Managing HR and Performance: An Executive Summary Report

This report provides an executive summary of Human Resource (HR) practices, policies, and functions, emphasizing their significance in determining employee performance levels and guiding training and development strategies. It explores key HR areas, including staff management, organizational strategy, and strategy implementation, highlighting the importance of workforce management, job analysis, staffing, training, and labor relations. The report discusses the impact of HR policies and practices on organizational productivity and profitability, using the Hilton Hotel as a case study to illustrate successful HR functions. It also covers manpower planning, job analysis, staffing processes, and the implementation of training and development programs, as well as the formulation of effective HR policies. The report concludes by emphasizing the value of communication and policy implementation in fostering a productive and engaged workforce, crucial for achieving both organizational and individual objectives.

MANAGING HR AND
PERFORMANCE

EXECUTIVE SUMMARY
The report is based on the Human Resource (HR) practices, policies and functions which
are highly significant for an organisation. Their purpose is to determine the required and present
level of performance of the employees and accordingly specify the appropriate methods of
training and development. They are very useful and beneficial for the employees in ascertaining
the areas and sources for effectively planning, staffing and managing the workforces.

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
BODY .............................................................................................................................................2
REFLECTION.................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
The Human Resources (HR) are one of the most essential part of an organisation. They
are highly responsible for evaluating all the business operations that are determined by the
organisation. It is termed that the level of working and performance of individuals are directly
linked with their productivity and profitability. In addition, their activities are generally focused
on achieving the organisational objectives which the management has planned to accomplish
through the execution of business tasks. The workforces in the organisation are extremely liable
to address all the operational and functional duties assigned to them. The functional areas that are
determined under employees working in an organisation are staff management, business
administration and strategy implementation (Akhtar, Ding, and Ge, 2010). In that case, the
workforces are obligated for properly executing and completing the entire task defined over their
job position. Every individual has to assess the level of requirement and work accordingly for
reporting better results. Some functional areas are further divided in various aspects and
departments that are: Staff management – It is termed as the one function or responsibility of HR which
includes managing, controlling, measuring and monitoring the performance of
workforces. An organisation has to ascertain the level of HR requirements in completing
their business functions. In that respect, the management demonstrates value by
developing, employing and monitoring all the individuals as well as the organisational
success of activities performed. They need to measure the quality and talent among the
employees' while examining programs organised for sourcing, recruiting, selecting, on-
boarding, orientation and retention (Flood and et. al., 2011). The HR activities includes
identifying the best talent in the process of recruitment and selection, utilize such
expertness in addressing the objectives, conducting better techniques of developing the
individual skills and abilities. Along with this, the HR are highly responsible for
rewarding the employees as per their performance, increasing the employee engagement
in all the organisational functions and operations. It includes the identifying and
implementing the best methods of providing training and development, motivating,
inspiring and encouraging all the employees present in the organisation. Organisation – The HR functions at the organisational are based on structuring the
employees as per their talent and expertise (Jackson and Seo, 2010). Their main aim is to
1

maintain a level in providing high quality services by their employees. For this, they
functioned on proper structuring that promote and improve the people related processes,
activities and theories delivered by the HR that creates and develop organisational
effectiveness. HR has the liability to encourage the organisation's reputation and brand
image in the market thus to increase the value among their customers. Along with this,
they are directed to introduce strategies for maintaining their relations with the
stakeholders of the organisation.
 Strategy implementation – Additional to both the above functions of HR, they are also
has the key responsibility to determine effective set of action plan or a strategy to
overcome all the issues and factors that mostly affects the functioning of the individuals.
The HR strategy is concerned on organisational planning, creating and designing a plan
to achieve a high level of success. The strategy should involve the contribution of
stakeholders by evaluating their perspectives and participation in the organisation
working and operations. The strategy should by developed on the basis of all the
respective areas and departments, organisational objectives, effectiveness of enterprise
and available resources (Minniti, 2011).
Moreover, there are various HR policies that are determined as per the functional and
operational activities of the HR in an organisation. In that regard, the HR management are
directed to follow all the policies and regulations that are defined under their aspects of working
and executing the tasks. From the Myers Briggs Type Indicator, it has been ascertained that an
individual can be professionally developed and used to promote the skills among the workers. It
is among the best methods of analysing the person and accordingly applying the methods to
encourage the spirit and confidence of the employees. It basically deals with the psychological
assessment of individual's personalty which includes effective set of decision making and
perceiving external events.
BODY
Considering all the above aspects and perspectives that are defined for the HR
department of an organisation, it has been evaluated that the effectiveness of HR and their
working is directly related with the productivity and profitability of the organisation. In that case,
it is necessary to review the roles and functions of those HR policies and practices in order to
assess their importance and impact in various orientation (Patterson, Ferguson and Thomas,
2

