Benefits of HRM Practices for Employer and Employee

This report discusses the purpose and functions of human resource management in the context of workforce planning and resourcing. It also evaluates the strengths and weaknesses of different approaches to recruitment and selection. Additionally, it explores the benefits of various HRM practices for both employers and employees, and evaluates their effectiveness in raising organizational profit and productivity. The report is based on the case of hotel Marriott International.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
Purpose and functions of human resource management in context with workforce planning as
well as resourcing an organization.........................................................................................4
Strengths and weaknesses of different approaches to recruitment and selection. .................5
Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection with example. .........................................................................................................8
TASK 2............................................................................................................................................8
Benefits of different HRM practices within an organization for both employer and employee.
................................................................................................................................................8
Evaluation of effectiveness of different HRM practices in order to raise organizational profit
and productivity......................................................................................................................9
Different methods of HRM practices through specific examples in order to support evaluation.
..............................................................................................................................................10
Evaluate HRM practices as well as application within the organization using examples. ..10
TASK 3..........................................................................................................................................11
P5 Importance of employee relations in respect to influencing HRM decision making. ....11
P6 Identify the key elements of employment legislation and its impact on HRM decision
making. ................................................................................................................................12
M4 Evaluation of key aspects of employee relation management as well as employee
legislation that affect HRM decision making.......................................................................13
TASK 4..........................................................................................................................................14
P7 Illustrate the application of HRM practices in work related context using specific
examples...............................................................................................................................14
M5 Provide a rationale for the application of specific HRM...............................................15
D3 Critically evaluate employee relations and application of HRM practices that inform and
influence decision making in organizational context...........................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
.........................................................................................................................................................1

INTRODUCTION
Human resource management is considered as the process of recruiting people, selecting
them on the basis of their qualities as well as talent, training and development, providing
employees all type of rewards as well as benefits and maintaining effective relationship with
employees. Human resource management involves many things like managing the methods of
recruitment and selection, promoting the brand in effective manner, providing training to all
employees and so on(Stewart and Brown, 2019).The below report includes purpose as well as
functions of human resource management in case of workforce planning and resourcing,
strengths and weaknesses of approaches to both recruitment and selection, advantages of HRM
practices in case of both employer and employee, importance of employee relations, elements of
employment legislation as well as its impact and the application of human resource management.
The report is based on hotel Marriott International. It is the American multinational hospitality
organization which has many portfolios of hotels as well as lodging facilities. It was founded in
20 May, 1927 by J. Williard Marriott and Alice Marriott.
TASK 1
Purpose and functions of human resource management in context with workforce planning as
well as resourcing an organization.
The purpose of human resource management is in context with to make the job as well as
deal with all employees working in that specific job. It is very important to identify right person
for the job who can perform all the roles assigned to them in effective manner. The purpose of
human resource management is explained as below:- Selection of employees:- It is the responsibility of human resource manager to select
effective employees. Those employees should be selected who have the proper
knowledge regarding company. In context with hotel Marriott International, they select
employees who have excellence and can built a better customer satisfaction. Internal and external recruitment:- Internal recruitment means to fill all available
vacancies within the organization only. External recruitment means fill vacancies from
outside the organization. Both processes have its own advantages as well as
disadvantages. In case of Hotel Marriott, they used the strategy of external recruitment
with the help of social media.

