Issues in Human Resource Management

This document discusses the challenges faced by Human Resource Management in the hospitality industry, including employee retention, adapting to change, working in a diversified culture, and safety concerns. It also explores the solutions to these challenges and highlights the emerging trends and practices in HRM. The document provides insights into the strategic learning and practices of HRM in the context of the hospitality industry.

Issues in Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................5
TASK 1. Present a strategic learning of the problems and hurdles with are connected to Human
Resource Management and Examine how Human Resource Management Practices are rising
against the trends.............................................................................................................................5
Human Resource Management...................................................................................................5
Human Resource Management Activities..................................................................................5
Challenges faced by Human Resource Management..................................................................5
Article 1: Retention of Employee...............................................................................................6
Article 2: Adapting to change.....................................................................................................6
Article 3: Working in diversified culture....................................................................................6
Article 4: Safety and security concerns of employees...............................................................7
Solution to the Challenges faced by Human Resource Management.........................................7
Reflection determining the learning on Challenges faced by Human Resource Management...8
Human Resource Management Practices....................................................................................8
Emerging trends of Human Resource Management Practices....................................................9
TASK 2. Prepare a detailed job descriptions, personal specifications, that can working in pursuit
of examining the working capabilities of the individuals when an individual is required to be
hired. .............................................................................................................................................10
Job Description.........................................................................................................................10
Personal Specifications.............................................................................................................11
TASK 3. Examine the performance management along with its techniques and performance
appraisal along with its methods and criteria how can development of people be performed using
appropriate practices......................................................................................................................13
Performance Management........................................................................................................13
Performance Management Practices.........................................................................................13
Development of People through Performance Management Practices.....................................14
Performance Appraisal Methods ..............................................................................................14
TASK 5. Critically evaluate HR policies which are prevalent in an organisation. .....................15

Human Resource Policies.........................................................................................................15
CONCLUSION.............................................................................................................................17
REFERNCES:...............................................................................................................................18
Books and Journals:..................................................................................................................18

INTRODUCTION
Hospitality industry is recognised to serve their customers with a good quality service.
The hospitality industry provides lodging, accommodating, event planning, recreational
activities, transportation of products or individuals from one place to another. Along with this
they also covers in depth link with tourism industry. The report is proceeded on the major issues
and challenges that are faced by the human resource management in the hospitality industry.
Human Resource Management or commonly called HRM is considered to be the practice which
is focused on systematic and strategic method to deal the employees who are existing in the
workplace. This caters the need of effective management which helps an organisation to achieve
competitive benefits over its rivals and maintain a good brand recognition. Human Resource
Management consists of a wide range of functions which are performed in order to meet the
requirements which is pre determined by management team. In hospitality sector where
consumers are served personally, Human Resource Management team plays significant role in
meeting the wants and desires which consumers have (Hauff, S., Guerci, M., Dul, J. and van
Rhee, H., 2021).
With reference to this subject matter, The Hotel Hilton branch of United Kingdom is
considered to explain what problems the human resource team faces in serving their consumers
with hospitality services. The Hotel Hilton is a global brand located in a wide number of
countries. Hotel Hilton Worldwide Holdings Inc. also called as Hilton Hotels Corporations is
originally based in America. It is one of the best organisation in Hospitality Industry which is
catering needs and interests of its visitors appropriately. In this report, focus has been made on
contemporary issues and challenges which is faced by Human Resource team and how employee
relation is being affected. Along with this it is seen that how performance of the employees can
be managed by appraising them and working for the benefit of organisation. The stress
management, grievances solution, surveillance and monitoring employees is also taken into
consideration (Al-Harazneh, Y.M. and Sila, I., 2020)).

