Human Resource Management in Hospitality Industry

The assignment provides a comprehensive overview of human resource management (HRM) practices in the hospitality industry. It covers various aspects of HRM, including recruitment and selection, training and development, performance management, and employee engagement. The assignment also discusses the impact of HRM on employee attitudes and behaviors, and the importance of adopting high-performance HRM practices in the hospitality industry.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
Human asset administration is an essential term which assist to portrays appropriate
system in the organisation. As with assistance of this employer can easily manage their business
entity. Fundamental obligation of HR employer is associated with some areas, such as staffing,
compensation as well as benefits. Alongside this, it aides to define as well as design work.
Fundamental aim of this assignment is to analyse difference amongst personnel and human
resource management (Sparrow, Brewster and Chung, 2016). There are many functions which
are related HRM which provide growth and development to company. Organisation has to follow
legal framework, thus they can do their work in an effective manner. Superior has to provide
motivation to their staff members, it aides them to improve their work performance (Difference
between Recruitment and Selection, 2017).
TASK 1
Covered in PPT
TASK 2
2.1 Reasons for human resource planning
It is important for an organisation to plan their human resource within the organisation.
Human resources are the employees who work for an organisation. HRM is concerned with the
ways manage these employees as they have different aspirations, concerns and needs (Jiang and
et. al., 2012). Therefore, organisations need to plan and recruit people to work within the
organisation and need to have a strategic plan / human resource plan to ensure that they have
sufficient, qualified, competent enough to achieve the organisational objectives.
Apple UK focuses the future leadership within the organisation. The company needs to
plan succession planning existing large and small companies down all levels within the
organisation. Within the organisation some time high-potential employees may change within the
company. The reason is leaders want the ability to change their minds.
Manger of human resource can cater training to their staff members, thus they can do
their work more effectively as well as efficiently. Along with this, employer can make an
appropriate plan, as a result they can manage coordination amongst entire activities (Brewster
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and et. al., 2016). It will assist them to improve their revenues and in addition reputation at
marketplace.
2.2 Stages involved in planning human resource requirements
Planning which is associated with human resource is conducting with assistance of
human asset development superiors within the organization of Apple UK. They support by the
HRD department and they take the following specific steps within the Human Resource Planning
within the Apple UK . Review of Apple UK 's objectives: Human resource development managers study the
objectives of the organization and prepare all the activities that they need to achieve
within the objectives of the company and conduct the job analysis. Estimate the Required manpower: Human resource managers estimate the manpower
required and find how many employees (including mangers) they required to do all the
jobs. This would made in terms of employees quantity and quality (Kinicki and Kreitner,
2012).
 Estimate of Manpower supply: Estimate the manpower supply and find out the number of
managers and employees are available in the Apple UK. If there a different between the
manpower required and the manpower supply the HRD manager take actions according
to the two different situation as follows. If there is manpower surplus, decide to terminate
(removal of staff), lay-off or to grant voluntary retirement the surplus employees within
the organization (What Is Human Resource Management?, 2017).
If there is manpower shortage, the HR managers take into action to grant promotions,
overtime, training to improve quality and hire staff from outside. To motivate the employees the
managers grant the employees financial and non-financial incentives. HRM need to continually
monitor the required manpower within the Apple UK. The reason is many managers and
employees resign, retire and need to fill these vacancies to fill the manpower gap. It will help to
function the company effectively. Accordingly, Apple UK needs to recruit new people (Nickson,
2013).
2.3 Compare recruitment and selection process
"Enlistment is procedure which pull occupation nominee with an appropriate
characteristics as well as abilities to acceptable for job opening". An effective methodology of
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recruiting start with numerous possible people as well as pay considerable attention to a smaller
number and need to select the candidates to fill the positions. Apple UK recruitment process is
they look for people with team ethics and philosophy the company would teach anything needed
to know to meet their job performance. Basically, the company recruits employees via its web-
site.
On the other hand Samsung company energize staff members so that they can develop
innovative thoughts which will aide in improvement of association. They recruit people for
projects as an individual which is related with task force for at least a year. "In this time, they
will free from their regular duties and in addition may get devoted work attribute, improvement
expenditure and essential instrumentation as adequate" (Hoque, 2013). This would help the
company to innovate new electronic future creations. The company is using strictly talent-based
enlisting procedure which is planned to sharply hire new workers for software engineering as
well as design. The company look into the employee's talents, award list, professional document
and in addition portfolio. Chosen individual take into two extent examination. Firstly, they have
to focuses on skills-testing and technological capabilities and at the time of another interview,
"the applier is asked to create presentation on elaborated thoughts and along with this solutions
which is associated with their prior interview session.".