 Organization development:- It means to help overall organization in context with better
effectiveness by making certain strategies, improving the organization, change the
process if necessary. In case of Hotel Marriott, to develop their organizations they used
the concept of proper management operations, franchise operations and so on(Nankervis
and et. al., 2019).
There are certain functions of human resource management and these are explained as below:- Recruitment and selection: The process of recruitment means to search for individuals in
order to fill all vacancies and motivate them to apply for the job. Organization do
recruitment so that they can attract effective people to apply for job in order to achieve
their organizational goals and also evaluating the appropriate methods of recruitment
regarding the job. The process of selection means identifying the candidate from all
individuals who have applied for job according to their skills, qualities and talents.
Organization follows the process of selection so that they can select most effective and
talented employee who can fulfil all targets of job and enhance productivity of
organization. Training and development: It refers to field which is associated with various
organizational activities in order to improve their performance. is The organization gives
training to employees in order to enhance skills of workers so that they can perform
better and lead the organization to achieve more profits as well as increase productivity.
 Performance management: It refers to a process of assuring that all objectives of
organization are been achieved efficiently. Performance of organization can be effective
only if there is effective communication between both employer and employee. The main
purpose behind performance management is to enhance their performance, achieve all
goals and increase better customer satisfaction(Collings, Wood and Szamosi, 2018).
Strengths and weaknesses of different approaches to recruitment and selection. Recruitment:- There are two approaches of recruitment that are internal recruitment and
external recruitment. Internal recruitment means finding individuals within the
organization only. Internal recruitment is done through many methods like transfers,
promotions, freelance. External recruitment means selecting candidates from outside the
organization in order to fill all available vacancies. There are certain types of external
recruitment like advertisements, employee referrals, direct employment. Both internal

and external recruitment has their strengths and weaknesses. Internal recruitment is
effective because it is not time consuming as employees are selected from within the
organization only. It also saves money because no resources are been consumed during
the time of training but at the same time new employees are been not searched for who
may be more talented and it also creates conflict among the organization because people
may not be able to adjust in new roles. In case of hotel Marriott, they follow the approach
of external recruitment as they use the method of print media in which they give
advertisements in newspapers and conduct interview which is effective for their hotel
because there may be more talented people outside the organization who have good
knowledge regarding hospitality industry(Armstrong and Taylor, 2020).
 Selection:- There are different approaches of selection like interviews, online screening.
In the case of Interviews, there is a conversation being done in which employer asks
questions and candidate has to answer it. The process of interview is effective because
candidate attitude towards their job can be evaluated well and it is not much time
consuming because according to their respective answers they are been selected but at the
same time candidates may not tell truth due to interpretation is also not done in effective
way. In case of online screening, it means pre-employment tests are being done which
determines that whether you are good for the job or not. It is effective because
organization will be able to look for more qualified candidates but at the same time it is
time consuming also(Banfield, Kay and Royles, 2018). In case of hotel Marriott, they
used the process of interviews in which they conduct around 2-3 interviews in which a
screening test is done, applicant tracking system is done.
Assess how functions of human resource management provide talent and skills to fill business
objectives. Recruitment and selection:- The organization follows the process of recruitment and
selection in order to achieve all business objectives. In the process of recruitment and
selection right candidate is hired for the right job. Candidates are selected in such a way
that they have effective skills and talent to perform their job effectively and enhance
productivity in the organization. Training and development:- If a employee would not be given proper training regarding
their work role and responsibilities then they will not be able to perform better in the

organization. So, it is very important that training is been given to employees for the
development of organization. Training is necessary because all employees may not come
with perfection that just by entering the organization they will achieve all goals so for this
training must be given to them(Chelladurai and Kerwin, 2018).
 Performance management:- The organization can enhance their productivity only if
employees are performing efficiently. All employers and employees should cooperate
with each other and communicate effectively in order to avoid conflicts. To achieve
success performance of employees is most important and it can be effective only if they
have all the skills and knowledge regarding the job.
Evaluation of strengths and weaknesses of different approaches to recruitment and selection.
The approaches of recruitment process involve internal and external recruitment. Internal
recruitment is not at all time consuming due to which it becomes easy for the organization to
select their employees from within the organization. As external recruitment is very time
consuming because employees are been selected from outside the organization. When
organization does internal recruitment they also don't need any elements or resources while
recruiting the candidate and at the same time selection is also easier because they know their
present employee skills and talents very well and who will be effective for which job role but it
is also ineffective for the organization because new employees are not selected who can have
more knowledge regarding the job(Armstrong, 2019). In case of selection approaches, when
organization follows process of interviews, the conversation is there between both supervisor and
candidate and through this they get to know if they have effective knowledge for their job role
but when employees are selected on the basis of just a conversation the supervisor trust what
candidate is saying which may not be true also due to which they can select wrong candidate
also.
Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection with example.
Recruitment and selection is done in the organization with the help of various approaches
like internal recruitment, external recruitment, online screening, interviews, psychometric tests
and so on. All methods have certain strengths and weaknesses which can affect the organization
in positive way also as well as negative way. The approaches of recruitment involve internal as
well as external recruitment so in case of Marriott International, mainly they follow the process