MAIN BODY
TASK 1. Present a strategic learning of the problems and hurdles with are
connected to Human Resource Management and Examine how Human
Resource Management Practices are rising against the trends.
Human Resource Management
Human Resource can be seen as systematic, integrated and related approach to
employing people, developing the staff and better management of employees who are working in
an organisation. The HR team works for all those activities which help in improvising the
relationships of employer and employees who are working under a common workplace. It helps
in attaining competitive advantage over its competitors so that sales and revenue are increased.
Human Resource depicts functions of the manager who works in pursuit if making organisation
developed and improved. In ear of modernisation the work of Human Resource Manager has
increased many folds.
Human Resource Management Activities
As the scope of Human Resource team is very wide, it can be seen that there are
numerous activities which human resource manager is required to perform can be seen as
corporate social responsibility, developing organisational culture, recruitment and hiring,
learning and development, managing employee - employer relations and much more. There are
two kinds of HR functions, managerial and operational. Managerial functions can be seen as
planning, organising, staffing, directing and controlling (Raeder, S., 2020). On the other hand,
operational functions can be termed as HR planning, performance appraisal, job evaluation,
managerial development, appraisal, placement, research and development, career planning and
much more.
Challenges faced by Human Resource Management
In every organisation whether big or small, any or the other time there are issues and
challenges which are faced by managers and employees (Zakaria, N., Wei, F., Abdullah, N. and
Yusoff, R., 2021). The hurdles which come mid way of Human resource management can be
seen as:
 Bringing in new talent and retaining them for a longer period of time.

 Adapting to change and making change culture feasible for organisation.
 Working with diversified culture and looking to the needs of every employee.
 Considering safety and security concerns of employees.
Article 1: Retention of Employees
When talent is brought in an organisation after following a detailed process there arises a
need of training and developing them. After a time when they are trained and developed they
become an asset to the organisation and taking this under consideration they are required to be
retained. When rate of employee turnover is high there will be less coordination and productivity
as well as efficiency of organisation will reduce. There are employees who are not satisfied and
face problems in working, this makes them shifty their focus on other companies and leave their
existing workplaces. When employees are not retained, image of organisation diminishes and
cost increases.
https://www.cio.com/article/2868419/how-to-improve-employee-retention.html
Article 2: Adapting to change
With the event of globalisation and modernisation there emerges a need of continued
change and for this purpose it is required to adapt to dynamic changes which is going on. There
are rapidly changing factors in operational process which is hampering every employee as he is
not capable and ready to accept the change. It depends on manager that if he is competent he can
get to know the situations and can start working on same beforehand. This in turn results in
lowering down the working process and reduces the efficiency and productivity of an employees.
When changes are brought, work is increased which makes operation weakened and limits the
growth of company. To adapt to change there is a need such rules and regulations which are
flexible and can be applied to any and every circumstances. The plans which are formed should
be such that it can work in any environment.
https://www.ccl.org/articles/leading-effectively-articles/adaptability-1-idea-3-facts-5-tips/
Article 3: Working in diversified culture
In an organisation there are various kinds of employees who belong to different culture and
regions. In such a place it becomes hard to cater the needs and requirements of every category of
people without bias. Every individual or employee have different perception towards different
situations and it becomes very challenging to tackle them and run business smoothly. When

there is varied culture, competition among the business premises increases which affects the
harmony and integrity of the environment and results in reduction of efficiency and productivity
of employees. This makes growth diminished and disturbance in peace of company. When
manager is supporting a particular group, other group of employees can feel demotivated as they
are not supported irrespective of the situations. Thus to keep everyone happy and satisfied it
becomes challenging for managers which increases cost of maintenance. Thus to reduce
absenteeism and employee turnover ratio managers should take into consideration the Human
Resource strategies and policies.
https://www.researchgate.net/publication/
228892323_Cultural_Diversity_Implications_For_Workplace_Management
Article 4: Safety and security concerns of employees
Due to the legal frameworks, it is mandatory for an organisation to follow safety and
security concerns in respect of employees and their work culture in an organisation. Managers
are required to keep in mind safety and security concerns of employees. Government has framed
several policies looking in view of betterment of work forces. Looking to the health benefits
companies are required to approve medical leaves and provide plans and free amenities so that
they can cater needs of employees health. During recent times of COVID- 19 it was seen that
management has to look towards safety and security needs by implementing and following
guidelines which was made by governing bodies to stop the outbreak of corona virus. Managing
all these policies and legal frameworks increases the operational process as a proper framework
is required to be analysed. This also increases the time spent and cost which will be incurred for
the same.
https://www.realtimenetworks.com/blog/why-is-security-health-and-safety-important-in-the-
workplace
Solution to the Challenges faced by Human Resource Management
The challenges and issues which come in mid way can be resolved by looking and
analysing the problems in a detailed manner. When problems and hurdles are looked over by
taking suggestions and feedbacks from the employees or through surveys and questionnaires, it
results in getting a detailed idea of what is going in organisation (AlZgool, M., Ahmed, U., Shah,
S., Alkadash, T. and AlMaamary, Q., 2021). Further, managers and organisations when comply
with laws and regulations there are reduced chances of issues. Along with this when managers

