Issues in HRM

Issues in HRM
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INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
1. Contemporary issues as well as emerging trends related to Human Resource Management in
Hotel industry and reflection.......................................................................................................3
2. Develop Job description and Person Specification..................................................................6
3. Evaluate the approaches of performance management and people development.................10
4. Development of training material for new HR managers on effective HR policy and practice
...................................................................................................................................................12
Covered in Leaflet.....................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
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INTRODUCTION
Human Resource Management is the mechanism of recruitment, selection, training, instruction
and training, assessment of employees' results, determination of rewards and benefits,
encouragement of workers, maintenance of appropriate relations with workers and their unions,
protection of employees, security and safety steps. HRM genuinely is workplace governance
with a focus on such employees as company assets. Staffs are often called intellectual capital in
this sense (Ayentimi, Burgess and Brown, 2018). Their goal is to efficiently use staff, reduce risk
and optimize return on investment, just as with most business assets. For the better understanding
of HRM practices in hospitality sector, Hilton London Metropole selected which is based on
central London. It is 4-star hotel which has 1059 bedrooms and they offer premium quality
services to their customers.
This report covers several discussions which are based on multiple article analysis on
contemporary issues and emerging trends produce job description, person specification for the
range of supervisory positions in the hospitality sector. In addition, it includes contemporary
knowledge or understanding regarding performance management approaches and people
development. Along with this, develop training material for HR mangers and for HR policies and
procedures.
MAIN BODY
1. Contemporary issues as well as emerging trends related to Human Resource Management in
Hotel industry and reflection
According to Dickmann, Brewster and Sparrow (2016), Many of the problems discussed by
HR Executives in the Hospitality Industry include cross cultural relations, staff control and
people who are also very necessary to ensure the workers of hospitality companies upgrade their
roles and deliver excellent and adjective customer service. Whether SHRM or Strategic Human
Resources Management or employment practices as a Strategic Competitive Benefit Sources, are
the norms for the industry in recent decades, the HRM was in the hospitality sector concentrated
on personnel management. Concerning the cultural and inter-cultural difficulties that human
resources leaders face in the hosting business, it is the reality that resorts, flights, restaurants,
travel agencies and the like rely on visitors and travellers from all over the planet as profit
making bodies for their survival. Their staff must cross the gap between various cultures to
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conquer the cultural gulf. Some individuals compromise on cross-cultural communication and
interpersonal contact purely because of different language expertise or the desire to express
themselves to international visitors.
As per Bell and Orzen (2016), in the service business, HR managers frequently face
problems associated with their employee's motivation. Some positions in the industry are very
challenging and must be supervised by the employees and as a result, depression in the sector is
high. HR managers in the business must develop creative and imaginative approaches to ensure
that their workers stay motivated in order to prevent high levels of stress and demotion due to
exhaustion. Since the role is always 24-7, whereby the rotating of the changes is continuous in
order to guarantee round-time operation, HR supervisors have to change the employees' tasks as
humanely as possible, not only since they are in the period where their highest workload takes
place but always because they do never end up performing the night-shift at all times.
Published article of Simon Willmore (2019), explain that typical nine to five working days
start with workers. Corporations have to develop their organizational versatility to draw potential
candidates. Advances to the communications technologies enable employees to work in the
workplace, at homes or in the café from everywhere. During mobile operation, employees the
front-line service might also gain from the more flexible work time approach. Knowing the value
of the balance between working lives is an attribute that separates so called employers from the
audience. For example: Hilton Hotel home system work is one example of this. The global hotel
brand launched a "home team" of booking and customer service professionals who offer
customer assistance from the comfort of their own home to Hilton Honors.
Interpersonal skills are also highly regarded in an era of rising digitalization. It is especially
important as more thousands of workers enter the workforce. The tech-knowledge group may be
aware of everything about Facebook collecting, but it can be quite successful to work in a team
and to interact with peers. During 2019, human resources executives must expect such a need to
create integrated teams with additional poor skills such as teamwork, imagination, interpersonal
communication and time management. Education programs for staff can be successful in
increasing people in the organization and continues to promote leadership.
Boella and Goss-Turner (2019), it is hard to attract and retain great talent, in particular for
small companies with little capital to provide significant reimbursement and benefits. This
ensures that administrators in human resources often seek to locate the business of talent and
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