HR Management: Key Practices and Impact

The provided assignment delves into the significance of human resource management (HRM) practices on employee behavior, engagement, and organizational performance. It discusses various HRM practices such as high-performance HRM, knowledge exchange and combination, and human resource accounting. The document also touches upon the impact of HRM on service quality, employee turnover intentions, and affective commitment. The summary concludes that effective HRM practices can have a positive influence on employees' attitudes and behaviors, ultimately contributing to organizational performance.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Role and Purpose of Human resource management.............................................................1
1.2 Human resource plan based on supply and demand of resources.........................................1
2.1 State of employment relations in Marriott hotels..................................................................1
2.2 Affect of Employment law in Human resource management...............................................1
TASK 2............................................................................................................................................1
3.1 Job description and specification..........................................................................................1
3.2 Comparison of selection process of two service industries..................................................4
TASK 3............................................................................................................................................5
4.1 Contribution of training and development activities ............................................................5
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource is defined as the procedure which involves hiring and selecting
employees along with providing them induction, orientation, training and development. In return
of good performance workers are rewarded with bonus and benefits, deciding these aspects is
also under the supervision of human resource (Armstrong and Taylor, 2014). Every organisation
has a separate department which take cares of human capital. This department plays an essential
role within the service industry where it aims to provide best hospitality services to the clients.
This present assignment discusses about human resource operations undertaken by Marriott hotel
which is based in Bethesda, Maryland. In 2017 around 570 resorts and hotels operate under
Marriott and it is considered as forth best organisation to work in UK. In this report, analysis
regarding purpose and role of human-resource-management will be discussed. A plan will
formulate in accordance with the demand and supply volume of Marriott. At last, Job
description and selection process adopted by various firms is mentioned.
TASK 1
1.1 Role and Purpose of Human resource management
(Covered in PPT)
1.2 Human resource plan based on supply and demand of resources
(Covered in PPT
2.1 State of employment relations in Marriott hotels
(Covered in PPT)
2.2 Affect of Employment law in Human resource management
(Covered in PPT)
TASK 2
3.1 Job description and specification
Every organisation wants to recruit workers which are talented, skilled and hard working.
It is the duty of HR manager to identify the needs of hiring and selecting efficient working staff.
Before starting the hiring procedure, it is vital for the HR manager to identify in which
department company is facing a vacancy. Also, the number of new recruits needed must be
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known before. In accordance with that, job description and job specification is prepared. In these
documents it is must for the HR manager to specify all the details regarding the post that is
offered (Kehoe and Wright, 2013). Also the responsibilities and roles that they expect from their
employees must be specified.
A job description is basically a document which involves the information related with
role or position which is offered by the organisation. HR manager of a company prepare it after
the analysis if job.
Job Description
Organisation: Marriott Hotel
Division: Human Resource Department
Job Title: Human resource manager
Job Location: London
Working conditions : 8 Hours
Job Summary
Marriott Hotel is treated as a one of the reputable hotels worldwide. Management wants to
recruit a person as a HR manger. Person will be appointed at London branch . Their basic
requirement is that worker must be Knowledgeable and skilled only tol be capable enough to
handle all activities and operations of hotel in a proper way.
Role
1. They must be capable enough to manage entire staff by supervising them to follow all
formulated rules and regulations
2. Recruiting and selecting staff
3. Training and guiding staff
4. Providing right direction to workers if they want
5. Maintain and create entire control processes
Other document required is Job Specification which include details regarding the
individual's academics qualifications, internships, skills, capabilities , Experience and qualities.
JOB SPECIFICATION
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Organisation: Marriott Hotels
Job Title : Human Resource manager
Qualification – MBA (Human Resources, Marketing)
Essential Criteria:
 Appropriate knowledge regarding tools and techniques needed in Hotel sector
 Expeditious in keeping relation inside the Hotel
 Carrying out several function in impressive way
 Must be capable to deal pressure in changing situations.
Desirable criteria:
 3.5+ years experience
 Strong communication skills
 Personality of applying candidate must be impactful
CURICULAM VITAE
Curriculum Vitae
Name: John Matthew
Address : 9th Lane, Bristol, UK
Phone No. - 6543217890
Profile summary:
A qualified MBA in marketing and human resources with 4 years of experience. I wish to be a
part of a company where I can utilize my knowledge and skills in an appropriate way. I have
enough knowledge regarding HR practices, rules and policies. Also, I have knowledge about
management theories .
Specialisation:
 Hiring and selection
 Induction and guidance
 Training and orientations
 Marketing administration Formulating policies and regulations
Educational qualification: -
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 Bachelor in Business administration (BBA) Masters in Business administration (MBA) (Marketing) (HR)
Declaration:
I hereby verify that all information given here is accurate and is foremost of my knowledge.