develop strategies which can easily adapt innovation and changes, it results in reduced
challenges and gaining of effective and productive solutions.
Reflection determining the learning on Challenges faced by Human Resource Management
On the basis of above mentioned articles on the challenges which can be faced by the
employees and management team of Hilton, UK I can say that it is highly required by managers
to be pre planned and managed in order to attain the pre determined goals and objectives of the
organisation. Along with this I analysed that ii is important for HR to manage talent by properly
implementing strategies and policies so that operations are easy. In my opinion, the challenges
which are faced by human resource team affects the globalisation process. As an intern in hotel I
have seen that modern technology which is on and on change is affecting the work culture of
organisation. In an organisation I have seen that role of manager is dynamic and to cope up with
changes he is needed to be flexible rather than being rigid and creating problems in proper
execution. In my view there are many challenges that affect work culture and for that managers
follow appropriate policies and strategies which act as support in better execution .
Human Resource Management Practices
The HR practices are very much diversified and its scope is very broad. It performs day
to day activities and also look forward for meeting the long term goals and targets. They work
for appreciating employees which can motivate them and improvise their performance abilities.
Looking to this some of the practices of Human Resource can be seen as: Staffing: Managers of Human Resource are mainly focused on appointing new and
talented employees who can work for development and growth process. For this they
follow a detailed process of recruitment, interviewing, hiring, selection and much more.
Then after candidate is appointed on the basis of his competencies and what is desired by
job post. Improvisation: The managers are also required to work in view of improvising the
practices and working capabilities of employees so that company can earn more and
development of both employees and organisation can flourish (Martins-Rodrigues, M.C.,
da Rosa, L.A.B., Sousa, M.J., Barberi, L.C. and Godoy, T.P., 2020). When there is
training and development sessions organised for improving the performance, it raises
goodwill also.

 Encouraging Employees: The managers play a vital role in appreciating employees and
increasing the morale of subordinates or employees so that they work with their full
competencies and lead to higher gains to organisation. When employees are motivated
they feel connected and work for attainment of goals and strategies.
Emerging trends of Human Resource Management Practices
The Human Resource Practices is having a wide scope and for that reason it has to
undergo the trends which are existing in society and would be resulting in meeting the
requirements of modern era. These can be seen as: Updated Methods of Recruitment: Apart from the old and outdated methods, managers
are now coming up with new techniques like digital process of selection rather than
calling candidates at the workplace. On the Job training: Instead of giving training for a specified period of time and then
making employees permanent employees, management team is developing policies
which facilitates them in providing training along with providing employment. This
saves time and cost (Rubel, M.R.B., Kee, D.M.H. and Rimi, N.N., 2021). Feedback and Suggestion tools: Now managers develop strategies on the basis of
feedbacks and suggestions which are provided by employees or subordinates. This
facilitates them in knowing each and every minute details of the inner culture of
organisation which they were unable of finding through observations. This also makes
employees feel motivated and respected as they are given importance and considered in
decision making procedure.
 Emphasis on Learning: Unlike past times, managers and organisational culture is
focused on growth of both organisation as well as employees. In previous times
companies were focused on generating revenues ignoring the welfare of employees but
due to emerging trends companies work for growth and development of personal as well
as professional well being of employees.