of external recruitment but in some conditions it follows the process of internal recruitment
because hospitality industry is a kind of industry where the most important thing is customer
satisfaction so if internal recruitment is done it helps organization as the employees who are
already working has more knowledge rather than fresh employees. In case of selection process,
Hotel Marriott mostly chooses the process of interview which helps an organization to select all
the employees just by asking some kind of questions which is very flexible method but at the
same time it was a costly method for them(Boon, Den Hartog and Lepak, 2019).
TASK 2
Benefits of different HRM practices within an organization for both employer and employee. For employee:- In an organization employees should always feel that they are provided
with all necessary benefits so that they get motivated and perform better in the near
future. There are four type of benefits which are provided to employees; benefits at
work , benefits for health, lifestyle benefits and benefits for financial security. In case of
benefits at work, it includes skill development, work hours as well as leaves, gifts and
rewards, food and beverages. Employees gets motivated when they are given certain type
of vouchers, gifts according to their performance so that they perform better, if employee
gets chance that they can work from any location they want it attracts them very much. In
case of health benefits, it involve health and wellness and benefits of healthcare. The
organization should give health care benefits to their employees like fertility treatments,
physiotherapies, wellness programs(Berman and et. al., 2019). This attracts employees
because they feel that organization is concerned about their health and safety. In case of
lifestyle benefits, the organization should provide them both work life balance and
mobility. If a employee wants to work from their home then they must be provided with
this benefit because almost all employees get attracted by this policy. In case of financial
benefits, employees should get benefit of pension plans insurances, personal finance
benefits. Employees feel very motivated if they are given certain bonuses or additional
incentives so these kind of benefits must be provided to them. In case of hotel Marriott,
they provide various pension benefits to their employees, health insurance premium,
accident insurances.

 For employer:- The benefits which are provided to employer in context with HRM
practices are planning for change, managing conflicts, training and development,
recruitment and retention, good relations and so on. In case of planning for change, it is
beneficial for employers because technology gets changed in their organization which
helps employer to make their firm more effective as compared to their competitors. In
case of managing all conflicts, it is beneficial for employer because it is the duty of their
management team to manage their conflicts rather than their duty. In case of maintaining
good relations within the organization, they get the benefit as right human resource
management system is being there which gives them effective time to maintain their
relation with all employees(Brewster, Mayrhofer and Farndale, 2018).
Evaluation of effectiveness of different HRM practices in order to raise organizational profit and
productivity. Proper engagement:- In an organization engagement among all the employees is very
much important as employees while working should feel passionate regarding their job
role and should always feel happy during their work hours. The organization can enhance
employee engagement through giving rewards, additional incentives so that they feel
happy while working in the organization. In case of Hotel Marriott International they
used the strategy of “ Take care well being program” which was initiated by them in
order to make employees feel motivated and valued(Boella and Goss-Turner, 2019). Alignment is key:- In an organization it is important that all objectives as well as mission
are properly aligned and in the effective manner which is possible only if employers has
understood the organization effectively. Organizations main mission should be that right
people are being selected for the right job and at right time. In case of Hotel Marriott
International they aligned all their teams through effective segmentation. They hired right
people for their job and also did effective investment with the help of social media.
 Stigma as a cost centre:- Sometimes in an organization effective communication doesn't
takes place as there may be conflict between both senior executives and employees but in
case of hotel Marriott communication was effective as well as coordination and through
this only it is considered as the best hotel across the world because proper management is
being done.

