Human Resource Management: A Comprehensive Analysis

This assignment provides a comprehensive analysis of human resource management, covering key concepts, theories, and practices. It includes a list of relevant books and articles on the topic, ranging from introductory texts to specialized studies. The assignment is likely intended for students in business or management programs, requiring them to review and synthesize information on HRM topics, such as strategic HRM, global talent management, and human resource metrics. A detailed summary of the provided references would be an appropriate response.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1 Purposes and functions of HRM applicable in workforce planning and resources...............1
P2 Strength and weaknesses of different recruiting and selection approaches ..........................2
LO 2.................................................................................................................................................4
P.3. Explain the benefits of different HRM practices within Marriott hotel for both employee
and employer...............................................................................................................................4
P.4. The effectiveness of different HRM practices in terms of raising organisational profit and
productivity.................................................................................................................................5
P.5. The importance of employee relations in respect of influencing HRM decision-making...6
P.6. The key elements of employment legislation and the impact upon HRM decision making
.....................................................................................................................................................8
LO 4.................................................................................................................................................9
P.7. The application of HRM practices in a work related context, using specific example........9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is the important function that assist to accomplish desired
aims and objectives in systematic manner. It is important activity that can be used for increasing
efficiencies and effectiveness of HR manager. It also ascertains more creative element that helps
to solve business issues and provide proper functioning in the business. In this context, present
report based on Marriott hotel which is the one of the largest hotel of UK. For gathering inside
knowledge of the company, present report covers workforce planning and resources that are
important element of any business. Furthermore, it includes HRM practices that ascertain several
benefits to the management and employees of the selected business. Moreover, it assists to
analysis importance of employee relations which could be influence to take HRM decision-
making. At last, it demonstrates legislation that are essential adopted to work in the business.
LO 1
P1 Purposes and functions of HRM applicable in workforce planning and resources
In the Marriott, there are several issues and problems exists that could be impact on their
functioning and effectiveness(Scullion, and Collings, 2011). Furthermore, high turnover of
employees is the main issue that create problem to deal with different activities. However, the
company has many purposes to develop workforce planning in the enterprise. Hence, different
purposes taken by the business that are explained under here:
 Encourage several numbers of candidates to recruit new members: Marriott hotel has
main aim is to motivate new candidates for taking part in the recruitment and
selection(Kinicki, and Kreitner, 2012). In this way, candidates are able to apply for
particular job as per their interest areas and skills. In addition to this, short list candidates
also develops through interview program of the chosen business. Hence, manager of the
selected business to stimulate job seekers as per performances.
 Analysis skills of candidates to fill the vacant job: In this aspect, candidates skills
recognised which is obtained on the behalf of selection process. With the help of
recruiting, Marriott can select best candidates to increase effectiveness at workplace.
 Reduce unemployment issues: In addition to this, it has been considered that increasing
employment and workers efficiencies require at high level so that it assists to gather

employment opportunities. It is the main motive of Marriott to maintain relationship
management in systematic manner.
 Role of HR manager in Marriott: HR manager of the chosen organisation has also
greater role to recruit and select the candidates at workplace. It is the best way to reduce
high turnover of Marriott employees(Marchington and et.al., 2016). In addition to this, it
is also increases efficiencies of staff members. HR manager of the chosen business
analysis applicants CV on the basis of vacancies. In this accordance, selection of
candidates is useful technique for effective work performances.
Beside this, Marriott has different functions through they are able to deliver effective
results at workplace. In this aspect, implementation of action plans also determines that make
proper contribution of the staff towards the business purposes. Functions of the HRM also
expressed to meet with effective results:
 Managerial functions: in respect to develop creative results, managerial functions are
carried such as planning, organising, directing and controlling the activities(Mello,
2011). Management of the enterprise analysis and operate activities in HR department. In
this kind of system, manager able to recognise and create plan to accomplish their aims
and objectives in systematic manner. Along with this, in Marriott strategic planning tools
will be implemented that make targets to obtain useful information.
 Operational functions: Further, managerial functions are also carried that helps to HR
department to implement functions such as recruitment, selection, performance
appraisals, etc. With the help of operational functions, valuable results will be created
which increases efficiencies of staff members. Furthermore, it also included wages,
salary, relationship with employees to ascertain creative results at workplace.
P2 Strength and weaknesses of different recruiting and selection approaches
In the Marriott hotel, there is effective recruitment and selection approach has been
implemented that assists to develop creative results in systematic manner. In this regard, HR
manager able to focuses on their issue and problems(Sparrow, Brewster, and Chung, 2016).
Action plans are also prepared that increases workers efficiencies in systematic manner. It is the
best way to contribute staff member performance. For recruitment, the company using internal
sources through they are able to gather skilled employees in their business. Hence, following are
certain strength and weaknesses exists with this method.

