Human Resource Management Systems Analysis

This assignment requires a thorough analysis of human resource management (HRM) systems. Students are expected to delve into the various components of HRM systems, such as recruitment, training, performance management, and compensation. The analysis should also encompass the challenges associated with implementing and managing these systems, as well as their potential benefits for organizations. A critical evaluation of current trends and future directions in HRM is also encouraged.

Human Resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Difference between personnel management and human resource management...................3
1.2 functions of human resource management............................................................................4
1.3 Roles and responsibilities of a line manager.........................................................................4
2.4 Impact of legal and regulatory bodies...................................................................................5
TASK 2............................................................................................................................................5
2.1 Importance of Human resource planning..............................................................................5
2.2 Stages of human resource planning.......................................................................................6
2.3 Comparison of recruitment and selection process................................................................6
2.4 Effectiveness of recruitment and selection process..............................................................7
TASK 3............................................................................................................................................8
3.1 Link between motivational theories and rewards..................................................................8
3.2 evaluation of job process and determining pay.....................................................................8
3.3 Effectiveness of reward system.............................................................................................9
3.4 Methods to monitor employee's performance.......................................................................9
TASK 4..........................................................................................................................................10
4.1 Reasons for cessation of employment.................................................................................10
4.2 Exit procedure.....................................................................................................................10
4.3 Impact of legal and regulatory framework on employee cessation.....................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
.......................................................................................................................................................13

INTRODUCTION
Human resource management is concerned with management of people in the
organisation which focuses on policies and regulation of systems HR department includes all the
activities which are directly related to employees of organisation such as employee’s
recruitment, training and development, performance appraisal, job analysis, planning personnel
needs, managing wages and salaries and benefits and incentives (Hendry, 2012). In the below
report, it describes function of human resource management and importance of HRM in context
to Hilton hotel. It also includes the recruitment and selection process for hiring employees within
hotel. Hilton hotel is an international hotel which provides services throughout the country and it
has 530 branches in 78 countries (Storey, 2014).
TASK 1
1.1 Difference between personnel management and human resource management
Personnel management (PM) refers to traditional approach of managing people in the
organization whereas human resource management (HRM) refers to modern approach which is
integration of PM traditional approach. PM is the routine function and HRM is strategic function
of this mentioned hotel. PM is the way to communicate indirectly whereas HRM is the way to
communicate directly to employees in the cited hotel. It basically describes work force and
relationship with entity and on other hand HRM deals with overall human resources of cited
hotel to achieve goals (Stahl, Bj and Morris, 2012). Human resource management includes all
the decision making function which is directly related to employees whereas PM does not
participate in decision making (Monk and Wagner, 2012).
Basically, it focuses on employee’s welfare and relation whereas HRM includes
equitation, motivation and development of human resource of the mentioned company. In the
context of PM, it includes less training and development opportunities and HRM includes more
effective training and development practices (Boella and Goss-Turner, 2013). In PM, decisions
are taken by the top management and in HRM decisions depend on employee participation and
on the authority of this hotel.

1.2 functions of human resource management
Human resource management plays an important role in any organisation; HRM has the
objective to effectively utilize resources in any firm. It is the key function of managing people in
any firm. In the context of Hilton hotel, it has several functions which are as follows- Human resource planning: - HRP refers to planning of human resources by analysing
information of the cited hotel so that they can forecast the human resources supplies to
achieve their goals (Banfield and Kay, 2012). HRP is the major function which describes
the overall planning of human resources like job description and job specification. Training and development: - Training and development is a part of human resource
planning in which HR managers of Hilton provides training to their newly hired
employees (Boella and Goss-Turner, 2013). There are two types of training methods, on
the job and off the job training methods which are applied by Hilton hotel. Furthermore,
development is carried out for top management level so that they can introduce change in
the hotel. Recruitment and selection: - Recruitment and selection is the process to hire employee
on the basis of their qualification and knowledge so that hotel achieve their goals by
effectively giving innovative ideas and suggestions (Hendry, 2012).
1.3 Roles and responsibilities of a line manager
Line managers are those who have to give day to day information of employee's
recruitment and selection process because line managers are the part of HR department (Monk
and Wagner, 2012). There are several roles and responsibilities of a line manager of Hilton
which are as follows- Judgemental role: - Line manager’s judge or evaluate performance level of employees so
that they can identify the strengths and weaknesses of that particular employee which
helps to improve their efficiency of work and performance (Storey, 2014). Informational role: - In this, the managers is required to provide information of their
employees so that they can keep the records of the information which is related to the
employees of Hilton. Employee engagement: - Employee Engagement in the organisation is most essential
part as the line manager helps in building organisational culture for their employees of

