Human Resource Management: Trends and Practices

This assignment delves into the field of Human Resource Management (HRM) within the context of China. Students are expected to critically analyze various HRM theories and their application in a Chinese setting. The focus is on understanding contemporary trends, challenges, and future directions in HRM, drawing upon relevant academic literature and real-world examples from China's business landscape.

Report on a Case Study

Table of Contents
INTRODUCTION...........................................................................................................................1
THREE HRM FUNCTIONS FOR SMALL SIZED HOTEL.........................................................1
TWO SUITABLE WORFORCE PLANNING METHODS ..........................................................2
WAYS IN WHICH THE OVERALL PERFORMANCE OF THE HOTEL CAN BE
IMPROVED BY DEVELOPING THEIR EMPLOYEES..............................................................4
KEY AREAS OF EMPLOYMENT LEGISLATION THAT NEED TO BE CONSIDERED BY
HR DEPARTMENT OF HOTEL....................................................................................................5
CONCLUSION AND RECOMMENDATIONS............................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resource management (HRM) can be defined as the process that helps in hiring
and developing workers so that they can become efficient to attain organizational goals. In other
terms HRM is described as the formal systems which is devised for the management of people
within firm (Agrawal, 2012). Main responsibilities of HR manager falls under three categories
such as staffing, employee compensation and benefits to obtain desired success. HRM is the
activity that involves carrying out job analysis, recruiting right people for the right job and
training and development to employees so that best results can be attained in the form of success.
In the current report, medium sized hotel business is selected situated in London who has around
80 employees working in both day and night shifts (Armstrong, 2014). However, since last year
business is facing immense competition in the hospitality sector and thus it undertakes pressure
in order to improve its performance and profitability. Business is not being able to identify the
main reason of falling its profitability ratio and thus it affects the performance of firm as well as
employees. Report examines different aspects of HRM and thus improves the overall
productivity of firm.
THREE HRM FUNCTIONS FOR SMALL SIZED HOTEL
Human resource management within medium sized hotel carries out different HR
functions in an integrated manner so that diverse activities can be carried out effectively and
efficiently. Following are the HR functions-
 Recruitment and selection- It is one of the effective HR function that helps in recruiting
right people for the right job. It caters the needs of hotel in regard to carry out effective
recruitment and selection process and thus attain the desired objectives of firm. Business
is liable to appoint eligible employees so that set objectives can be attained effectively
(Bilton, 2012). In regard to this, strategic framework is created that helps in attracting
suitable candidates and thus hire the most suitable personnel so that business targets can
be attained. Recruitment and selection within hotel is carried out within different stages
and thus fulfil the business functions. HR department of hotel is required to process
effective recruitment and selection strategy and invites applicants from candidates and
then selects suitable individual from pool of candidates. Later, through proper
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scrutinizing skilled and talented workers are selected so that desired success can be
attained in an effective manner (Bilton, 2013).
 Employee motivation- It is another HR function that helps in assessing that it is essential
for firm to encourage its employees. Medium sized hotel needs to provide encouragement
to its workers in order to satisfy their needs. However, it can be assessed that if
employees are not satisfied then they are not able to contribute towards the business
goals. It happens because workers are not adequately encouraged. HR manager of hotel
designs effective financial and non-financial reward systems so that it encourages
employees to attain success (Chen and Huang, 2009). Motivation is considered as crucial
part of success and thus employer needs to encourage its workers in order to perform
organizational goals. Motivational function poses a great challenge for any manager and
thus they have the ability to identify the needs of employees and the methods of
satisfying such needs. Further, it assesses the needs of workers and then provide them
proper rewards and awards that satisfies the requirement of personnel and encourages
them to attain business goals (Cooke, 2005).
 Performance management- It is the process through which managers and workers work
together in order to plan, monitor and review the individual's work objectives and overall
contribution to the firm. Hotel involves different activities that ensures that the goals are
consistently being met in an effective and efficient manner so that success can be attained
(Coronas and Oliva, 2005). HR manager of firm is required to manage its employees
performance and thus review the individual's performance so that set targets can be
attained within firm. Performance management drives a process for establishing a shared
workforce understanding about the attained business level. Also, it is regarding aligning
the business objectives in regard to measure the business performance and thus success
can be attained. Main focus of hotel manager is upon improving the learning and
development of individual so that overall business strategy and high performance
employees can be created (Ruel, 2011).
TWO SUITABLE WORFORCE PLANNING METHODS
Workforce planning is considered as the process of ensuring the right number of people
are employed with right skills in the right place and the right time so that they are able to deliver
both short and long term objectives. Such method is suitable for each and every enterprise in
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order to plan the workforce effectively and efficiently and identify the surplus and shortages of
personnel. With the help of this, proper evaluation can be done in relation to demand and supply
of manpower and thus carry out recruitment and selection process so that set targets can be
attained (Sánchez and Soriano, 2011). There are different methods adopted by medium sized
hotel in regard to workforce planning such as-
 Labour supply and demand analysis- Labour supply and demand is crucial for any
business to identify as it helps in assessing the surplus and shortage of employees in order
to analyse the gap which results in reducing productivity, performance and profitability.