TASK 2. Prepare a detailed job descriptions, personal specifications, that can
working in pursuit of examining the working capabilities of the
individuals when an individual is required to be hired.
Job Description
Job description is termed as a vital part of the hiring process in an organisation which
gives knowledge of vacancies in job role of the employees in the team. It is prepared by the
management in a written document which tells about the roles and responsibilities which ever is
needed by the job role (Ababneh, O.M.A., 2021). Aim of job description is to present a clear
idea and achieve desired goals and targets which is determined by management team.
Underneath is Job Description for the vacant post of human resource manager:
JOB DESCRIPTION
Organisation The Hilton Hotel
Division Human Resource Management
Report to Head Manager
Job Profile Human Resource Manager
Job Location London, United Kingdom
Job Summary The aim of job is to make business achieve its
pre determined goals and objectives. Being a
manager the candidate is required to possess
qualities which can make subordinates work in
a proper manner. The candidate is required to
have competencies which can make him work
in a team and manage workforce as well.
Roles and Responsibilities The candidate is required to play several roles
and responsibilities which can be seen as:
 Keeping an account of salaries and
wages paid to employees on timely
basis.

 Framing set of goals and targets which
workforce is required to achieve.
 Preparing a framework within which
organisation is required to work as per
the laws and legislations prepared.
 Possessing learning of the legal
frameworks which influence operations
of business.
 Planning of budget and assigning funds
for varied activities.
 Determining performance of employees
and appraising them on that behalf.
 Planning for training and development
measures as and when needed by the
workforce.
Personal Specifications
Personal Specification is considered as a complete description that is made for selected
candidates only. This is demanded by the applicant on terms of his academic qualification and
skills which will be needed to fulfil the job criteria. The person traits of candidate being recruited
is a necessity to be known in order to ease the recruitment process. It is prepared on the basis of
job description prepared previously (Shishiwa, J.K. and Ndyemalila, E.R., 2021).
Personal Specification
Job Title: Human Resource Manager
Division: Human Resource Department
Criteria Important Requirements Extra Competencies
Academic Qualification  Needed to be MBA in
human resource
 Can be MBA and PHD
holder with proficient
language and grammar

management.
 Possess expertise in
language skills and
mathematics.
skills.
Learning Skills  Great learning of rules
and laws made by
governing bodies in
pursuit of sustainability
of people.
 Enhanced Knowledge
of recruitment and
selection procedures.
 Capable of taking
interviews and
evaluating best
candidates for the
required job post.
 Excellent
communication skills,
both written and oral.
 Competencies to
evaluate and handle
conditions that may
arise.
 Competencies to work
multifold by handling
other departments as
well.
 Can create a cordial
and familiar
environment for work
force which can
appraise their
performances.
 Competent to boost
employee morale.
 Marvellous
management skills
which can easily frame
strategies and
implement them.
Required Experience A least of 2 years of
experience in the same job
post.

TASK 3. Examine the performance management along with its techniques
and performance appraisal along with its methods and criteria how can
development of people be performed using appropriate practices.
Performance Management
Performance management is term which is focused on monitoring and examining the
performing capabilities of employees. This is a tool which ensures managers to keep a check on
what is being performed and how it is performed. This tool is performed separately in a
particular department but its results are seen overall. Performance Management thus further
evaluates where training and development is required and to which employee is required. This
works for setting activities which makes work culture and its results effective as well as efficient
for the organisation (Shishiwa, J.K. and Ndyemalila, E.R., 2021). In Hotel Hilton, it is seen that
managers lay emphasis that can result in managing what employees are performing so that
visitors can be served in a better manner.
The significance of Performance Management can be seen as:
 making employees engaged
 keeping employees for long time
 bringing talent into limelight
Performance Management Practices
The performance of employees is directly depended upon what skill and competencies
they are having. The competencies are developed on the basis of training and development that is
provided to them. To improve performance management several practices are followed which
can be seen as:
 Examining and evaluating the goals and objectives.
 Determining roles and way in which it is to be performed.
 Providing guidelines and plans which can be used in completion of the aim.
 Keeping a check on the progress and examining whether the targets are getting achieved
or not.
 Providing extra support if needed.

