Human Resource Management/ Recruitment process

Human Resource Management/
Recruitment process
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Table of Contents
INTRODUCTION...........................................................................................................................2
Section 1...........................................................................................................................................2
Critically evaluate weaknesses and strengths of different approaches to selection &
recruitment..............................................................................................................................2
Functions of and purpose of HRM.........................................................................................3
HRM functions cater skills and talent to fulfil objectives of business...................................5
Section 2...........................................................................................................................................5
Critically evaluate Human resource management practices and application within organization
................................................................................................................................................5
Benefits of different practices of HRM within company for both employee and employer..6
Section 3...........................................................................................................................................6
Critically evaluate application of HRM practices and employee relation that inform and
influence decision making in chosen firm..............................................................................6
Significant of employee relations in context of influencing HRM decision making.............7
Key components of employment legislation and its impact on decision making HRM........7
Illustrate application of HRM practices in work related context by producing revised selection
and recruitment documents for job role..................................................................................8
Evaluate key aspects of ERM and employment legislation that affect decision making of
HRM.......................................................................................................................................9
Rationale for application of particular HRM practices in Premier in hotel........................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
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INTRODUCTION
Human resource management can be defined as procedure of procuring, planning and organizing
as well as maintaining competent human resources in a company so that aims of a business are achieved
in efficient and effective manner. The current assignment will base on Premier inn Hotel, which falls
under list of leading hotels in UK. This study will divided into three different sections and will explain
purpose & functions of HRM, pros and cons of recruitment and selection approaches and human resource
management practices application in chosen firm. Furthermore, this report will also justify benefits of
HRM practices for employer and employee, importance of employee and employer relation in regard to
influence HRM decision making and also clarify impact of employment legislation elements on decision
making of human resource management. Moreover, this assignment will define selection and hiring
document for a job role in hotel and key aspects of employee relation & legislation that influence HRM
judgement.
Section 1
Critically evaluate weaknesses and strengths of different approaches to selection & recruitment
To recruit the best and talented applicants within Premier inn hotel and select the most suitable
worker for their business, human resource management uses range of approaches in systematic manner.
Approaches Strengths Weaknesses
Referrals Human resource manager to
recruit new employees in hotel
use this approach. The strength
of this method is that current
employees in firm makes better
connection and saves recruiter
time to hire people from external
sources (Brown, Setren and
Topa, 2016).
This approach has risks of
getting alienated from other
workers. For instance, when
HRM are recruiting someone
through references or referral,
then workforce cannot be termed
as even playing turf anymore.
Advertising It is one of the external
recruitment approaches that most
HRM use to hire new people.
The best thing about this
approach is that it generate
awareness about vacancies in job
market quickly which is not
Online job posting or marketing
does not assure filling up of
vacancies.
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possible with any other methods.
Social media It can be said that in order to hire
new candidates in firm, HRM
can use social media as
recruitment approach (Benedict
and et.al., 2019). For example,
they can use LinkedIn to find and
engage people. Strength of this
approach is that it helps to reach
at target market without wasting
too much time.
For HRM who work in Premier
inn hotel, looking up new
applicants on social media sites
may seem harmless, because
there are so many people who
create fake id which is quite risky
for firm and difficult to identify.
Promotions This approach of recruitment is
quite amazing because it help to
motivate staff. For example,
promotion is very beneficial and
useful approach as it have power
to encourage retention and
reduce absenteeism.
The weak point of this method is
that HRM because of this would
not be able to get fresh and new
ideas from applicants who has
been promoted. New workers
always came with innovative and
creative ideas in mind.
Ability test The best thing about this
selection method is that it helps
to choose and select top players
for Premier Inn hotel.
It can be costly and quite
expensive for HRM when they
use it.
Online screening & Short
listing
Online application to vacancies
can usually be split into two
forms; an application form that is
sent to an mail address within
prospective firm or an
application tracking system. Both
types is effective as it have
strength to chose the most
suitable person for specific job.
One of the weaknesses of this
selection method is that is can
create risk as discrimination
against applicants with no
computer access.
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Functions of and purpose of HRM
Human resource management is strategic approach to effective administration of workers in an
organization such that aid their ventures gain a competitive edge. They are accountable for several things
related to employee’s performance as well as business. It is especially designed to enhance applicants
working abilities in service of an employer’s objectives. The main purpose of HRM is to improve staff
performance and increase productivity level by using various methods or approaches. They want of
maximize profitability as well as productivity level of Premier inn hotel by optimizing effectiveness of its
candidates. With the effective functions, HRM contribute in workforce planning and resourcing firm in
effective manner (Agarwal and Baltazar, 2019).
