Issues in Human Resource Management

This document discusses the issues and emerging trends in human resource management, with a focus on the hospitality industry. It explores the challenges faced by Accor hotel and the strategies they use to manage performance and identify training needs. The document also covers the development of job descriptions and person specifications.

Issues in Human
Resource Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Issues and emerging trends associated with Human resource management and production of
reflection. ...................................................................................................................................3
Development of Job description and person specification..........................................................6
Process of performance management with Accor hotel and identify training needs and
enhance promotions. ..................................................................................................................8
Revise HR policies and practices. ............................................................................................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
HRM is considers to be a human resource management, it is a practise which manages
number of people in order to achieve better performance in an organisation. I6t is considers to be
an strategic approach to the effective management of people in an company so that they could
helps an organisation in achieving their gaols and objectives and earning competitive advantage.
It is designed to maximise employees performance and overseeing their benefits and recruitment,
training and development and performance management programmes (Flamini and Gnan, 2017).
But there are some of the issues that are to be made in human resource management. These
issues might can affect the business environment and also can affect profitability of company.
This can be occur at the time of selecting an employees for a company or providing training to
them. The hotel which is taken in this report is Accor Group hotel. It is a French multinational
hospitality which owns and manages franchise hotels, resorts and vacation properties. It was
founded in the year 22 April 1960 by Paul Dubrule and Gerard Pellisson. It is situated in more
than 5100 locations in all over the world. It is operating in more than 110 countries with a total
capacity of about 704,000 rooms in a hotel. There are about 223,370 employees are working
currently in the hotel group. This report covers issues and emerging trends of human resource
management and a reflection also. It also covers job description and person specification. Then it
covers process of performance management with in a Accor group hotel. At last it includes
Existing HR policies and practises to communicate with all employees.
MAIN BODY
Issues and emerging trends associated with Human resource management and production of
reflection.
Human resource management is the important part of any organisation as it is the
department which performs certain functions for an organisation whether it may be any industry,
hospitality of retailing industry (Ayentimi , Burgess and Brown, 2018). It is considered to be a
key function in hospitality industry that depends one employees and manager to gain competitive
advantage in the market. But there are some of the issues which has to be faced by HR manager
in hospitality sector. These are discussed below:
Issues associated with Human resource management
Some of the issues faced by hospitality sector and in Accord hotel are discussed below:
Training and development : Training and development also play important part in an
organisation because this provides proper knowledge and skills to the employees and staff
members working in a company or hotel (Issues Related to Human Resource Management,

2021). Insufficient training and development can play a role in high attrition rates. Low retention
rates can leave an employee to under-trained and ill- prepared employees which can placed into
critical situations without having proper skills and knowledge. So it is a responsibility of
managers to provides better training and development needs to the employees and staff members
to enhance their skills and knowledge. In context of Accor hotel, mangers should provides better
training needs to the employees so that they could serve better to the customers.
Satisfaction and morale: Unsatisfied employees and staff members creates low morale
and this also results in low incentives of the employees. These circumstances are specially
dangerous in hospitality industry as they more focus on quality of services they are providing
which can directly impacts customer satisfaction and brand reputation. If customer satisfaction is
bad then they could provides negative reviews and rating ion to the hotel which can reduce
reputation and results in decreasing in profits and revenues. Cause of low morale can be
thorough certain reason which are unskilled labour, job stress, insufficient staff and no rewards
or appreciation (Paauwe and Farndale, 2017).
Talent acquisition : High turnover rates mostly require steady inflow of new talent to fill
the vacant position. Hospitality sector has recently experienced difficulty in recruiting candidates
and hiring people for their company as they needs proper skills and knowledge who can provide
better new ideas and innovations to the company. There could be a shortage of skills,
consistently increase in high turnover rates and ability to retain good employees.
Culture and ethics : Unethical practises and unhealthy culture can leads to damage of
the brand reputation, workforce efficiency and future viability. Proper culture should be
maintained in a business environment. As in context of Accor hotel, it is facing unethical cultural
in business environment. HR must take harassment acquisition seriously along with other ethical
issues that can commonly find in hospitality industry (HR challenges in the hospitality industry,
2020). These are some of the challenges which are to be faced by company and hotel in
managing their operations and staff members.
Emerging trends with HRM
Also company is using certain emerging trends which helps the hotel in saving their time
and efforts of the staff members and this overall results in company success ad customer
satisfaction both. These emerging trends are discussed below:
Artificial intelligence in Recruitment process: AI driven solutions provides various
innovation to the hospitality industry (HR Trends, 2021). In context of Accor hotel, they are
adopting AI at the time of recruiting a candidate for their hotels. AI solutions helps the managers
of a hotel to save time and efforts of candidates and company both. Then it allows a faster
candidates screening to managers at a time of hiring a candidates.