Strength:
 In respect to select the new candidates, effective skills and energetic efforts are required
to meet with aims and objectives.
 In the internal method, Marriott able to maintained and achieve high level of efficiencies
towards business objectives(Castrogiovanni, and Kidwell, 2010).
 Increasing workers efficiencies also helps to gain proper support to staff to create
effectiveness.
 It is the best way to develop brand image of the organisation which create effectiveness
for more profits and revenue.
Weaknesses
 Recruitment from the internal resources have also some weaknesses. In this way, Marriott
unable to recruit fresh candidates from the market.
 Not proper support from the existing staff members are created negative impact on the
functioning of business.
 Inappropriate behaviour of existing employees create negative impact on the business
functions and operations(Purce, 2014).
 Internal method also create conflicts and disputes among different employees so that it
impact on the team work performance.
 Lack of coordination of different members also not support to the business to make
creative results at workplace.
In order to implement external method for fill vacant job, Marriott need to assess the pool
of job candidates other than the existing candidates. With the help of sufficient skilled and
qualified members in the company, they can easily perform very well and good aspect. In this
process, following are strength and weaknesses exist in front of HR manager:
Strength
 When Marriott takes candidates from external environment, it increases large pool of
applicants. Therefore, the company has choice to find the right person for the job.
 With the help of external selection method, the company has opportunities to look for
fresh candidates to make themselves competitive(Berman, and et.al., 2012).
 Bringing fresh talent employees in the organisation assists to motivate current workers
that helps to produce and accomplish promotional opportunities at workplace.

 In addition to this, hiring external candidates also open many opportunities to identify
experienced and highly skilled candidates to meet with diversified requirement.
 From the external environment hiring, the company has advantages to track the records
for competing with the business to gain insider views with ascertain high competition to
make them successful(Huselid, and Becker, 2011).
Weaknesses
 In the selected business, external selection is also creating several weaknesses to hire
external candidates.
 It takes more time and cost than the internal hiring at business enterprise.
 It also reduces employee morale because it reduces chances of promotion in Marriott
when productivity, morality decreases in the business.
 It takes more time to provide proper training to external candidates in the system which
used by organisation in large context.
 It can also difficult to tell by the candidates with information in which they can fit to the
company employees.
 Further, when new employees bring up the advantages of fresh and creative ideas, it is
also creates negative impact on the Marriott.
LO 2
P.3. Explain the benefits of different HRM practices within Marriott hotel for both employee and
employer
In Marriott hotel, there are many responsibilities present to the human resource team as
they are concerned about to the involvement of both employee and employer(Harzing, and
Pinnington, eds., 2010). A successful company always promote the positive work culture in the
firm and favourable benefits with the help of HRM practices by keeping employee happy and
motivated towards their work role in the business. These practices helps to employer that they
negotiate the employee relationship and recognise the mode to reduce the unproductive factor of
Marriott hotel. And the employee, Hrm practices helps to protecting the rights of employee,
training and development. And make sure that Marriott is working according to the lobar low's
rules and regulations. They provide some practices which is remuneration, allowances and
rewards to motivate the employee in the hotel and make sure employees about their goals and

obligations in Marriott hotel. This HRM practice makes the positive impact on the employee
mind and create a positive behavioural climate in the organisation.
M.3. The different method used in HRM practices:
 Human resource management have some asset like employees, HRM professional can
use them to ameliorate their trade and use their flexible customer service skill to fulfill
company's need(Budhwar, and Debrah, eds., 2013). The weakness of this HRM practices
is, they feel demotivated when they are given extra work in the firm.
 Human resource department of Marriott hotel provide support to their employee in
orders, when they feel that their rights are being violated in the organisation and also
those employees, they are facing any kind of discrimination and harassment can directly
contact to the Marriott hotel's HRM team to provide the remedy to those employees in
this situation. The strength of HRM practices increase the employee satisfaction level in
the firm that contributes to accomplish firm's goals and objectives.
 This firm provide training and development services to their employee to make them
more expertise in their field. For building a flexible workforce to the Marriott hotel.
HRM team would like to promote worker, they provide a flexible workplace, including
flexible design of work environment that helps to employee to do more work hard and
very effectively perform in terms of crucial time of Marriott hotel. Their employee will
be more productive and suitable for every competitive environment situation and they do
their job according to their fill capability and generate more profit to the company. This
HRM practices strength is improved the quality of their employees.
P.4. The effectiveness of different HRM practices in terms of raising organisational profit and
productivity Learning, training and development: Training can be explained as a process of assisting
a person for enhancing his efficiency and effectiveness to a specific field by developing
their more skills and experiences(Meredith Belbin, 2011). It is the most essential part to
become an employee more skilful, flexible to providing the best services, experienced in
their required areas. The learning process is always a continuous process in anyone's life
experience. By the learning process they will be able to gain more knowledge through
training and development program of Marriott hotel. This training and development
program provided by the Marriott hotel provides the best activity and special working