Hilton hotel so that they can focus on their goals by encouraging them with open
communication and employees would be able to engage with cited hotel more effectively
(Hedlund and Sternberg, 2000).
 Performance appraisal: - Performance appraisal are planned by HR managers and
implemented by line managers (Kelly, 2001). In this, the line manager measures
employee overall performance and provides feedback to them
2.4 Impact of legal and regulatory bodies
Government of UK regulates some act for companies which have to be follow by all
organisations of UK to reduce disequilibrium of that particular organisation’s employees (Tyson,
2014). This mentioned hotel also has to follow rules and regulations to reduce inefficiency
among employees and for this government regulates following act such as Equal opportunity
Act, Discrimination Act and European working Act. In these Acts, government aim is to
maintain equality among employees so that they can increase their efficiency and dedication to
the work and reduce employee coherences. These are legal aspect of Hilton hotel. On the other
hand, regulatory bodies are those which oversee this above following act . The aim of these
legal acts and regulatory bodies is to reduce employee’s coherences so that they can increase
their performance level for achieving their goals (Morrell, 2002).
TASK 2
2.1 Importance of Human resource planning
Human resource planning is defined as the process of forecasting human resource needs
so that they can accomplish goals of the hotel. HRP helps to identify current and future needs of
this hotel. further, it aim is to hire right type of employee on the right job at the right place so
that cited hotel has efficient employees which gives effective results by giving their best
performances (Swart, 2012). HRP gives smooth way to replace and retire employees by hiring
new human resource without any interruption.
In the present time, many changes will be witnessed in the organisations because of
technology and globalisation and it requires more skilled and knowledgeable employees and for
this HRP hires new human resource who have knowledge of technology (Gramm, 2006). HRP
plays a major role for expansion and diversification of hotel. It helps to maintain balance
between demand and supply so that the hotel can reduce labour cost. Human resource planning

also assists in developing training and succession planning for employees of this Hilton. It also
provides benefits, promotions to their employees so that they feel motivated and increase their
performance level.
2.2 Stages of human resource planning
Human resource planning is a process to place right type employee on the right job on the
basis of employee's qualifications (Harvey, 2000). In the context of Hilton hotel, there are
several stages to define HRP processes which are as follows- Analyse objectives of the Hotel: - The first step is to analyze the future objectives of the
hotel so that they can easily realize their aim them. Get information of present human resources: - After that, the HRP team of Hilton
should be updated with the present information of employees like current number of
employees, work capacity and also potential of their human resource so that they can
know about internal and external sources for estimation (Swart, 2012). Forecasting demand and supply: - They forecast demand and supply to estimate the
requirements of employees. Estimating manpower gap: - It helps to know about surplus and deficit of human
resources of Hilton. Formulating the human resources action plan: - In this step, the HRP team of Hilton
analyzes needs of employee recruitment, training and other programmes.(Antoniu, 2010).
 Monitoring and control: - In the last stage, they implement their plan into real action.
2.3 Comparison of recruitment and selection process
Recruitment is the pool of applicants where hotel gets application form of the applicants
and then select them through personal interview or by adopting other methods (Hedlund, 2000).
Following is the comparison of recruitment and selection processes between Hilton hotel and
Marriott hotel are as follows-
 Recruitment and selection process of Hilton hotel: - Hilton hotel uses external type of
recruitment and selection process in which they hire new employees by advertising
and select them on the basis of their qualification, knowledge and skills (Kidron,
2013). There are several steps of recruitment and selection process which are as
follows-