 Taking timely feedbacks
 Working on shortcomings
 Give recognition and appraise the best talent.
Development of People through Performance Management Practices
Employees can be developed and appraised using performance management practices as
when performing capabilities of employees are evaluated and managed, it will result in catering
the lacking areas. When the area of concern is found out it will be easy to work on it and rectify
the problems and hurdles which ever is present (Aziz, M.D., 2021). The employees can
themselves check where they are lacking and come up to the management team or their
supervisors so that the issue can be resolved and they can develop their personal and professional
well being. This increases motivation in employees which will enhance their morale and help in
attaining overall growth and development.
Performance Appraisal Methods
Performance Appraisal can be seen as review of performance which employees are doing
so that they can contribute for whole organisation. The performance appraisal methods evaluates
employee's skills, achievements, growth procedures and much more. Performance management
brings scope for performance appraisal which can be considered as an extended source. This
works for improvising the work culture by changing the habits of working place, this reduces
stress of employees which improves their efficiency. The methods of performance appraisal can
be seen as:
 Management by Objectives
 360 degree feedback
 Assessment Centre Method
 Behaviourally Anchored Rating Scale
 Psychological Appraisals
 Human Resource accounting method

TASK 5. Critically evaluate HR policies which are prevalent in an
organisation.
Human Resource Policies
The human resource policies are considered as guidelines and rules which are followed
by the managers in an organisation which intends to work for managing employees (Sripathi, K.
and Balaji, D). There are many kinds of policies which are developed under human resource
policies, as mentioned underneath:
 Salaries and Wages
 Safety and Security Policies
 At will employment
 Leave and Time off Benefits
 Medical Pays
 Meal and Break Periods
 Timekeeping and Pay
 Incentives
 Bonus
 Code of Conduct
 Regularity and Punctuality
 Training and Development
 Managing Talent
The major Human Resource Policies that affects both organisation and employees can be seen
as:
Talent Management
Talent Management is considered as the ongoing procedure which refers to bringing in
new employees by process of interviewing and hiring. Further efforts are taken which work for
retaining the selected and recruited employees, in order to make organisation work with
sustainability for a longer run. This also works in order to motivate and appreciate employees so
that morale is boosted and a peaceful environment is established. Managing the employees and
their competencies who are recruited in an organisation so that goodwill is build up and a
recognised name is given to market. With the help of talent management, highly competent
employees are retained by taking appropriate measures and practices which will bring in

productivity and enhance efficiency of The Hotel Hilton. In Hotel Hilton, the management team
undertakes some of the components which work for managing talent (Gould-Williams, J.S. and
Mohammed, A., 2021). These can be seen as:
 Career Development: The managers of Hilton prepares strategies which work in favour
of developing the personal as well as professional well being of employees by giving
them opportunities. By giving them opportunities, it becomes possible to check their
competencies and examining which area needs improvement and development. Success Planning: Management team of Hilton ensures that smooth and uninterrupted
working of an organisation by bringing in new techniques, strategies, tools and others.
These work in order to attain company's mission and vision plans, along with keeping a
check on inventory.
Training and Development
Training and Development can be called as learning activities is is organised by
managerial team to enhance the knowledge and competencies of the working staff by providing
them desired information which were unaware of till now. Training is required when any new
process or technique or any new machinery is implemented which is completely new for the
working staff and they are required to know the process, how it will be functioning. It will result
in easy work over on the tasks and will gain good profits and revenue. This refers with providing
both practical as well as theoretical knowledge which will make tasks easier and quick. The
managers evaluate the performance of employees and according to that plan for providing
training and development to the employees who genuinely needs it. Training can be done
specifically for a group of employees or for whole staff. Training and development is a process
which is conducted in different categories which can be seen as:
 For freshly recruited employees: When new employees are recruited they need to learn
how the process is to be performed and what all is required in the process. Training is
provided to newly employed employees to make them familiar to the working process.
 For existing employees: Existing employees need training and development to improve
themselves so that working process is improved and productivity is enhanced. This will
increase revenues and gains of organisation which can take it to greater heights.

