Issues in Human Resource Management

This report discusses the contemporary issues and emerging trends in Human Resource Management (HRM) in the hospitality industry. It also explores the process of performance management to minimize staff turnover, identify training needs, and enhance promotions. The report focuses on Sofitel Hotels and Resorts, a luxury hotel chain headquartered in Paris, France. It provides insights into the challenges faced by HRM in the industry and the strategies adopted to overcome them.

Issues in Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
TASK1 ............................................................................................................................................3
The contemporary issues and emerging trends associated with Human Resource Management
in the Hospitality Industry......................................................................................................3
TASK2.............................................................................................................................................6
Designing and developing a job description and a person specification from the range of
management positions within the hospitality industry...........................................................6
TASK3.............................................................................................................................................9
The process of Performance Management within the hospitality industry to assist
organisations to minimise staff turnover, identify training needs and enhance promotions.. 9
TASK4...........................................................................................................................................12
Critically analysing the two HR policies: Training Management & Talent Management...12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Human Resource Management refers to the management of all decisions within the
organisation that are related to the peoples. It is used to described formal systems related to the
people engaged in the organisation. It is a practice of managing people to achieve better
performance by recruiting, selecting, inducting employees, training and developing employees
(Kowalski and Loretto, 2017).
In this report, discussion is based on Sofitel Hotels and Resorts. It is a luxury hotel chain
with properties mainly in large cities, and headquartered in Paris, France. This report is based on
contemporary issues and emerging trends associated with HRM, designing and developing job
description and person specification, the process of performance management within the
hospitality industry, identification of training needs and enhance promotions, analysing and
criticising HR policies and practices.
MAIN BODY
TASK1
The contemporary issues and emerging trends associated with Human Resource Management in
the Hospitality Industry.
Human Resource Management means the management of people at work. This refers the
process of binds people with organisation and helps both people and organisation to achieve each
others goals.
Contemporary issues with HRM in hospitality industry:
Hospitality Industry is full of opportunities and holds a great position world widely. But
it holds great powers with great responsibilities, this fast paced industry faced some alerting
problems and the burden of fixing them comes on the shoulders of the people of HR department
in the organisation.
Here, we are discussing some current issues faced by the HR in the hospitality industry:-
 Low morale of employees- Morale plays a significant role in the success of any company
or hospitality industry like hotels and resorts. Keeping your workspace happy and
enthusiastic all the time is a real time task (Moore and Brannen, 2018). As might be

expected, an employee and a employer may have obligations. Then, it becomes the duty
of a employer to make each and every employee happy with their work by remunerating
them, giving positive feedbacks, holding activities which involve every employee. But
the situation becomes tough when they do not able to communicate with each other
aspects and concerns. It worsens the time and it might lead to quitting jobs by employees.
As we discussing about Sofitel Hotels and Resorts, if hotel needs success it shouldn't
neglect its workforce rather it should involve each and every employee of its, no matter
how big or small the industry, tasks or the celebrations. Holding meetings once or twice a
week can also be great idea to boost employee's morale.
 Increased harassment cases- Harassing people is a global and embarrassing issue. It is
very dishonourable and embarrassing that harassment is en-rooted in our culture that it
causes restrictions in every sphere of life. In past times, people didn't have awareness and
thus kept mum of being harassed (Holland, 2019). But in current scenario, the things are
getting a bit better and victims are coming forward to raise their voices. There are
hundreds of report write down by HR departments, this not only creates fearsome
situations but also lowering the organisation's reputation. Not every claim is real but
although it can degrade the firm's reputation. As we considering about Sofitel, strict rules
should be framed and and implemented in the organisation. Hotels and Resorts are
mainly highlighted for this embarrassment situations or inappropriate behaviour and this
affects relations between employee, employer as well as guests.
 Theft in Hotels- This is a very common issue in every area of hospitality industry. If
there is no proper safety guards and securities, the chance of stealing things may take
higher results and this will degrade the hotel's reputation (Aust, Muller-Camen and
Poutsma, 2018). Same thing can happen in Sofitel company, the guest who are coming in
their hotel want to have securities and trustworthy treatments and if the issues like
stealing and all can lower the firm's name and the loyalty of guest will be lost.
 Inexperienced or unskilful managers- A poor management staff can also a critical issue
for any organisation. In Sofitel, if staff is incapable and inexperienced can be responsible
of poor management and can be issue of poor handling guest relations too. Recruitment
of eligible staff having with clear and firm vision can hold a great value.
Emerging trends associated with HRM in hospitality industry:

Only those organisation will be able to survive in this times which provide quality
services to their staff and guests. Sofitel Hotels and Resorts as one of the luxurious hotel in the
city. They must be emerge trends to upgrade the reputation, builds trust and loyalty, increase
productivity and cost effectiveness and many more (Krithika, DivyaPriyadharshini and
GokulaPriya, 2019). There are many emerging HR trends and perceptions which transforms and
shapes the future of hotel industry. Lets discuss about emerging trends associated with HRM:-
1. Identification of the right talent can enhance the productivity of the organisation. HR
strategies focuses on the capabilities of the guest services, employee retention and
inclusion should take focus.
2. Personalized engagement of employees will be an HR buzzword. The focus is more of
improvising and retaining employees rather than acquiring new talents.
3. Health care benefits rank number one among benefits provided by an organisation and
increasing costs of health insurance and health care benefits.
4. Giving importance to training on POSH training that is prevention of sexual harassment
giving importance amongst employees and creates healthy environment to work which
turns out to be a winning situation for employees.
5. Recognizing high performing individuals rewarding them also benefits the organisation
as retention for key talent is critical for companies to achieve results.
6. Hiring people with good knowledge and attitude is critical for hospitality. The use of web
based HR systems is on the rise which enables to manage multiple worksites from a
single location.
As per the above studies, the report focuses on the critical issues in respect with HRM for
the firm named Sofitel, based on hospitality industries. In this report, critically analysed the
current issues or challenges faced by the Sofitel, like how organisation suffers from issues and
how it effects their reputation, costs, guest relations, and many more (Ceric, 2017). Then, we
also discuss the emerging trends of HRM in this industry that how the industry adopt
technologies, how they take actions for employment satisfaction, how they hiring people, how
they virtually connected with their staff or guest to build and maintain relations

TASK2
Designing and developing a job description and a person specification from the range of
management positions within the hospitality industry.
A job description is an internal document that specifies the job requirements, job duties,
job responsibilities and skills required to perform a specific role. It goes into detail about the
responsibilities and conditions of the job. It helps the company (Sofitel's Hotel & Resort) to
ensure expectations are established and met (Liboni and Et.al., 2019). A well-written job
description will establish a strong set of expectations for employers to communicate to their
employees. These job specification and Job description helps the company to get more
advantages and improve their productivity and work in the company. These things will going to
protect a company and the team to avoid any risk factors and challenges from the candidates. By
using job description and job specification, it will help the company to upgrade and effective
screening. It includes particular marketing factors, individual skills, challenges for an individual.
Job description includes these particular key points:
 get the right job title
 Start with short and engaging overview of the job that is job description
 mentioning duties and obligations
 requirements, qualifications and skills
 documents like certificates, registrations, licences
 person's specification
 work experience
 work environment
 job location and environment
Job description's main purpose is to outline the duties and responsibilities that are
involved in a particular job. It is most vital part of the job application procedures that will favor
the correct information and support the job applicants to recognizing the job requirements and
will also help the HR departments to recruit highly qualified and skilled candidates. Job
description also help the company to analysing and providing time management in order to
become much more efficient and and prominent (Thite, 2018).
There is a requirement of Bar manager in the Sofitel company:
JOB DESCRIPTION

Job title: Bar Manager
Reporting to: Branch Manager
Job Description: To enhance and upgrade the products and services to the customers and
creating more customer base.
Duties & Responsibilities:
 Identify and determine the requirements of customer.
 Communicating the information properly.
 Manage inventories.
 Looking for hiring new staff or upgrade with the existing ones.
 Ensure cleanliness and safety.
 Promotes the company.
 Builds and maintaining the relationship with clientele.
 Maintaining budget.
 Leading operations. Routinely change offerings.
Qualifications:
 Bachelor's degree required in hotel management or related fields.
 Technical and customer managing skills.
 Analysing the risk factors.
 Enhances the interpersonal skills, leadership skills, conflict resolution skills.
 Knowing the surroundings of market.
 Time and project management skills.
 Commitment to providing services to customers.
Person Specification
Significant skills:
 Multi-tasking abilities.

