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MANAGING HUMAN RESOURCES INTRODUCTION

   

Added on  2020-02-14

16 Pages5360 Words106 Views
Leadership ManagementProfessional DevelopmentDesign and CreativityHealthcare and Research
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MANAGING HUMANRESOURCES
MANAGING HUMAN RESOURCES INTRODUCTION_1

Table of ContentsINTRODUCTION ..........................................................................................................................1TASK 1............................................................................................................................................11.1................................................................................................................................................11.2................................................................................................................................................21.3................................................................................................................................................3TASK 2............................................................................................................................................42.1................................................................................................................................................42.2................................................................................................................................................42.3................................................................................................................................................52.4 ...............................................................................................................................................6TASK 3............................................................................................................................................63.1................................................................................................................................................63.2................................................................................................................................................73.3................................................................................................................................................8TASK 4............................................................................................................................................94.1................................................................................................................................................94.2..............................................................................................................................................104.3..............................................................................................................................................114.4..............................................................................................................................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................13
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INTRODUCTION Human resource management includes the process of recruitment, selection of employee,providing proper training and development skills, performance of appraisal, maintaining properrelation with labour and trade unions, motivating employees with compensation and benefits(Booth and van Ours, 2013). Altogether, the purpose of human resource management is to makeefficient use of existing human resource in an organisation. HRM is a function planned tomaximize the performance of employee in service of an employer's strategic objectives. Theresponsibilities of HR manager falls into three major areas which are staffing, employeecompensation and benefits (Wright and McMahan, 2011). All the workers have a statutory rightto accommodate their needs in terms of flexible pattern of working. Present report is based onHoliday inn hotel which is headquartered at UK. This report covers the guest model of humanresource management , the implications of line mangers and employees of developing a strategicapproach to HRM. Furthermore, it covers model of flexibility which may be developed by anorganisation. Moreover, it covers the forms of discrimination that can take place in theworkplace. At last, it covers different methods of performance management.TASK 11.1Guest model of HRM is based on assumption that HRM is distinctively different fromstrategic management. Holiday inn adopted HRM practices for organization so that company canaccomplish it goals (Swayne, Duncan and Ginter, 2012). It is very essential for HR manager todevelop skills and knowledge of employees and they need to implement effective strategies tobalance the same. There have been various theories and models proposed by researchers whichcan be adopted by organization in effective manner. Guest model covers HR activities includingtraining and development, Motivation, appraisal, reward system and flexibility. The employee'sof Holiday inn need to involve and intensify their efforts with the implications of guest's modelin management system. There are six concepts of guest model which are as follows:HRM Strategy: In order to achieve desired goals, Holiday inn adopted effective strategiessuch as focusing on better quality, reduction in cost and discrimination of product andservices.
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HRM Practices: HR manager organises various activities such as training and selectionprocess, reward system and performance appraisal programmes, this will increase thelevel of motivation in employees (Guest model of HRM. 2016). HRM Outcomes: In the process of growth plan, Holiday inn will achieve better qualityservices from its employees. With the increased performance of employees, the managercan give them flexible working hours.Behaviour Outcomes: The company will make effective efforts to retain its employeesand involving them in decision making process to increase their motivation level.Performance Outcomes: Guest model is applied in the workplace of Holiday inn thenimprovised performance outcome is acquired so that employee turnover also get reducedand quality will be preserved (Storey, 2014).Financial outcome: In the context of financial outcomes, high sales revenue and returnon investment will be delivered by Holiday inn with respect to guest model. 1.2According to the storey's definition of human resource management, he states that it is aidentifiable approach to employment management which seeks to achieve competitive benefitthrough the strategic deployment of highly committed and capable workforce to attain successand desired objectives with the implication of strategic techniques (Stone and et.al., 2015). HRmanager of Holiday inn manages overall resources including recruitment and selection, jobanalysis and design , performance appraisal, training and development, employee welfare andwage and salary administration. On the other hand, Holiday inn follow the process of personal management which isgiven by storeys including administrative function of an organization that exists to developingemployees so that they become more valuable in a company (Rowold, 2015). It consist ofconducting job analysis, selecting right people for job, deciding and managing wages andsalaries, providing benefits and incentives , performance appraisal and to manage the generalemployee-employer relationship. According to storeys, in Holiday inn hotel IR practices is concerned with the relationshipbetween the management and the workers, the main purpose is to maintain consonant
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