HRM Challenges and Solutions

This assignment analyzes the various challenges organizations face in managing human resources. It discusses issues related to diverse languages, work cultures, ethics, legal frameworks, and management styles. The paper emphasizes the need for HRM teams to implement effective strategies and solutions, such as talent outsourcing and strategic personnel retention, to address these complexities and strengthen organizational performance.

ISSUE IN HUMAN
RESOURCES

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Designing job description, person specification, performance appraisal methods and criteria to
evaluate performance of individuals............................................................................................1
TASK 2............................................................................................................................................7
Issues & challenges that affect Human Resource Management of Inter-Continental Hotels
Group PLC:..................................................................................................................................7
CONCLUSION................................................................................................................................9
REFERNCES.................................................................................................................................11

INTRODUCTION
Human resources management is that part of organisation which is enabling company to
train and develop the skills of their employees who are been hired by them. their functions
includes like that of recruitment, selection, training, development, resolving of issues, allotments
of salary and bonus each part is related to employees or staff of company only. However there
are lot of issues which company face in regard with human resource management staff like that
of not able to implement technology into. In this current assignment these issues and challenge
would be studied and following with job description of including performance appraisal
methods. The focus is on InterContinental Hotels Group PLC where effectiveness of existing
recruitment and selection process.
TASK 1
Designing job description, person specification, performance appraisal methods and criteria to
evaluate performance of individuals
InterContinental Hotel Group PLC which is British multinational hotel company is tend
to hire people who are graduate in this particular field of human resources. The current practice
of hiring and selecting employees from a huge prospects of people is very effective as they are
using round of interview sessions and external recruitment methods. Thus effectiveness of these
methods could be analysed by the fact that company is been able to hire best people from the
overall candidates who are coming for interview (Brewster, 2017). InterContinental Hotel is also
using very good and effective appraisal process which is called as interpreting employees as per
their skills and performance in company. If hotel group is using very well organised process and
methods of appraisal then it would be required by them that they are reviewing performance of
personal who are working into company.
In this current part it would be talked about putting advertisement and job description
about Head of Marketing department in InterContinental Hotel Group PLC.
(a) Creative advertisement for Marketing Head personal.
Head of Marketing Department.
Americas office
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InterContinental Hotels Group, 3 Ravinia Drive, Suite 100,
Atlanta, Georgia 30346-2149, US
Company description:
Our Group of hotels is hiring professional in marketing
department for position as Head of Marketing department in our
Atlanta site. As IHG is world’s leading hotel group with about
375000 people working all around 100 countries. As our
marketing team is expanding and performing very good to
achieve the motive and target of group. So we are hiring more
people in Marketing department one of which is Head of
Marketing.
Job Description:
In Marketing department company is hiring Head of section
who would in in charge of whole team their working and other
related issues as well. The work would be very clear of
showcasing our group of hotels in market so that we could
easily achieving targets and attracting higher number of
customers and investors to company. The Head would be
responsible for whole team and also in promoting group of
hotels in market both products and services.
Qualification:
The person who is applying for the post must be having
following qualifications:
Experience- 5 years in field of marketing.
Skills- promoting company, being team leader, new ideas for
effective marketing for company.
Abilities- to handle workers who are working under them,
execution of innovative ideas.
Degree- MBA in Marketing.
Additional Information:
The person would be required to travel to other sites of our
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group to demonstrate and work with staff there as well once in a
month.
(b) Job description:
The Head in marketing department is very much responsible work and they need to
perform duties including regularly communicating with Board of Directors. They also need to
communicate with all other departments of company like that of production or selling one. Their
duties and responsibilities are thus not refined to only their department as their work is to
communicate and coordinate with others as well. Marketing personal are the one who need to
collaborate with the outer world as well as they are to deal with vendor or customers on regular
bases as well. Their responsibility will be revolving around developing marketing strategy with
study of current trends, demand and supply of products and services of company.
Personal specification:
Essential and skills-
 Relevant qualification level and education to specified degree.
 Having 5 years of experience in same field and hotel industry.
 Having analytical techniques and research capabilities.
 Having knowledge of computer and CMS practise as well.
 Writing, reading, listening skills are required.
 Project management skills and knowledge of network or database.
 Preparing of budgets of marketing department.
 Time and work management and skill to lead and motivate employees.
(c) Interview notes:
1. Among all projects done by you which one was the most difficult one? Specify your
role in that? Was the task completed on time?
2. Describe about the marketing efforts of company and how could you make changes
into that?
3. Did you received any negative response into your marketing campaign? What was the
wrong thing as per your consideration in campaign? How could it be done differently?
4. Illustrate about the current trend as per customers in hospitality industry? What would
you on response to this?
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5. Explain marketing plan to person who is not having knowledge of this background?
How would value of plan be proved or explained by you?
