, employees are appointed from within an
organisation in order to perform the required duties or responsibilities. The cited
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hotel can appoint or promote a staff member in respect of providing services to the
customers. This may reduce the cost incurred in recruitment and selection
procedure. But, it can adversely affect competencies of existing employee
appointed as this can generate more burden on that individual (Chelladurai and
Kerwin, 2017). External sourcing: This method involves selecting of employees from outside the
venture, in other words this approach open opportunities for fresher in the
mentioned hotel. Fresher may come up with new as well as innovative skills in
respect of providing quality services to customers and the concerned hotel. This
approach can have negative impact as well on business. The lack of experience of
role to be performed may become an area of concern for the venture as their
inefficiencies may affect image of hotel in the minds of their customers (Kavanagh
and Johnson, 2017).
 Third party sourcing: As per this method of recruiting and selecting personnel, an
outside agency or external source is to be appointed by the mentioned firm in
respect of generating skilled workforce for the organisation. This agency works as
per the needs as well as requirement of mentioned hotel and undertakes recruitment
than selection of competent employees desired by the organisation (Gold, 2017).
This approach is beneficial enough in providing efficient as well as effective
employees to the firm, thus, generating gaining results. On the other side, this
agency charges a higher amount for the services it has provided to a venture, which
again requires that firm to invest a huge amount in recruitment as well as selection
of personnel.
A necessary as well as detailed analysis of all these facts relating to different approaches of
selecting employees in accordance with their strengths and weaknesses must be taken into
consideration by the HR manager of mentioned firm. This can ensure the organisation to
achieve desirable results.
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P3- Explain the benefits of different HRM practices within the organisation chosen of your
choice for both the employer and employee.
HRM practices adopted leads to high yielding results for both employees as well as
the employers in an organisation. It ensures planning, implementing and managing
recruitment along with selection and training as well as development of the employees
appointed in respect of organisational development process (Reynolds, 2017). This
practice enhances the level of productivity in a venture through optimum as well as
efficient allocation and utilisation of available valuable human resources.
The practices adopted by cited hotel, i.e. Hilton, relating to HRM assists in
personality development as well as career development of the employees recruited as well
as selected. These development on the part of employees is generated by providing
necessary or required training related to the services that are to be provided to customers
arriving in hotel, will result in customer satisfaction as this, in customer attraction.
Training programmes are undertaken by HR managers, whereas developmental
programme is to be undertaken by individuals on their personal notes (Bolman and Deal,
2017). It is an outcome of self-realisation on the part of employees, such realisation is a
result of HR practices followed in the cited firm, which leads the personnel to work more
effectively as well as efficiently. I respect of generating this realisation, HR practices play
a crucial role by providing various kinds of rewards to employees as a result of their
efficiency. These rewards act as a motivational factor for those employees to work more
dedicatedly for the cited venture.
Every activity or practice undertaken in an organisation is just a reflection of
activities performed to achieve the desired targets or achievement of goals of the
concerned venture. Similarly, the HRM practices undertaken by a firm, benefits the
employees in many ways, but, its main objective is to generate beneficial results for the
business. HRM activities performed in the mentioned hotel, ensure a good corporate image
of the firm in minds of target customers, which leads to customer’s satisfaction, retention
and attraction (Liu and Huang, 2017). This image is an outcome of effective as well as
efficient services that are provided by trained employees to customer. Customers are more
attracted towards the behaviour and respect provided to them by the concerned individuals
of hotel staff. This effective services are a direct outcome of training and developmental
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programmes undertaken for skill and expertise generation, which brings gaining outcomes
for Hilton hotel (Benefits of different HRM practices, 2018).
P4- Evaluate the effectiveness of different HRM practices in terms of raising the chosen
organisations profit and productivity.
HRM practices widely include recruitment as well as selection, along with, training
and developmental activities. As discussed earlier, recruitment and selection procedures
ensures the mentioned organisation to employ efficient workforce to serve the customers
arriving at hotel. Whereas, training and developmental programmes enhance skill as well
as knowledge, generating expertise in the appointed employees. Along with these
activities, HRM practices also include managing the existing personnel to ensure smooth
functioning of activities in mentioned venture. All these together leads to generate
effective returns to the owners.