At the time of labour demand forecasting medium sized hotel often prefers to rely upon
qualitative approaches to determine labour demand forecasting. Such approaches helps in
involving experts within the firm in order to determine the future need and thus employ
the same to attain success (Shermon, 2004). Further, forecasting labour supply assesses
that identifying the future requirements which is essential to determine what number of
employees will be needed by hotel in future. Here, hotel manager need to assess the best
skilled employees so that success can be attained. Also, it is significant for hotel to attain
equilibrium position of supply and demand of employees so that set targets can be
achieved within firm (Thompson and Kleiner, 2005).
 Outsourcing- It is another workforce planning method which is suitable to be adopted by
medium sized hotel. It helps hotel to identify the requirement of its workforce and
outsource such number of people from outside agencies so that demand can be fulfilled.
Outsourcing of employees for both full-time and part-time helps in attaining business
needs (Wang, 2005). Hence, outsourcing skilled candidates assists hotel in involving
talented workforce from outside agencies and employment forums so that efficiency of
firm can be improved. It also assists in fulfilling the set goals and thus manpower
requirement can be attained in the form of efficient workers. However, it is a risk method
because firm involves huge cost and money in outsourcing the employees and thus
training them to become capable of working within firm (Guest, Paauwe and Wright,
2012).
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WAYS IN WHICH THE OVERALL PERFORMANCE OF THE HOTEL
CAN BE IMPROVED BY DEVELOPING THEIR EMPLOYEES
Training and development is considered as the best part of human resource management
within firm. Hotel is required to enhance its training and development program in regard to
develop their workforce and thus overall business performance can be attained. Hence, in
relation to this, workers are becoming efficient and improve the business culture so that desired
results can be attained (Hutchings and et. al., 2015). HR manager of firm needs to identify the
skills and capabilities of their employees so that required training can be provided to them in
order to improve efficiency. It is essential for employees to improve their performance by
utilizing different employee development program so that sales, customer service can be
improved. Employee development is the long term initiative that helps in improving the overall
efficiency of hotel and deliver effective customer service (Kelly, 2001). Following are the
methods of employee development within hotel such as-
 Professional training- HR department of hotel is required to provide formal training to
employees by experts in different fields so that it ensure competency and efficiency of
individual to obtain success. Through such practices it helps firm to hire new candidates
and grow the team so that success can be attained (Khan and et.al., 2011).
 Coaching and mentoring- In such type of method it helps in enhancing the performance
of employees and thus business needs to support the manager and employees to
accomplish the task. Coaching and mentoring seems to improve the experience of
workers and thus overcome their issues so that it can be overcome easily. With the help
of proper coaching and mentoring it assists in improving the overall financial
performance of hotel (Grote, 2007).
 Cross departmental training- Here, businesses assesses that hotel management requires
delivering cross departmental training to their employees so that it helps them in
improving their performance in different fields such as marketing, finance and sales.
With the help of it individual working within hotel are highly encouraged and thus it
helps them to enhance their overall performance and deliver the best customer service to
attain success (Armstrong, 2014). Further, it also improves the career growth of
individual in relation to build competency and thus work effectively within team in order
to attain success.
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 Developing soft skills- HR manager focuses upon improving the soft skills of personnel
so that they can be best suited for business environment. It is essential for firm to
encourage empathy and encouragement to individuals so that worker can improve their
skills and capabilities in order to improve effective leadership and execute goals
effectively (Bilton, 2012).
 Personal development- Management of hotel focuses upon personal development of
their employees so that overall development of individual can be attained. It is the best
way through which physical, intellectual and emotional experience of employees can be
developed in order to enhance the personally and professionally development of
individual to attain business goals (Chen and Huang, 2009).
KEY AREAS OF EMPLOYMENT LEGISLATION THAT NEED TO BE
CONSIDERED BY HR DEPARTMENT OF HOTEL
Legal and regulatory framework enables firm to maintain its business working and thus
carry out the effective functioning of firm within market. Through complying such laws and
regulations helps in preventing the firm towards market failure. HR department of firm is
required to follow such rules and regulations so that it helps in protecting the employees from
any harm (Cooke, 2005). Medium sized hotel needs to carry out such laws and regulations so
that it can result in attaining desire success. Following are the laws and regulations that needs to
be carried out such as-
 Equality Act 2010- Here, such act provides equal opportunities to each and every
individual and thus goals can be attained effectively. Main purpose of such act is to
provide equal opportunities without carrying out discrimination among workers and thus
best employment opportunities is given to workers (Coronas and Oliva, 2005). It
strengthens the current legislation in order to provide UK with a new discrimination law
that protects individuals from unfair treatment and promotes a fair and more equal
opportunities within society. Hotel provides equal opportunities to each and every worker
so that they can enhance their performance and thus attain desired results.
