Life Cycle Of HR In Hospitality Business : Assignment

HOSPITALITY BUSINESS
TOOLKIT

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P4 Different stages of HR life-cycle ..........................................................................................1
P5 Development of Performance Management Plan for Hotel Manager ..................................2
P6 Specific legislation for Hospitality organisation....................................................................4
P7 Organisation, employment and contract law impacting decision making.............................5
M2 Importance of HR life-cycle for talent management and overcoming issues.......................6
M3 Potential implication of regulation, legislation and standards .............................................6
D2 Judgement and recommendations for improving HR processes and documents..................7
D3 Critically reflecting on potential impacts of regulations, legislation and ethical principles. 7
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Human Resource management of an organisation plays important role in the working of
business and it aims at effectively motivating and encouraging employees so that they come up
with innovation and accomplish organisational goals and objectives. HR cycle consist of five
stages that ensures that employees feel motivated and it also leads to effective accomplishment
of targeted goals. Haven Hotel is an AA four star hotel which is situated near the coast on eastern
side of Marazion town, Cornwall, England. The present study will review the stages of HR life-
cycle which is applied to a specific job role in hospitality business. Development of a
performance management plan and also identification of specific legislation for hospitality
organisation is done in the report. The report further potential impacts of employment and
contract law on business decision making in hospitality industry.
MAIN BODY
P4 Different stages of HR life-cycle
Human Resource Life-cycle is also known as employee life-cycle which describes
different stages of employees in an organisation and shifting roles of HR (Lashley, 2018). The
five stages of HR life-cycle are recruitment, education, motivation, evaluation and celebration.
Haven Hotel aims at selecting and recruiting the best and talented employees in the organisation
and also retaining them in organisation. Haven Hotel applies HR life-cycle on the role of Hotel
Manager, which is explained in detail as follows:
Recruitment: Haven hotel aims at recruiting the best potential candidate who can feel the vacant
position of Hotel Manager (Mejia and Torres, 2018). The hospitality industry requires right
people for right position so that they can effectively perform their duties and makes customers
satisfied. Haven hotel aims at recruiting the best candidates by creating a strategic staffing plan
which includes the understanding of position which are to be filled and their duties and role. The
strategic plan also includes approaches of recruitment which needs to be used for recruitment and
attracting the potential candidates.
Education: The next stages of HR life-cycle includes the education process in which recruited
employees are provided with specific training and development programs (Nayak and Taylor,
2018). Haven hotel aims at providing proper training and development sessions to recruited
candidate for the post of Hotel Manager. The education process includes explaining of roles and
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duties to selected candidate, communicating cultures and values of hotel and assigning co-
worker fro supporting new candidate. This stage of HR life-cycle aims at making employees
understand their responsibilities and feel connected with the company and also to get started with
the work.
Motivation: This stage of HR life-cycle aims at providing motivation to the employees and also
building strong bonds with them. The Hotel Manager needs to be provided with complete
motivation so that they come up with innovation and also do not leave the organisation. Keeping
employees engaged in business activities and operation makes employees satisfied and they do
not feel lack of job satisfaction (5 Stages of the Human Resources Life Cycle in Need of
Improvement, 2015). Haven hotel also focus on providing recognition to employees who are
performing better and also appreciate their contribution in order to motivate them.
Evaluation: HR life-cycle's evaluation stage involves measurement and monitoring of
employees performance (Foster and Carver, 2018). . Haven hotel aims at effectively monitoring
the performance of employees and Hotel Manager in order to check if they fit for the job or not.
Haven hotel also focus on reviewing and evaluating performance of employees and accordingly
provide them with support and other challenging tasks. Through this process employees come up
with improved performance level as they feel motivated and they also retain in organisation
(Nayak and Taylor, 2018).
Celebration: This stage of HR life-cycle provides the opportunity to employees for getting
reenergized. The employees and Hotel Manager are thanked for their hard-work in the business
activities and operations. Haven hotel provides employees and Hotel Manager with unique
benefits for their efforts and contribution and make them feel motivated. The celebration stage
ensures that employees feel satisfied and motivated and also that they retain in organisation
Foster and Carver, 2018).