Different methods of HRM practices through specific examples in order to support evaluation. Performance linked bonuses:- When any employee performs in the organization they
expects that they will be given some bonuses or incentives according to their
performance. If any employee achieve specific goal then they should get reward on the
basis of that. In case of hotel Marriott, they provide all employees bonuses in accordance
with their performance data(Analoui, 2018). 360 degree feedback system:- It refers to the process in which employee gets feedback
from their senior executives. In this process employee performance is assessed by taking
details from employers also. In case of hotel Marriott International, they designed their
leadership strategy in such a way that all employees gets feedback effectively and on
annual basis.
 Safe and happy workplace:- The environment of all business organization must be
effective that employees feel happy while working and it should also be secured so that
all individual feel safe just like their home. In case of hotel Marriott International,
enhanced technology is used in order to avoid all kind of diseases to spread across the
organization.
Evaluate HRM practices as well as application within the organization using examples.
There are many business practices that are been followed by human resource manager
like various benefits been provided to both employer and employee like health benefits, financial
benefits which helps the organization in enhancing employee motivation and through this
customer satisfaction gets increased. In case of hotel Marriott, all employees as well as employer
were provided with all kind of benefits like financial, heath and so on. Through this they felt
more motivated to work in their industry and increase customer satisfaction which had led to
better productivity(Morgeson, Brannick and Levine, 2019).
TASK 3
P5 Importance of employee relations in respect to influencing HRM decision making.
Healthy employees relation leads to the more efficient, motivated, dedicated and
productive employees which will gives the importance in making the organisation more effective
in respect of operational activities by increase level of sales. Employees also having the
expectation from the management itself by providing them a safe healthy working environment,

fair treatment in respect of the paying statement of the employees by management of human
resource management, the importance of employees relation develops the quality in the HRM
decision making as well employees who are involved in decision making feel more confident and
motivated towards the management cause of employees getting the opportunity in sharing their
views and perceptions regarding an activity which will going to be assigned in the future. The
process of sharing their views and discuss work related matters, will develops the sense of team
work quality and also improve relation ship between the workers as well. Employees relation
will leads to provide the ease in making the HRM decision through provides them the floor
report what is basically required in the organisation(Peccei and Van De Voorde, 2019).
In the context of hotel Marriott international they are dealing in providing the hospitality
services through their hotels and lodging facilities because of their hospitality company they
need to take care about the decision-making process by HRM, their operational activities are
largely covers by their human resource through hospitality services so employees relations will
built the HRM decision making more effective by sharing their views and discuss about what
will be needed in providing the best services. Interacting with the customers or visitors on the
operational level, so the value of human resource in this hospitality company are much needed to
develop any decision-making by engaging their employees in taking any work related decision as
this approach due to their large operations and considered to be the largest hotel chain in the
world so they have take their employees into consideration for making any decisions in respect
to the operational activities.
 Work becomes easy, when shared among all is that a healthy employees relation will
built positive environment by sharing the work load which will leads to the increase in
the productivity, when responsibilities divided into the employees or team members to
attain the particular tasks it will generates proper working conditions, so its quite
effective for the HRM in making the decisions through proper employees relation aspect.
In the context of Marriott international work will be divided properly so this will going to
be benefited for both the employees as well as for organisation,to maintain the value of
decision-making effectively.
 As this industry are working on the hospitality services to their visitors, so it impact the
HRM in making the decision because they have to be rely onto the employees
performances on the basis of their performances in respect to the operational activities is

that hospitality they will going to adapt any change cause working on an international
level need to acquire the knowledge from their employees as well.
P6 Identify the key elements of employment legislation and its impact on HRM decision making.
Employment legislation relates with the laws and other regulations which will consists
with the employment right acts, equal pay act and sexual discrimination act which relates with
the gender inequality, the national minimum wage act and the common act which relates with the
disability discrimination have to be complied by the company or any business during the time of
decision making of human resource management, it will totally impact or change the decision
which will be taken by the HR department in respect to built the decision more effective by
taking care of this employment legislations. In the context of the hospitality industry Marriott
international they have to follow all the employment legislation which will impact upon the
HRM decision making(Das and Kodwani, 2018).
Equal employment opportunity:
Equal employment is the principle which have to be follow in every organisation which deals
with every person regardless of their attributes such as sex orientation, race , gender has to be
provided with equal opportunity to find the employment based on the merit system where the
candidates will be selected on the basis of their capabilities and skills through their merits Should
be eligible for the equal employment chance. In the context of Marriott international here the HR
department has to follow this approach first in making any decision process regarding the
company.
Affirmative actions:
This refers to the set of policies and practise which rely within the government or organisation
which aims at seeking to increase the representation of the group which relates with the race,
gender, sexuality and nationality in areas, this process basically based on providing the
opportunities to under-represent society by giving them chances in developing their approaches
in the company. In the context of Marriott international they will having the aspect of taking the
affirmative action regarding their employees retention, this will impact upon the HRM decision
making(Rodríguez-Sánchez, Mora-Valentín and Ortiz-de-Urbina-Criado, 2019).
Wages and remuneration:
This laws approach should be initiated with the motive to provides the fair wages according to
the working laws consideration and equal remuneration policies to their employees its basically

