Human Resource Management and Productivity Analysis

This assignment delves into the importance of human resource management in enhancing productivity and performance within a workforce. It discusses various HR practices such as training and development, employee engagement, and corporate strategy, and their impact on business outcomes. The analysis draws from relevant literature and case studies to provide insights into effective HR management for productivity growth.

Human Resource

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1 ............................................................................................................................................3
TASK2 ............................................................................................................................................3
TASK 3............................................................................................................................................3
3.1 A job description and person specifications in hospitality organisation..........................3
3.2 Compare the selection process of different service industries businesses.......................4
TASK4.............................................................................................................................................5
4.1 Assess the contribution of training and development activities to the effective operation of
a selected service industry business.......................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource is a function which is considered by vital sections in looking after an
important asset in organisational surrounding. The hotel Marriott is adopted in a manner to deal
with HRM activities with a present context(Shen and Benson, 2016). It is understandable in
preparing HR plans which is used by Marriott in preparing demand and supply of market. In task
it is based on regarding with rights and laws of an organisation. Marriott significance is base on
employee rights and relation which is understood by focusing on impacts. The task is based on
focuses in developing job description and specification with various methods applied for specific
post. Final task is made on achieving advantage by proper training and development.
TASK1
Covered in PPT
TASK2
Covered in PPT
TASK 3
3.1 A job description and person specifications in hospitality organisation.
In Hotel industry, the requirement is for Marketing. An individual is able to make
relations among customers. Company is dealing with customers on day to day basis with
pleasant experience in making support with other employees.
Job description
Qualification Degree of MBA/BBA in recognised university
Experience A person having 0-1 year of experience in
Marketing
Area of expertise Should have complete knowledgable about
customer services and encouraging towards
product and service
Other qualities Able to support others, maintaining relations,
learning ability etc.
Key responsibilities:Checking availability in Marriott hotel by confirming its status.

 Enquiring in regarding with products and services to customer. The motive is to make aware about services to customers about tourism destinations.
Person specification
Particulars Essential criteria
Qualification and training Training in about 2-3 months in sales
Experience Fresher or having 1 year of experience
Skills and knowledge Attention to detail
Personal characteristics Confident, hard-working and learning ability
Personal profile:
 The candidate is mentioned in order to fulfil criteria which are eligible for this post in
hotel Marriott are classified as under.
 Candidate should be in a age between 21-30 years
 He/ She must be graduate in commerce or management field.
 Having ability to provide service to customers.
 Candidate background, reference and medical check are made for verification.
The factors in which potential candidate has to face are leading in a mode of
communicating with customers on daily basis by informing about services to be render(Jabbour
and de Sousa Jabbour, 2016). The services executed made by the part of service department by
making furthermore classification. Job description is made on the basis of HRD of hotel
Marriott.
3.2 Compare the selection process of different service industries businesses
The objective of selection is based on activity is to obtain an appropriate candidate for
job description provided by an organisation. Marriott is facing this process on daily
basis(Jackson, Schuler and Jiang, 2014) Here process is figure out by initial screening,
completed application, employment test, comprehensive interview, background verification and
last is permanent job offer is provided to candidate. The candidates are facing this approach on
day to day basis where employees are making this interviews and selection on that ones.
Basis Marriott Cox and Kings

Initial screening Hotel Marriott is figuring out in
making initial screening of candidates
qualification and personal
specification.
Hilton hotel is making initial
screening of CV by making
use for hiring process.
Completed application Completed application is required by
candidate for job.
Here required applications
with not in completed form by
candidates.
Employment test Employment test is made on paper
form of work.
Here tests not made. The
selection based on face to face
interview.
Background
examination
Background check is required by HR
manager in making information
available of candidate. Here
background verification is only
important for candidate.
Here reference of past and
present employee check
necessary.
Permanent job offer Final process of selection is made on
the basis of candidate working ability
and in this job offer is provided to
adequate person who is willing.
Here permanent job offer is
provided to whom who are in
relating to fulfil company job
specification.
The main objective of selection is based on selecting suitable candidate. Their having use
of techniques which is undertaken by an organisation. The techniques are interviews,
presentation, tests and psychometric test. Interviews are playing vital role which is useful in
checking soft and technical skills. Techniques are made for making best outcomes. Presentation
is based on preparing by showing panel case in order to managed customers. Tests are based on
observation conducted by candidates as per situation.

