Human Resource Management in Montcalm Hotel 10 N

Human Resource Management
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Illustration Index
Illustration 1: 360 Degree Evaluation..........................................................................................18

TABLE OF CONTENTS
INTRODUCTUION........................................................................................................................4
LO1.................................................................................................................................................4
1.1 Distinguishing between HRM and personnel management.................................................4
1.2 Assessing the functions of HRM in contributing towards purposes of Montcalm Hotel....6
1.3 Evaluating the role and responsibilities of line managers in HRM......................................8
1.4 Analyzing the impact of legal and regulatory framework on HRM.....................................9
LO2...............................................................................................................................................10
2.1 Analyze the reasons for human resource planing in Montcalm Hotel................................10
Needs of Human Resource Planning...................................................................................11
2.2 Outlining the various stages involved in the planning HR requirements............................12
2.3 Comparing the recruitment as well as selection process in between two hospitality firms 13
2.4 Evaluating the effectiveness of recruitment and selection techniques within two
organization...............................................................................................................................13
LO3 ..............................................................................................................................................14
3.1 Assessing the link between motivational and reward theory..............................................14
3.2 Evaluating the process of job evaluation as well as other factors determining pay...........15
3.3 Assessing the effectiveness of reward systems in
different context.......................................................................................................................16
3.4 Examining the various organizational methods used to monitor the performances of
employees .................................................................................................................................17
LO 4..............................................................................................................................................19
4.1 Identifying various reasons for the cessation of employment within the Montcalm Hotel 19
4.2 Describing various exit procedures of employment used by the following hospitality
organizations.............................................................................................................................19
4.3 Considering the impact of legal and regulatory framework on employment cessation
arrangement...............................................................................................................................20
CONCLUSION.............................................................................................................................21
REFERENCES..............................................................................................................................22

INTRODUCTUION
Major task or activities performed by Human resource management is recruiting as well
as retaining of staff members. This further leads towards achievement of organizational goals. In
leading days the focus of HR management had been moved from personal management to more
on the proactive approach. The responsibilities of HRM fall into three major categories that are
employee compensation, staffing, benefits and designing work (Boella and Goss-Turner, 2013).
The report is based on the scenario where the Montcalm Hospitality organization is required to
focus on its recruitment, retention as well as employee cessation activities. The Montcalm hotels
are a group of five star luxury hotels situated in central London, England and currently it has 5
restaurants across United Kingdom (About The Montcalm, 2016). Further the report will include
difference between personal and HRM. Also will include a brief explanation on how the
company should recruit its employees. Moreover the types of rewards system should be
implemented to motivate employees and retain them with in the company will be analyzed in the
report. At last the report will also include various mechanisms for the cessation of employment.
LO1
1.1 Distinguishing between HRM and personnel management
Following are some difference between personal and human resource management:
DIFFERENCE PERSONNEL MANAGEMENT HUMAN RESOURCE
MANAGEMENT
Approach It is a traditional approach of
managing people within the
hospitality or any other types of
organizations (Hoque, 2013).
Whereas, human resource
management is a modern approach
of managing people as well as to
enhance the strengths while working
in the company.
Focuses on Personnel management focuses
more on employee welfare, labour
relations ad personnel
administration within the Montcalm
Whereas, Human resource
management focuses on
development, acquisition,
maintenance as well as motivation

Hotel. of human resources within the
hospitality organization.
Assumes People Personnel management assumes
people as a input for achieving
organizational objectives.
Human resource management
assumes people as a asset and
valuable resource of the
organization for attaining the
objective (Nickson, 2013) .
Functions
Undertaken
Under personnel management
function is undertaken for the
employee satisfaction.
Whereas, in human resource
management function are
undertaken to management,
administrate as well as to achieve
organizational goals.
Job designing Under personnel management job
designing is done on the basis of
division of labour.
Whereas, under human resource
management job designing is done
on the basis of team or group work.
Employees are
provided with
Under or in case of personnel
management employees are
provided with less of training ad
development opportunities (Du
Plessis, Douangphichit and Dodd,
2015).
Whereas, in case of human resource
management employees are more
provided with training ad
development opportunities.
Decisions are
taken by
In personnel management decision
are taken by the top level
management as per the rules and
regulations of the company.
In human resource management
decisions are made collectively
after considering employee's
participation, authority,
decentralization, competitive
environment etc.

Concerned with Personnel management is more
concerned with the personnel
manager.
Whereas, human resource
management is concerned with all
level mangers for top to bottom
(Solnet, Baum and Kralj, 2012).
Type of Function Personnel management is a routine
function.
Whereas, human resource
management is a strategic function.
Focused on Personnel management is more
focused on satisfied employee and
increase in production.
Whereas, human resource
management focuses on culture,
effectiveness, productivity as well
as employee participation.
Table 1: difference between personal and human resource management
1.2 Assessing the functions of HRM in contributing towards purposes of Montcalm Hotel
Human resource management is considered as a asset of the chosen hospitality firm. This
is because it performs various activities to achieve the organizational goals. Following activities
are:
1. Facilitating training and development
2. Communicating with employees
3. Recruitment, employee retention as well as selection
4. Pension and benefits
5. Managing changes
Following activities helps the organizations such as Montcalm hotel in finding best
people for their enterprise (Robinson and et.al., 2016). Also helps in making them realize their
importance in the organization. It also promotes and encourages a learning and development
culture to the business by performing such activities.
HR team of Montcalm hotel help in building capability and capacity of employees to
achieve the goals by giving their best to the company. This results in success for long term.