Employee experience platforms: Today employees expect a lot more to just pay good
salary or give them benefits. So for the improvement of employee experience, it is a need of
mangers to enhance experience of employees. With increase in digital transformation, multiple
of HCM platforms have comes in the market to provides better experience to employees. This
will enhance employees performance and their experience in the hotel so that this will helps
them in near future. This employees experience is a single place of design, manage and measure
all employees interaction in across the Accor hotel. This reduce cost and develop custom
employee portal, validating security and measuring service interactions.
Feedbacks tools to improve engagement: Hotels now a days making forwards with well
thought strategies which helps them in improving workforce engagement through HR technology
innovations and ideas. This emerging trends encourage employee engagement tools and fill
feedback forms from employees so that they capture employee opinions and their issues. These
survey forms helps employees and staff members to connect with employees and promote
engagement and profitability (Transforming the Future of Work, 2020).
Reflection
From the above study I have analysed that, Accor hotel is one of the biggest hotel which I
have ever seen. I have seen that hotel is very luxury and is operating in more than 110 countries.
As there are certain issues and challenges which are faced by Accor group and this results in
deceasing of the profits and revenue. As challenges like insufficient training and development
needs so the employees and unsatisfied employees morale and satisfaction. Hotel is facing these
challenges in order to make employee engagement. Then I have seen hotel is making emerging
trends in the market. They are using various emerging trends in order to hire employees in
efficient manner. I have enhanced by their emerging trends used in hotel. In order to gain
employee engagement. Hotel is performing various activities which can enhance employee
engagement and manager are also very cool and good in performing their activities at various
branches of the hotels in different countries.
Development of Job description and person specification.
Job description
Job description is also known as JD. It is a written narrative which describes general
tasks, roles and responsibilities of a position. It specify functionary to whom the position reports,
specification such as qualification and skills and experiences of a candidates which is needed by
the person in order to fill vacant position. It includes information about equipments, tools and

tools, physical demands, salary range and other benefits with salary (Boxall, 2018). There is an
example of job description which is issued by manager of Accor hotel for Hr manager:
Job description
Accor group hotel
Human resource manager
Accor group hotel is a French multinational hospitality company that owns and manages,
hotels, resorts and vacation properties. This is the largest hospitality company of Europe and
considers to be sixth largest company in all over the world.
Job identification:
Human resource manger is the one who is responsible for recruiting new candidates for the
company, training and development, performance management, career development,
compensation and benefits, employee relations, grievance issues etc. the job involves keeping
up of date with areas for example employment law which change often.
Job summary:
Accor company has a record of hiring a best candidates for them who could bring new
innovative ideas in order to achieve their goals. Develops policy and coordinates human
resource activities such as employment law, labour relation, training and development of
employees. Candidates should be able to recruit around European country and sees references
as well. Experience human resource manager means that candidate is able to make a mark and
take complete ownerships of all aspect of busy HR department. Right now, the preference will
be given to those candidate who will do immediate joining in a company.
Roles and responsibilities:
 Maintains work structure by updating job requirements and job descriptions for all
positions.
 Maintenance of organisational staff member and performing various tasks like
recruiting, testing, interviewing program, testing, counselling mangers on candidate
selection, conducting online and offline interviews and making recommended changes.

 Making prepare employees for assignments and conducting orientation and training
programmes.
 Maintaining of pay plan for constructing of periodic pay surveys, scheduling and
constructing job evaluations, preparing pay budgets, scheduling and monitoring a
performance of employees, recommendation, planning and implementing of pay structure
of staff members and supervisors.
 Ensures planning, monitoring and making appraisal time to time of the employees.
Calculate employees performance by performance management programmes and provide
them training and development sessions so that this will results in maintaining effective
achievement of objectives. Then scheduling conferencing, solving employees grievances.
 Building relationships with third party recruitment agencies.
Key skills and competencies:
 Ability to influence a candidate and implement change in a hotel.
 Have a confidence and assurance needed to be an effective negotiator.
 Have communication skills better.
 Not afraid to take difficult decisions and have a power to take effective decision for a
hotel.
 Positive, confident and friendly nature.