 Skills of promoting the activities and equipments.
 Effective communication skills.
 Leadership skills.
 Influencing the others.
 Coordinating with staff members. Motivational skills.
Required skills:
 Be clam and patient.
 Understanding and flexibility.
 Always be confident.
 Extensive knowledge of liquor, bartending and s\service protocols.
 Ability to hire, train, manage and schedule the staff.
 Great organisational skills and facility with budgets, inventories and negotiating prices.
Bar Management involves operating and running an establishment that serves alcoholic
beverages. As a bar manager, will need to look after a variety of staff members such as
bouncers, bartenders or servers (Farndale and Et.al. 2017). Entertainment is an important part of
Bar Management as well. Overall a bar manager of the respective company(Sofitel), oversees
the requirements of alcoholic and non alcoholic beverages for bar and patrons, interacting with
customers, taking orders and serving drinks and snacks, assessing customer's preferences and
recommendations. Also, a bar manager can expect a work about 60 hours a week that is 5 shifts
of on average 12 hours per day. There are several types of skills and qualification required in
training managers for maintaining the direction of organisation.
 Determine and identify the requirements of the company by job analysis, career
path with the managers.
 Develop and enhance the group training strategies and planning that represent the
requirements of the business.
 Effectively handle and manage the environment of the company and the budget of
the training in order to maintain the financial stability of the company.
 Excellent communication, verbal, written skills required.

 Most innovative and creative mindset in order to developed the unique strategies for
the company.
 Minimum 2 year work experience is required for this opportunity.
 Skills of motivating the other people in order to enhance the efficiency of the
organisation so that they can get positive and amended outcomes for the company.
 Bachelor's degree is required for this position.
As per the consideration, the respective company (Sofitel's Hotel & Resort) requires a
Bar Manager in their hotel business. The above report describes the job description & job
specification which identifies the roles, duties, responsibilities, essential functions and
requirements of the particular job. A good job description can assess work flow and eliminate
duplication of effort and also help assist in the evaluation of the job performance (Sissons and
Green, 2017). In the other side, job specification is a profile in which HR looks for an
individual's personal skills, qualifications, abilities and experiences. This will help the company
to analyses and help in managing time which promotes efficiency and flexibility.
TASK3
The process of Performance Management within the hospitality industry to assist
organisations to minimise staff turnover, identify training needs and enhance
promotions.
Performance Management is a strategic approach to creating and sustaining
improved employee's performance, leading to an increase in the effectiveness of
companies. By focusing on the development of employees and the alignment of company
goals with team and individual goals, managers can create a work environment that
enables both employees and employers to develop.
Objectives of Performance Management:
 To understand the aims, goals and purpose performance management.
 To differentiate the various methods of performance appraisal.
 To find out positive aspects and drawbacks of performance management.
 Provide effective training and development opportunities for improving
performance.

 Enables the employees to improve the level of their current performance by
authorizing, encouraging and executing an operating reward mechanisms.
 Aligns individual roles and targets.
Process of performance Management:
Performance Management is a communication process by which managers and
employees work together to plan, monitor and review an employee's work objectives and
overall contribution to the organisation (Cooke, Veen, and Wood, 2017). It considers the
employee to be the performer, producing the work deliverables that need to be tracked
and managed. The process or the steps can be broken down into four categories:-
1. Planning: This is the first step of performance management includes establishing
job descriptions and identifying the employee's essential functions as well as
defining the strategic plans of the department or the company as a whole.
2. Developing: The second stage of performance management includes developing
performance standards, which offers a scale that describes how a specific job
should be performed in order to meet specific goals (Rodriguez and Stewart, 2017).
This is explaining to the hired employees and are later used to evaluate their work
performance.
3. Monitoring: This is the step includes employee's work performance and giving
feedback. Monitoring should be verifiable and involved work related facts, events,
behaviours, actions and many more. This helps employees to improve and sustain
good performance by precisely identifying the areas that the employee need to
improve without judging about their character.
4. Rating: In this stage of process, company includes conducting performance
evaluations. This is the critical aspect in which company's performance managers
have to be assessed unbiased. In this stage, respective company includes the
following features like employee informations, performance standards, signatures,
employee comments, employee's self appraisal and many more.
5. Development Planning: At last stage, the respective company establishing plans
for improving employee performance and development goals (Kumah Yaokumah

and Buabeng-Andoh, 2018). This helps to advancing overall goals of the company
and at the same time increases the quality of work by encouraging constant
learning and performance growth and at the same time maintaining the level of
performance growth which meets expectations.
Any business want little turnovers due to separation because recruiting and
training new employees is quite expensive. In the mentioned discussion, the company
Sofitel's Hotel and Resort may use this following methods:
 hiring right people to the right job
 firing people who do not fit
 recognize and reward employees
 pay attention to the involvement
 provides flexibility and prioritize employee happiness
 enhance on boarding and training
 offer feedback and recognition
Why is it important to train the employees of the company?
Identifying the training needs of the employee is a crucial task for business. Training
needs have to be related both in terms of the organisation's demands and that of the individual
employee. The company Sofitel also needs to identify the training needs of the employee and
what methods company using to training employees.
Importance of training the employees:
 Improves employees performance- It is important because it gives the clear
understanding of their roles and responsibilities within the organisation. The skills which
learn empowers the employee to deliver quality of work with the fast turnaround rate
 Consistency in training- This is difficult to create consistency within the organisation, but
at the same time the training helps to reduce a disparity between team members. Each
employee has a baseline knowledge of individual himself and their team goals, putting
everyone on the same page (Petrovic, Saridakis and Johnstone, 2018).
 Address employee weakness: A lack of awareness of internal weakness is a hazardous
thing within the organisation. The respective company Sofitel, by training their employee

