Impact of the Legal and Regulatory Framework on HRM of Marriott
Added on 2020-01-21
18 Pages6361 Words54 Views
HUMAN RESOURCESMANAGEMENT
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Difference between personnel management and human resource management..............11.2 Contribution of HRM in Marriott.....................................................................................31.3 Roles and Responsibilities of Line managers in HRM of Marriott..................................41.4 Impact of the legal and regulatory framework on HRM of Marriott...............................5TASK 2............................................................................................................................................62.1 Reasons for human resource planning in Marriott...........................................................62.2 Stages involved in planning human resource requirements.............................................72.3 Comparison between recruitment and selection process in two organizations................72.4 Effectiveness of the recruitment and selection techniques...............................................8TASK 3............................................................................................................................................93.1 Assessment of link between motivational theory and reward..........................................93.2 Stating the process of job evaluation and factors which helps in determining pay........103.3 Assessment of effectiveness of reward systems in different context.............................103.4 Evaluation of various methods which are used to monitor employee performance.......11TASK 4..........................................................................................................................................124.1 Reasons for the cessations of employment within an organization................................124.2 Stating the exit procedure used by two organizations....................................................134.3 Impact of the legal and regulatory framework on employment cessation arrangements13CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................15
INTRODUCTIONWith reference to organization functioning, human resource is the major aspect that needsto be handled in an appropriate manner to manage the entire working of the organization. Humanresource management is the function which is adopted within the organization for recruiting,retention and employment cessation for the purpose to achieve the organizational goals in aneffective and efficient manner. Marriott is the diversified hospitality company which managesand franchises a broad portfolio to provide all the good amenities to the guests. The reportdistinguishes between the personal management and human resource management with theproper assessment of the functioning of the human resources with the proper evaluation of theroles and responsibilities of the line managers to manage the entire working within theorganization (Breslin, 2012). Further, the impact of legal and regulatory framework is beinganalysed on human resource management. With the proper human resource planning therecruitment and selection process is being evaluated to measure the effectiveness with the help ofvarious techniques. The motivational theory and reward are assessed in a proper form. Properprocess is adopted to evaluate the job and the other factors determining the pay. Moreover,effectiveness of the rewards system is assessed in different context to monitor employeeperformance with the help of different methods. All the reasons are identified which is related tothe mechanisms for the cessations of employment.TASK 11.1 Difference between personnel management and human resource managementMarriott UK is one of the globally leading companies, responsible to handle a broadprofile of hotels. To effectively manage this position (Nolan and Garavan, 2016), it equallyneeds to maintain its administrative activities as well. With regard to the same, both Personneland Human Resource Management (HRM) are considered as an important part of Marriott UK,which together needs to have a continuous look out. Personnel management is amongst the crucial managerial functions of the firm, whosemain responsibility is to provide the required staffs into the organization. Along with that, it alsolooks after the common employee-employer relationship. Therefore, it is only concerned with thepeople working into the firm and relationship among both the parties.1
Human resource management is an extension of personnel management, focused moretowards the achievement of organizational goals, due to which it is majorly considered to makeeffective utilization of the man power resources.Although both these functions namely; HRM and personnel management are responsibleto handle the people of the organization. There is slight difference in their way of focusingtowards the people management, which is clearly defined in the below table:KeyDifferencesPersonnel managementHRMWork ApproachIt is a traditional way of approachingthe people of the organization.HRM is a modern concept of personnelmanagement, focused more towardsmanaging the strength of the people.Function TypePersonnel management carries out aroutine work for the organization,which includes the function ofPlanning, Organizing and Staffing,etc.It involves building strategic plans intothe organization by conducting trainingand development programs for theemployees, required to achieve theorganizational goals and objectives (Limand Ling, 2012).CommunicationThere exists an indirectcommunication between theemployees and their employers.People can directly communicate withtheir bosses and share their ideas orconcerns.ManagerialAction/RoleIt believes in transactional leadershipstyle of managing people, strictlyfollowing the work procedure (Limand Ling, 2012).HRM emphasis on leaders carrying atransformational attitude of handling thework, focusing more on the businessneeds.People ConcernPersonnel manager is the onlyresponsible person to look after theconcerned areas of personnelmanagement.All the managers from top to bottomlevel are involved (Lewis and Sargeant,2013).Job DesignWork is done by a proper division oflabour.The work is carried out in teams orgroup.2
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