zone to be friendly with the latest approaches of work more effectively and also these
practices help the Hotel to raising their productivity and current employment. Skill
training is the process in which one is able to learn new development in the recent ear.
The focus of all aspects of HRM is on developing efficient workforce to the company
that will help to accomplish goals and objectives of Marriott hotel. Payment and reward management: Payment and reward system, these systems will
always motivate people in terms of raise the investment contributing develop thought,
which helps to encouraging the high authoritative advancement to Marriott hotel(Wright,
and McMahan, 2011). This approach helps to enhance the profitability and productivity
of Marriott hotel. Because, there is a huge scope of raising work experience in the
company by supporting the employee reward, payment, special allowances and other
benefits which will assist to support the work capacity of the employee in order to
accomplish profit and productivity of the Marriott hotel.
 Flexible working alternative: Flexible working alternatives is another affective practice
of HRM building a flexible and adjustable workforce that will enhance the productivity
of Marriott business, the reason behind it, recent employee scenario of Marriott hotel is
expected to work harder in the crucial condition of the hotel. HRM practices provides a
suitable climate to their employee in the different-different working conditions. They
provide required training and development program and resources on regular basis for
encouraging better performances and also teach them to work more effectively to proving
efficient services of the company(Chelladurai, and Kerwin, 2017). HRM practices helps
to increasing the thinking of being special in some particular circumstances and how they
can perform effectively in that situation to meet the Marriott hotel's goal and objectives.
LO 3
P.5. The importance of employee relations in respect of influencing HRM decision-making
Having a healthy relationship with employee is important for organisational success
attainment(Beardwell, and Thompson, 2014). A strong relationship with the employee is
required for high fecundity and human containment. Relation with the employee generally
indicate avoiding and resolving problems relating to the individuals and that might influence the
work scenario of Marriott Hotel. Good relationship with employees depend on the healthy and
safe work environmental condition, incentive and special allowances to the motivation of

employees as well as effective communication in the company. Marriott hotel follow healthy
employee relationship strategy to vantage more efficient, motivated and productive employees
that influence the sales of the company. When an employee does not behave according to the
policy of the Hotel, this is called employee indiscipline. There is very crucial situation in which
an individual cannot take decision quickly, he/she need to have guidance and advice to solve
those problems. Many times, we cannot think quick about some important subject but in
corporation, often there are some other fellow employees who are having brilliant thought that
can figure out the problems very easily(Fitz-Enz, and Davidson, 2012). Before, I utilize any
innovative plan, we go for the pros and cons of that plan to help to excess the problem and take
opinion to overcome to that problem. We all employees share our experience in the corporation
to solve any problem very easy and effective way. Every employee can not do everything oneself
in the Hotel, and all the work responsibilities should be distributed among with all the employee
to solve them quickly and sufficiently. We have a good relationship with our all fallow
employees in the corporation and they will always assist each other to make any complicated
project easy. Our management is energetic and motivated in the Hotel and other employees can
easily trust on them. And whenever every employee in the firm are needed of any help to regard
the work, they are always there for solving their grievances. These all working relationship
influence the HRM decision-making process, our HRM team behave friendly with their
employees and HRM professionals observe the needs and requirement of the employee and also
needs of the resources in the Hotel which will help to fulfil requirement and develop well
performance of the all employees.
M.4.The key aspects of employee relation management:
 Employee in the Marriott hotel give much feedback to our HRM team to relevant changes
and development in the organisation(Demo, Neiva, Nunes, and Rozzett, 2012). They give
appropriate advises to HRM team about some specific changes and that changes must be
there to help employees to do their job sufficiently and also increase the productivity and
profitability of Marriott hotel.
 HRM team should do friendly behaviour with their employees for help to solve all the
difficulties in the Hotel and help each-other as well. The Marriott hotel follow these all
employee relationship practices and these practices influence the HRM decision-making