Person specification
Person specification is the person specification which consist of person's qualification,
experiences ad skills and knowledge and their attributes that should be posses to perform job
duties. It describes person attributes that desires in a potential employees. It is just similar to job
description. The jobs specification is delivered from job description which helps in foundation of
recruitment process (Brewster, Boselie and Purpura, 2018). Person specification helps the
potential candidates in understanding of job requirements and self select accordingly. When
person specification is written then it is specially mentioned that content should be measurable
ad it cannot that type of content which directly or indirectly can hurt anyone feelings and
discriminate unnecessarily against protected groups.
Person specification
Accor group hotel
Job title: HR manager
Qualification and experiences:
 Minimum of A level at grade C or equivalent.
 Minimum of five years of experiences within HR advisor and manger role.
 Updation knowledge of employment law
 leadership experiences, multitasking and problem solving skills and decision making
skills.
Skills and attributes:
 Excellent communication skills: Candidate must able to listen attentively and respond at
the same time by showing some empathy and understanding dealing with others in and
outside the country.
 Written skills: Candidates must have ability to communicate in written language also so
that if anyone could ask any detail then he must have a capability to understand that in
effective manner. He could write proper email with right spellings and grammar.
 Candidate must have a full knowledge of Microsoft office.
 Ability to make effective decisions: Ability to make right decisions and calculate all the
performance of employees and make effective decisions.
 Team oriented: Candidate should remain supportive and positive with his team and team
members. He could support his team and make them provide proper training and
development sessions.
 Relationships: he will be able to make healthy relations with team members and staff
members of the hotel so that employees and staff members are being motivated and

inspire.
 Time management skills and organisational skills: Candidates must have time
management skills as to complete his task within a given time limit. And also keep other
informative about the progress in hotel.
 Self motivated: Able to be self – motivated s this will helps in making effective relations
with employees. He should be able to set target that re to be achieved in competing his
tasks to time scales.
So, this is the process of job descriptions and person specification which is to be
mentioned by hotel in order to have an employees for them. Manager of a company is issuing
these documents for hiring of a candidate (Nayak. and Mohanty, 2017). Hotel managers needs
these qualification and skills for hiring of a HR manager for their hotel who can perform better
tasks and work in a hotel.
Process of performance management with Accor hotel and identify training needs and enhance
promotions.
Performance management is the process of analysis an employees performance in order
to achieve organisational goals and objectives. Performance management is not only dealing for
poor performance (Cristiani and Peiró, 2019). It is a holistic process that begins with getting
right people, setting expectation, minimising staff turnover, identifying training and development
needs and enhancing promotions. Accor hotel is using a perfect performance management
process in order to maintain its employees productivity. Hospitality employers looks at the
performance management from beginning when job is created. Managers of a Accor hotel
performs various activities like recruiting, screening, orientations, training and development and
setting expectations and charging poor performers. There is a creation procedure that is applied
by Accor group hotel that is discussed below:
The performance management cycle of Accor hotel which is followed by HR manager of
a company is mentioned below:
 Planning: The first stage of performance appraisal is planning of a task and work which
is to be performed by an organisation or manger. This stages involves making and setting
of gaols and communicating of goals and objectives to the employees and staff members
of the team and a company. While these goals should be disclosed in front of staff
members and employees of the company so that the could bring their ideas and
innovations in relation with Accor company. Mangers of the company communicate with
staff members on order to achieve organisational goals and objectives. Then manger of a

company select right candidates for the company so that they bring new ideas and
innovations (Guerci and et.al., 2019). This is considered to be the first stage of
performance planning because this helps the mangers in maintaining standards of the
company and their goals and objectives.
 Monitoring : Next phase after planning is monitoring, in this manger of hotel monitor
the performance of employees and staff members in order to achieve organisational and
personal goals. This includes continuous performance management and appraisal of the
employees and team members. Monitoring includes the phase which helps them in
executing employees performance so that if anything can be wrong it can be resolves
easily and within a time limit. This phase includes tracking of the teams performance in
real time and modify correct course whenever it is required (.Salas-Vallina and
Fernandez, 2017). In context of Accor group hotel, HR manager of a company regular
monitor the performance of employees and team members so that this will helps them in
earning and achieving organisational and personal goals and objectives.
 Developing: After the panning and monitoring phase, next phase comes is developing of
a employees performance. In monitoring phase, employees performance is calculated and
identifies the issues and problems which are to be faced by employees. This stage is
developed for improving performance of employees and developing their skills and
capabilities (Hameed and et.al, 2020). In this phase it includes suggesting of refresher
courses, providing of an assignments that helps in improving knowledge and performance
on job. Its also helps in altering the course of employee development to enhance
performance of sustain excellence. In context of Accor hotel, company is using this phase
in order to develop employees performance and providing them better options in the
organisation and increasing their growth opportunities.
 Rating: Rating is the next step after developing as in this each and every employee
performance must be rated periodically at the time of performance appriasal. In the case
of performance appraisal the Accor hotel managers are performing various task in order
to rate employees and staff members performance. This do this because this helps them in
making decision who is performing better and who is not performing better in the
organisation toward the achievement of goals and objectives. Rating are very essential by
an organisation to conduct of an individual to identify the state of employees
performance and implement changes accordingly. Both the mangers and peer members
provides these rating by the method of 360 degree feedback (.Heikkilä, Rentto and Feng,
Y, 2017).