2013). These policies, functions and practices of HR are focused on creating a perfect global and
cultural environment for their workforces. Thus, the HR functioning is aimed on introducing
various strategics to develop, improve and organise all the operations completed by their
individuals. The result of which helps the employees in improving their abilities, knowledge and
working techniques to attain better reports in their performance and services.
For this, the HR management has to concern over some typical set of functions, policies
and practices that needed to be assessed, analysed and applied properly. For example, Hilton
Hotel is one of the leading brand and organisation in the hotel industries. They are extremely
popular for their services and facilities provided to the visitors. Thus, it is due to the HR
practices and functions in their department which has developed and improved their employee's
performance and quality that has helped them to positioned at that level.
HR functions
The functions of the HR are defined on three aspects that are staff, organisation and
strategy management. Their purpose is to create an effective set of plans and strategies to
develop a better of level of managing, controlling, organising and functioning the HR activities
(Garg and Kapellusch, 2011). In the case of Hilton Hotel where the HR is responsible for
evidencing better results from their functional and operational processes that includes
recruitment, selection, planning, staffing, organising, implementing strategics, maintaining
employees and stakeholders relations for evidencing effective results. Their main purpose is
basically to maintain the level of quality and performance in their employee's services which will
help the organisation in achieving their targets. The HR functions includes areas that are related
with the organisational workforces which are:
 Manpower Planning - It involves the set of planning which is generally based on future
aspects and ascertaining the number of employees required in the business cycle. HR
ensures the level of skills, qualification and attributes which are to be present in the
employees (Cascio and Aguinis, 2012). HR need to assess that number on the basis of
following factors:
◦ The number of persons leaving the business.
◦ Level of proposed sales growth marked in the business.
◦ Addressing the technological advancements and changes.
◦ The present and required level of productivity from the workers.
3

 Job analysis and Job description - HR Department is also responsible for designing the
job and describing the requirements and requirements for the expected vacancies. The
activity of planning the job analysis is mainly the process of researching the overall
organisation and collect helpful information for defining the job duties, necessary skills,
responsibilities, possible outcomes and determining the working environment for the
particular job (Shermon, 2014). In addition to this, job descriptions are termed as a
written statements that describe about the following perspectives:
◦ Duties specified for the job
◦ Responsibilities determined for the person
◦ The effective contributions and required outcomes which are needed to be achieved
from the particular position
◦ Compulsory qualifications among the eligible candidates
◦ Reporting person relationship and the team co-workers over the particular job. Staffing – The process of staffing is determined as the activity of recruiting and selecting
the human resources in an organisation. It is further added that the management
workforces planning for recruitment is preceded activity for the actual selection of
persons for job positions in an organisation. However, recruiting is the individual
function that attracts the attention of eligible applicants to overcome the job requirements
and fill up the vacancies (Stanton and Nankervis, 2011). In the HR function of selecting
the candidate is termed as one of the best method for choosing qualified applicants that
are elected for the position and who has competed with all the other persons which were
attracted towards the business by the recruiting function. On selection, HR officials or the
head of HR team are involved in administering and developing methods that enables the
members to determine the applicants that are selected and rejected for the specified job Training and Development – It is determined that the HR department of every
organisation is constantly monitoring all the employees and their working techniques
used to complete the task appointed to them. This helps to ascertain the areas where the
employees requires improvement in order to increase their efficiency level. As per the
information attained from the assessment, the HR need specify the appropriate method of
promoting and improving the skills (Rodwell and Teo, 2014). The employees and HR
team of the organisation need to undergo regular trainings and development programmes.
4