 Application form: - Applicants can apply for job by filling the particular form of this
hotel. Written test: - In this, the HR manager of the hotel takes written test by selecting the
applicable form of applications (Swart, 2012). Interview: - If the applicants clear the written test then they invite for the interview in
which the interviewer and candidate asks question answer to each other. Reference check: - In these steps HR manager checks their references by cross checking. Final selection: - This is the last step of selection in which the HR manager of this hotel
selects appropriate candidate for the particular job (Tyson, 2014).
Recruitment and selection process of Marriott hotel: - They are using internal types of
recruitment and selection process in which they provide promotion and transfer the employee
internally (Huntley, 2005).
2.4 Effectiveness of recruitment and selection process
Hilton hotel is using external recruitment and selection process so that they can hire
skilled and knowledgeable candidates for their organisation by selecting appropriate applicants.
It is the advantage for the hotel because they have opportunity to recruit many of candidates by
advertising their hotel. On the other hand, Marriott hotel is using the internal recruitment and
selection process so that they can reduce overall cost of recruitment and selection processes. It is
helpful for the hotel to minimize time for organising such type of processes (Monk and Wagner,
2012). Further, they utilize this time to increase their employee’s performance level and other
functions which are important for Marriott hotel. By using these methods, both hotels also
increases motivation level of their employees and their effectiveness and efficiency of work so
that the mentioned hotel can accomplish their goals in an effective manner (Kelly, 2001). The
hotels have to develop familiar environment at the workplace so that they can share their ideas
and views with each other.
TASK 3
3.1 Link between motivational theories and rewards
Motivational theory are those which describes motivation level of the people as there are
different types of motivational theory such as Maslow's need hierarchy theory and Herzberg two
factor theory which describes the different level of motivation. These theories also describe the

motivation through rewards. In the context of Hilton hotel it also motivates their employees by
providing them with rewards (Boella and Goss-Turner, 2013). There are two types of rewards
monetary and non monetary rewards. Monetary rewards refers to money related rewards in
which the hotel gives rewards like incentives and bonus to their employees whereas non
monetary rewards are the holiday packages and giving extra time for breaks. In the Maslow's
theory, Maslow's described rewards as the self actualization needs and in Herzberg theory
Herzberg described rewards as motivational factors (Kidron, 2013). Rewards help to increase
motivation level of the employees of Hilton hotel so that they can improve their performance.
These theories of motivation helpful to realize motivation level of employees and also help to
satisfy their needs by giving rewards (Rao, 2014).
3.2 evaluation of job process and determining pay
Job evaluation is the process of determining job worth in the organisation so that the
mentioned hotels can easily determine pay of jobs. For job evaluation, it is important to do job
analysis because job evaluation is possible when the jobs are determined. There are several steps
of job evaluation which helps to determine pay such as gaining job acceptance, creating job
evaluation committee, find jobs to be evaluated, analyzing job description, select method of
evaluation and then classify jobs (Riley, 2014). Hilton hotel provides pay to their employees on
the basis of job evaluation so that they can easily manage pay which is determined on the behalf
of job evaluation. It is the most important process for this cited hotel because it gives framework
to determine pay of jobs. Basically, jobs are classified on the basis of their requirement of skills
and knowledge of the employees which is needed by the hotel and the HR team open vacancies
on basis of job evaluation (Monks, 2001). It plays a major role for determining particular type of
job so that the mentioned hotel pays salary to their employees according it.
3.3 Effectiveness of reward system
Rewards are the separate system from pay or salary. Rewards are the type of motivation
which is provided by hotels in terms of monetary and non monetary rewards. In this, the
employees of the hotel get reward for their effective performance and hard work. Rewards help
to keep employees motivated and also assist the human resource in increasing their performance
so that cited hotel accomplish their goals. At Hilton, they provide their employees financial
rewards as well as non financial rewards (Swart, 2012.). Financial rewards provide bonus and
extra benefits of their work whereas non financial rewards provide holiday packages and extra