the type of compensation or pay given to employees in the form of salary and commission, this
employment legislation will impact the decision making of HR department they have to set the
decision or plan on the basis of this legislation.
Working conditions:
This process relates with the working environment of the employees in respect of their terms and
conditions of employment, this approach consists with the training and development, health
safety and security and employability to the work life balance, so this aspect will impact the HR
department decision making cause they have to take several decision in respect of welfare to
their employees.
Legislation also relates with the payroll policies and other benefits plan in the line with having
the proper working time schedule and planning accordingly this will leads to the proper HR
decision-making.
M4 Evaluation of key aspects of employee relation management as well as employee legislation
that affect HRM decision making.
It is the responsibility of business organizations to provide an assessment of their staff
members who are working in their organization. It is done because there is legislative
compliance towards their employees. There are various HRM practices which check the
compliance level as well as ensures that their management team learns all aspects of certain
employment legislations while performing the role of compensating, hiring candidates as well as
terminating them. In case of hotel Marriott international, it was necessary for them to have full
knowledge regarding employment standards and provide their employees a safe and positive
workplace. The main focus is to decrease all costs as well as risks which are there in the
organization. Marriott International is considered as an effective hospitality industry because
they have always maintained good employment relation through which they were able to achieve
competitive advantage(Jiang and Li, 2019).
TASK 4
P7 Illustrate the application of HRM practices in work related context using specific examples.
When an organization starts growing and hire employees it becomes important for the
organization to have an effective human resource management plan so that employees working
in the organization can be able to achieve their goals and objectives. In case of Hotel Marriott

International, they used the approach of training and development to enhance their employee
skills(Nobari and et. al., 2018).
Job Specification:-
Questions in the interview
 Tell me about yourself?
 Why you want to join an hospitality industry?
 What are your strengths as well as weaknesses?
 How will you deal with any difficult situation?
Job specification:- It means a document in which all important information in context with the
work are mentioned.
Job Specification
 Company: Hotel Marriott International
 Job designation: Marketing manager
 Job purpose: Promoting all facilities, enhancing customer awareness and handling
customer queries.
 Roles and responsibilities: Marketing manager should know how to deal with all
customers, should have effective communication skills and a good personality.
 Experience and skills: They should have all knowledge regarding hospitality industry
and must be post graduate.
Job offer letter
Offer letter
Entity Hotel Marriott International
Job designation Marketing manager
Location London
Reporting person Human resource manager
Duration 10:00 am to 7:00 pm
Roles and responsibilities  Knowledge of hospitality industry
 Resolving the queries of customers

M5 Provide a rationale for the application of specific HRM
There are various rationale applications which are used as a strategic human resource
management in the organization. In context with hotel Marriott International, the example has
been taken to select a candidate for profile of marketing manager who have efficient knowledge
of hospitality industry and how to handle customer queries. The HR practices which are used is
to manage the workforce in their hotel and to ensure that employees are improving their
managerial skills in order to gain competitive advantage(Anwar and et. al., 2020).
D3 Critically evaluate employee relations and application of HRM practices that inform and
influence decision making in organizational context.
By effectively managing all human resource management practices they can manage all
tasks like recruiting, hiring, training and development as well as providing benefits. If
management plan would not be effective then it will be difficult for the company to carry all
practices effectively and efficiently. The HR practices leads to build organizational culture and
training and developing all employees(Boon and et. al., 2018).
CONCLUSION
From the above report it is concluded that human resource management is the most
important thing for an organization to run effectively. There is always a need of effective
performance which is to enhanced so that businesses can achieve their goals and objectives.
When any employee gets hired then employer should select them on the basis of their skills as
well as talents .

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