Managing Human Resources

This document provides an overview of Human Resources Management, including its function in recruitment, management, and development of employees. It discusses different models and strategies for HRM and explores the concept of workplace flexibility and its advantages. The document also includes case studies of Hilton Hotel and Marriott Hotel.

Managing
Human
Resources

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
1.1................................................................................................................................................3
1.2................................................................................................................................................4
1.3................................................................................................................................................5
Task 2...............................................................................................................................................6
2.1................................................................................................................................................6
2.2................................................................................................................................................6
2.3................................................................................................................................................7
2.4................................................................................................................................................8
TASK 3............................................................................................................................................9
3.1................................................................................................................................................9
3.2................................................................................................................................................9
3.3..............................................................................................................................................10
TASK 4..........................................................................................................................................11
4.1..............................................................................................................................................11
4.2..............................................................................................................................................11
4.3..............................................................................................................................................12
4.3..............................................................................................................................................12
CONCLUSIONS............................................................................................................................13
References .....................................................................................................................................13

INTRODUCTION
Human Resources Management is the function in which organisation aims at the recruitment
and management, and the way is to direct for the people who work in the Organisation. The
process and activities which the peoples were organised. This department considers the
administrative job, teaching and advice the management and their talent. They have the role in
overlooking the responsibilities which inspire the organisation. It creates a new team and
motivates the empowerment of the employees (Armstrong and Taylor, 2014). The frequency of
the members in the organisation to participate in extra activities and programmes or special
events with the families of employees are involved. They are responsible for the performance on
the productivity and contributes. It takes the ownership for the process of selecting and recruit.
They are mostly redistributed and retention for the senior employees of the organisation. They
function on the work by expanding frequently and rapidly with time management and talent of
the individual of the organisation (Bratton and Gold, 2012.). Marriott Hotel manages the
functions of HRM, and it develops the environment and atmosphere of the organisation. It works
to the recruit and selects the employees for the development.
TASK 1
1.1
Guest models consider, and it relates to nature and behaviour of the human. It has two
components such as hard- soft and loose-tight. It is the difference between the weak strong like

of the resources of the human. It is the direct the relations and emphasis the work performance.
Marriott Hotel considers the dimension of the guest model such as follows:
 Management consulting – It is the approach which calculates the quality and quantity of
the business and different strategy and approach are applied. It deals with the rules and
regulation of the cited firm. It performs the role in generating the good relationship
among the workers of the organisation. It closely relates to the objectives of the cited
firm. It has six dimensions of analysis such as
 HRM strategy
 HRM practices
 HRM outcomes
 Behaviour outcomes
 Performance outcomes
 Financial Outcomes
It is based on the analysing and supposing the role of HRM in a different way such as traditional,
ideal, implicitly. Marriott Hotel consider the basic four targets to achieve
 Strategy Integration
 High Commitment
 High Quality
 Flexibility
 It is detailed and based on supposing the management style
Price
The workers get inspired by supporting the organisation to get their goals and targeting on their
core values.
The excellence will be targeted it the values which get inspire in the organisation policies and the
objectives were improved.
Core values
Strategy – It sets for the long term.
HR policies – Regularity
Behavioural outcomes -It is the direction which effect and resolve the issues and consider the
communication and the behaviour through the organisation.
Performance – It is used to control the performance of the workers over the time.

Financial Outcomes – It is the outcomes of the strategy, and it shows the performance of the
employee work in the organisation.