The trained personnel provide effective services on the arrival as well as departure
of customers in the hotel these services provided are a direct outcome of training provided
and developmental procedure adopted by HR managers in the organisation. This clearly
reflects a huge return on the investment incurred in recruitment and selection as well as
training and development procedures adopted (Guest, 2017). As these procedures
undertaken require a lot of investment, return on the same is of utmost importance. These
services provided by employees generate a good image of cited hotel in minds of
customers which can lead to customer loyalty and attracting more customers. Competent
employees may become one of the core competences of the mentioned hospitality venture,
which leads to bringing competitive advantage over its competitors by stealing their
customers as well.
All these together are a reflection of the returns that has been generated due to the
investment made by cited hotel on its training and development programmes undertaken
for the benefits of both employees as well as employers. These returns on investment
highly indicate the profit generated and the productivity of employees in serving more
customers in an effective as well as efficient way has increased in the mentioned venture.
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TASK 2
P5- Analyse the importance of employee relations in respect to influencing HRM decision
making for the chosen organisation.
Maintaining relations with as well as among employees in an organisation is the
core responsibility of HR managers and their related practices. Healthy relations at
workplace make an employee to feel motivated and work efficiently as well as dedicatedly.
Effective employee relations can be generated through effective communication system
adopted in the venture (Payne and Isaacs, 2017). The cited hotel needs to undertake
required communication system in order to develop healthy relation among the staff in
respect of undertaking strategic plans to achieve goals. HR manager need to maintain good
relations with hotel staff in order to undertake effective decision making process for the
achievement of desired objectives. Some of the major importance of employee relation in
the context of Hotel Hilton influencing HR decision making are given as below:
 There are various issues that prevail in the organisation's surroundings, on which an
individual manager fails to make effective decisions. In such cases, good
communicating relations with employees can ensure the manager to generate sound
decision-making process. Individuals working with mentioned venture may come
up with innovative ways in respect of solving a particular issue.
 Many a times, it has happened in the history of cited hotel that a number ODF
customers has checked in at same time. This led to a trouble state of affairs the
project as well as its activities. Such situations lead to complexity in a particular
task. This complexity involved in operational activities can be ignored if the
employees are in good talking terms with each other and share each other’s
workload (Banfield and Royles, 2018). This sharing among personnel can lead to
benefiting results, reducing the complexity involved in decision-making process of
HRM.
 Effective employee relations lead to a healthy as well as motivating environment in
the context of hotel Hilton, which generates more efficiency and effective services
delivered to customers.
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 Such an environment in turn leads to reduction in absenteeism as well as turnover
among the individuals appointed in an organisation.
 Also, maintaining relations with employees is crucial as they are the core essential
resource for operational activities to be undertaken in a firm. Thus, good as well as
effective relations with the working personnel ensures HR manager to undertake
necessary decisions for benefit of the venture and thus, imposing those decisions on
employees.
P6- Identify the key elements of employment legislation and the impact it has upon HRM
decision making for the chosen organisation.
In order to protect rights of individuals working as employees in an organisation,
several laws or acts have been enacted by the concerned government and made mandatory
for the ventures to follow as well as inculcate guidelines issued by these acts in their
business related activities. These laws or acts enacted against exploitation of employees are
together termed as Employee Legislation. Several elements included in this legislation are
discussed as under: Equal employment opportunity: Individuals should be provided with equal
opportunities for employment in cited firm, irrespective of any kind of
discrimination relating to caste, religion, gender, age, complex or any other ground. Affirmative actions: The employers are required to take appropriate as well as
affirmative actions towards the growth and development of concerned employees
(Whitby and Willis, 2017). Thus, these actions specify the need of providing
effective training and developmental programme to personnel working in a firm. Sexual harassment: Special provisions or regulations should be made against the
individuals found of practising such harassment activities in the organisation. Working time: In order to protect employees against the exploitation by employers
by pressurising them with lots of workload, several laws enacted which states the
maximum limit of working for employees. Exceeding this limit may result in legal
charges under the name of mentioned hotel, affecting its image in the minds of
customers, thus, resulting in customer turnover.
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 Working conditions: HR manager should work in order to provide healthy
environment for the working of its employees in the firm. It is the basic right of
individuals, in order to ensure good health. Social security: Provident funds, ESIC, etc. are some of the social securities, in
respect of which the employers are required to make certain provisions for
employees. These securities allow an individual to work effectively as their future
is secured.
 Wages and salaries: Even there have been certain laws enacted in order to protect
the employees against the exploitation related to wages, through minimum wages
act, under which the employers are required to pay prescribed minimum wage to its
customers (Van Wingerden and Bakker, 2017).