P5 Development of Performance Management Plan for Hotel Manager
Performance Management Plan is the tool for bringing improvements in the employees
performance in organisation. The performance management plan is also called as performance
improvement plan which helps organisation to improve employees performance and also in
resolving some specific issues (Lashley, 2018). Haven hotel focuses on developing an effective
performance management or improvement plan in order to bring effectiveness in employees
performance and also to resolve negative behaviour and overcome issues of staff retention.
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The negative behaviour is one of the issues faced by Haven Hotel which refers to actions
performed by them which is not in line with expectations and set standards. The employees and
Hotel Manager fails in meeting the expectations and leads to create negative behaviour. This
may lead to bring impacts on the overall organisation as customers will not be served or handled
properly which will make them dissatisfied. This will affect the brand image and reputation of
the Haven Hotel (Gupta, 2019). The haven Hotel faces issues of staff retention or increased
employee turnover. The problem of staff retention may happen due to employees do not feel
satisfied and motivated in the organisation. Issue of staff retention and increased employee
turnover can also affect the brand image and reputation of the company. Therefore, Haven Hotel
aims at developing a Performance Management or Improvement Plan so that it can bring
solutions for different issues and also improving the performance of employees. The
Performance Management Plan brings benefits of improving employees performance, motivating
and encouraging employees, resolving issues faced by organisation and accomplishment of
organisational goals and objectives (Mejia and Torres, 2018).
Following is given the Performance Management Plan:
Performance
Area
Performance
Concern
Expected Standards
of Performance
Improvement Actions Time -
Frame
Issues of
Negative
Behaviour
Employees and
Hotel Manager
are not
performing their
duties according
to the norms and
expectations
(Nayak and
Taylor, 2018).
The employees and
Hotel manager needs
to effectively perform
their duties and
responsibilities as per
the set standards and
accomplish
organisational goals.
The issues of negative
behaviour of employees
and Hotel Manager can
be resolved by providing
them various training and
development programs
(Chung and Chung,
2018). The performance
management and
appraisal needs to be
done by Haven Hotel as
this will also help in
resolving the issues of
The
review of
this
problem
will be
done in 7-
8 weeks.
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negative behaviour.
Issues of
Staff
Retention
Haven hotel is
facing issues of
high turnover of
employees
(Hussain, 2019).
Employees needs to be
encouraged and
motivated so that they
retain in organisation
(Foster and Carver,
2018).
HR policies and
strategies needs to be
framed in a way that it
provides satisfaction and
motivation to employees
and they retain in
organisation and it leads
to reduce the staff
turnover rate (Kloeckner
and et.al., 2018).
The
review of
this issue
will be
done in 3-
4 months.
P6 Specific legislation for Hospitality organisation
Every business organisation needs to follows some legal laws and regulations provided
government (Hospitality Management: Legislation, regulations and codes, 2019). Hospitality
industries are also provided with specific legislation and regulations that has to be complied and
adhere to by Haven Hotel. Following are given some specific legislation and regulations that
needs to be complied and adhere to by the hospitality industry and Haven hotel.
Food Act 2014: This act provides guidelines and requirements to hospitality industries so that
they achieve the safety and suitability of food. The Haven hotel also needs to compile and adhere
to Food Act, 2014 for maintaining and improving the quality of food for selling it to final
customers. The Food Act 2014 improves the confidence for New Zealand's regime regarding
food safety and also provides various risk based measures which helps in minimizing and
managing risk of health of public. This act is applicable to all food business and hospitality
industry and they are required to operate under National Programmes and Food Control Plans.
Health and Safety at Work Act 2015: This act provides guidelines to hospitality industry for
maintaining safety and security at workplace (Nayak and Taylor, 2018). The hospitality industry
and Haven Hotel needs to compile and adhere to this act and ensure to protect health, welfare
and safety of its employees at the workplace. The act also protects the health and safety of people
present on the hotel premises such as clients, casual workers, self- employed, visitors and also
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general public. The act also sets out rights, duties and principles relating to workplace safety and
health. Haven Hotel aims at effectively compiling with the principle of this act and ensures that
employees and other people are given with the highest level of protection against workplace
safety and health risks (Gupta, 2019).
Sale and Supply of Alcohol Act 2012: This act aims at ensuring that hospitality industry adopts
to safe sale and responsible sale of alcohol so that it can minimize the risk and harm on people
due to its inappropriate and excessive use. The act also provides the guidelines for sale, supply
and consumption of alcohol for minimizing the risk and harms associated with it. The act aims at
increasing the communities ability for having a say regarding local matters of alcohol licensing.