1.2
In the present section, two organisations have been adapted in this so that it will assist from a
better understanding of all three terms (Budhwar and Debrah, 2013). Here Hilton and Marriott's
hotel are their with the description of all three definitions:
Definition HILTON HOTEL MARRIOTT HOTEL
Storey’s definitions of HRM Hotel Hilton considers the
planning towards corporate. In
which they use this definition
for better utilisation of
workforce in the entity.
Hotel Marriott considers the
constellation of the beliefs of
the customer. In storey Model,
the Hotel Marriott considers
the line management
Personnel management Hotel Hilton considers the
informing decision about the
people management and the
needs to maintain the
ecosystem and effective
Management of hotel uses this
term towards the employee
welfare that leads to a familiar
environment in the workplace.
IR practices Hotel Hilton involves all
authorities done by the line
manager to the government.
With the help of this
management can deal with the
conflict's problem in more
effective manner.
Hotel Marriott considers the
legislation ruled by the
government. All these rules
assist for maintaining work-
related discipline in the
organisations.
1.3
The main base attractive which help the cited firm to develop the favourable human
Resource policy that would benefit for the line mangers (Denhardt and Aristigueta, 2015). There
are different set of roles that has to be played by line manager. However, main aim if to make
sure that they support the organization in achieving the goals and objectives. Below given are the
roles that are played by line manager:

 The structure of the organisation – It is changed from horizontal to vertical. It helps out
the various number of the level of Hierarchy of the organisation which is existed. They
are able to reduce the miscommunication regarding the employees of the organisation.
They have to improve the flow of the communication and transfer information through
which workers will be able to perform their part of roles effectively and efficiently.
 Leadership – It is automatically converted from autocratic to direct leadership. Line
manager understand the issues that are faced by workers and accordingly they provide
them with training and this helps to raise performance level.
 Core Values – It is to give training and provide more info to the employees and act
through the reflection of the company it generates the strong picture, and it gets affected
in mind and in customers heart.
 Widespread of the points - It is to improve by comparing or competitive nature among
others. It is to connect with the performance of each and every employee of the
organisation.
 Allocation of task: Line manager understand the part of skills and capabilities of their
employees. As per the capabilities, manager will distribute the tasks and this is helpful
enough to complete the task on time and that also with proper quality.
 Supervision of employees: They monitor workers and understand their level of
performance. Further, they make sure that the issues or problems that are faced by them
are solved so that performance level can be raised.
 Emergency points – The purpose for success and it is to compatible with others, and it is
important to develop the business approach which is fit for the cited firm.
 Construction Point – It is the characteristics of the organisation regarding customs, it is
to guide, and self help and to connect with relevant variables of the programmes in the
organisation.
On the other hand, role of employees is to carry out the duties that are provided by line manager
and make sure that the guidance and direction provided is being followed. Different people have
diverse set of skills and capabilities. Line manager understands them and it is important that
workers understand the tasks that are provided to them and perform accordingly.

Task 2
2.1
The model of Flexibility in the workplace management of the Hotel Marriott stands for the
changes in political, economic, social, technological according to Demand flexibility. Flexibility
stands for the essential centred feature of the cited firm. The changes which are constantly done
among the working ecosystem are at high risk (Jackson, Schuler and Jiang, 2014). The lack of
flexibility determines the high risk and it indicates the failure of the success. The organisation
must apply the strategies which are effective and give the response and result in benefit and
makes the position (Kehoe and Wright, 2013). It leads to the highest profit with the high
productivity, job satisfaction increase and the employees get motivated in the market of
competition. It is the part which is an influence for the organisation of their workplace, and it
improves the workplace flexibility and achieves the goal for the long term for the organisation. It
improves the memorable strategies and expand the theory and determines the success. The scope
and the intention of the workplace flexibility where in the organisation the managers, employees
and the workers are included for the benefits of entire organisation. It is an approach which
carries the improvement in the engagement of the employees to diversify the satisfaction with the
job. It aims to search out the more quantity members for the organisation to expand their work
with the performance such as a report, inputs, programmes (Mello, 2014). It generates the
opportunity to develop and the growth of the position of the employees. It considers the career
for the employees to take a break from work with the personal cause. It to grant the work from
the various place such as offices and it is based on the work is given.
Further, there are different type of models for flexibility that are given by diverse
researchers. As per Atkinson flexibility firm, there are two type of flexibility identified and they
are as follows:
Functional: This can be determined as strategy in which management aims at developing
and adjusting employees skills as per the task that is provided to them. It includes requirements
that is changing through production method and changing workload.
Numerical: In accordance with this strategy, firm will aim at adjusting the input in order
to meet fluctuations in output. This is done by raising part timers, agency workers, etc.

