Human Resource Management in Hospitality

This assignment delves into the crucial aspects of Human Resource Management within the international hospitality industry. It examines the evolving role of human resource managers, the significance of constructing a career competency model for employees, and the implementation of 360-degree feedback systems for performance evaluation. The assignment draws on both academic research and online resources to provide a comprehensive understanding of these HR practices in the context of the hospitality sector.

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.

Training and development ca be stated as a part of human resource functions that leads in
creating collaboration, coordination among team members and also leads to provide training and
development opportunities to its employees (Hsu, 2015). Along with it human resource
management also allows employee at different level to grow by acquiring practicing to achieve
higher level of expertise and skills. with help of following activities hr leads the employees to
achieve their personnel goals along with attaining the organizational goals.
Another important role of Human resource managers is to ensure that the business
managers of Montcalm Hotel apply prescribe policies and procedures within business units. That
further results in creating or developing partnership among different departmental and team
members in order to achieve the common organizational objective (Marshall, Mottier and Lewis,
2015).
It is very important for business especially for hospitality sector organization to cope up
with the changes. This helps the fir in remaining competitive in the market. For making these
changes Human resource management are required. They are required to make changes as per
the changes taking place in the taste, behavior, fashion etc of the customers. HR manager are
also responsible to take care of employee performance and motivating staff (Gin Choi, Kwon,
and Kim, 2013).
1.3 Evaluating the role and responsibilities of line managers in HRM
Line managers are also termed as front line managers who are responsible for managing
individual and team members of the company.
Following are the roles which the line manager are required to perform on daily basis. These are:
1. Managing Operational Costs
2. Allocating Work And Rotas
3. Measuring Operational Performance.
4. Day-To-Day People Management
5. Providing Technical Expertise
6. Dealing With Customers/Clients
These are some roles that the line manager of Montcalm Hotel are required to perform to
maintain the coordination among employees, departments a well as team members (The role of
line managers in HR, 2016).

Along with roles the line manager are also required to perform some responsibilities. Those are:
 Employee Engagement- It is an approach from which the line managers seek to increase
employee engagement within the organization. It helps ion increasing employee
engagement by creating environment friendly culture and working conditions for
employees. Also identifies their strengths to encourage them to give their hundred
percentage in the job (Responsibilities of the Line Managers in HR, 2016). Also
encourage them to have open communication with the this also helps on encouraging
employee engagement within the organizational activities. This also leads to increase in
the employee retention and job satisfaction among employees.
 Performance Appraisal- Over here the line managers are required to implement the
performance appraisal process that are designed by the HR professional of the Hotel.
Line manager or front line manager is responsible for rating the performance of
employees working within the organization. Also it is responsible for providing
feedbacks to the employees by conducting face to face meetings.
 Disciplining Employees- Line manager is responsible to create discipline at workplace
in order to meet the expectations by proposing and supporting procedures and policies by
HR department of the respected hospitality hotel. Line manager is responsible to direct its
subordinates as per the prepared expectations of HR manager (Lee-Ross, 2013).
 Performance-Related Pay- The hospitality firm, Montcalm follows performance related
pay structure. In such situation the responsibility of line managers increase more as he
has to prepare report. On the basis of the line manager report the employee will get the
amount. So he has to be careful in that case.
1.4 Analyzing the impact of legal and regulatory framework on HRM
There are various legal laws and legislation that helps in maintaining relationship
between employers and employees. These laws assist the managers in resolving various issues
such as discrimination, safety etc within the workplace. Following are some laws which are
required to be implemented at workplace by the HR managers of Montcalm Hotel.
Equal Pay Act 1970- This Act states that there should be no discrimination within the
company on the basis of gender or age factors. Every individual should be compensated on the
basis of the knowledge, skill and work he/she is doing within the organization (Li, Sanders and