breaks to employees of this hotel. To design reward system, the related managers have to
identify goals of the hotel and also measure overall performance of the human resource by
comparing it with their desired performance so that they can choose the best performer among all
employees (Kidron, 2013).
3.4 Methods to monitor employee's performance
There are several methods which are used by Hilton hotel to measure their employee’s
performance which are as follows-
Performance appraisal: - performance appraisal is a process to evaluate employee's
performance or review the performance. It helps to understand employees work ability for
growth and development of the organisation (Banfield and Kay, 2012). In the context of Hilton
hotel, they use this method to monitor their human resource performance so that they can
measure the work capability and the ability as well as strengths and weaknesses of the employees
Benchmarking: It refers to measurement of quality and performance of employees by
comparing with other organisations. This mentioned hotel uses this method to measure or
monitor their employee’s performance which is helpful to increase performance level on the
basis of results (Morrell, 2002).
TASK 4
4.1 Reasons for cessation of employment
Cessation of employment refers to termination of workers from the organisation because
of many reasons (Antoniu, 2010). In the context of Hilton hotel, there are several reasons for
termination of employees, which are as follows- Poor quality of work: - The employees of mentioned hotel leave their job because of
their poor skills and knowledge about the job, they do not understand the job requirement
that is why they quit the hotel (Tyson, 2014).
 Business conditions: - Another reason is to terminate from hotel is unfavourable
conditions of work environment, if the employees are not comfortable in that
environment then they leave the hotel (Swart, 2012).
 Absenteeism: - Reason for termination has one another aspect that is absenteeism, if
employees continuously miss their work then it affects work of this mentioned hotel. In

this case, the HR team of hotel can take action for that particular employee so that they
maintain their working conditions (Storey, 2014).
4.2 Exit procedure
Exit procedure refers to leaving process of employees in which they have to give reasons
for living that organisation. In the context of Hilton hotel, the HR team held interview of
employees so that they can recognise problems and issues of that employees and then the
employees can leave the hotel. Another process is to give resignation letter to HR team directly
and then terminate from hotel, similarly Marriott hotel can also use such procedure for
termination as in this case they use exit questionnaire for their employees so that they know
reasons of quitting the job (Grote, 2007). One another procedure which is used by this hotel is
feedback in which the mentioned hotel takes feedback of the company and then the employees
can leave the hotel. It is important to know the reasons behind leaving job, because many times
the problems of employees are solved by conducting interview (Riley, 2014).
4.3 Impact of legal and regulatory framework on employee cessation
Legal and regulatory frameworks have impact on Hilton hotel. The government of UK
regulates many acts for employee cessation. According to these acts, cited hotel cannot terminate
their employees during probation period (Rao, 2014). If they terminate employees then they have
to give notice of their termination, without informing employees, they cannot dismiss their
employees (Rao, 2014). These legal aspects are beneficial for the employees to know reasons
behind cessation. But if the employees are leaving the hotel for their poor ability and other
reasons then the hotel is not responsible for their cessation. To solve these types of problems the
government of UK regulates other acts to provide protection to employees and the mentioned
hotel has to follow their acts and regulations to reduce cessation problems. This legal authority
has positive impact on employees.
CONCLUSION
It can be concluded from above study that the importance of HRM plays a major role in
any organisation because it helps in managing workforce within the firm. Regarding HRM, it has
positive impact on organisation and helpful to realize the job evaluation for determining pay so
that the organisation can operate more effectively and efficiently for many years. In the context
of Hilton hotel, HRM plays an important role to select and recruit skilled employees so that they

can attain desired organisational goals effectively. Further, it will help in increasing the
productivity as well as profitability in the organization. Lastly, the cessation procedure followed
in the HRM is appropriate in identifying the reason behind leaving the hotel.

REFERENCES
Books and Journals
Banfield, P. and Kay, R., 2012. Introduction to human resource management. Oxford University
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Boella, M. and Goss-Turner, S., 2013. Human resource management in the hospitality industry:
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the similarity-attraction and similarity-betrayal paradigms. International Journal of
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Harvey, G. M. Buckley, R. M. and Novicevic, M. M., 2000. Strategic global human resource
management: A necessity when entering emerging markets, in (ed.) Research in Personnel
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– 394.
Rao, T. V., 2014. HRD audit: evaluating the human resource function for business improvement.
SAGE Publications India.

Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.
Stahl, G. K., Bj, I. and Morris, S., 2012. Handbook of research in international human resource
management. Edward Elgar Publishing.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
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Swart, J., and et.al., 2012. Human Resource Development. Routledge.
Tyson, S., 2014. Essentials of human resource management. Routledge.
Online
Antoniu, E., 2010. CAREER PLANNING PROCESS AND ITS ROLE IN HUMAN RESOURCE
DEVELOPMENT. [PDF]. Available through: <
http://upet.ro/anale/economie/pdf/20100202.pdf>. [Accessed on 1st June, 2016].
Grote, G., 2007. Human Resource Management (HRM). [Online]. Available through :
<http://www.oat.ethz.ch/education/material/material_06_07/material_VO_HRM_06_07/
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