2.2
There are various types of the workplace flexibility which have been followed in the cited firm
it is vital area to perform the various practices and the rules and regulations are evolved to
maintain the effective and productive workplace and the improvement, and it includes the
improvement of life-based work life which is balanced to the organisation. It commonly
describes in three parts such as
 Flexible Work
 Arrangements
 Time off
 Schedules
It is to expand the development of the organisation in various stages as it is in breaks, a
compressed week off, Part-time job, Job sharing and their alternatives. It is analysed by the cost
and their benefit.1. Flexible schedule – It is formed at the standard time and improve the efficiency and
generate more products.2. Work schedule can be reduced – It increases the scale and their limit to manage the
situation of individually needs. It covers by the continuity. It is distributed by overlapping
the days of working.3. Location of Work – It offers the alternative place to work as home office, satellite and by
travelling.4. Management of time – It generates the concentration on work and the enable to focus on
the productivity. It interrupted the daily routine as well no meetings and the advantage of
the employees to reduce stress and communicate the outside of few hours and the option
of transportation it gives the comfort for the workers they do.
5. Based on team – It minimises the overwork whereas they work with the team which
simplify the culture and the problems regarding the work. It improves the collaboration of
team.
2.3
The advantages of the Hotel Marriott for the both the employees and employers are as
follows :

 The effective of cost and the efficiency such as to increase the saving when the
employees work from home. It can be worked for 24 hours anytime. It is up to the time
management.
 Skills are to be developed because the business which attracts the customer and to
convert the workforce of the cited firm.
 The part for the selecting and recruiting is to be reduced.
 Satisfaction of the job is growing better with morale of the employees.
 It reduces the absence of the sickness level.
 The continuity of the work growing more and more rapidly on a regular basis.
 The loyalty of the employees and their trust worthiness increase and the effort increases.
The result grows with the effective value of the employees.
 The competition increases because there are various huge crowds for the balancing the
workplace with less effort. It makes changes the value in the market which effect the
performance of both the employees and employers.
 The operational difficulties change if it faced to make better.
 The flexibility reduces while the potential reduces.
 Avoids Traffic and stress – It commutes their work and the performance in office to
reduce the stress and enjoy the work with the workplace.
 Reduce Employee burnout – It states that the employees can take time off for the relax
which they can stress out and enjoy the work.
 Minimise the turnover – It is depended on the performance of the staff overall as
employees and employers.
It is the way to challenge the other organisation as well as Hotel Hilton to compare with the
employee performance. It is beneficial for the employers, and the schedule is flexible and to
engage with the positive learning and the memory.
There are different type of flexibility and they are as follows:
Numeric flexibility: This is a type of flexibility in which organization will adjust with the
quality of labour in order to meet up fluctuation in demand.
Functional: It is to make sure that employees make use of their abilities towards full
efforts.

Temporal: As per this type, employees are provided with the opportunity to work as per
their preference.
Locational: This is a type of method in which employees are sent to different place and
made to perform their role and responsibilities.
Financial: This is the ability of organization to react over unexpected expenses and
different opportunities related to investment.
2.4
The Impact of Hotel Marriott the various changes in the labour market which is flexible
in the working place and the practices are to describe such as :
It determines the flexibility and their consistency and the will power to perform well in the
organisation. It considers the changes in demand of the customer. It is centric to supply for the
demand. There are macroeconomic overs to achieve the goal and objectives for the organisation.
1. The mobility of Labour – It considers the ability to shift from one job to another job. It
states to shift from one location to another location of the organisation to work.
2. Migration of Labour – It motivates the labour between the different countries and it
increases the level of the labour in market and country received.
3. Flexibility of Wages – It is the substance where the market place where the wages are
flexible, and it evaluates with demand and supply. It gives the relation between adjusting
with sectors and the economical issue as the inflation.
4. Bargaining – It is stated nationality, and which it effected on the local basis and the
condition are local and the changes to be done if it provided in the organisation.
5. Pay Work – It is to reduce the gap between employment and non-employment. The tax
are to be paid as excessive work in the organisation affect as the incentives for the
employees.
6. Training – It occupies the work and their methods to perform their work. It increases the
loyalty and mobility of the employees in the organisation.
7. Entry and Exit – It is the way to fulfil the requirement of the organisation as it flexible
and the disability for the discrimination and it minimises the effort of the market labour
flexibility.
8. Information – It is to give the information regarding the vacancies of the job,
opportunities in the firm.