can overcome this, educate employees on important subjects that help overcome and
avoid any issues.
There are many effective training methods, a company can use to trained their
employees, some of them are mentioned below:-
 Case study: The company uses this method which facilitates the exploration of a real
issue within a defined context, using a variety of data sources.
 Games based training: It is a interactive method, using active learning to help employees
to learn more and faster. By taking passive contents like videos and PDFs, and making
them into interactive games, this method helps the employee to stay actively engaged
with course content.
 Job rotation: As considering the Sofitel company, using this method which means
management approach where employees are shifted between two or more assignments or
jobs at regular intervals of time.
How company enhance promotions ?
The company Sofitel is based on hospitality industry, and it needs to inform the
customers of the new product or service, and persuade customers to buy their goods and services.
The company promotes their business by advertising, public relations and sponsorship direct
marketing and many more.
As per the above discussion, the company Sofitel based in hospitality industry
conceptualize the process of performance management, like how the company evaluates the
performance of the employee, what methods company using to training their employees, what
are the needs of training methods and how the company enhances the promotional activities.
TASK4
Critically analysing the two HR policies: Training Management & Talent Management.
HR policies are continuing guidelines on the approach of which an organisation intends
to adopt in managing its people. These are the formal rules and procedures that dictate how
certain matters should be addressed in the workplace including employee rights and duties. HR
manager in the organisation with the top management to assist and support the managers at
different level to deal with the individuals at the workforce (Dash Panda and Sandhyavani,
2019). The development of HR policies support the company to analyse and demonstrate

externally and internally that it reach with diversity, training and their commitments. There are
various HR policies which are adopted by the Sofitel's Hotel and Resort in the view to overcome
the problems and challenges which is facing by human resource department.
Features of HR policies:
 Means of communication between the employer and an employee.
 conveys several guidelines which are to be followed within the organisation.
 helps senior management towards better decision making.
 prevents misunderstanding between employer and employee.
 it makes employee more productive.
 hr policies when placed well result in risk reduction.
 it gives a strategic direction to the company.
Training and Development Policy: Training programs boost employee satisfaction and
improve employee retention. It is a system used by an organisation to improve the skills and
performance of their employees. While development programs increase employee's future
performance and growth. As businesses compete to retain top talents, the importance of
employee training and development is increasing more than ever (Atkinson and Duberley, 2021).
A vigorous training and development ensures that employees have a consistent experience and
background knowledge. There are several methods used by the company (Sofitel's Hotel and
Resort) to train their employees. Some methods which are mainly used by the respective
company discussed below:-
 Induction method: It is a form of introduction for new employees in order to enable them
to do their work in a new job profile or in a new job role within the organisation. It is a
systematic procedure. An effective induction ensures that new staff can quickly learn the
new organisation's policies, processes and practices.
 On the job training: It can help to perform better in particular job by developing specific
aptitudes and knowledges related to duties. The experimental learning can help to
succeed in roles that involve using specialized machinery, software, equipments or hands
on tasks. In this method, the company includes job rotation, job instruction, step by step
assignments.
 Off the job training: In this type of training, the trainee are taken to another location to
learn a skill or acquiring knowledges. This method includes case study, seminars,

conferences, lectures, brainstorming, role playing, internship, sensitivity training and
many more.
The main object of this policy is to commit the development and training of each member
of staff, equipping every employee with the necessary skills and knowledge to provide the best
possible quality service.
Talent Management: Talent Management is the full scope of HR processes to attract, onboard,
develop, motivate, retain high performing employee. It is a systematic process of identifying the
vacant position, hiring the suitable candidate, developing the skills and expertise of the person to
match the position and retaining to achieve long term objectives. The mentioned company
Sofitel's Hotel and Resort may take some of the initiatives in which HR can motivate and retain
the employees:
 Remuneration and reward- Increasing pay and remuneration of the employees as a
reward for their better performance.
 Recognition- Acknowledging employee's contribution and their work on the individual
platform, boost up self confidence in them.
 Role design- It must be designed to keep the company's employee occupied and
committed and it must be flexible that can be adopted by the employee.
 Flexibility- Providing a flexible work environment to the employees makes them more
adaptable to the organisation and brings up their creativity too.
 Relationship Management- Maintaining a positive workplace where employees are free
to express their ideas, take part on the decision-making process, encourage employees to
achieve goals and rewarded them for their better performance.
Here are some of the talent management strategies which are exercised by the Sofitel company
that helps in fast growing before their growth spirals out of way;
 Promotes from within the company: The more employees grow and learn within the
organisation, the more invested their interests in the success of the business become. By
giving the staff a voice on process improvements, allowing them a chance to strive for a
better position, employer will reduce training time, increases morale and maintain
company loyalty though a rough growth bust.