TASK4
4.1 Assess the contribution of training and development activities to the effective operation of a
selected service industry business
The training and development activity is made for employees of Marriott company. The
activities are leading with higher level of effectiveness with an implication of personal
development, health and safety, increasing personal and organisational productivity. Here are
many of the implications made by company with an aspect to increase productivity and dealing
with clients and customers on day to day operations. The contributions made by training and
development with making effects on company Marriott.
Personal productivity: Company Marriott is enhancing employee productivity by
allocating job role by providing employees proper training and development. Here there is an
increased offering of productivity for making better career growth. By providing proper training
to employees it is helpful for them in enhancing personal qualities of work.
Organisational performance: It is an important approach used by organisation in
acquiring better performance of employees with making long term success. Marriott hotel is
making reduction in wasteful activities which are based on time and efforts. Training and
development is necessary in building organisational performance. By this, employees got proper
instructions about work and increasing their ability towards goals.
Profitability: Marriott is dealing with profits on day to day basis by making training and
developing use for employees. Here the resources are adding higher profits maintaining for
organisation. It is a vital role for company. Employees need this developing step for increasing
profits in business aspects.
Organisation Culture: this culture is defined by Marriott by establishing diversity,
growth and value of development in an organisation. Here training and development is made for
learning culture of an organisation. By this improving step, company is making effective culture
in the form of increasing capabilities towards achievement.
Team spirit: Trainings are provided to employees in order to enhance team spirit among
each other. It is a most vital element used in developing purpose. The activities formed are
described by Marriott. This implementing step is used for making team spirit work with
complete dedication in performing task.

Competitive advantage: It is an important approach which is made by boosting growth in
an organisation. Here proper programs are made with dealing by enhancing personal working
ability of Marriott(Paillé, 2014). Due to this development Marriott hotel leads with making
competitive market trends.
Health and Safety: Training and development is looking after employees in providing
regulations of health and safety. Marriott is turning with safety rules which are required in
adopting employees working ability. Hotel employees are opting training and development by
leading with health and safety in working process.
Focus on organisational quality: company is facing on completing an organisational
goals for which they has provided perfect training and development approach with a manner to
offered by developing activities(Purce, 2014). Marriott is pertaining act by ensuring services
which are maintained by employees. Due to this approach quality of employees lead focus in
enhancing goals and objectives.
CONCLUSION
Human resource is well developed approach used as weapon in competitive market for
McDonald. From the above report it is concluded that strategy is based on development with
efficient market. The focus of employees is made on the basis of competition prevailing to
manage work force in market. Marriott HR department prescribed by laws and regulations with
framing structure. Recruitment and selection of candidates is required by an organisation in
making selection of right person for the right job. Productivity is an essential factor which is
needed for growth by meeting with performance of work force.

REFERENCES
Books and Journals
Ahmad, S., 2015. Green human resource management: Policies and practices. Cogent Business
& Management. 2(1). p.1030817.
Albrecht, S. L. and et. al.,2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Bailey, C. and et. al., 2018. Strategic human resource management. Oxford University Press.
Bamberger, P. A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., 2017. Human resource practices in multinational companies. The Blackwell
Handbook of Cross‐Cultural Management. pp.126-141.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Jabbour, C. J. C. and de Sousa Jabbour, A. B. L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Ma Prieto, I. and Pilar Perez-Santana, M., 2014. Managing innovative work behavior: the role of
human resource practices. Personnel Review. 43(2). pp.184-208.
Paillé, P. and et. al., 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics. 121(3), pp.451-466.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Reiche, B. S. and et. al., 2016. Readings and cases in international human resource
management. Taylor & Francis.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Tyson, S., 2014. Essentials of human resource management. Routledge.
Online
Human resource. 2018[Online]. Available Through:
<https://www.humanresourcesedu.org/what-is-human-resources/>