TASK 3
3.1
There is various discrimination which is not fair for the employees. Hotel Marriott is the biggest
organisation where the waiters, employers, and the managers of the organisation is equally
paying and compensate. It is depended on the religion, disability. It has been various interview
for the more employees in the organisation (Mok, Sparks and Kadampully, 2013.). They should
give the most convenient to the females. It is one of the sexual discrimination means which
treated rudely or badly. It would generate Heterosexual. It is the managerial style. The language
issue forms when anyone of them due to the region they speak. Race discrimination is comparing
other race, and it should be taken for the position. Pregnancy is the one of the factors which
complains the parts such as overweight. Religion is the person is treated harsh, and they don't
trust on the beliefs.
There are different form of discriminations that taken place within the organization.
Among which that are as follows:
Gender and age: As per this discrimination, workers are based on the basis of gender. In
this context, it includes male and female. Further, people are differentiated on the basis of age
groups, people who are old are not considered when compared with young people.
Religion and disability: Discrimination take place among religion and people prefer to
given chance to individuals who are of same religion. Further, people are also discrimination
who have disabilities.
3.2
The practical implications of equal opportunity's legislation in Hotel Marriott is to
describe as follows:
It replaces the previous policies to implement the organisation for the long term and
result out and achieve the success. It provides the equality and remuneration for the employee to
increase their performance (Nickson, 2013). The organisation of the board and the director lead
changes to the organisation if it requires for the development. The employers are liable for their
performance and the responsibilities of their work with effort. They play the important role and
follow the right of the work to be given. The competitor increases the purpose and intention to
promote the development of the organisation (Renwick, Redman and Maguire, 2013). The

provision of the employers to act on the positive and it reflects in a positive manner. It to treat all
the employers equally. It is of the unlimited amount and the issue based on the gender level. The
equality command on the position of the manager over the employee to manage equally in the
organisation (Snell, Morris and Bohlander, 2015). It is mostly like to increase the participant and
to imply the equality, and they have to pay the status and reputation of the organisation. They
should behave the employees and employers as the members of the organisation.
It is essential of the organization to provide their workers with equal opportunity. They
are the one who have direct interaction with customers. They know about the issues that are
faced by them. In this context, it is helpful for raising innovation and to make changes as per the
suggestions that are provided by workers. Further, according to Opportunity 2000, all employees
should be provided with equal chances and should also be treated equally.
There are few limitations are as follows:
Exclusion under law – In the organisation there are policies to disabilities and obliged to incur
and told that it is costly.
Equal pay provision – It is the measurement of comparative the claims and the changes for the
development and compares their performance. There is new law or policies formed to make the
unity strong or power.
3.3
Managing Diversity is to proactively capitalise the qualities which are focus on the knowledge
and qualities. Whereas the Diversity is to feel of the potential for all employees. It is based on the
potential of the workers (Stahl, Björkman and Morris, 2012.). It ignores the realities of
inequality, and the reputation is to be maintained. Diversity mean to exceed beyond the people
more effectively. Managing policies attempt to discover needs personally. It is the management
which the another option to recognise the talent and fully utilised. Managing has the merit for the
growth of the cultural pluralism. Diversify is aim to achieve the success. The awareness
increases of individual differences. It includes the innovative and the management diversity. The
objectives attraction and positive attitude of the employees. It to attract and retain the shrinkage
of the market and tends to have higher job satisfaction rewards the resource transportation and
the variety of profits by the organisation foe more development with name and fame. Diversity
considers the accept and respect regarding work (Storey, 2014). It allows the expansion of the
differences in safety and encourages, an environment which betters the study in different groups

