Human Resource Management: A Review

This assignment requires a critical review of the current state of human resource management. Students are expected to analyze various theoretical frameworks, practical applications, and emerging trends within HRM. The review should cover topics such as diversity management, learning and development, talent acquisition, performance management, and the impact of globalization on HRM practices. Students must utilize academic sources, including journal articles, books, and reputable online publications, to support their arguments and analysis.

Managing Human Resources

Table of Contents
INTRODUCTION...........................................................................................................................4
1. Issues of HR in context to Huntsman Hotels plc....................................................................4
2. Recommendations...................................................................................................................6
3. Analyse implications related to management of people at Huntsman....................................7
CONCLUSION ...............................................................................................................................9
REFERENCES .............................................................................................................................11

INTRODUCTION
Human resource management serves as the roots for the management of operation of the
services and products offered by the organisations. Importance of human resource management
has gained major realisation in the organisations (Business Management (Human Resource
Management) (Bsc), 2017). The role and responsibilities of human resource managers have
grown other than recruitments and termination of the employees. Many companies are focusing
on the training and development of the workers in order to increase their productivity and
efficiency. Moreover, HR's are also responsible to create an environment in office such that the
employees are happy by working in the firm and retain in the firm. The report spotlights the key
issues faced in the human resource management. The report is drawn in context to Huntsman
Hotels plc. They are known for their reasonable price, functions, and clean hotels. It owns more
than 60 hotels. Analysis of management of people is done and suggestions for rewarding workers
are also provided in the report (Armstrong and Taylor, 2014).
1. Issues of HR in context to Huntsman Hotels plc
Human resource management plays a key role in the development of the cited hotel.
However, the work oh HR in the hotel is not so easy. They are not only responsible for the
recruitment of the staff members but also performs many other duties such as training and
development of the staff, creating an environment for reducing resignations of the workers,
terminating the unfit workers, etc. The HR's faces many issues while performing these
functionalities. Some challenges faced by the HRM of the quoted company are as follows:
1. Flat organisational structure – The cited organisation is facing the major issue of flat
structure because all the decisions are being made by the managing director himself. The
MD of the hotel takes all the decisions without consulting it with any of the other leaders,
managers or staff members (Sparrow, Brewster and Chung, 2016). The staff are recruited
on the basis of their degrees and carry no role in the policies, strategies and functionality

of the hotel. This has resulted in disputes and conflicts among the workers of the hotel.
The management skills of the MD are weak and hence the decisions are not efficient in
the management of staff members and operations (Messersmith and Wales, 2013).
2. Blaming culture practised in the hotel – The quoted hotel carries a blaming culture which
results in conflicts and resignations. All the workers including ground staff, heads,
managers, higher authorities etc. tend to blame and accuse each other for the
mismanagement or other problems arising in the hotel. This leads to conflicts and as a
result many of the top level authorities and employees are leaving the hotel. The type of
culture makes it difficult for the workers to work in a team. Resignations of the top level
workers moreover has increased work pressure on lower level members. It has become
difficult to manage the operations and handling the lower level staff members.
3. Absence of formalised wage structure – Irregular structure of the wages is another issue
of HR. There is no provision of awards and rewards. They follow ad hoc basis hikes in
the wages (Renwick, Redman and Maguire, 2013). This means that the rewards or
increments are given on particular circumstances like if someone has to appreciated for
his loyalty or in case of some other situations. This results in demotivation in the workers
and many employees think about the option of quitting the job.
4. Discrimination and partiality among the work force – Many staff members have accused
the higher authorities of the elected hotel that they favour some workers and are partial
towards them. The top positions in the hotel are mainly occupied by the friends and
family members or to the inner circle of the managing director. This in turn seeds the
plant of jealousy and insecurity in the staff members leading to disputes and personal
grudges. Other workers specially the junior workers in the hotel are blamed every time
when things go wrong. This reduces the efficiency of the performances of the employees
and the services and operations are suffered.
HR's in the company can practice the theory of Blooms's taxonomy to resolve the issues
and deal with the staff members. The approach will help the HR to develop the employee
retention and improve the work culture so that a proper management of services could be
obtained. Moreover, it will eliminate the lack of cooperation and disputes in the workers. For this
the HR's must need to gain the complete knowledge about the issues existing in the hotel. First
treatment is identification of the problem (Jackson, Schuler and Jiang, 2014). Gaining knowledge