process in favour of Marriott hotel welfare and wealth increment as well(.Brewster, and
Hegewisch, eds., 2017.
 Some employee's advises may be productive and beneficial to efficient development for
Marriott hotel.
P.6. The key elements of employment legislation and the impact upon HRM decision making
In auxiliary national legislation, every states has its own employment law legislation
impacting on this topic like record possession, labour relation, employee criminal record checks
etc. federal law directly effect the human resource management on the national level, while
sometimes small business are not affected by the federal law, it is depended on the size of the
organisation(Bratton, and Gold, 2012 ). This terms are required to the all HR professional and
that are well known in every changing areas of their state legislation rules and regulation towards
the organisation to know all the responsibilities in all the sector of HR operations.
 M.4.The key elements of employee legislation:
 Working time, wages and salaries of the all employee must be revised anally basis on the
basis of their Hotel policies and HR professional make sure all the activities related to the
wages and salaries must be accurate performing and that must be checked on regular
basis, because it can give bad impact on Marriott hotel if, employees feel any problem
regarding this process
 The leave provision must be there in every organisation to have rest in some critical
condition of health damage and illness of the employee. HR professional should ensure
that if an employee is disabled and they need to medical provision in critical condition
that time, they have leave provision option to take leave for few days from their job.
 Trade and labour union are here, since the 1930's to provide the equal bargaining power
to the all employees, it thoughts all about to the worker benefits like better pay, well
working condition and ensure that employees are treated with dignity and respect on their
working place in the Hotel(Daley, 2012).
 Human resource management are influencing by the every state legislation provision
because, there are several options are available for the works and employees can take
action against the hotel if they have any kind of harassment and discrimination in
Marriott hotel. So for all these aspects being mention in the policy of the company and all

the terms and conditions must be there in the job profile description(Boxall, and Purcell,
2011).
 HRM professional are required to take all these steps carefully and make their decision in
favour of employees. For resolving the conflicts and disputes in the firm, HR professional
must have well known legislative provisions in their mind, while they make their decision
towards their employee. This all elements affect the decision-making process of Marriott
hotel.
LO 4
P.7. The application of HRM practices in a work related context, using specific example
As a human resource manager in the HR department of Marriott hotel. As a team we are
having a fresh recruitment and selection process for the job role of hotel receptionist in the
Marriott hotel. We are looking for a receptionist for our hotel to be responsible for welcoming
clients and customers to our office(Armstrong, and Taylor, 2014). You will take responsibilities
of giving customer direction to several sections of the offices, contacting employee regarding
visitors and answering phone and taking message, database management, booking and
reservation in the hotel etc.
 Receptionist requirements:
 Becholar's degree in related field.
 Excellent verbal and communication skills.
 Good time management skill.
 Diploma in Hotel receptionist management. Etc.
The selection process requires lots of time because a human resources managers identify the
qualification for every candidate of the post. Similarly, check qualifications, background, and
age onward. There are many sectors that requires more attention to pay. The recruitment and
selection process below:
Selection process
 aptitude test phone interview
 achievement test case interviews
 Intelligence test behavioural interview etc.
 Judgement test

CONCLUAION:
In the given study, we have discussed about the roles and responsibilities of HRM in
Marriott hotel. We have learned the importance of recruitment and selection process plus training
and development process as reward system as well, how these practices help in improving
performance of an employee in an organisation. From the above discussion, we have learned
that, in any organisation, they have a HRM department which manage the company and solve all
the grievances of employees. Also, we have concluded about the importance of HRM practices
and its training and development program in the Marriott hotel. Overall, HRM play the most
important role in an organisation and its all practices helps in achieving organisational goal and
objectives effectively and efficiently.
REFERENCES
Books and Journals

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Berman, E. M., and et.al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Castrogiovanni, G. J. and Kidwell, R. E., 2010. Human resource management practices affecting
unit managers in franchise networks. Human Resource Management. 49. 2. pp.225-239.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Demo, G., Neiva, E.R., Nunes, I. and Rozzett, K., 2012. Human resources management policies
and practices scale .HRMPPS. : Exploratory and confirmatory factor analysis. BAR-
Brazilian Administration Review. 9. 4., pp.395-420.
Fitz-Enz, J. and Davidson, B., 2012. How to measure human resources management. Prenada
Media.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
Publishers.

Mello, J. A., 2011. Strategic management of human resources. London: South-western cengage
learning.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19. 3.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management .Routledge Revivals. 67.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Wright, P. M. and McMahan, G .C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21. 2.
pp.93-104.