6. In what type of plan does your creativity is most important?
7. What are the current or top challenges faced by you as marketing head?
(d) Cover letter
LMN XYZ
18/56 New Street East
Georgia, USA
[e-mail]
Contact Number: 4567891
May 17, 2018
ABC WXY
Human Resource Consultant
InterContinental Hotel Group PLC
3 Ravinia Drive, Suite 100, Atlanta,
Georgia 30346-2149, USA
Dear ABC WXY,
Greetings for the day.
I have attached my resume in response to the internal posting for head of marketing
departement expressing my interest in this particular job post in your group of hotels. The
specified post in your company would be providing me best opportunity to work with world’s
leading chain of hotels. As currently I’m working with Hilton Hotel UK and soon would like
to shift to USA and join your company. As per the job specification given into your job
advertisement I’m having 5 years of experience in working with marketing department 2 years
in Ciragan Palace in Turkey and 3 years continuation in Hilton Hotel UK. I assure you that I
would be giving my best to your company as well with full knowledge and skills which I’m
having.
Thanking you for your time and attention given by you and lookig forwad to discussing it with
you on my application.
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Yours Sincerely,
LMN XYZ.
Professional CV
LMN XYZ
18/56 New Street East
Georgia, USA
[e-mail]
Contact Number: 4567891
Personal profile-
I would like to work as head of Marketing in hotel industry as currently been working
with Hilton hotel as I’m soon shifting to USA so need to find new job there only. I’m having
skills and knowledge to deal and occupy the marketing plan for company and having much
more greater responsibilities.
Significant achievements-
 Having knowledge in Hotel industry of about 5 years
 Good and effective communication skills which is helping me to attract more and more
customers.
 Currently been posted as Assistant head in Hilton Hotels
 MBA in HR and Marketing from University of Birmingham
 Having training in marketing plan and models development.
Work experience-
 Working with marketing department 2 years in Ciragan Palace in Turkey
3 years continuation in Hilton Hotel UK
Responsibilities-
Leading and training skills
Communication with clients, other departments and higher authority.
Qualification
 MBA in HR and Marketing from University of Birmingham
 High school: St. Mary’s UK.
 BBM from University of UK.
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(e) Appraisal process:
The process which would be defining under employees of company about their
performance and practice which are going on. This is including how employees are performing
their job, responsibility and are they justifying their job profile or priority. Thus giving
employee appraisal, bonus and compensation according to work done by them is will be reward
would be allotted.
(f) Job offer letter
InterContinental Hotel Group PLC
3 Ravinia Drive, Suite 100, Atlanta,
Georgia 30346-2149, USA
May 17, 2018
LMN XYZ
18/56 New Street East
Georgia, USA
[e-mail]
Contact Number: 4567891
Dear LMN XYZ
InterContinental Hotel Group PLC as was hiring head of marketing department. The position
was that of Head in marketing department. Based on our meeting and your interview which was
held yesterday. We have decided to select you as our final candidate the salary as per our
discussion would be:
$10000 per year plus the bonus and other benefits.
So you could join us till next month dated 1st of June 2018.
For further issue and query call between 9:00AM to 6:30PM
ABC WXY
HR Head
4567891
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TASK 2
Issues & challenges that affect Human Resource Management of Inter-Continental Hotels Group
PLC:
Recruiting, hiring, deploying and managing an organization's employees are the main
work of Human Resource Management (HRM). HRM is often referred to simply as human
resources (HR). Rapidly transforming business indicates that there are currently many human
resource management challenges which will continuously to evolve for the coming years. Issues
such as cash flow, competition, and revenue growth are on top of mind (Armstrong and Taylor,
2014). Human Resource team for the InterContinental Hotels Group PLC, should always
remember that these HR challenges need to be address as it is an important function for the
organization. These HR challenges might be environmental challenges, organizational challenges
and individual challenges, etc. they should also remember that these challenges are not related to
the single dimension, rather they are directed towards multi-dimensional issues that should be
tackled with immediate solutions. Fluctuation in economy as well as local and global
advancements, there are many changes occurring rapidly which affects the HR in a wide range of
issues. Following are some of the broad categories of the Human Resource Management
challenges in today’s competitive world:
1. Rapid Changes: Management of the organizations should be quickly adaptive to the
changing requirement otherwise they become obsolete from the market as the world is
changing in a very faster manner (Liu, Gong and Huang, 2017). The Human Resource
team of the organization should adopt such policies which can give them new
opportunities and will the organization away from the newly emerging as well as existing
threats. With rapid advancement in technology, companies nowadays require such human
force that has the ability to learn and cope with the changes at an opportune moment.
New methods are emerging that quickly dominates the older ones and making them
obsolete. It is because the present world demands every firm to move along with the
change, or else be left behind and get extinct. Adopting these changes will quickly help
the organization to stay in the market for longer period. Technological changes influence
overall nature of the work and the company will need to find out employees that are
capable to adjust with the changes (Korff, Biemann and Voelpel, 2017). During this
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process, unemployment, as well as employment opportunities, arise, creating new
challenges for HRM of the organization. In order to attain success the HRM team has to
adjust according to these shifting changes in the market as embracing change with grace
and ease is the key to success.