This act also strengthens the rules and policies for responsibly supplying the alcohol to the
person of under 18.
The hospitality industry is regulated and covered by many legislation and regulation
frameworks that is related to both employees and employer. Theses acts and legislation are
monitored and administered by different and appropriate departments of government and
independent agencies.
P7 Organisation, employment and contract law impacting decision making
Hospitality industry needs to compile with various laws and regulations that can also
bring impacts on the business operations and activities (Hussain, 2019). Haven Hotel aims at
effectively following the regulations provided by different regulations and laws that leads to
bring influences and impacts on business activities and on decision making process as well,
which are explained in detail as follows:
Employment Law: There are various employment laws that needs to be followed by Haven
Hotel and other hospitality industries. The Fair Labour Standards Act, 1938, The Equal pay Act,
1963 and The Equal Pay Act, 1963. All These laws and regulations provides different guidelines
to hospitality businesses which leads to bring impacts on decision making process.
For example: The employment law bring influences in the working and decision making
process of hospitality industries (Morrison, 2019). The equal pay act or fair labour standards act
provides guidelines to organisation for maintaining standards provided by the government. The
decision making process gets impacted because the organisation needs to employ people
according to the set standards and guidelines of the employment act.
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Contract Law: Contract refers to an agreement made between two or more people and it is
enforced under the law. The set of legal rules governs the relationship, validity and content of
and agreement made between parties. Normally the contract is related to exchange of ownership
or interests, or sale of goods, services or provision.
For Example: The valid contract needs to various elements such as offer, legality, acceptance,
consideration and capacity (Kloeckner and et.al., 2018). The contract is considered valid when it
includes a offer in relation to exchange of goods and services or provision. The valid contract
also involves a price consideration and is enforced under the law, otherwise it will not be
considered a valid contract and can not be enforced by law. The offer needs to accepted and both
the parties needs to have capacity for entering into a valid contract.
Organisation Law: Occupational Health and Safety Act, 1970 is one of the organisational law
that needs to be compiled and adhere to by the hospitality industry and Haven Hotel. Hospitality
industry needs to effectively follow the guidelines and measures provided by the act for
maintaining health and safety of employees at workplace.
For Example: The occupational safety and health act describes various responsibilities and
duties to employer for maintaining safety and security of employees at workplace. In order to
provide complete safety and security to employees, organisation aims at maintaining safe
working environment and providing proper training to employees regarding dangerous situation
which may happen at workplace.
M2 Importance of HR life-cycle for talent management and overcoming issues
The HR life-cycle consist of five stages i.e. recruitment, education, motivation,
evaluation and celebration. The recruitment process helps in recruiting the talented and best
people in the organisation and strategic talent management (Lashley, 2018). The education
process provides benefits of improving the skills and performance of employees by providing
them with appropriate training and development programs. Motivation stage of HR life-cycle
brings benefit of improved motivation and satisfaction level of employees which also helps in
retaining them in organisation. The evaluation stage ensures to provide motivation to employees
by effectively measuring their performance level. The final stage of HR life-cycle is celebration
that ensures that employees are provided with rewards and benefits for their efforts and hard-
work, and this brings benefits of improved performance of employees and their retention in
business organisation (Nayak and Taylor, 2018).
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M3 Potential implication of regulation, legislation and standards
The different legislation, regulation and standards brings influences and impacts on the
working of business and also on decision making process(Mejia and Torres, 2018). The
hospitality organisation needs to follow regulation and guidelines provided under the set
standards and laws. For example, Haven Hotel needs to frame its business policies and strategies
in a way that it aligns with various legislation and standards. Legislation, regulation and
standards can bring impacts on recruitment and selection procedures, training and development
program and on the decision making processes. The decisions are framed in such a way that it
fulfils the requirement of set standards and legislation (Lashley, 2018).
D2 Judgement and recommendations for improving HR processes and documents
The HR processed and documents includes recruitment and selection, training,
evaluation, motivation, performance management, reward system and employee remuneration.