or team. It improves the principles and rules which they follow the policies, and it varies
according to the work to don in the organisation with their performance and strength and
simplify the achievement. The traditional policies and practices mostly impact the positive, and
they approach stem from the quarrels.
Further, to manage diversity, it is important to monitor and training workers so that they
understand the part of roles that has to be played by them. When equal opportunities are
provided to employees, then it is helpful to reduce and to manage diversity. Further, the policies
should be implemented as per the preference of employees. There are cases in which workers do
not adjust with the changes and so they should be informed in advance. This can be determined
as an effective way to manage diversity within cited firm.
TASK 4
4.1
Performance Management Approaches which determine the evaluation of the performance
strength and the weakness. It is the method to achieve the success in the business and to target
their development. It needs to analyse the performance of the employees as behaviour, and this
demonstrates to achieve the goal.
Comparative Approach – it is the methods to increase the value and strength of the
performance. It benefits which is in appropriate results for the team members to work together.
They should receive the rank and increase their limit of the performance (Ulrich, 2013). The
methods which compare the various number of groups and the rate of the tedious of the industry
and increase the self- confidence of the performance which is shown by the hard work. It is to
achieve the points as winner and maximise the incentive for the winner and loser have new
learning for the system to work in their profile (Kern, 2014). It allows the recruitment for the
good performer or the talent people for the organisation which it develops the various different
ideas to promote. Hotel Marriott focuses continuously improve the performance. In the
organisation (Mello, 2014). The business develops their performance by following the
comparative approach and the result approaches. Result approach considers the methods which
determine the shape of the organisation. It does the top management, and they acquire the
specific goals. There are two methods to the balanced scorecard and the measurement of the

productivity and the services. It aims to understand and aware the objective with the strategic,
and it transmitted into increase the business.
360 feedback: This can be determined as a process in which employees get to know their
performance from others who work around them. This is an effective strategy to understand the
performance and where individuals stand.
MBO (Management by objectives): As per this method, workers are provided with
certain objectives that they have to achieve. As per the time and quality taken enables to know
their performance level.
4.2
It is very importance for corporation to managing employees. The worker welfare refers as
organisational belief and value to promote subordinates interest to retain them and reduce their
turnover within the enterprise. Hotel Marriott uses various approaches to employees welfare.
Provide healthy working environment to perform their role and responsibilities to attaining the
guest of the motel. Provide training needed worker to increase their productivity and efficiency
through give them an appropriate season of motivation and meditation for reducing the stress of
work. Provide reward and recognition for their achievement on assigned task in term of money
and promotion of work help to motivate them toward work (Mathis, Jackson, Valentine and
Meglich,2016). The another approach of employee welfare is providing flexibility in works assist
in increasing the productivity and efficiency in performing roles and responsibilities in effective
way to contribute in meeting with goals and objectives of company. Give freedom to present
their view to improve the working effectiveness increase the moral of the employee and remove
their hesitation to conversation with higher authorities and owner of the business. At hotel
Marriott, human resource management uses these above approaches in their welfare to the
personal and professional growth of the all staffs member who providing service at there. The
working culture of the hotel is health there is no discrimination against employees for their race,
gender, age, nation and religion in paying and development opportunities (Jackson, Schuler and
Jiang, 2014). HR manger of hotel time to time arrange employee welfare program and
communicate with all worker to resolve their queries regarding work and growth.
For the welfare of employees welfare, there are different set of aspects that has to be
considered among which few of them are as follows:

Occupational health practice and policies: There are certain expectation that workers
have in relationship health. Workers should be provided with proper safety and equipments
should be provided so that they can perform their work.
Stress management: There are cases in which workers are provided with many tasks that
has to be completed within speculated time period. In this context, it is important to have proper
stress management strategies that should be implemented in order to reduce stress of workers.
Work place counselling: Firm face issues in relation with high turn over rate. To make
sure that workers understand their part of role effectively, management should provide
counselling. This is helpful to know the issues that are faced by workers and accordingly steps
can be taken to overcome them.
4.3
Implications of health and safety legislation in the human resource; the role of
human resource manager is very crucial in providing greater surety for safety and health of the
employees within the organisation. These following implication have big impact on it;
Effective communication: proper exchange of words assist HR manager to communicate with
subordinates at time to win the trust of employee regarding their health at workplace and avoid
the possibility of an accident at there.
Provide health and safety training: to give the proper training to workers to face the
emergency situation and guide them to handle it proper way to reduce the hazards of health.
Other implication of health and safety: these following are as below;
management and employee cooperation.
Adopt suitable policies of health of worker and review time to time.
4.4
The major topical issue at Marriott hotel is related with recruitment. It is very essentials
for the human resource practice to hire people who will be effective enough to support the firm
in achieving the goals and objectives. Unfair treatment with work affects the moral and
productivity of subordinates (Nickson, 2013). It is essential for the cited firm to make sure that
they identify skilful and knowledgeable workers. In this context, Marriott hotel should make use
of e-recruitment. This is type of process in which management aims at hiring candidates through
online. This an effective method as it saves lot of time and money.

The above discuss issue has a greater impact on the human resource management. It is
the liability of HR manager to manage to improve the productivity and efficiency of the
subordinates.
CONCLUSIONS
From the above report, it has been inferred that members of Hotel Marriott have to do
the proper policies so that they can attain the success and growth. In the hotel, department of
human resource has to do the proper work with the effective manner so that they can not face any
issue or problem. The company members have to use the proper strategies so that they can
achieve the targets. They have to do the changes time to time according to the situation and can
not face any issue. If facing then by using the policies they can resolve those issues and attain the
targets.

REFERENCES
Books and Journals
Armstrong, M and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries.https://www.cipd.co.uk/knowledge/strategy/hr/strategic-hrm-factsheet Routledge.
Buller, P.F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review.22(1). pp.43-56.
Denhardt, R. B., Denhardt, J. V and Aristigueta, M.P., 2015. Managing human behavior in
public and nonprofit organizations. Sage Publications.
Jackson, S. E., Schuler, R. S and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
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.
Kern, R., 2014. Introduction. In Dynamic Quality Management for Cloud Labor Services (pp. 3-
7). Springer International Publishing.
Mathis, R. L., Jackson, J. H., Valentine, S. R and Meglich, P., 2016. Human resource
management. Nelson Education.
Mello, J. A., 2014. Strategic human resource management. Nelson Education.
Mitchell, B., 2013. Resource & environmental management. Routledge.
Mok, C., Sparks, B and Kadampully, J., 2013. Service quality management in hospitality,
tourism, and leisure. Routledge.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
O'riordan, T., 2014. Environmental science for environmental management. Routledge.
Renwick, D. W., Redman, T and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews.15(1). pp.1-
14.

Snell, S. A., Morris, S. S and Bohlander, G.W., 2015. Managing human resources. Nelson
Education.
Stahl, G. K., Björkman, I and Morris, S. eds., 2012. Handbook of research in international
human resource management. Edward Elgar Publishing.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
results. Harvard Business Press.
Ulrich, D., 2013. Human resource champions: The next agenda for adding value and delivering
results. Harvard Business Press.
Online
Strategic Human Resource Management. 2016.Available
through<https://www.cipd.co.uk/knowledge/strategy/hr/strategic-hrm-factsheet
>.Accessed on 17th December2016.
Equal opportunities and discrimination.2016.Availabkle
through<https://www.crunch.co.uk/blog/small-business-advice/2010/09/30/equal-
opportunties-and-discrimination-equality-act-2010/>.Accessed on 17th Decemeber2016.