 Equal Pay Act 1970- In such type of act, hotel is responsible to appoint each and every
employee without any discrimination on the grounds of age, colour, gender, religion etc.
Therefore, it is essential for the management of firm to not discriminate among the
workers and provide them equal pay so that their needs can be attained. In relation to this,
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hotel has adopted such method in order to become impartial and carry out effective
recruitment and selection method so that suitable candidates can be selected for the job
(Ruel, 2011). Hence, HR of hotel provides equal pay to each and every employee
working ar same job role and does not discriminate among them on any ground so that
efficiency of individual can be improved.
 Data protection Act 1998- Further, such act complies management to protect the
personal data of their employees as well as customers and does not leak them to any third
party. Hence, legality needs to be maintained along with protecting the preferences of
customers so that success can be attained. Businesses are complied to protect the data and
thus governs business to give rights and freedom to individual by attaining privacy with
respect to the processing of personal data (Shermon, 2004). Here, hotel is required to
protect the list of customers so that any other competitor could not obtain it for any illegal
use.
CONCLUSION AND RECOMMENDATIONS
It can be concluded from the report that human resource management is crucial aspect as
it helps in selecting skilled employees at right job. Also, effective recruitment and selection,
training and development, compensation etc. are carried out in order to enhance the performance
of employees. HR department of firm carries out effective functions in order to attain efficiency
of firm. It can be evaluated from the study that different legislation and regulation is complied
such as Equality Act, Equal Pay Act etc. so that best working practices is carried out within
workplace. Further, performance management is being carried out within hotel in order to
improve the overall performance of employees and thus desired success.
Furthermore, it can be recommended that HR department of hotel needs to identify its
main priorities in relation to improve the financial performance of firm and satisfy the needs of
customers. Also, business needs to evaluate the competition arising within hospitality sector so
that quality services could be rendered to guests in order to attain satisfaction. Further,
management of hotel should be capable of maintaining the diverse workforce in order to identify
the requirements of each and every employee and thus satisfy their needs.
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REFERENCES
Books and Journals
Agrawal, V., 2012. Managing the diversified team: challenges and strategies for improving
performance. Team Performance Management: An International Journal. 18(7/8). pp.384
– 400.
Armstrong, M., 2014. Armstrong's Handbook of Performance Management: An Evidence-Based
Guide to Delivering High Performance. 4th ed. Kogan Page Publishers.
Bilton, C., 2012. Management and creativity: From creative industries to creative management.
Blackwell Publishing.
Bilton, C., 2013. Management and creativity: From creative industries to creative management.
Blackwell Publishing.
Chen, C. J. and Huang, J. W., 2009. Strategic human resource practices and innovation
performance—The mediating role of knowledge management capacity. Journal of
Business Research. 62(1). pp.104-114.
Cooke, L. F., 2005. HRM, Work and Employment in China. Psychology Press.
Coronas, T. T. and Oliva, A. M., 2005. E-Human Resources Management: Managing Knowledge
People. Idea Group Inc (IGI).
Guest, E. D., Paauwe, J. and Wright, P., 2012. HRM and Performance: Achievements and
Challenges. John Wiley & Sons.
Hutchings, K. and et. al., 2015. Perceptions of the effectiveness of training and development of
‘grey-collar’workers in the People's Republic of China. Human Resource Development
International. 12(3). pp.279-296.
Kelly, J., 2001. Human Resource Strategy. Employee Relations. 23(1). pp. 94–104.
Khan, M. A. and et.al., 2011. Modeling link between internal service quality in human resources
management and employees retention: A case of Pakistani privatized and public sector
banks. African Journal of Business Management. 5(3). pp. 949-959.
Ruel, M. J. H., 2011. Electronic HRM in Theory and Practice. Emerald Group Publishing.
Sánchez, M. A. and Soriano, R. D., 2011. "Human resource management and corporate
entrepreneurship". International Journal of Manpower. 32 (1). pp.6 – 13.
Shermon, G., 2004. Competency Based HRM: A Strategic Resource for Competency Mapping,
Assessment and Development Centres. Tata McGraw-Hill Education.
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Thompson, J. and Kleiner, H. B., 2005. "Effective human resource management of school
districts". Management Research News. 28(2/3). pp.42 – 55.
Wang, Z., 2005. Technology Innovation And Hrm. Emerald Group Publishing.
Online
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/
HRM-WS06-24._31.10.pdf>. [Accessed on 23rd July 2016].
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