2.4 Effectiveness of recruitment and selection process
Members of organisation has to utilize an adequate recruitment procedure, thus they can
appoint appropriate staff member. It will assist them to attain success and as a result both
company can enhance their productivity. For this, functions which are associated with
recruitment as well as selection procedure is much important (Boella and Goss-Turner, 2013).
With assistance of this process, firm can easily compete their rivals and along with this make an
effective control over cost. Cited association is embrace unique methodology for their
recruitment as well as selection procedure but it is more crucial, rather than this, another
company is using traditional method into their business, as a result it will be less expensive.
Cited firm is recruit people from outside but other organisation is do it as an internal process.
Hence, an enterprise can utilize more innovative idea into their business, which will aide them to
improve their profits and market share.
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TASK 3
3.1 Link between motivational theory and reward
Employees need to be rewarded for their hard work and need to encourage for their
endeavours. Researchers have found that connection amongst motivation as well as reward. Most
appropriate explanation of hierarchy need of Maslow is that "with assistance of this approach
people can comprehend types of rewards which an individual wants to get" thus manager can
motivate the employees (Ehnert and Harry, 2012).
Accordingly, it is possible for the organization to arrange a set of motivation reward
which can meet the various sorts of employee's wants. Labours want to get better living standard
with aide of their pay structure within the organization. Therefore, the employees would be able
to have their fundamental demands. Safe necessities have to be provided with facilitating secure
working surrounding and along with this effective training so that they can decrease hazards
which as connected with health and security.
Appropriate team structure with good communication links would provided the group
needs within the workforce. Rewarding employees with granting promotions and job titles would
acquire the employee's self esteem needs. Self-fulfilment wants can be met through energizing
workers to get training and improve themselves through assessment. This kind of reward
package will provide the company to highest contribution from the workforce (Kehoe and
Wright, 2013).
3.2 Process of job evaluation and other factors determining pay
Within Apple UK HR managers conduct the occupation assessment, which includes
identification of comparative valuable which is related with each occupation for aim of
establishing qualities of salary as well as wage. "assessment of job is an organized and orderly
procedure which determine worth of a job in context to another occupations". Job analysis
describes a job and job classification creates an idea. These process has number of steps.
 Job Analysis - a study of the jobs in the organization.
Gather the information on job content (Mendenhall, 2012). Paying Factors - These elements are yardsticks which used to identify absolute place of
jobs / serve to inform job incumbents which contributions are rewarded.
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 Developing the Method – Chose a methodology which is related to appraising
organization's jobs as per component (s) selected. Job Structure - Examination occupations to improve framework of job. Remuneration Construction - Pricing job constitution to get at a salary structure.
 Ranking method: With assistance of this method, manager of organisation can enhance
abilities as well as skills of workers. Thus, they can do their work in an effective way and
take advantages from their competitors at marketplace.
3.3 Effectiveness of reward system
HR manager's one of an essential technique is skills to create and select mortal as well as
grant rewards on period of time in a proper manner. Even the HRM are not responsible for the
financial rewards but they can beneficial from number of other tools to rewards the employees
and increase the effectiveness within the Apple UK. Reward systems address several important
managerial objectives which are related to employees motivation (Knowles, Holton III and
Swanson, 2014).
It can be of two kind, which are mentioned as beneath:
Financial reward: Manager of firm can cater this type of rewards to their workers, as it assists
them to inspire them and they can do their task in more effective manner.
Non financial reward: It is not part of actual pay and it may consist motivational programs and
so on.
3.4 Methods organisation use to monitor employee performance
As Human Resource Managers we can follow several methods to monitor Apple's
employee's performance. Examine performance of staff members while they are doing their work
is one of the most important methods. It would tell the HRM much more about the employee's
performance. Some of the other ways to monitor employee's job performance at Apple are;
 Review work in progress on regular basis
 Appraisal by manager - Managers can ask employees to use self-monitoring tools to help
them to keep track of their actions.
 As HR managers you can check your employee's work carefully in progress along the
way in the regular basis
 Subordinate appraisal
 360 degree appraisal - all the parties who come to contact the employee
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 Peer Appraisal - Same level employee (co-worker) would appraise the employee
 Self Appraisal - employee compares his/herself with others (Soltis and et.al., 2013).
TASK 4
4.1 Reasons for cessation of employment
Organizations terminate their employees for number of reasons. Business Like Apple UK
serves their employee as the back-bones of the company. The company expects from its
employees to provide best items to their clients and main function of manager is to hire people in
an effective way, so that they can organise and along with this run their business adequately.