Following these guidelines issued by employee legislation is the core responsibility
of HR manager of mentioned hotel, in order to ensure smooth functioning of operational
activities in the hotel without any discrepancy.
P7-Illustrate the application of HRM practices in a work-related context, using specific
examples from the chosen organisation.
HRM practices are needed to be implied in an effective way in the venture to attain
gaining result in the operational activities of the firm. The cited company taken in this
report is Hotel Hilton, which operates to serve its customers with effective hospitality
services. These services are provided by the employees or staff appointed at the hotel.
Thus, it is essential to carry out effective HRM practices in the organisation to achieve
desired results. HRM practices includes, undertaking recruitment as well as selection along
with training as well as developmental programmes and managing all the personnel
working in the mentioned organisation.
The application of these practices or responsibilities of HR manager brings good as
well as tempting results for the venture, thus, gaining advantage over its customers.
Effective application involves inviting the personnel in search of job and undertakes
recruiting process, i.e. interviewing sessions. In order to invite applications from the
individuals in concerned country, proper description of job to be performed must be
included in the job related advertisement (Ones and Schmidt, 2017). Accordingly,
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applicants are required to be interviewed by the HR for the job to be performed and as per
the skills and competencies of those applicants, desired candidates should be selected.
After selection of employees in the mentioned hotel, they should be provided with
appropriate training sessions. This training programme is the most essential role to be
played by HR managers, as the appointed individuals are new to the hotel and they have no
experience of treating the customers. In the training sessions, they should be informed
about the objectives as well as the morale on grounds of which the cited hospitality firm
works (Debroux, 2017). This may create a clear picture of work to be performed in the
minds of appointed new employees. Moreover, the HR managers are required to manage
the workings of all employees.
CONCLUSION
Here, the report concludes the importance of HRM practices in the context of Hotel
Hilton. HRM brings benefiting results for an organisation as humans are the core resource
used by an organisation to accomplish its operational activities. Numerous approaches are
available in order to recruit and select employees for vacant positions, viz. internal
sourcing, external sourcing and third party sourcing. The appointed HR manager needs to
perform various functional activities in the venture. These functional activities include
recruitment, selection, training, development and management of the personnel in a firm.
HRM practices adopted can bring large returns to the firm through its investment, thus,
improving the image of the brand in the minds of customers. Effective training to
employees brings customer satisfaction leading to retention as well as attraction on the part
of customers. In respect of undertaking important decision-making process, HR managers
need to maintain good as well as communicative relations with employees. All these state
the role, responsibilities as well as practices of HRM in an organisation.
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REFERENCES
Books and Journals:
Banfield, P. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and
leadership. John Wiley & Sons.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human
resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and
recreation. Human Kinetics.
Debroux, P., 2017. Human Resource Management in Japan: Changes and Uncertainties-A
New Human Resource Management System Fitting to the Global Economy: Changes and
Uncertainties-A New Human Resource Management System Fitting to the Global
Economy. Routledge.
Goddard, M. M. B., 2017. The Unseen City: Anthropological Perspectives on Port
Moresby, Papua New Guinea. Canberra, ACT: Pandanus Books.
Gold, R. L., 2017. Ranching, mining, and the human impact of natural resource
development. Routledge.
Guest, D. E., 2017. Human resource management and employee well‐being: towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Kavanagh, M. J. and Johnson, R. D. eds., 2017. Human resource information systems:
Basics, applications, and future directions. Sage Publications.
Liu, D. and Huang, J. C., 2017. Human resource systems, employee creativity, and firm
innovation: The moderating role of firm ownership. Academy of Management Journal.
60(3). pp.1164-1188.
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Lussier, R. N. and Hendon, J. R., 2018. Human resource management: Functions,
applications, and skill development. Sage publications.
Ones, D. S. and Schmidt, F. L., 2017. Realizing the full potential of psychometric meta-
analysis for a cumulative science and practice of human resource management. Human
Resource Management Review. 27(1). pp.201-215.
Payne, V. G. and Isaacs, L. D., 2017. Human motor development: A lifespan approach.
Routledge.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An
international perspective. Sage.
Reynolds, M., 2017. Organizing reflection. Routledge.
Van Wingerden, J. and Bakker, A. B., 2017. The impact of personal resources and job
crafting interventions on work engagement and performance. Human Resource
Management. 56(1). pp.51-67.
Whitby, M. C. and Willis, K. G., 2017. Rural resource development: an economic
approach. Routledge.
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