All the HR process and documents should focus on bringing improvements in the performance of
employees and strategic talent management so that it helps in accomplishing organisational
objectives (Morrison, 2019). Haven hotel should apply HR life-cycle in a way that it brings
effective benefits and advantages and also helps in effective talent planning through out the HR
life-cycle.
D3 Critically reflecting on potential impacts of regulations, legislation and ethical principles
The regulations, laws, legislation and ethical principles brings influences and impacts on
the working of business organisation in hospitality industry. For example, industry needs to
focus on following the guidelines and regulations provided by the government and it may lead to
shift the focus of business. Otherwise, organisation can focus on bringing innovation and
creation in business activities, developing the business in international markets or to bring
improvements in employees performance using various strategies.
But legislation also provides positive impacts in form of satisfied and motivated
employees as various regulation ensures that organisation maintains safety and security of
employees (Nayak and Taylor, 2018). Decisions needs to be made in accordance with regulation
and ethical principles and also needs to ensures that fair treatment is provided to employees and
also employees rights are protected. For example, Haven Hotel also needs to carry periodic
health inspection which makes organisation to spend extra and increasing the cost of business.
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CONCLUSION
The HR life-cycle has five stages which ensures providing benefits to both employer and
employee. HR life-cycle provides benefits to organisation to retain employees and strategic
talent management. The performance management plan helps organisation to bring
improvements in employees performance and also to resolve specific problems or issues.
Hospitality industry needs to follows various laws, regulation, legislation and principles provided
by the government. Theses helps in maintaining safety and security of employees at the
workplace. The report has also provided valid judgement and recommendations for improving
HR processes and documents for enabling effective talent planning.
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REFERENCES
Books And Journal
Chung, G. and Chung, D., 2018. WOW the hospitality customers: Transforming innovation into
performance through design thinking and human performance technology. Performance
Improvement. 57(2). pp.14-25.
Foster, M. and Carver, M., 2018. Explicit and implicit internationalisation: Exploring
perspectives on internationalisation in a business school with a revised
internationalisation of the curriculum toolkit. The International Journal of Management
Education. 16(2). pp.143-153.
Gupta, S., 2019. Challenges Faced by Adecco Employees in Handling Employee
Lifecycle. Challenges Faced by Adecco Employees in Handling Employee Lifecycle
(January 6, 2019).
Hussain, S., 2019. A study on HR policies and life-cycle concentrating on recruitment
performance appraisal and minimizing attrition.
Kloeckner, K. and et.al., 2018. Building a cognitive platform for the managed IT services
lifecycle. IBM Journal of Research and Development. 62(1). pp.8-1.
Lashley, C., 2018. Academy of International Hospitality Research Conference, 27–28 March
2018: Slavery and Liberation. Research in Hospitality Management. 8(1). pp.1-4.
Mejia, C. and Torres, E. N., 2018. Implementation and normalization process of asynchronous
video interviewing practices in the hospitality industry. International Journal of
Contemporary Hospitality Management. 30(2). pp.685-701.
Morrison, K., 2019. HR Theory and Employment Law. In Management for Scientists (pp. 129-
145). Emerald Publishing Limited.
Nayak, R. and Taylor, J. Z., 2018. Food safety culture–the food inspectors’
perspective. Worldwide Hospitality and Tourism Themes. 10(3). pp.376-381.
Lashley, C., 2018. Academy of International Hospitality Research Conference, 27–28 March
2018: Slavery and Liberation. Research in Hospitality Management. 8(1). pp.1-4.
Mejia, C. and Torres, E. N., 2018. Implementation and normalization process of asynchronous
video interviewing practices in the hospitality industry. International Journal of
Contemporary Hospitality Management. 30(2). pp.685-701.
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Nayak, R. and Taylor, J. Z., 2018. Food safety culture–the food inspectors’
perspective. Worldwide Hospitality and Tourism Themes. 10(3). pp.376-381.
Online
5 Stages of the Human Resources Life Cycle in Need of Improvement. 2015. [Online]. Available
through: <https://www.huffingtonpost.com/margaret-jacoby/5-stages-of-the-human-
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Hospitality Management: Legislation, regulations and codes. 2019. [Online]. Available through:
<https://subjectguides.ara.ac.nz/hospitalitymanagement/Legislation>
What Are Various Employment Laws Which Affect HR Decisions & Actions?. 2017. [Online].
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