Sometimes Apple UK decide to terminate their employees for several reasons. Such as; Lack of funding - owners may be unable to afford to keep their full staff. Attendance - If the HR manager can understand that the employee will take some leave
which is related to sickness, vacations, family matters, and workers who are constantly
away from job then manager of firm can terminate their service. Performance - When the company hired employees to work with the company they give
specific targets to achieve within specific period of time. When the labours do not attain
desired targets, then also employer can terminate them from their work (Sheehan and
Sparrow, 2012).
 Attitudes and behaviour - Employers expected from their employees to keep up the
esteem level of an enterprise within working with their superiors, colleagues as well as
buyers. Using miss conduct behaviour, behaviour such as using profanity when speaking
to service users, stealing things form the company, using drugs and alcohol would may
cause to fired the employees.
4.2 Employment exit procedures
Employee exit procedures use by many organisations to terminate their employees, who
have resigned and who has been terminated by the company. Within the business environment,
companies need to plan ahead on how to manage termination and improve the security of the
organisation.
Some of the common procedures followed by Apple and Samsung companies when terminate
their employees can be summarised as follows.
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 Always company has to inform their staff member regarding their termination in front of
minimum one witness.
 Instantly disable network access of that employee.
 Retrieve any keys, cards, Ids etc. physical elements which are accessed by him.
 Perform an exit examination, which is labour can express his/her attitudes / excuses for
the termination.
 Escort ex-worker from workplace
 Set up for return of off-site instrumentation
 Inform HR regarding termination, so that she can arrange that labour's final pay and it
will include vacation pays also.
Pizza Hut Restaurant, employees must report to their business managers at least two
weeks before their resign. Then the manager would discussed the reasons to resign. Manager
would try to provide clear explanation and give positive attitudes to retain the employee within
the company (Mok, Sparks and Kadampully, 2013). The manager needs to inform to the HR
manager about the employee resignation. Then the HR manager would provide clear forms to the
employee. This would provide clear termination dates and other issues. The manager would
check whether the employee needed to handover any property belongs to the company if not the
manager would accept the resignation from the employee and would send human resource
division.
4.3 Impact of legal and regulatory framework
We can identified various benefits / impacts and influences of judicial as well as
regulatory structure on employment halt arrangement. Enhancement of job security- legal regulatory framework assures the employees job
security and the employees can not get free, until pursuing any privilege process through
their employers.
 Decreasing discrimination at workplace- This structure reduce the discrimination. The
manager can not dismiss employee as per their their faith, belief, gender, race and so on.
If the employer occur these kind of problems then employee will get 100% support from
this structure.
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It assists labour from unfair and along with this wrong dismissal. This can be happen
when firm broke the condition without any consent. Accordingly, the staff member resign from
him. As an example the organization can sack the employee due to her pregnancy. Within this
case this framework would give full support to the employee (Dries, 2013).
CONCLUSION
As per above mentioned report it has been concluded that company has to human assets
into their business, so that people can attain their desired goals and objectives within an
appropriate period of time. Manager can provide rewards or motivation to their workers for their
encouragement. As a result, they can cater satisfaction to their clients and along with this
improve their revenues. Additionally, they can take benefits from their rivals at competitive
world.
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REFERENCES
Books and Journals:
Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry:
A guide to best practice. Routledge.
Brewster, C. and et. al., 2016. International human resource management. Kogan Page
Publishers.
Dries, N., 2013. The psychology of talent management: A review and research agenda. Human
Resource Management Review. 23(4). pp.272-285.
Ehnert, I. and Harry, W., 2012. Recent developments and future prospects on sustainable human
resource management: introduction to the special issue. Management revue. pp.221-
238.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and
performance. Routledge.
Jiang, K. and et. al., 2012. Clarifying the construct of human resource systems: Relating human
resource management to employee performance. Human Resource Management
Review. 22(2). pp.73-85.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2).
pp.366-391.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Marchington and et. al., 2016. Human resource management at work. Kogan Page Publishers.
Mendenhall, M. E. ed., 2012. Global leadership: Research, practice, and development.
Routledge.
Mok, C., Sparks, B. and Kadampully, J., 2013. Service quality management in hospitality,
tourism, and leisure. Routledge.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Sheehan, M. and Sparrow, P., 2012. Introduction: Global human resource management and
economic change: a multiple level of analysis research agenda. The International
Journal of Human Resource Management. 23(12). pp.2393-2403.
Soltis, S. M. and et.al., 2013. A social network perspective on turnover intentions: The role of
distributive justice and social support. Human Resource Management. 52(4). pp.561-
584.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Online:
Difference between Recruitment and Selection. 2017. [online]. Available
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selection.htm>. [Accessed on 2nd September 2017].
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What Is Human Resource Management?. 2017. [online]. Available
through<https://www.thebalance.com/what-is-the-human-resource-department-
1918141>. [Accessed on 2nd September 2017].
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