HRM Functions and Recruitment Planning

This study provides an in-depth analysis of HRM functions, focusing on training, recruitment, and selection. The report highlights the importance of workload approach and competency approach in workforce planning, as well as the use of internal and external approaches in recruitment planning. It also touches upon the impact of health and safety, equality, and other employee legislations on achieving business objectives.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Purpose, roles & responsibilities and significance of HR functions.......................................1
2. Approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems...........................................................................2
3. Methods used in HR practices.................................................................................................4
4. The approach to effectiveness of employee relations and employee engagement..................6
5. Employment Legislations within organization must work.....................................................7
6. Employee relations and employment legislation helps to meet business objectives..............8
TASK 2............................................................................................................................................8
7. Human Resource Assistant JD, PS and offer letter................................................................8
8. Use of technology, online resources, digital platforms, social networking improving
recruitment and selection process.............................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource is the most essential asset of business unit. Human resource
management (HRM) is the department that is responsible for handling and managing people in
the firm. Present study is based on Marriott hotel, it is an international hotel that always puts
consumers first and offers them excellent services as per their needs. The present study
assignment will explain purposes and significance of Hr functions. Furthermore, it will describe
strength and weakness of various recruitment and selection approaches. Study will evaluate an
effectiveness of different HRM practices in order to raise profitability and productivity of
business unit. In addition, report will analyse significance of employee relationship
LO 1
Purpose, roles & responsibilities and significance of HR functions
Source: (Human Resource Management (HRM) Definition & Fuctions, 2016)
HR Purpose in Marriott Hotel: The main purpose of HR function is to always stands with the
firm in their good or bad times and also makes effective HR policies which is good for the Hotel
Marriott. HR purpose or function is to resolve each and every conflict in the Hotel Marriott. The
1
Illustration 1: HRM Function
Source: Human Resource Management (HRM)
Definition & Fuctions, 2016.

main point is that not everyone can be happy all of time at their work place then at that time main
purpose or HR is to developed confidence and motivate employees so that issue of staff turnover
can be resolved. And generally find a way to keep staff and managers happy of Hotel
Marriott(Noe, 2017).
The main purpose, roles, responsibility of HR function in Hotel Marriott:-
Recruitment & Selection:- The main purpose of HR of Hotel Marriott is to find a right
candidate. Individual is responsible for selecting right candidate for job and ensure their retention
in business.
Orientation:- The purpose of Hotel Marriott orientation is that new employees can adjust
themselves with employers and with their job. The role of Orientation in Hotel Marriott of
employee is to include the objectives and goals that how employees can help to achieve shot
term or long term goals in the firm and responsibility is to give them satisfaction about their
duties.
Training:- The purpose of training function in Hotel Marriott is that employee should know
about working pattern. The role is to motivated employees and the responsibility is to assessing
better results for future from employees.
The significance that HR plays in acquiring talent to meet business objective:-
HR significance is to achieve the goals and objectives of the Hotel Marriott and it includes
both the personnel and payroll function of the objectives. Significance of HR is that it helps in
training the employee’s which supports organisation in achieving targets and objectives It is a
programme of multiple human resource policies that are internally consistent in relation to HR
objectives. For any of work they must plan their resource and one of their key resource is to
resource people. HR significance helps to achieve its objectives from time to time creating a
positive attitude among workers. It reduces the wastage and maximum use of resources in Hotel
Marriott. It focused on increasing employee commitment and employee empowering. Hotel
Marriott also gives occupational safety and customer service to employees (Wright, 2018).
Approach to workforce planning, recruitment and selection, development and training,
performance management and reward systems
Workforce planning can be defined as an ongoing planning. It is considered as a used in
arrangement an organisation needs and their priorities and its ensure about the
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services ,requirement of production, cost of goods and regulation in an organisation(Bratton and
Gold, 2017).
There are two approaches:-
Competency approach – this approach determines person's skill and knowledge required for
particular post and assessing competency which is required for achieving goal. Marriott hotel
adopt competency approach because entity requires skill and knowledgeable people for dealing
with customers.
Recruitment approach
Marriott hotel applies internal approach of recruitment in which promotion method has
been considered. They provide chance to every employee to show their capabilities and get
promotional opportunities. This hotel gives promotion to 50% of employees in an year (Sparrow,
Brewster and Chung, 2016).
Selection approaches-
Interview method applies by company that helps in represent skills and personality and
physical testing also adapt because it shows working capacity and their efficiency of doing work.
Performance Approaches-
Traditional method are such as ranking, grading, paired method, checklist method, essay
method etc),
Modern method are 360 degree appraisal, cost accounting method, MBO etc.