Frenkel, 2012). The company is not required to discriminates its employees on gender issues that
they are paying male worker higher wages then that of female worker while both are working for
the department and same level. Such things should not be placed in the organization as it leads to
demotivation and dissatisfaction among the employees.
Employment Right Act 1996- It is a piece of legislation that is established fro the
modern office premises and labour workers. This Act consist of various rights of employees
which are required to be taken care of by the human resource manager within the organization
(Employment Rights Act of 1996, 2015). If any exploitation of right is being conducted within the
Hotel premises. Then immediate action is required to be taken by the employees This Act
includes various legislation such as Contracts of Employment Act 1963, the Redundancy
Payments Act 1965, the Employment Protection Act 1975 and the Wages Act of 1985 etc.
Sex Discrimination Act 1995/97- This Act states that every member of the organization
should be treated equally. The respective hotel should not discriminates its employees on the
basis of sex. The employees have full right to save their interest and can sue against the company
in case of any king of discrimination. Discrimination can be made in both direct as well as
indirect manner. Both are unlawful in the eyes of Law and Montcalm Hotel should prevent such
kind of discrimination under its premise or workplace (Bendoly, 2013).
LO2
2.1 Analyze the reasons for human resource planing in Montcalm Hotel
Following are the reasons for which the Montcalm Hotel is required to do human respourse
planning.
Needs of Human Resource Planning
Future
Manpower
Needs
Human resource planning within the Montcalm Hotel ensures its smooth ad
continuous success for long term perspectives. That is human resource
planning is a tool that provides future availability of manpower to carry on
the various organizational activities (Significance Or Importance Of Human
Resource Planning, 2016). Human resource planning helps in determining
the future requirements of the employees in kind and numbers.

Coping With
Change
It is very important for any type of organization to cop up with the changes
taking place in internal as well as external environment of the organization.
Coping up with the changes also helps in attaining competitive success over
the various rival in the markets. Human resource planning also plays a role
in convincing entire employees and team of the hotel to cope up with the
changes.
Recruitment of
talented
personnel
Another need for human resource planing is of recruiting and selecting
personnel for the Montcalm Hotel. Human resource panning helps in
determining various organizational needs such as assessing the available HR
inventory level. Human resource planning is also needed at the time of final
recruitment of the personnel for performing specific job (Chiang, Birtch
and Cai, 2014).
Development of
Human resource
Human resource planning is ale required for developing the human
resources of the Montcalm Hotel. It provides training and development to
the individuals by identifying various skills required at different level of the
organization. Also leads towards improving the ability, efficiency of
employees to perform the task.
Proper
utilization of
human
resources
Another important need of human resource planning is the that it helps in
utilizing the manpower towards achievement of the goals. HR planning also
helps in assessing as well as in recruiting skilled employees for the
organization (Santhanam and et.al., 2015).
Uncertainty
Reduction
HR planning reduces the impact of uncertainty that take place due to
uncertain changes in the procedure and process of human resource
management in the hotel.
Table 2: reasons for human resource planing
2.2 Outlining the various stages involved in the planning HR requirements
Human Resource planning process includes various steps:

Assessing the current HR capacity
Based on the planning process of human resource, first step of human resource planning includes
assessing of human resource requirements. Also to find out the skills, knowledge, abilities
lacking in the current staff which have to be further required in the company. In order to identify
the requirement it can be done by preparing skill inventory for each employees. The skill
inventory is required go beyond the skills needed for the particular job or task. Lean all skills
each worker has demonstrated by the Montcalm Hotel (Wang, 2013).
Forecasting HR requirements
In this step future needs are required to be forecast to achieve the per determine goals of the
Montcalm Hotel. Forecasting is made by estimating supply an demand. While going through this
stage the HR manger has to go through various questions such as how many number of staff
members are in need to be recruited, what types of vacancies are open what skills and knowledge
are required for achieving the future goals etc. At the time of forecasting demands the HR is also
require to assess challenges.
Gap analysis
Another step involved in the planning of human resource planning is to determine the gap
between where the company is now and where it want to reach in future. The gap analysis
basically involves the identification of number of skill and staff abilities that are required that
will be required in future (Raub and Robert, 2013). It also look forward various HR management
practices and further what improvement are to be made to support the long term success of the
Hotel.
Developing HR strategies to support organizational strategies
The last and final stage involves various HR strategies that area required to be implemented to
achieve the future organizational needs. Following strategies involves restructuring, training and
development, recruitment, outsourcing as well as collaboration.
2.3 Comparing the recruitment as well as selection process in between two hospitality firms
Different organizations use different formats ad criteria for selecting and recruiting
employees for their workplaces. Montcalm Hotel goes for External recruitment. The criteria
followed by Montcalm Hotel for recruiting employees includes large number of steps. Large
number of step includes various rounds that the candidates have to get through. This leads to