 Hire a dedicated recruiter: In the growth of any organisation, the person who recruit,
select the candidates must be capable and doing a right way of job. This helps in time
management and cost saving. If recruiter is dedicated and focused, and hire right people
to the right job then growth of the company will build.
 Cultivate culture: Screening for culture fit is only the step. Once a recruiter hired a team
of employees who are adjusted with corporate culture, fostering and maintaining that
culture takes effort.
These are the policies which are made for the organisation in order to direct and run their
business smoothly and continuously without any problems and obstacles. These policies help the
managers and employees to maintain the decoration and discipline in the company. These
policies also sure the employees of the company about their safety and security so that they can
feel more valued in the company and enhance their interest level towards the work.
CONCLUSION
As per the above mentioned report, the conclusion is that HRM is very important for the
company. HRM team ply many opportunities and advantages to the company which helps to
build growth and enhances productivities which makes company competitive. There are many
issues and challenges facing by the HRM team in the company Sofitel regarding talent
management, training and developing programs. So, this report considering the performance
management in order to overcome those challenges and issues facing by the respective company
and discuss some policies that help employees to feel safe and secured in the particular
organisation.

REFERENCES
Hauff, S., Guerci, M. 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.
Kowalski, T. H. and Loretto, W., 2017. Well-being and HRM in the changing workplace.
Moore, F. and Brannen, M.Y., 2018. The anthropological comparative method as a means of
analysing and solving pressing issues in comparative HRM. In Handbook of Research
on Comparative Human Resource Management. Edward Elgar Publishing.
Holland, P.J. ed., 2019. Contemporary HRM Issues in the 21st Century. Emerald Publishing
Limited.
Aust, I., Muller-Camen, M. and Poutsma, E., 2018. Sustainable HRM: A comparative and
international perspective. In Handbook of Research on Comparative Human Resource
Management. Edward Elgar Publishing.
Krithika, J., DivyaPriyadharshini, N. and GokulaPriya, J., 2019. Green HRM-Practices In
Organisations. IOSR Journal of Business and Management (IOSR-JBM), 21 (3), 74, 77.
Ceric, A., 2017. e-HRM Challenges: An Australian Perspective . In☆ Electronic HRM in the
Smart Era. Emerald Publishing Limited.
Liboni, L.B. and Et.al. N.O., 2019. Smart industry and the pathways to HRM 4.0: implications
for SCM. Supply Chain Management: An International Journal.
Thite, M. ed., 2018. E-HRM: Digital approaches, directions & applications. Routledge.
Farndale, E. and Et.al. 2017. A vision of international HRM research. The International Journal
of Human Resource Management, 28(12), pp.1625-1639.
Sissons, P. and Green, A.E., 2017. More than a match? Assessing the HRM challenge of
engaging employers to support retention and progression. Human Resource
Management Journal, 27(4), pp.565-580.
Cooke, F.L., Veen, A. and Wood, G., 2017. What do we know about cross-country comparative
studies in HRM? A critical review of literature in the period of 2000-2014. The
International Journal of Human Resource Management, 28(1), pp.196-233.
Rodriguez, J.K. and Stewart, P., 2017. HRM and work practices in Chile: the regulatory power of
organisational culture. Employee Relations.

Kumah, P., Yaokumah, W. and Buabeng-Andoh, C., 2018. Identifying HRM Practices for
Improving Information Security Performance: An Importance-Performance Map
Analysis. International Journal of Human Capital and Information Technology
Professionals (IJHCITP), 9(4), pp.23-43.
Petrovic, J., Saridakis, G. and Johnstone, S., 2018. An integrative approach to HRM–firm
performance relationship: a missing link to corporate governance. Corporate
Governance: The International Journal of Business in Society.
Dash, D., Panda, J.S. and Sandhyavani, K.V., 2019. Internet of Things (IoT): The New Paradigm
of HRM and Skill Development in the Fourth Industrial Revolution (Industry 4.0). IUP
Journal of Information Technology, 15(4), pp.7-30.