Marriott applies 360 degrees appraisal method where employee get feedback from their
colleagues and subordinates. I
Training Approaches-
There are two types of training approaches ,
on the job training (coaching ,experience, project ,position rotation, management
training) and
off the job training (brain storming ,in basket training ,case study give)
Marriott applies “on the job training” because they get more effective and learning plus
work will be done by trainers(Stone and Deadrick, 2015).
Reward system approaches
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Reward can be given on the bases of working efficiency, performance, skill, overtime work
etc.. Marriott gives reward to employees in form of incentive and provide extra wages for
overtime work. It gives motivation to employee to do extra work in efficient manner. It boosts
their morale as well.
Use of technology, online resources, digital platforms, social networking improving recruitment
and selection process
To improve recruitment and selection process through these aspects in Hotel Marriott:-
Technology:- Technology is one of them where the recruitment can be improved in so many
ways such as creating an open request through the software that analyses job description based
on the knowledge, skills, and experience required for the job through technology. It attracts and
outsource candidates and also screening and short-listing candidates. It can improve interviewing
candidate through automated interview in Hotel Marriott (Lasserre, 2017).
Online resource:- There are so many ways to improve recruitment and selection process in
Hotel Marriott through online resource such as posting job requirement and also find the way to
contact us process where all the details about candidates can be given. Advertising and sourcing
is one of the way to improve recruitment process where the advertisement can be shown on the
websites or application of job requirements.
Digital platform:- Digital recruitment platform has many benefits for both recruiter and
candidates in Hotel Marriott because from that they can attend their interview from their comfort
zone. It can be done on the computers, laptop even on smartphones as well. Digital platform
means given a platform in the market to Hotel Marriott where any of one can easily reach to the
firm. It's a type of marketing of the Hotel Marriott (Ekwoaba, Ikeije and Ufoma, 2015).
Social Networking:- It is one of the way to improve recruitment process in Hotel Marriott such
as posted on social sites that candidates can easily reach to the suitable job. Create a page of
Hotel Marriott on social sites, hashtags requirements, optimize Hotel link through company
page. Post in famous groups which has been created on facebook and instagram that candidate
can read out. Create custom images or more social engagement it also improves the recruitment
process of Hotel Marriott. There are so many sites for searching jobs like naukri.com, shine,
monestar where can be posted. It can be so much easy for both the parties.
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LO 2
Evaluation of the methods used in HR practices
HR practices Marriott Hilton
Recruitment  Marriott implements
internal approach of
recruitment, because it
is cheaper & it
enhances performance
of its employees.
 Hilton follows external
recruitment method and
it hires people through
recruitment agencies.
 In addition, it prefers
educational institutes to
find the skilled
candidates.
Reward Management  Marriott not only give
monitory benefit to its
employees but it also
focuses on the other
factors like work-life
balance, leadership
quality, training, career
growth and work
environment.
 Marriott creates a
caring workplace
which helps to
establish loyalty among
employees (Robertson
and Marriott, 2017).
 This helps the
employer to motivate
employees and they
 Hilton also gives many
other non-monitory
benefits to its
employees which
enhances employees
performance, it
provides its employees
benefits and flexible
schedules to maintain
work-life balance.
 Maintaining work-life
balance of employees
and rewarding them
motivates employees
and they tend to put
extra efforts in business
activities. This leads to
accomplishment of
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focus on achieving
organisational
objectives effectively.
desired goals.
 Flexibility at
workplace: The
business organisation
provides flexibility to
employees so that it
helps in building
effective employee
relationship. This way
it further helps in
motivation of
employees and
achievement of overall
goals and objectives of
business.
TRAINING METHOD Induction training is applied
in the firm
The essential gain of induction
education is that it is able to be
short and informative
permitting companies to store
money. The time on making
plans and accomplishing the
training even as presenting key
information to new entrants.
On the job training method
It is useful because it narrows
down and prepares the skilled
employees who are proper for
the employer. By the end of
the training system, the
agency’s values, strategy, and
dreams are brought and
ensuing in a worker’s loyalty
to the enterprise.
Performance management Hotel takes support of 360
degree method in order to
measure performance of its
workers.
Hilton adopts result approach
that aids business in
identifying deserving
candidates those who are
performing well in firm.
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LO3
The approach to effectiveness of employee relations and employee engagement
Employee Relations: Employee relation is relationship between management and
employer, employer and workers or management and employer. This is used to concerning
workplace decisions, grievance, conflicts, issue of collective bargaining etc. Marriott Hotel with
good employee relations program provides fair and consistent treatment to all employees so they
will be committed to their jobs. Marriott uses human relations approach in its organization for
maintaining employee relations. For this Marriott studies employee needs and satisfy their needs
which motivate to its workers and help in increasing productivity with maintaining good
relations between employees and management. Using this approach Marriott provides job
security, good pay and working conditions to its workers(Dessler, 2016). That aids in improving
relationship between staff and management. By this way people always support organisation in
complex situations.