is the first step of resolving issues. Once the issues are identified complete understanding of the
issues is to be done which involves understanding the cause of the issue, facts, principles,
formulations, graphs, charts etc. This is followed by application of the plans and then analysing
the outcomes of the strategy. After analysis synthesis and evaluation is done.
2. Recommendations
Strategic reward is based on design as well as implementation of long term reward
policies along with the practices which provides support and advance business or the objectives
of organisation and aspirations of employees (Manuti and et.al., 2015). The concept of total
rewards encompasses all the aspects of work which are valued by employees and it include the
different elements like learning and development opportunities so that they can attain maximum
benefit. The staff members have to use total reward which may be a part of strategic approach to
the reward for many employers. This helps in recruiting, retaining as well as engaging high
quality staff which assist in attaining goals and objectives.
There are some issues which are facing in Huntsman Hotels PLC related to structure,
recruitment as well as selection process etc. The organisation is using flat structure by which
some conflicts occur in entity. Also by this they can not make proper decisions (Meglio, King
and Risberg, 2015). The staff members of Huntsman Hotels PLC is facing a problem to do
internal communication and by that relation among employees also not improving. For removing
this problem they have to use tall structure which is having a many levels of hierarchy. In the
enterprise, when managers using this structure then each and every manager having a small span
of control and they are having a charge of small group of people. By using tall structure,
manager of Huntsman Hotels PLC can make a proper and appropriate decision which helps in
doing betterment in the company. As this structure having many hierarchy levels then they can
do proper and effective communication and by that they can easily share and convey the correct
information or message. Along with this it helps in improving the relations of employees,
employers as well as managers so that they can not face any issue and attain goals and objectives
(Cousins and Robey, 2015).
They are not using formalised wage structure so that they can not get any reward loyalty.
Giuseppe has main aims which needs to be achieved and they are increase in competitive
advantage, expand into Europe, develop strategic partnership. For attaining these aims they have
to use proper structure which is functional structure as it is a important type of organisational

structure which is divided into smaller groups which is based on specialised functional areas like
IT, finance as well as marketing (Bello‐Pintado, 2015). This structure helps in doing proper and
appropriate functions so that they can attain goals and objectives can give to rewards to the
employees of Huntsman Hotels PLC. The employees of business entity have to use appropriate
leadership style so that they can do qualitative work and provide best services.
Another issue is Discrimination and partiality among the workers. In the Huntsman
Hotels PLC top positions in the business entity are occupied by friends along with family
members as well as those person who are inner circle of managing director. For removing this
issue manager have to provide bonus, schemes as well as incentives to those person who are
having good performance and who are providing best services (Jamali, El Dirani and Harwood,
2015).
The main risk which are found by analysing that it significance the technical challenges.
Along with this it requires the significant change in the system and processes. The changes
involves the new ways of thinking and the different ways to do the best things. Moreover,
implementation cost of the project are high. But these changes should be implemented for a long
term not for short as well as medium term. For these risk some rewards are that they have to
achieve vision and values. By taking the challenges for completing work in a best and qualitative
way and also in time then it improves the performance as well as productivity. The staff
members of Huntsman Hotels PLC have to use proper and appropriate theory so that they can
attain goals and objectives (Schauppenlehner-Kloyber and Penker, 2015).
The manager and higher authorities have to provide proper pay along with the incentives
and bonus which will aid in retention of employees for a long term. Total rewards helps in
enhancing recruitment, retention and performance levels. Total reward is associated with the
desire so that they can do effective communication to attain the value which assist in attaining
targets. Higher authorities of Huntsman Hotels PLC facing a difficulty in developing a total
reward package which are provided than the others. For this they have to use appropriate
resources. It is a temptation for employees that they have to shift reward mix from a pay to the
benefits of lower cost as well as non-financial rewards. Along with this they can share the wealth
which helps in satisfying the needs of employees (Kirton and Greene, 2015).

3. Analyse implications related to management of people at Huntsman
Change management is a approach which assist in transitioning individuals, teams by
using the methods which are intended to re-direct by using appropriate resources, business
process, budget allocation which assist in doing proper operations. The employees of Huntsman
Hotels PLC have to do proper work and for doing qualitative work they need some motivation
which helps in attaining goals and objectives (Vomberg, Homburg and Bornemann, 2015). For
providing the encouragement as well as motivation to the employees the manager of Huntsman
Hotels PLC can use two factor theory which helps in improving performance and productivity.
Two factor theory also known as Herzberg motivation hygiene theory refers to that there
are some factors in the workplace which cause job satisfaction but if there is a separate set of
factors which cause dissatisfaction. Two factor theory provides the satisfaction and motivation to
the employees by which they can provide qualitative products and services to consumers. This
theory is divided into two factors that is hygiene factors and motivators. Hygiene factors includes
the policies of Huntsman Hotels PLC, supervision by managers, working conditions, salary,
safety as well as security on job (Abdullah and Zulkifli, 2015). Where as motivators are factors
which are intrinsic to the job which includes achievement, recognition, interesting work. Along
with this it helps in increasing responsibilities, advancement as well as growth opportunities.
Motivators are the condition which succour in encouraging employees to do work harder and by
that they can attain success in competitive market. This theory includes some factors which
provides satisfactions and some provides dissatisfaction. Achievement, recognition, work itself,
responsibility, advancement as well as growth are the factors for satisfaction. Working
conditions, salary, bonuses, status, security etc. are the factors for dissatisfaction.
By using two factor theory employees of Huntsman Hotels PLC are satisfied as they may
attribute the causes of satisfaction. The classification of factors as hygiene or motivator is not
simple. For example, two factor theory pay for a hygiene factor as pay having a symbolic value
by showing the employees that are recognised for making some contributions (Gafiyatullina and
et.al., 2015). Along with this they have to do effective communication. Moreover, quality of
supervision by manager or the type of relationship of employees form with their supervisors
which aid in assigning and interesting work and the workers have to do that by using their
potential, capability. Along with this staff members having a responsibility that they have to