Date: 26h November
Place:
3.2 Comparison of selection process of two service industries
Every firm carry out the procedure such as hiring and selecting suitable candidates but
the process varies for different companies. As different firms have varied functions due to this
their selection process also varies (Armstrong and Taylor, 2014). Selection process which is
implemented by Marriott hotel is mentioned beneath:
 Aptitude test: This test is the first step while conducting recruitment process. Here,
different queries are asked from all interested candidates. These questions are related with
logic, maths and English etc. This test is carried out to measure the skill and knowledge
of candidate. Individual who passes this test is called for group discussion.
 Group discussion: In this step of recruiting staff, candidates are asked to sit around a
table. They are given some topic on which they have to discuss and argue. Here, HR
monitors the knowledge of candidate along with their personality (Chelladurai and
Kerwin, 2017). Individual which passes this test are called for training.
 Training of employees: All skilled candidates which passes GD round are called for
training session. In this, they are given training to conduct their work related activities
effectively. Here company familiarize them with their responsibilities and roles which
they have to perform. Last step is final interview.
 Final interview: In this step, all the selected candidates go for final interview which is
conducted by head of HR department. In this they ask various questions from candidates.
Best answers are considered and that candidate is hired. Selected person will be given Job
letter along with the joining date (Flamholtz, 2012).
Recruitment process in Hilton Hotel is quite different from the one which is carried out by
Marriott hotel. They initiate their procedure with job offer which is printed in newspaper or
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available at Job searching sites. When the candidates gets some information regarding it, they
can contact with hotel management. After this, they will be called for interview.
TASK 3
4.1 Contribution of training and development activities
Training and development is treated as an efficient tactics which is carried out by HR
manager to enhance the work capacity and efficiency of workforce. HR manager of Marriott will
identify the needs of all departments and units (Baum, 2016). In accordance with that, training
sessions are conducted in which they are given information regarding all important aspects. It is
must for an organisation to provide proper guidance and training to work force to improve their
overall productivity. Different kinds of training imparted to employees is discussed below:
 On the job training method: Here, the employees are trained within the organisation. In
case of Hotel Marriott, the staff is trained inside regarding the behaviour and attitude they
need to keep while interacting with client. Lectures, audio, visuals and seminars are
conducted.
 Off the job training method: Members are trained outside the Hotel Marriott and any
appropriate method is taken by employer to train staff. Conferences, one to one training
and coach training are examples. These training sessions helps the Hotel management to
train their employees so that they will be capable to optimally utilize available resources.
If wastage will be less, this will help Marriott to enhance their profit margin and reduce
their wastage.
CONCLUSION
Management of human resource involves the efforts taken by the senior officials to deal
appropriately with staff members within an organisation. For this every firm has a separate
department which take cares of resources like employees and related aspects. It is vital to deal
properly with workers so that organisational goals can be achieved. This process starts from
recruiting, developing, managing and retaining human resources within a company. It has an
important role in service and hospitality industry. Supply and demand factor also effects the
image and working of a company. Laws like anti-discrimination and equality preserves the right
of workers and maintain healthy working environment within the organisation. Job description
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and selection process helps the firm to recruit desirable person which fulfils the need of
company. Training helps a lot in improving the working efficiency of employees by enhancing
their skill and knowledge.
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REFERENCES
Books and Journal
Akingbola, K., 2013. A model of strategic nonprofit human resource management. Voluntas:
International Journal of Voluntary and Nonprofit Organizations. 24(1). pp.214-240.
Alfes, K., et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Aryee, S., et. al., 2016. Developing and leveraging human capital resource to promote service
quality: Testing a theory of performance. Journal of management. 42(2). pp.480-499.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
Bolman, L. G. and Deal, T. E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Boxall, P. and Purcell, J., 2011.Strategy and human resource management. Macmillan
International Higher Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443
Collins, C. J. and Smith, K. G., 2006. Knowledge exchange and combination: The role of human
resource practices in the performance of high-technology firms. Academy of
management journal. 49(3). pp.544-560.
Dhar, R. L., 2015. The effects of high performance human resource practices on service
innovative behaviour. International Journal of Hospitality Management. 51. pp.67-75.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
Kim, S., 2012. The impact of human resource management on state government IT employee
turnover intentions. Public Personnel Management. 41(2). pp.257-279.
Reson, L. M. and Lydia, M. J., 2012. Towards a results-oriented public service in Kenya: The
modern human resource management perspective. International Journal of Business and
Social Science. 3(21).
Yang, Y. C., 2012. High-involvement human resource practices, affective commitment, and
organizational citizenship behaviors. The Service Industries Journal. 32(8). pp.1209-
1227.
Online
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What Is the Purpose of HR Management?. 2017. [Online]. Available
through :<https://bizfluent.com/info-7750751-purpose-hr-management.html>.
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