Employee Recognition: It is one of the best practices used within the Marriott hotels to
make the employees work hard for the organisation.
Good communication: Good communication ensures that the employees working within
the organisation are having the right practices of communication. A better communication
ensures that required growth is being achieved. This is considered as the internal factors through
which business can maintain effective relationship with employees.
Fair and Equal Treatment of employees: Better treatment of employees ensure that the
organisation is achieving required growth and employees tend to feel motivated while working.
Aon Hewitt's Model of Employee Engagement: This model explains that employee
engagement is primary objective of talent strategy. Marriott used this model to increased
engagement of workers in organization. This model includes organizational drivers and business
outcomes of engagement as well as the individual outcome of employees itself. Marriott engaged
employees by creating a foundation in organization through empowerment, communication,
providing befit, job security etc. This model helps to differentiate Marriott with others firms on
the bases of brand value, leadership, performance etc. which helps to measuring employee
engagement.
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Agile Working Flexible Model: Flexibility is the capability that focuses on adapting
employees knowledge, skills and behaviour to change in working environment conditions. By
using this model of flexibility Marriott offers its employees flexible work schedule or time. Like
employees of Marriott can work from home and have flexibility in working hours as well. This
model is framed for specific positions. Main goal of Marriott of applying this model is offering
significant benefits to organisation and workers both. For Marriott this model work as cost
saving, increasing ability of attract new talent and retain them, extended the clock business
hours. For employees of Marriott it is helpful because it helps to improve their work life balance,
self determination, job satisfaction, productivity etc. Flexibility assists to employer and employee
both because it increases more effective consideration at workplace to focus on their
participation. For employees, it assists to increase their participation and dedication towards the
work. This is because, it helps to encourage them to modify their work time. As a result, it helps
to encourage them towards effectiveness at workplace. On the other hand, for employers it
assists to produce flexibility in desired level of outcomes which would be beneficial to attain
overall goals and participation.
Employment Legislations within which organization must work
Employment legislation means laws that are related with employment policies, right of
workers etc. These laws affect employee, employer, management and union directly or
indirectly(Crawshaw, Budhwar and Davis, 2017).
Health and Safety (1974): This law ensures safe system of work for employees. Marriott must
follow this law and entity has to ensure cleanliness, proper ventilation, good working
environment for workers of Marriott. This law provides right to workers that if they are injured
at workplace and employer breach a statuary duty than workers can sue for compensation. This
law will provide a health security to workers of Marriott which helps to increase loyalty and
productivity of employees(Zou, 2018).
Equality Act (2010): Equality act must be followed by Marriott because it provides consistent
non discrimination protection to people on the bases of age, religion, sex and others. This law
protects employees from direct discrimination, indirect discrimination, harassment etc. It helps to
avoid personal biasness and provide equal treatment or rights to all workers. When Marriott
works with this act then all employees of Marriott will feel happy which create a competitive and
satisfied environment in organization.
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Equal Pay Act (2010): Equal pay act enforces an organization to pay equal payment, benefits
and wages for equal work. Marriott must apply this act in organization because this prevents
discrimination on an individual’s gender when men and women are performing same work. It
prohibited less favourable treatment between employees of same designation. This Act improve
working environment of Marriott. When Marriott work on this act all employees motivates and it
helps to increase their efficiency (Lasserre, 2017).
Unfair Dismissal Act (1977): Unfair dismissal means termination of contract of employment of
an employee by employer in lawful or wrongful manner. A contract can be called unfair when it
breached without any notice. A lawful dismissal is when employee is terminated because of valid
reason like disciplinary actions, qualification, capability etc. Marriott must use this law because
of this law employees of that organization will feel that if any action related to termination will
be take then a notice and fair reason will be provided to them.
Employee relations and employment legislation helps to meet business objectives
Employees relations are important to achieve organizations goal and objectives. Because
when in an organization relations between employees, employer and union are good than all
work together that minimise confusion and conflicts that support in increasing productivity of
organization as well as profit. A good employee relation of Marriott helps to create healthy
environment in workplace which helps to retain talent. Employee legislations are also plays
crucial role in organization because when Marriott work with some laws or acts then a
disciplinary ad equality is created among employees. Health and safety act provides a health
security to employees who are working in Marriott. By which they are able to work without any
related tensions because all arrangement of their safety are available. It increases capacity and
efficiency of employees which helps to increase productivity and workers’ satisfaction. Equality
Act is very important law because when this applied in Marriott all employees who are working
in Marriott will feel happy because of no discrimination at workplace and organization give
chance to talent which create a competitive environment by which helps to develop skills under
employees by which organization objectives can be achieved. Equal pay act this act motivates
employees directly by providing them equal benefits or salary. When Marriott has motivated
workers then it helps to create a loyalty among employees and create a healthy environment for
employees. Unfair dismissal act this act prohibits termination of employee with or without
notice with unfair reason. When this act will apply in Marriott then employees of Marriott will
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feel a secure that without fair reason they will not be terminated. And if anyone harms their job
without any valid reason then workers can take legal action. This act helps to achieve
organizations objective, it supports in retaining loyal workers which decreases cost of labour
turnover and increase productivity (Ruona, 2016).