2. Contingent workforce (Workplace Diversity): These include part-time employees,
temporary contract employees and work-from-home employees. Such type of employees
is challenge for the organization as they are less attached to their organization and to their
employees also. With more diversification of workforce, issues related to bullying,
harassment, discrimination, etc. may arise to control for which the HRM should
formulate and implement strict rules and regulations. Employees with greater
professional and technical knowledge are highly demanded in the market as such
employees have the ability to keep their organization ahead in this competitive world
(Jiang, Hu and Lepak, 2017). Organisation need to have such workers who are willing in
the changing circumstances of the organisation. Knowledge workers are those who are
sensitive to change occurring in the organization. They have a very important role in the
organisation as they keep changing according to the environment of the organisation and
respond to them accordingly. So this becomes a major duty of HRM of the organization
to make employees feel that they are the part of the company in order to retain them for a
longer period of time in the organization. Trained workers are the key to the smooth
functioning of the organization (Raineri, 2017).
3. Leadership Management: It is one of the biggest challenges for human resource
management, leadership development needs to be a critical strategic initiative. The main
purpose of leadership management is to shift of potential leaders of the organization.
They have to be self-driven, motivating, dedicated and devoted towards their work and
are able to inspire and motivate their colleagues to get the work done properly. A good
leader has the right attitude towards his work and his team (Friedman, 2017). The HR
professionals are faced with being expected to provide the essential structures, processes,
tools, and points of view to make the best selection and develop the future leaders of the
organization. This will help to build up a strong staff members for their organisation.
Strong leadership management will help the organization to cope up with the conflicts
with others as well as within the organisation. The competitive position of the
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organization can be influenced by the policies of HR in the following ways, controlling
Costs, improving Quality, developing distinctive capabilities and restructuring.
4. Employee Productivity: Essence of productivity is maximizing profit and minimizing
cost. HRM should always focus on maintaining the high productivity level of the
organization (Illeris, 2018). By the continuous effort of the HRM team of the
organisation, it might sometimes can get an unsatisfactory result. In these kind of
situation, the HR team should thoroughly analyse the situation and make a proper
conclusion i.e. whether it is the result of inefficient employee or inadequate resources. If
an inefficient employee is the case then he should make sure to give a proper training
session to the employees or even they can recruit new staffs to maintain the status in the
market. HR department should hire and keep such employees whose abilities and
strengths would match the requirements & circumstances of the organization. High
quality of work life serves as an accelerator to the motivational factor of the employees
and for the organisation as well.
5. Globalization: We live in a global world today. Process by which a business firm or
organization starts operating on an international scale, creating international influence is
known as globalization (Fee and McGrath-Champ, 2017). In other words, merging,
acquisitions, collaborations, takeovers are a common phenomenon. Globalization comes
with many challenges with them which the HRM team has to deal with. These challenges
can be related to different languages, work culture ethics, laws, attitudes, management
approach, culture and tradition, etc. To overcome these challenges, HRM team are
required to control various functions such as scheduling meetings, managing holidays and
outsourcing of talent.
CONCLUSION
These are some main issues and challenges which the organisation is facing current days.
To overcome these problems, the HRM team of the organisations has to make some changes
here and there. The HRM team should make organisational strategies because all these
challenges can be overcome by some strategies which will help in strengthening the HR
department and the organization. The main focus on present day human resource managers
should be in strategic personnel retention and talents development. HR managers along with all
the HR professionals have to manage these challenges efficiently of the betterment of the
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organisation. The organization has to be managed properly by a HR manager, if he starts
thinking that his way is the best way and instead include a variety of ways.
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REFERNCES
Books and Journals:
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C., 2017. The integration of human resource management and corporate strategy. In
Policy and practice in European human resource management (pp. 22-35). Routledge.
Fee, A. and McGrath-Champ, S., 2017. The role of human resources in protecting expatriates:
Insights from the international aid and development sector. The International Journal of
Human Resource Management. 28(14). pp.1960-1985.
Friedman, S.D., 2017. Succession systems in large corporations: Characteristics and correlates of
performance. In Leadership succession (pp. 15-38). Routledge.
Illeris, K., 2018. A comprehensive understanding of human learning. In Contemporary theories
of learning (pp. 1-14). Routledge.
Jiang, K., Hu, J., and Lepak, D.P., 2017. Understanding employees’ perceptions of human
resource practices: Effects of demographic dissimilarity to managers and coworkers. Human
Resource Management. 56(1). pp.69-91.
Korff, J., Biemann, T. and Voelpel, S.C., 2017. Human resource management systems and work
attitudes: the mediating role of future time perspective. Journal of Organizational Behavior.
38(1). pp.45-67.
Liu, D., Gong, Y., and Huang, J.C., 2017. Human resource systems, employee creativity, and
firm innovation: The moderating role of firm ownership. Academy of Management Journal.
60(3). pp.1164-1188.
Raineri, A., 2017. Linking human resources practices with performance: the simultaneous
mediation of collective affective commitment and human capital. The International Journal
of Human Resource Management. 28(22). pp.3149-3178.
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