Planning-
Human resource department and its manager after analysing the needs of skilled applicants at
workplace within Hotel, develop good plan to hire them. Planning is the first steps of HRM towards
workforce strengthen and development, it considered as procedure of identifying organizational needs and
formulations of systems and strategies for achieving them.
Organizing-
Another function of HRM is organizing, that recognize as process by which framework and
allocation of vacancies are identified. Thus, this function includes giving each worker a specific task
establishing departments, channels of communication and others that can definitely resource firm.
Directing-
This function of HRM contributes in resourcing and workforce planning as well because through
directing procedure HR manager can conduct induction and selection activity which is quite beneficial in
term of building stronger teams at workplace.
Figure 1HRM Functions
(Source: Human Resource Management: Meaning, Objectives, Scope and Functions, 2020)
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Recruiting or hiring-
The most important function of HRM in Premier inn hotel is to recruit and hire new talented
workers who are able to enhance productivity level of firm even better and increase their profit margin
rather than before (Onik, Miraz and Kim, 2018).
Performance appraisal-
It is one of the best and most effective functions of HRM, which they can use to enhance
motivational level of staff and encourage them to perform better in seek of gaining competitive
advantages of hotel.
Training and development-
With the help of this function human resource manager and department effectively build a
powerful and knowledgeable team in work area who can perform even better and able to contribute in
achieving common aims and business objectives of Premier Inn hotel.
HRM functions cater skills and talent to fulfil objectives of business
Human resource department play vital role in Premier Inn hotel by considering the needs of staff
as well as organization in systematic manner. It can be said that with selection and recruitment functions
HR manager effectively providing skills and talent in firm (van Zyl, Mathafena, and Ras, 2017.). For
instance, HR manager and its team recognize need for new workers who can perform and work hard
towards achieving set goals and objectives of hotel. The best thing about this function is that is help to
increase productivity and performance as well as profit margin of chosen firm rather than before. Despite
of benefits, it can be said that recruitment functions is considered as time consuming activity and have
risk of wrong hiring and selection as well.
Here, training and development is also consider as the most important and helpful function of
human resource management because it effectively cater skills as well as talent in term of developing and
improving knowledge level of each applicant which turn into building group of workers who can fulfil
objectives of Premier Inn hotel and strengthen its brand image in market place.
Section 2
Critically evaluate Human resource management practices and application within organization
Fair and performance based compensation, appraisal, training, providing security to staff,
flexibility in workplace and rewarding are examples of HRM practices conducted in Premier Inn hotel.
All these practices are really very important and beneficial for organization in term of creating positive
working environment at workplace where people can actually feel that they are part of business and
management consider all of them as success element (Papa and et.al., 2018). These are quite effective in
term of raising profitability and productivity. For example, When human resource manager analyse need
of training and skills development of workers, by developing its schedule they can contribute towards
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increasing productivity of employee even better, which in return maximize profit margin of hotel by
satisfying consumers who can make word of mouth promotion after visiting and enjoying their stay in
hotel. Along with the effectiveness of this practice, HRM provide more benefits with the help of applying
performance appraisal practices within Premier inn hotel.
It is the best and quite effective HRM practice which caters many benefits to firm and employer
as well. For instance, when staff start recognizing in workplace for their performance and hard work it
allow them retain with organization and motivate employees to increase profitability by working hard and
performing excellently rather than before. It can be said that this practice raise profit margin and
operational efficiency, but require a lot of things to do such as extra monitoring and time.
Benefits of different practices of HRM within company for both employee and employer
In Premier Inn hotel, different types of human resource management practices such as training
workers has effectively developed their professional and productivity skills, thereby supporting in
reaching higher performance and make employer able to fulfil hotel business objectives. Training is one
of the best HRM practices in context of workers as well as employer, because it helps to improve skills of
each applicant and make employer in hotel to get the best candidates who can perform even better than
last few months or years. Moreover, practices of human resource department such as rewarding workers
and appraisals serves in encouraging staff towards hard work and reorganization for excellence (Galetić
and Klindžić, 2020).
In context of employer, HRM conduct recruitment procedure which permit employers to choose
and select right applicants for hotel in order to build a strong workforce who can help to gain competitive
advantages which is quite essential. By making a good recruitment plan and strategies human resource
management and its team help employer to get the best and talented applicants who can do hard work for
company just to make it more power and famous within its industry. It can be said that incentives based
pay is also one of the HRM practice that can definitely improve staff performance which is quite
beneficial for employer as they can obtain desire outcomes with this in term of improving brand image in
market and serving much better than its competitors.