provide best services which helps in improving performance as well as productivity (Quigley and
Hambrick, 2015).
But, on the other hand this theory having some limitations also. Two factor theory aid to
managers because it assist in improving the performance by providing the proper motivation and
encouragement to them. These are the contextual factors which does not present in this theory so
this cause the dissatisfaction (Lassi and et.al., 2016). Managers of Huntsman Hotels PLC have to
focus on hygiene factors and have to enrich the jobs by providing the opportunities to the
employees for doing challenging work, greater responsibilities, advancement opportunities and a
job in which subordinates become successful. In this theory some factors are included which
cause dissatisfaction and it will not create satisfaction. Two factor theory having a assumption
that is a correlation between satisfaction along with the productivity (Cristiani and Peiró, 2015).
This theory is not free from bias as it is based on natural reaction of employees when they are
enquired the sources of satisfaction as well as dissatisfaction in doing the work. Two factor
theory implies that managers must stress upon the adequacy of the hygiene factors which
provides the satisfaction to staff members of Huntsman Hotels PLC.
Besides that, the managers as well as higher authorities of Huntsman Hotels PLC can use
different type of tools and techniques so that they can make changes and by that they can
improve performance along with the productivity. They can use Maslow's theory, reinforcement
theory which helps in providing encouragement to staff members and on the basis of that they
can reap their goals and objectives (Should human resources be managing human rights?, 2017).
Along with this they can use this for rewarding for the employees for doing best work and
improve performance.
CONCLUSION
The report reveals the human resource management functionalities with reference to the
Huntsman Hotels plc, a popular chain of hotels in UK. Issues faced by the HRM of the hotel like
discriminations in the employees, irregular wages, blaming culture practised, etc. are evaluated
in the report. Application of management of the employees in the hotel are described in broader
view. The report shows that the HR's of the hotel is in need to apply the different theories like
Blooms's taxonomy theory etc. for managing the operations of the firm and resolve the current
issues of the hotel. Every organisation could practice these theories to improve the efficiency of

operations and workers. Recommendations for rewarding the people in the organisation are also
provided which could help the company to improve.
Organisation could apply the theories of motivation to motivate and encourage the
employees. They could set benchmarks to improve the performances and the deserved workers
should be rewarded. Regular conduction of meetings must take place. These meetings should
involve taking the suggestions of all the staff members and involving them in the decision
making procedures. Proper framework for wages should be formed. Culture of no discrimination
and blaming should be practised.

REFERENCES
Books and journals
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Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
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Latin American context. Human Resource Management Journal. 25(3). pp.311-330.
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interpretive study of mobile work practices. Information Technology & People. 28(1).
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Cristiani, A and Peiró, J.M., 2015. Human resource function strategic role and trade unions:
exploring their impact on human resource management practices in Uruguayan firms. The
International Journal of Human Resource Management. 26(3). pp.381-400.
Gafiyatullina, A.Z and et.al., 2015. Organization of Controlling the Intellectual Potential of
Company Personnel. Review of European Studies. 7(4). p.13.
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.
Jamali, D.R., El Dirani, A.M and Harwood, I.A., 2015. Exploring human resource management
roles in corporate social responsibility: the CSR‐HRM co‐creation model. Business Ethics:
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Kirton, G and Greene, A.M., 2015. The dynamics of managing diversity: A critical approach.
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Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
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14.
Schauppenlehner-Kloyber, E and Penker, M., 2015. Managing group processes in
transdisciplinary future studies: How to facilitate social learning and capacity building for
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Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Vomberg, A., Homburg, C and Bornemann, T., 2015. Talented people and strong brands: The
contribution of human capital and brand equity to firm value. Strategic Management
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Online
Business Management (Human Resource Management) (Bsc). 2017. [Online]. Available through:
<http://www.cardiff.ac.uk/study/undergraduate/courses/course/business-management-
human-resources-management-bsc>. [Accessed on 20th March 2017].
Should human resources be managing human rights?. 2017. [Online]. Available through:
<http://www.hrzone.com/lead/future/should-human-resources-be-managing-human-
rights>. [Accessed on 20th March 2017].