 Rewarding: This is the last step which is to be made in an organisation in order to
provide rewards and appreciation. Managers of a hotel take feedback from peer members
and superiors. This helps them in making appropriate decision and providing them ratings
accordingly. After this recognising and rewards are given to those person who are
performing good in performance management process (.Sarvaiya., Arrowsmith and
Eweje, 2019). Also it is a part of employee engagement. This can also be doe through
simple saying thank you, social recognisation, bonus or incentive etc. this will enhance
employees performance and also motivates them.
Also performance management process helps the company and mangers in reducing staff
turnover, identifying training needs and enhancing promotions. Let theses discussed below:
Minimising staff turnover: This is the process where staff turnover can be minimised.
As if employees productivity and potential is identifies then employees performance is evaluated
and analysed. By this employees turnover can be minimised as if company will provides them
proper training needs and by this employees will be retain in the hotel (Kim, Su and Wright,
2018).
Identifying training needs: Performance management process is the process which helps
the hotel and managers in identifying training needs. Employees will enhance their skills and
capabilities. This will retain employees in a firm and this leads to increase in productivity of
hotels and staff members both. Managers of a Accor hotel provides proper training and
development needs which helps them in maintain effective relationship with other employees
and increasing employees engagement.
Enhancing promotions: After employees will get proper training and development then
it will helps them in increasing their productivity and skills. In performance management process
employees capabilities are identifies. So the good performer will get rewards and rest others will
not . So it helps the employees in enhancing promotions and getting appreciation.
Revise HR policies and practices.
HR policies and practises are the those policies which helps the managers in performing
various functions related to organisation and employees. These policies and practise helps the
company in increasing employees productivity and potential (Mahadevan and Kilian-Yasin,
2017). This will also results in increasing profitability of a hotel. There are some of the policies
and practises that are to be discussed below:
Recruitment and selection: Recruitment is the process of hiring a person from in and
outside the country. It is effectively done by mangers of Accor hotel. Given above is the job
description and person specification of a post which is required in the organisation. Hotel is

making certain strategies which helps them in making effective recruitment in all over the world.
Managers identifies new talent in the organisation so that they could bring new and innovative
ideas. Company will needs to make certain procedure that helps them in identifies appropriate
candidates for them who can leaders to increase in productivity of employees.
Selection is the process of choosing a appropriate candidate for a hotel. This can be seen
according to the candidate qualification and skills which re required by the job position in order
to fulfil the needs and requirements. Accor hotel is choosing candidates who can bri9ng new
ideas and innovations in the company so that company to reach to its organisational gaols and
objectives. There are certain things which managers sees while conducting an interview. They
view person background, their qualification, skills and capabilities which are required for the
vacant job position (.Mendy 2018). Selection in the Accor hotel is done through various selection
methods such as interview which can be walkin or telephonic or at the time of corona viruis it is
more video call interview. Then there could be email send by managers to the candidate after
they select into the interview. Then hotel is sometimes doing placement recruiting which taking
their interviews. They also sees references as well.
Trainings and development: Training and development is the another HR policy and
practises which is performed by managers of the Accor hotel. As they identifies individual
candidates needs of training by performance management approaches. These approaches helps
them in identifying training and development needs and enhancing promotions. So, when
managers identifies needs then they works towards the actual task. They provides proper training
and development sessions to the employees and staff members so that they could serve better in
the hotel and customer will be satisfies by them (Monaci, 2020). By this sessions staff members
also enhance their skills and development which they could apply to the organisational context.
In context of Accor group hotel, managers are providing appropriate training and development
needs so that employees could not face any difficulty. And if they found any difficulty issue then
mangers works on the solving on those issues and problems. Moreover, this helps the employees
in motivating and setting a direction towards the achievement of gaols and objectives of a
company.
These practises helps the company and hotel and maintaining effective production and
increase in productivity of employees. This will results in increasing profitability and revenue of
the hotel.
CONCLUSION
From the above discussion, it is said that Accor group hotel is one of the biggest hotel in
the world. It has to faced number of issues and challenges and also there are some of the

