Issues in Human Resource Management

This presentation discusses the issues and challenges in human resource management, including factors influencing recruitment, impact of diversity and stress management on organizational performance, importance of person specification and job description in achieving goals, and the process of performance management.

ISSUES IN HUMAN
RESOURCE
MANAGEMENT

TABLE OF CONTENTS
 INTRODUCTION
 Internal and External methods and factors influencing recruitment
 Impact of the diversity, stress management and absenteeism on organisational
performance
 Importance of person specification, job description in achieving organisational
goals and objectives
 Process of Performance management
 CONCLUSION
 REFERENCES

INTRODUCTION
HRM is a procedure which deals with the issues and problems related to
organisation development, compensation in order to wellness and benefits for
employees. This study will show the importance of HRM in hotel industry as they
play various functions like recruitment, motivation for employees. This report will
also show about factors that impact on organisational performance.

Factors that influence recruitment process,
internal and external methods of recruitment
Human resource management can be defined as a process of managing workers in an
organisation which involves recruitment, selection, training and motivating
employees. There are various factors that influence and impact on the process and
functions of human resource management.

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 Unemployment rate: It is the main factor that have impact and influence
recruitment process of HRM. Increased unemployment rate is good for the hotel
as they can hire the best candidate on their own terms.

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 Competition: Competition level is another main factor that can influence
recruitment process. Competition in the specific area creates problems for the
hotel to find the candidate who can perfectly fit in hotel's needs.

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 Reputation: There are various luxury hotels that are known for their better
services and positive image and create competition for others. Company's
reputation and this recruitment process have a strong connection. Recognized and
reputed firm are more likely to attract talented candidates and make this process
easy.

INTERNAL AND EXTERNAL METHODS
OF RECRUITMENT
HR of Marriott hotel uses and follow both internal and external methods of
recruitment for filling their vacant job.

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 Internal methods: Internal methods means to fill the vacant job within an
organisation and by existing employees. It includes job promotion, transfer and
job referral. It has various advantages and disadvantages such as this process is
cheaper and quicker rather than external process.

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 External methods: External recruitment means to fill the vacant job from outside
the business by recruiting new and skilled employees. For this process it includes
advertisement, educational institutes etc. It also has some advantages and
limitations such as manager and HR can bring new and innovative ideas from
outside.

Impact of the diversity, stress management
and absenteeism on organisational
performance
There are various HRM practices like training & development, rewards which
increases the efficiency of employees. There are some factors that can influence and
have impact on organisational performance and effectiveness.

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 Diversity: Cultural diversity and diverse workforce provide challenge to the
company. Employee diversity has a positive and negative impact as it increases
organisational performance and can also face complex problems like
discrimination. Different types of employees bring different ideas which is
beneficial for the hotel.

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 Stress management: Employees who are stressed they have negative impacts on
organisational performance. They come to work but are not able to work
productively and effectively and due to stress and health problems. It impacts on
their moral and motivation and they are more likely to work less which leads staff
turnover.

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 Absenteeism: Absenteeism is a practice of staying away from work of employees.
It has various reasons which impact and affect on their overall productivity. Due
to absenteeism, employees work less and do not work at all which is likely to be
less productive.

Importance of person specification, job
description in achieving organisational goals
and objectives
It is important for a Hotel's human resource manager to have appropriate information
of the employees which it is going to hire. The person specification allows the
manager of the Hilton London to carry this information.

The importance of person specification in
achieving organisational goals
Allows to hire skilled employees by judging their skills and abilities: It is important
for the organisation to hire the employees which are skilled. A person specification
allows the human resource manager the organisation to hire the employees which are
able and skilled and later these employees helps in achieving organisational goals and
objectives.

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 Allows to evaluate the potential of the employee: A person specification allows
the manager to evaluate how potent the employee is. This potential employee
helps the organisation to achieve set goals and objectives appropriately.

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 Allows to understand employee capability in meeting set goals: A person
specification allows the manager to understand the capability of the employee. A
capable employee helps the organisation to achieve set goals and development
and ensure that required growth is being achieved.

The importance of job description in meeting
organisational goals
 Allows to explain the importance of organisational duties: A job description
helps the manager of Hilton hotels to explain the importance of organisational
duties to the candidates.

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 Ensures that the search for appropriate employees is being done: It is important
for the manager of Hilton hotels to look for appropriate employees in order to
ensure that appropriate growth is taking place.

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 Allows to hire the right person for the job: It is important for the manager to hire
the appropriate person for the job.

Process of Performance management
Performance management refers to the set of activities which ensure that goals are
being met in Hilton London. It focuses on organisation's performance, or the
performance of a particular department, employee, or the processes in order to
manage the particular tasks.

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 Staff Turnover: Performance management tends to explore the performance of
the staff or the employees working in the organisation

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 Identifying training needs: Performance management tends to evaluate the
performance of the organisations employees.

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 Enhance Promotions: Most of the times, the activities of promotions depends
upon the performance of the organisation. Performance management allows
Hilton Hotels to measure the performance of the organisation and promote itself
accordingly.

Wide range of situations applicable to human
resource management
Human resource management is a part of number of organisational situations. These
situations include employee conflicts, decision making alongside leadership and
management, building morale of the organisations employees and most importantly
ensure better motivation during the situation of crisis.

CONCLUSION
It is important for an organisation to have a good Human Resource Management in
place in order to achieve required growth and development. From the above drawn
conclusions, it can be seen as that Hilton London's recruitment is appropriate and the
organisation can move forward with its current methods to hire new employees.

REFERENCES
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4609-4618). IEEE.
Domsch, M. E., 2017. Human resource management in Russia. Routledge.
Hughes-Morley, A. and et.al., 2015. Factors affecting recruitment into depression trials: systematic review,
meta-synthesis and conceptual framework. Journal of affective disorders. 172. pp.274-290.
Nguyen, H., Groth, M. and Johnson, A., 2016. When the going gets tough, the tough keep working: Impact
of emotional labor on absenteeism. Journal of Management. 42(3). pp.615-643.
Skordoulis, M., Chalikias, M. and Koniordos, M., 2015, September. Staff recruitment process and methods:
the case of the mobile telephony industry in Greece. In Communications in Computer and Information
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Kravets et al. Volgograd (pp. 292-306).
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.

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