Section 3
Critically evaluate application of HRM practices and employee relation that inform and influence
decision making in chosen firm
Employee relation and different practices of human resource management directly influence and
inform Premier Inn hotel decision making process in positive manner. It analyse employee relation and
engagement can cater the best chance to workers to influence decisions of company which are likely to
impact their activities and actions. With healthy and good employee relation HRM can feel more
productive and innovative because it allow human resource manager to get creative ideas from each
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applicant which they can use to enhance productivity and profitability as well as performance level in
ethical manner which is quite essential for business growth. When candidates are included, there is
improved productivity performance. On the other hand, unhealthy employee relation influence and inform
decision making of HRM and management in hotel in negative way because human resource manager
feel more pressure to make relations between workers and authority better.
Flexibility and performance appraisal Human resource management practices impact Premier Inn
hotel judgment positively. For example, by providing flexible working hours in one week management
can retain their productive and skills workers forever, it informed them that they need to do more things
and use the best approaches for doing same thing.
Significant of employee relations in context of influencing HRM decision making
Good employee relations play important role in company as it aid in improving performance and
productivity in Premier Inn hotel. It is really quite important for employer to make effective relations with
employee because it aid to enhance motivation level of workers in effective and positive manner (Ali, Lei
and Wei, 2018). It can be said that employee relation always influence on human resource management
decision making procedure positively when everything is going good between employer and workers. It
fosters HRM to develop more plans to make applicant bond with their seniors and top authority more
stronger and even better than other companies. Working within team of employees and performing with
group can always aid firm to work independently and performing in more efficient and ethical manner.
Employee engagement states that function of work in team is worth full for Premier inn hotel as it
produces better work than performing in individual unit. Employee relation is an internal factor that
effectively influences decision making of human resource management and practices of HR department.
Healthy employee relation in workplace can lead to more efficient, productive and motivated workers
which further lead to enhance in sales level.
Key components of employment legislation and its impact on decision making HRM
Labour or employment law meant to protect and prevent rights of individual workers within
Premier Inn hotel including productive and promotion of safe work places. There are few elements of
employment legislations available in world of business that influence on human resource management
decision making in positive way. The purpose of all these components is to create a friendly and healthy
work environment, where workers can work in an environment free form any type of discrimination and
harassment.
Equality act 2010-
This law legally aims to protect workers of organization from any form of discrimination, it
assure fair treatment to all in access to employment, including private and public services irrespective of
religious, race, gender and sexual orientation (Leicht-Deobald and et.al., 2019). This act significantly
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influences HRM decision, for example, Human resource manager must follow principles and rules of
Equality Act 2010 which allow them to create inclusive workplace for each applicant.
National minimum wage act 1998-
The main purpose of this act is to develop minimum wage plan and strategy within any company.
It put impact on HRM to take decision for providing minimum salary to its staff based on their
performance and abilities as well as hard work for achieving firm objectives and its business aims.
Illustrate application of HRM practices in work related context by producing revised selection and
recruitment documents for job role
It can be said that to hire and gain attention of talented and experienced workers human resource
manager conduct following practices in regard to workplace which are very beneficial for Premier inn
Advertisement for HR assistant role-
Job profile-
Applicant should be self motivated and outcomes oriented individual who will be tasked with,
maintaining leave, administrating and attendance records and assist in grievance handling and employee
relations as well.
Qualification-
 Completed human resource certification level from a well reputed institute.
 Applicant must have good communication and decision making skills.
 They must have 1 to 2 years experience in similar ability.
The chosen applicant would be entitled to an attractive remuneration package
Please send your resume with two non related referees within 6 days to HR manager.
Job description-
Job title- Human resource assistant
Primary duties-
 Candidate must have ability to assist with implementation of HR process and procedures
 They must be able to serve as back up for affordable care act
 Applicant must have good communication and talent management skills.
Knowledge, skills and capabilities-
 Decision making skill
 Time management skills
 Motivation skill
 Knowledge about employment legislations and regulations
 Capable to solve employee’s issues and conflict at workplace.
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Experienced-
 Applicants must have maximum 2 year experience of same work.
Required Education-
 Degree in HR management
 Equivalent combination of experience and education
Offer letter-
Name- John
Address- B, 58 church gate
Dear John
We are pleased to confirm you have been selected to work for Premier Inn hotel as Human resource
assistant accountability for following responsibilities and duties, such as providing general employment
information and appropriate forms to workers, assuring that when forms are submitted, they are
completed thoroughly appropriately. If you are agree to accept all these responsibilities and accept this
offer letter please contact to HRM.