emerging issue which is following in the company. These helps the organisation in managing a
workforce in effective manner and saving their time and efforts. There is also an example of Job
description and Person specification in context of Accor hotel. It is to be discussed in the report
about performance management process applied in Accor group which helps them in
minimising employee turnover, identifying training and development needs and measuring
employees performance. Because this will helps the company and managers in enhancing
promotions and providing rewards and appraisal. Also there is a discussion of HR policies and
practices which are used in a hotel. This helps the company in hiring new employees and
providing them training ad development sessions effectively. This will help them in achieving
their gaols and objectives and gaining competitive advantage in the market.
REFERENCES
Books and Journals
Flamini, G. and Gnan, L., 2017. A forty years' Literature Review on HRM in Family Businesses:
Re-shaping the Research Agenda. In Academy of Management Proceedings (Vol. 2017,
No. 1, p. 13851). Briarcliff Manor, NY 10510: Academy of Management.
Ayentimi, D.T., Burgess, J. and Brown, K., 2018. HRM development in post-colonial societies:
The challenges of advancing HRM practices in Ghana. International Journal of Cross
Cultural Management. 18(2). pp.125-147.
Boxall, P., 2018. The development of strategic HRM: reflections on a 30-year journey. Labour &
Industry: a journal of the social and economic relations of work. 28(1). pp.21-30.
Brewster, C., Boselie, P. and Purpura, C., 2018. HRM in the International Organizations.
In HRM in Mission Driven Organizations (pp. 79-114). Palgrave Macmillan, Cham.
Cristiani, A. and Peiró, J.M., 2019. Calculative and collaborative HRM practices, turnover and
performance. International Journal of Manpower.
Guerci, M and et.al., 2019. Moving beyond the link between HRM and economic performance:
A study on the individual reactions of HR managers and professionals to sustainable
HRM. Journal of Business Ethics, 160(3). pp.783-800.
Hameed, Z. and et.al, 2020. Do green HRM practices influence employees' environmental
performance?. International Journal of Manpower.
Heikkilä, J.P., Rentto, O. and Feng, Y., 2017. Aiming for Strategic e-HRM: Motives and
Consequences of e-HRM Implementation in an MNC. In Electronic HRM in the Smart
Era. Emerald Publishing Limited.
Kim, S., Su, Z.X. and Wright, P.M., 2018. The “HR–line‐connecting HRM system” and its
effects on employee turnover. Human Resource Management, 57(5), pp.1219-1231.
Mahadevan, J. and Kilian-Yasin, K., 2017. Dominant discourse, orientalism and the need for
reflexive HRM: Skilled Muslim migrants in the German context. The International
Journal of Human Resource Management. 28(8). pp.1140-1162.

Mendy, J., 2018. Key HRM challenges and benefits: The contributions of the HR scaffolding.
In Teaching human resources and organizational behavior at the college level (pp. 1-24).
IGI Global.
Monaci, M., 2020. Embedding Humanizing Cultures in Organizations through
‘Institutional’Leadership: the Role of HRM. Humanistic Management Journal, 5, pp.59-
83.
Nayak, S. and Mohanty, V., 2017. Green HRM for business sustainability. Indian Journal of
Scientific Research. pp.102-106.
Paauwe, J. and Farndale, E., 2017. Strategy, HRM, and performance: A contextual approach.
Oxford University Press.
Salas-Vallina, A. and Fernandez, R., 2017. The HRM-performance relationship
revisited. Employee Relations.
Sarvaiya, H., Arrowsmith, J. and Eweje, G., 2019. Exploring HRM involvement in CSR:
variation of Ulrich’s HR roles by organisational context. The International Journal of
Human Resource Management. pp.1-34.
Shen, J., Dumont, J. and Deng, X., 2018. Employees’ perceptions of green HRM and non-green
employee work outcomes: The social identity and stakeholder perspectives. Group &
Organization Management. 43(4). pp.594-622.
Online
Issues Related to Human Resource Management, 2021. [Online] Available through
<https://www.managementstudyguide.com/human-resource-management-in-hospitality-
sector.htm>
HR challenges in the hospitality industry, 2020. [Online] Available through
<https://www.shrm.org/hr-today/news/hr-magazine/winter2020/pages/top-hr-challenges-
in-the-hospitality-industry.aspx>
HR Trends, 2021. [Online] Available through <https://www.selecthub.com/hris/hr-trends/>
Transforming the Future of Work, 2020. [Online] Available through
<https://empxtrack.com/blog/hr-trends-2020/>