CONCLUSION
From the above discussed report on the issues and challenges faced by Human resource
management in Hospitality industry, it can be concluded that following strategies and policies in
an appropriate can result in reducing the problems. It is seen in the above report that HRM is
vital for an organisation. The team of Human Resource works for catering advantage over the
rivals in the same industry. When proper techniques are followed, it will result in development
of employees and thus the whole organisation as well. In every organisation there are challenges
and hurdles which come in mid way when operations are executed and Hilton is working in same
direction to reduce the same complexities. To conclude it can be said that Hilton uses the human
resource policies like stress management, talent management, training and development so that
the role of manager can be summarised and efficiency and effectiveness can be brought.

REFERNCES:
Books and Journals:
Hauff, S., Guerci, M., Dul, J. and van Rhee, H., 2021. Exploring necessary conditions in HRM
research: Fundamental issues and methodological implications. Human Resource
Management Journal, 31(1), pp.18-36.
Al-Harazneh, Y.M. and Sila, I., 2021. The Impact of E-HRM Usage on HRM Effectiveness:
Highlighting the Roles of Top Management Support, HR Professionals, and Line
Managers. Journal of Global Information Management (JGIM), 29(2), pp.118-147.
Raeder, S., 2021. Psychological Contracts in the Era of HRM 4.0. Redefining the Psychological
Contract in the Digital Era: Issues for Research and Practice, p.131.
Zakaria, N., Wei, F., Abdullah, N. and Yusoff, R., 2021. Unravelling the HRM practices and
performance link in Malaysian SMEs: The role of organizational innovation.
Management Science Letters, 11(4), pp.1111-1120.
AlZgool, M., Ahmed, U., Shah, S., Alkadash, T. and AlMaamary, Q., 2021. Going green during
COVID-19: Examining the links between green HRM, green supply chain and firm
performance in food Industry of Bahrain: The moderating role of lockdown due to
COVID-19. Uncertain Supply Chain Management, 9(1), pp.79-88.
Martins-Rodrigues, M.C., da Rosa, L.A.B., Sousa, M.J., Barberi, L.C. and Godoy, T.P., 2021.
HRM in the Tourism Industry: Inferences From Research. Handbook of Research on
Multidisciplinary Approaches to Entrepreneurship, Innovation, and ICTs, pp.42-62.
Rubel, M.R.B., Kee, D.M.H. and Rimi, N.N., 2021. The influence of green HRM practices on
green service behaviors: the mediating effect of green knowledge sharing. Employee
Relations: The International Journal.
Ababneh, O.M.A., 2021. How do green HRM practices affect employees’ green behaviors? The
role of employee engagement and personality attributes. Journal of Environmental
Planning and Management, pp.1-23.
Shishiwa, J.K. and Ndyemalila, E.R., 2021. Human Resource Management (HRM) Practices in
the Public Service Delivery Sectors, Case Study of MORUWASA, Morogoro,
Tanzania. African Journal of Education, Science and Technology, 6(2), pp.99-108.

Shishiwa, J.K. and Ndyemalila, E.R., 2021. Human Resource Management (HRM) Practices in
the Public Service Delivery Sectors, Case Study of MORUWASA, Morogoro,
Tanzania. African Journal of Education, Science and Technology, 6(2), pp.99-108.
Aziz, M.D., 2021. Internship Report on HRM Practices of Greenland Technologies Limited
(Concern of GETCO Group).
Sripathi, K. and Balaji, D., GLOBAL PERSPECTIVES ON SHIFTS IN TRAINING &
DEVELOPMENT AND IMPLICATIONS FOR STRATEGIC HRM.
Gould-Williams, J.S. and Mohammed, A., 2021. Linking HRM Systems with Public Sector
Employees' Performance. Managing for Public Service Performance: How People and
Values Make a Difference, p.161.