proper and accurate screening of the candidates and helps the company in getting best talent
among various candidates (Katou, 2015). The process include various stages, Firstly they simply
place information on various job websites and details regarding the required candidates. After
that it collects various application of the interest candidates and scrutinize those applications on
the basis of required skills and knowledge for the vacant job. Then telephonic interview is taken
by the is Hotel of the selected candidates. Further the selected applicants are called in the office
for further rounds. Then they have to go through various stages such a group discussion rounds,
report writing as well as aptitude rounds (Lucas and et.al., 2014). After that the qualifies
candidates are called by the HR and final Hr round is conducted in which the HR head of
Montcalm Hotel ask the candidates few questions regarding his/her personality. If the candidate
gets success in impressing the HR head then he/her get the job. Next step conduct a medical
examination in which medical examine is conducted of the selected candidate. At last the offer
letter is provided to the selected candidate.
Whereas, Premium inn goes first for internal recruitment and if not accomplished with
the goals then goes for external. That is before searching externally the hotel goes for internal
recruitment in which it ask for the interest candidate or chose applicant on the basis of its past
performance (Ružić, 2015). If it do not fulfill its purpose after than it goes for the external
recruitment. And follows the the same procedure that is followed by Montcalm Hotel.
2.4 Evaluating the effectiveness of recruitment and selection techniques within two organization
The recruitment technique opted by the Montcalm Hotel is external recruitment. External
recruitment leads to create new opportunities for outsiders. Also the organization gets various
options and from which it had to choose the best person. Such recruitment criteria can also result
into minimizing the cost of employees in the hotel or any organization. It also leads to the
increase in the ratio of selection as well as the chances of partiality and biasness reduces in this
format of recruiting and selection. The experience of employee working with other organizations
can come up with new and unique ideas to take forward the organization in the competitive
world (Corbin and Alleyne, 2014). Also in the process of external recruitment helps the business
enterprises such as Montcalm Hotel to find the human resource with specified skills that may not
get from internal recruitment. However external recruitment can cause more cost and time to the
organization for recruiting and selecting new employees for its workplace. Along with that the

process may also lead towards damaging the morale of existing employees as they may feel their
chance of promotion decreased due to his criteria.
Evaluating the process of recruitment and selection of Premium inn hotel. There are
various advantages of the internal recruitment that the company may achieve. Those are, firstly
this process leads to lesser cost and time to company as compared to external recruitment. Also
the existing employees are already familiar and comfortable with the workplaces of the premises
this will not lead to much time for them to undertake and understand the work (Baum and et.al.,
2016). It also provides various opportunities for the existing employees to get promotions. This
helps increasing the morale of existing workers. However, there are also some disadvantages
attached to these process are such as the employer get limited options and also sometimes the
selected employee may get fail to perform the task. This process will not lead to any new idea or
uniqueness in the business enterprises etc.
LO3
3.1 Assessing the link between motivational and reward theory
Motivational theory can also be termed as a psychological featured theory in which
manager inspires its subordinates to to give their 100% to the job. There are various motivational
theories that can be adopted by employer within office premises to motivate its employees.
Rewards something that helps the manager in motivating its employees within the workplace.
Reward system includes various such as profit sharing, job evaluation as well as merit rating
system. All these helps in enhancing the morale of employee to work for the organization and
achieve future goals (Newman and Butler, 2014). Employee do not get motivated just pay the
sale of compensation along with its they also need recognition, appraisal etc fro its bosses.
Maslow's had also determined various level of motivations that are to be achieved by the
subordinate working in the organization.
The managers are required to take care pf such aspects. Firstly Maslow's has depicted the
basis need of shelter food etc of employee which they want. Further they also need to be get
appraised and recognize by its employer. Also employees need to be promoted on the basis of
performances. All these helps employee to get dedicated for its work. Also the employer should
give its employees various incentives such as travel allowance and also work from home facility
should be given to employee (Guchait and et.al., 2016). This will help the subordinate in

balancing its professional as well as personal life. Similarly the Montcalm Hotel is required to
implant various reward system in its workplace in order to motivate ts employee. The situation
where employees of the organization are completely dedicated towards there job always leads
the company towards achieving its pre determined goals. It will also helps the company in
attaining competitive advantage over its rivals in the market as well as lead to increase in the
sales and profits also will enhance the growth opportunities for the employees working in the
company.
3.2 Evaluating the process of job evaluation as well as other factors determining pay
Job evaluation process involves various number of stages:
Job Evaluation Process
Job Analysis Job analysis is the first step which involves study of the jobs in the business
enterprise. From this stage the manger arrives information about job content is
obtained, together with an appreciation of worker requirements for successful
performance of the job (Boella and Goss-Turner, 2013).
Compensable
Factor
The second stage leads towards deciding what the organization "is required to
pay for" -- that is, what factor or factors place one job at a higher level in the
job hierarchy than another. These Compensable factors are the yardsticks used
to determine the relative position of jobs.
Developing the
Method
It is a third stage which involve selection of a appraisal method within the
Montcalm Hotel premises. The selected method should be such that permits
consistency in the placements of the organization's jobs containing more of
the factors higher hierarchy, than those jobs in lower hierarchy (Hoque, 2013).
Job Structure The fourth step of job evaluation includes comparison of jobs in order to
develop job structure. This step involves assigning and choosing of decision
makers, reaching and recording decisions, and setting up the job hierarchy.
Wage
Structure
The last and final stage is pricing the job structure to arrive at a wage
structure.