LO 4
Human Resource Assistant JD, PS and offer letter
Job Description:
Job Title Human resource assistant
Reports to Chief Executive Head
Roles & Responsibilities Recruiting and staffing,
Maintain daily updates of personal records,
Assisting with employee relation,
Payroll and benefit management,
Help organize and manage new employee orientation,
Grievance handling in organisation.
Qualification Associate degree in HR field,
Bachelors in Management field.
Person Specification
Title of the job Human resource assistant
Date: 28/02/2019
Qualification required Essential Desirable Met
Graduation: Bachelor's
degree in management.
Post graduation: MBA or
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degree in human
resource field.
Knowledge of
employment law.
Excellent computer skills
of Microsoft office like
word, Excel, power
point.
Strong communication
and customer service
skills.
Yes
Yes
Need of Experience
Minimum 2 year of
experience is required
in any organization in
relevant field.
Yes
Personal characteristics
& conduct
Must possess
interpersonal skills.
Must be organized,
accurate and able to
monitor work for
quality.
Assist all team members
when needed.
Multitasking person.
Yes
Yes
Roles and
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Responsibilities
Record maintenance.
Setting appointments and
scheduling meetings.
Resolving conflicts and
grievances.
Processing Payroll.
Responsible for
orientation and
induction.
Yes
Yes
Job related interview questions:
11 Tell me something about yourself?11 How will you handle conflicts between employees?11 Why should we hire you?11 What is your expectations with job?11 Where you want to see yourself in next five years?11 What does a HR assistant do?
Job offer letter:
Mr. Richard Cook
20 Fenchurch Street
London
Dear Mr. Richard Cook
Marriott is exited to offer you position of HR Assistant within an anticipated date of
01/03/2019. As HR assistant, you will be responsible for recruiting- staffing, maintaining daily
records, payroll and other HR functions. You will report directly to the HR Head of Marriott.
From 01/03/2019 to your working time will be from 9:00 AM to 6:00 PM. The starting salary
offered to you is £30,000. In addition, you will be eligible for medical and fringe benefits.
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Your employment with Marriott will be on an at will basis, it means you and company are free
to terminate employment at any time, with or without notice. If you choose to accept this offer
letter please fill in the necessary details with prescribed documents.
Regards,
James Paul
Chief Executive Officer
Marriott
CONCLUSION
From the above study it has been summarized that training, recruitment and selection is
main purpose of HR functions. It has been concluded from the above report that workload
approach and competency approach plays important role in workforce planning. It identified that
internal and external approaches are used in recruitment planning. This study included impact of
health and safety, equality and other employee legislations which are used to achieve business
objectives. It summarized from above study that employee relations are necessary function of an
organization and it also used to achieve goal and objective of Marriott.
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REFERENCES
Books & Journals
Bratton, J. and Gold, J., 2017.Human resource management: theory and practice. Palgrave.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2017.Human resource management: Strategic
and international perspectives. Sage.
Dessler, G., 2016.Fundamentals of human resource management. Boston, Massachusetts:
Pearson.
Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Larsen, H.H., 2017. Key issues in training and development. In Policy and practice in European
human resource management(pp. 107-121). Routledge.
Lasserre, P., 2017.Global strategic management. Macmillan International Higher Education.
Noe, R.A., et.al., 2017.Human resource management: Gaining a competitive advantage. New
York, NY: McGraw-Hill Education.
Robertson, M. and Marriott, C., 2017, September. Role reassignment and resource management
in human organizations. InArtificial Life Conference Proceedings 14(pp. 569-576). One
Rogers Street, Cambridge, MA 02142-1209 USA journals-info@ mit. edu: MIT Press.
Ruona, W.E., 2016. Evolving human resource development.Advances in Developing Human
Resources,18(4), pp.551-565.
Sparrow, P., Brewster, C. and Chung, C., 2016.Globalizing human resource management.
Routledge.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management.Human Resource Management Review.25(2). pp.139-145.
Wright, P., 2018. Fundamentals of human resource management.Management.5.p.27.
Zou, M., 2018. International and Comparative Employment Relations: National Regulation,
Global Challenges.
Online
Human Resource Management (HRM) Definition & Fuctions. 2016. [ONLINE] available trough
<https://studiousguy.com/human-resource-management/>
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