We are delighted to send you this offer to be approved and signed from you in order to start job from
September 29.
We look forward to join our firm to work with you
Sincerely,
HR manager
Evaluate key aspects of ERM and employment legislation that affect decision making of HRM
Employee relationship management is recognized to be a specific field of HRM, it is procedure of
adopting and managing approaches and practices to regulate workers relations. By efficiently managing
relations of employee, Premier inn hotel can identify whether or not their objectives are being met.
Equality and open communication are the key elements of employee relations management that
effectively influence human resource management decision making in positive manner. For instance,
equality is the main aspect of ERM, it affect HRM judgment in term of developing plan for providing fair
chances to take benefits of training.
Employment legislation also impact on decision making of human resource management, it
regulated payroll policies and other rules and benefits strategies in line with performing time scheduling
and planning accordingly so that every human resource judgement goes correct confirming equality and
fairness. Equality, compensation, and minimum wages as key aspects of employment law such as
Equality Act 2010 affecting judgement of HRM as it drive manager and management towards making
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effective plan for offer fair and equal chances for growth and success. There are other employment
legislation and law that influence in positive manner upon human resource management decision.
Rationale for application of particular HRM practices in Premier in hotel
Human resource management aids in resolving needed disputes between workers or between
applicants and management of Premier Inn hotel regarding process and policies as well as workplace
behaviour. It can be said that the purpose of training as HRM practice is to increase productivity level of
workers even better and allow them to contribute in gaining competitive edge for hotel. Furthermore, with
this action, human resource manager conduct more practices in context of work. They provide staff
security at workplace by making all the arrangements and fire extinguisher tool in company which help to
protect people from sudden fire. Work is a stable and life is unpredictable factor that is quite essential to
most people. Having and employer who makes workers to cater for them and other is, in essence, the
number one reason why individual come to work. There is an informal and formal contract put in some
extra attempt, between employer and applicants that provide security assure to each person from starting
to end of their professional journey within hotel. HRM conduct this practice in order to retain skilled and
talented workers with them for longer period who are capable to serve its services to guest effectively.
CONCLUSION
From above study, it has been summarized that Human resource department within Premier inn
hotel by using external and internal approaches for selection and recruitment functions effectively hiring
talented workers who are highly capable and able to contribute in reaching organization at international
level. They do a lot of things and used different methods for building better relationship between workers
and employers in hotel, which is actually very important and beneficial for growth and longer success of
business within hospitality industry. Furthermore, it has been concluded that human resource manager by
following and implementing employment legislations such as Equality Act 2010 principles within their
policies and rules effectively retaining workers within them and creating inclusive and productive culture
for them.
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REFERENCES
Book and Journals
Agarwal, S. and Baltazar, E., 2019. ASSESSING THE ASSOCIATION OF HRM FUNCTIONS WITH
EMPLOYEES'PERFORMANCE: THE CASE OF BANKING SECTOR OF UAE. Skyline
Business Journal, 14(2).
Ali, M., Lei, S. and Wei, X.Y., 2018. The mediating role of the employee relations climate in the
relationship between strategic HRM and organizational performance in Chinese banks. Journal of
Innovation & Knowledge. 3(3). pp.115-122.
Benedict, C and et.al., 2019. Recruitment via social media: advantages and potential biases. Digital
health. 5. p.2055207619867223.
Brown, M., Setren, E. and Topa, G., 2016. Do informal referrals lead to better matches? Evidence from a
firm’s employee referral system. Journal of Labor Economics. 34(1). pp.161-209.
Galetić, L. and Klindžić, M., 2020. The role of benefits in sustaining HRM outcomes–An empirical
research study. Management: Journal of Contemporary Management Issues. 25(1). pp.117-132.
Leicht-Deobald, U and et.al., 2019. The challenges of algorithm-based HR decision-making for personal
integrity. Journal of Business Ethics. 160(2). pp.377-392.
Onik, M.H., Miraz, M.H. and Kim, C.S., 2018. A recruitment and human resource management technique
using blockchain technology for industry 4.0.
Papa, A and et.al., 2018. Improving innovation performance through knowledge acquisition: the
moderating role of employee retention and human resource management practices. Journal of
Knowledge Management.
van Zyl, E.S., Mathafena, R.B. and Ras, J., 2017. The development of a talent management framework
for the private sector. SA Journal of Human Resource Management. 15(1). pp.1-19.
Online
Human Resource Management: Meaning, Objectives, Scope and Functions. 2020. [Online]. Available
through: <https://www.yourarticlelibrary.com/hrm/human-resource-management-meaning-
objectives-scope-and-functions/35229>
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