Factors which determine pay are as follows:
1. Size Of The Company- In determining the pat structure size of the company also plays
important role. That is small or large organization sector.
2. Industry Sector- Montcalm belongs to hospitality industry so its pay structure will be
according to it.
3. Employee Performance- Also pay structure is depended on the performance performed
by the employee in past years (Nickson, 2013).
4. Skills And Experience- skills and experience also matters while determining pay scale
of a employee.
5. Profitability Of The Business Enterprise- If the profit earned by company is great then
its pay scale and bonus will also be larger in proportion.
3.3 Assessing the effectiveness of reward systems in
different context
Reward system is a mix of intrinsic as well as extrinsic rewards that an employer can
provide within the organization. Extrinsic rewards include bonuses, salary increments, gifts,
commission as well as targeted bonuses etc. Whereas, intrinsic rewards includes good feedbacks,
appraisal, recognition, promotion seniority, trust of employers, more responsibilities as well as
authorities (Solnet, Baum and Kralj, 2012). The organization should implement both of these
intrinsic as well as extrinsic reward system within the organization as it lead towards creating
positive energy within the workplace. The employees also work with more efficiency and
enthusiasm. Also leads to increase in the job satisfaction of employees working within the
organization that further results in decrease in employee turnover
Reward system opted by the Montcalm Hotel helps it employees to get motivated. It
follows various reward systems such as. It offers bonus foe every quarter to the employees for
serving guest in the hotel. This helps employee of each departments tries to give their best to
obtain that bonus in each quarter. Along with it also the company announces star of the month
employee one from each zone or the department of the Montcalm hotel. The star performers of
the month gets gift voucher in the form of kind or shopping slip that he can use to shop. His

name is also hanged on the notice boards of all the stores of the zone which encourage
employees even more (Du Plessis, Douangphichit and Dodd, 2015).
All such kinds of motivations are provided by the Montcalm Hotel to its employee for
motivate them. Although the employees are not happy enough from these rewards and want
more reward. They demands for more rewards for motivation. Lack of reward is one of the
important reasons why staffs of Montcalm Hotel leave their job. Finally, it is seen that reward
system of Montcalm Hotel is somewhat effective but not very effective.
3.4 Examining the various organizational methods used to monitor the performances of
employees
There are various methods of motoring the performances of employees.
 Self-Evaluation
It is a method in which employee are asked to evaluate there performances by themselves. In this
they are given a for in which mostly multiple choice questions are there. Employees are required
to answer for those questions (Robinson and et.al., 2016.). This will give glimpse to the
management of the Montcalm hospitality organization that what is the level of employees and
what they have achieved and yet where they are required to move. It also helps in determining
the training and development needs of employees so that immediate actions can be taken.
 360 Degree Evaluation

( Source- 360 Degree Evaluation. 2016)
In this type of evaluation process everybody around the employee that is its college, superior,
customer, direct report etc are involved in evaluating the performance. The employer may asks
them to monitor and give feedback on the performance of particular employee. Following
method is the most commonly used method for monitoring the performances of employees. This
method will be more accurate as there will be 4 parties evaluating one person. Therefore the
probability of getting false information is less. This can be considered as the best performance
monitoring method (Lee-Ross, 2013).
 Checklist
It is another method used for evaluating performance of employees. In this the organization such
as Montcalm Hotel apposite a specific person for this particular task. In that case the appointed
person just have to fill the form that include various questions related to the employee
performances. He/she just have to tick the answers based on what he thinks about the person.

