Human Resource Management: A Review
Added on 2020-02-12
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Managing Human Resources
Table of ContentsINTRODUCTION...........................................................................................................................41. Issues of HR in context to Huntsman Hotels plc....................................................................42. Recommendations...................................................................................................................63. Analyse implications related to management of people at Huntsman....................................7CONCLUSION ...............................................................................................................................9REFERENCES .............................................................................................................................11
INTRODUCTIONHuman resource management serves as the roots for the management of operation of theservices and products offered by the organisations. Importance of human resource managementhas gained major realisation in the organisations (Business Management (Human ResourceManagement) (Bsc), 2017). The role and responsibilities of human resource managers havegrown other than recruitments and termination of the employees. Many companies are focusingon the training and development of the workers in order to increase their productivity andefficiency. Moreover, HR's are also responsible to create an environment in office such that theemployees are happy by working in the firm and retain in the firm. The report spotlights the keyissues faced in the human resource management. The report is drawn in context to HuntsmanHotels plc. They are known for their reasonable price, functions, and clean hotels. It owns morethan 60 hotels. Analysis of management of people is done and suggestions for rewarding workersare also provided in the report (Armstrong and Taylor, 2014). 1. Issues of HR in context to Huntsman Hotels plcHuman 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 therecruitment of the staff members but also performs many other duties such as training anddevelopment 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 thesefunctionalities. 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 flatstructure because all the decisions are being made by the managing director himself. TheMD 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 recruitedon 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 inthe management of staff members and operations (Messersmith and Wales, 2013). 2.Blaming culture practised in the hotel – The quoted hotel carries a blaming culture whichresults in conflicts and resignations. All the workers including ground staff, heads,managers, higher authorities etc. tend to blame and accuse each other for themismanagement or other problems arising in the hotel. This leads to conflicts and as aresult many of the top level authorities and employees are leaving the hotel. The type ofculture makes it difficult for the workers to work in a team. Resignations of the top levelworkers moreover has increased work pressure on lower level members. It has becomedifficult to manage the operations and handling the lower level staff members. 3.Absence of formalised wage structure – Irregular structure of the wages is another issueof HR. There is no provision of awards and rewards. They follow ad hoc basis hikes inthe wages (Renwick, Redman and Maguire, 2013). This means that the rewards orincrements are given on particular circumstances like if someone has to appreciated forhis loyalty or in case of some other situations. This results in demotivation in the workersand many employees think about the option of quitting the job.4.Discrimination and partiality among the work force – Many staff members have accusedthe higher authorities of the elected hotel that they favour some workers and are partialtowards them. The top positions in the hotel are mainly occupied by the friends andfamily members or to the inner circle of the managing director. This in turn seeds theplant of jealousy and insecurity in the staff members leading to disputes and personalgrudges. Other workers specially the junior workers in the hotel are blamed every timewhen things go wrong. This reduces the efficiency of the performances of the employeesand the services and operations are suffered.HR's in the company can practice the theory of Blooms's taxonomy to resolve the issuesand deal with the staff members. The approach will help the HR to develop the employeeretention and improve the work culture so that a proper management of services could beobtained. Moreover, it will eliminate the lack of cooperation and disputes in the workers. For thisthe HR's must need to gain the complete knowledge about the issues existing in the hotel. Firsttreatment is identification of the problem (Jackson, Schuler and Jiang, 2014). Gaining knowledge
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