This method is easier ad takes less time as the manger knows all its employees and its very easy
for him to fill the form. But this method may also results in partiality etc within the office
premises.
LO 4
4.1 Identifying various reasons for the cessation of employment within the Montcalm Hotel
Cessation of employees refers to as termination of employment. There are various reason
that may cessation of employment within the organization. That are relations with employer,
unchallenged and boring work or working environment, relations with co-workers, less growth
opportunities etc. are some issues which forces employee to quit there job. Also the cessation of
employment takes place by two ways either voluntary or involuntary. Voluntary cessation leads
to the situation where the employee quit its job because of dissatisfaction from job (Gin Choi,
Kwon and Kim, 2013). Whereas second cessation is involuntary in which the employer ask the
employee to quit its job. This generally happens when the employee lack integrity of work, or is
unable to perform the particular task. Employee is not comfortable with the organizational
structure as well as culture.
Also happens in case if employee fails to keep the commitments and behaves unethically
or ignores the code of conduct of the company. All these are the reasons which leads to
employee either to quit himself from the job or employer terminates its employment contract.
There are some more reasons that leads the employee himself to quit from the work. Is he/she
may not be able to find meaningful result that can keep him/her dedicated towards his/her work.
Financial instability can also lead the employees towards the voluntary cessation (Li, Sanders
and Frenkel, 2012). When the firm is not financially sound then it cant provide employees with
growth opportunities as well as may get bankrupt in future. In that case the employee feels that
he/her should switch off from the job before the company gets bankrupt. Also if the employee is
not able to make himself comfortable under the operate vulture as well as structure then he/her
may take decision of voluntary cessation.
4.2 Describing various exit procedures of employment used by the following hospitality
organizations
Exit procedure generally have 4 steps that are:
 Processing resignation

 Exit interviews
 Reference request
 Review
Exit procedure followed by the Montcalm Hotel:
The process goes in the flow. When the employee submits its resignation to the HR manager of
its particular organization. After that HR department process it to confirm last working days of
employees in the company. Also the line manager will be notified about it so that if any
unfinished task is there that can be assigned to another employee.
After all this employee will be called by the HR manager to conduct his/ her exit interview
(Bendoly, 2013). In this the HR will inquire about the reason for which employee had decided to
resign. Also what is his/ her perception about the organization and what changes are required to
be made within the offices premise. If they get a better opportunities in some other companies
then the employee may even ask the line manager for its reference. At last the managers and Hr
department of will start reviewing the policy of exit ad will make any changes if they think it is
required to be made.
Exit procedure followed by the Premium In Hotel:
Human Resource Managers and line managers of Premium In hotel follows a very simple
format of exit procedure. As per the terms and conditions of the hotel the employee working in
the Premium Inn has to give 2 weeks prior notice to its line managers before he/her leaves the
workplace (Chiang, Birtch and Cai, 2014). After coming in the notice of resignation the
employer will try to convince the employee. Also they will try to identify the reason behind the
action and will try to improve if any improvement is needed.
4.3 Considering the impact of legal and regulatory framework on employment cessation
arrangement
Various nations have different legal and regulatory frameworks in regard to employment cession
arrangement. In United Kingdom, employers can terminate the employment contract of any
employee at any time. In case if they provide proper notice or the contract is over. However, for
employees’ safety, law prohibits employers not to dismiss any employee unfairly.
 Wrongful Dismissal - Dismissal of an employee by his/her employer breaching the
contract of employment is known as wrongful dismissal. The employee can claim in

court if so happens. Therefore, employer must go through the contract paper and make
sure no point of that is breached. Employee must pay for the notice period or until the end
of the contract, whichever is sooner (Lucas and et.al., 2014).
 Unfair Dismissal -Six fair reason have been defined as statutory grounds, for which
employer can terminate a contract – incapability, redundancy,illegality, misconduct,
planned retirement, some other substantial reason. Employer cannot No employee who
worked more than a year in an organisation can be dismissed without these fair reasons.
Apart from following ACAS code (Advisory, Conciliation And Arbitrary Services, 2009)
employer has to have any of above mentioned six reasons to terminate a contract without
facing a claim. Moreover, if an employer chooses to dismiss an employee for any of
incapability, misconduct, illegality or other substantial reasons, employer must practice
fair procedures like consultation, warning etc.
Also the employer is not required top discriminate its employees on the basis of race, gender
nationality etc. If so happens the employee has full right to claim for damages. As per the code of
Advisory, conciliation and arbitrary services no organization can terminate its employees on the
grounds of physical conditions such as disablement of person or pregnancy.
CONCLUSION
Facilitating training and development, communicating with employees, pension
management etc are some of the major activities that the HRM has to perform. To determine the
future manpower needs of employees, coping up the changes as well as recruiting and selection
are some needs of the HR planning within the organization. Job analysis, compensate factors,
developing method, job structure as well as wage structure are the steps involved in job
evaluation process. Also the factors such as size, employee performance, profitability etc are to
be determined at the time of deciding pay structure.

REFERENCES
Books and Journals
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