However, only HR has the power to specify and define all trainings and development
activities and processes. The most common training method is 'on the job' or 'off the job
training' where the experts and professionals teaches and develop the employees, which
facilitate them to improve (Millmore, 2011). Labour management and relations – It is evident that an organisation is highly focused
on implementing better strategies in order to attain smooth functioning and operating all
the business task in an organization. Thus, it is necessary to have good and healthy
relations with the labours and workers. In that respect, HR team and their department has
to check and assure that all such networks and relations are friendly. However, the
management generally faces many conflicts and issues related with their employees and
workforces (Monk and Wagner, 2012). Hence, during such situation like labour-
management fights the HR department has to play a dual party role for bringing both
management individuals or groups and convey them to neglect the conflict and resolve
the issue.
HR policies
In many organisations, the HR has the power to implement the set of policies and
regulation for the employees and the overall management members. It helps them in structuring
the organisation and determining the working techniques and methods to the employees. This
activity is termed as the most useful process to define the possible productivity and profitability
of the organisation. The implementation of the policies and regulations specifies the roles and
responsibilities of each and every aspects of the organisation. Thus, HR need to identify the best
and most suitable policies which is highly beneficial for their management and overall
organisation parties. Its describes the structure of recruitment, selection, technological
implication, advancements in infrastructure, etc (Morris, 2015). This facilitate the employees in
developing their spirit and confidence which is essential for accomplishing the organisational as
well as personal objectives. The HR policies is generally defined and stated as per the business
purpose and the sector of the organisation. Communication with managers and supervisors – It is determined that the formal policies
are assisting the managers and other personnels in facing the process of hiring,
promotion, appraisal and reward decisions for the respective people who work in an
organisation.
5

 Communication with employees – It is termed that a well written, strategical and
thoughtful defined human resource policy can establish a high tone that a new business
person is likely to maintain in his or her business. However, policy also serves to
distributing information about the employees' expectation towards the company and their
employers (Nkomo, Fottler and McAfee, 2010). Time Savings – The prudent and comprehensive HR management policies can help the
companies in saving their significant time and amounts of management that can be spent
on some other business activities, like product development, competitive analysis,
marketing campaigns, etc.
 Litigation – It is ascertained that members of the legal and business communities agreed
that business firms can reduce the impact of legal threats (Nankervis, Compton and
Baird, 2008). They executed it by disgruntled the current or ex-employees simply by
creating and applying a fair and comprehensive set of personnel policies.
Moreover, the HR policies that are generally determined as per organisational as well as
their employees' perspectives and they are:
 Providing incentives and payroll deductions
 Developing holiday policies
 Determining the available personal leave and sick days
 For evaluating the performance and incrementing the salary ratio
 Improving the overall employee's performance
 Retirement and termination policies
 Overtime compensation
 Stating meal and break periods
 Equal employment opportunity policies
 Employee classifications
 Workdays, payday and pay advances
In the case of Hilton Hotel, where customer satisfaction is the main motive and therefore
the staff needs to assess the best sources of providing better services to their clients when they
visit the hotel. For this, the HR team of the hotel is aimed on employing those people which are
having great talent and expertise to handle all the activities of their visitors. In the process of
interview, recruitment and selection, the HR purpose is to allocate the perfect candidate which is
6

eligible and has the potential to overcome all the duties and responsibilities that are specified for
the position (Hoque, 2013). During such activity, the HR examine the applicant on the basis of
various aspects. The person competing all the tests, interviews and consequences is marked as
selected and thus, he is invited further ton meet the HR head where the discussion and
negotiation over the salary is held.
REFLECTION
From the above report I am able to understand significance of HRM in smooth
functioning of an organisation. Human resources are considered valuable asset for organisation
to enrol in certain business operations. They make optimum utilisation of other resources by
adopting various strategies and methods to use them. HRM helps to manage and monitor
activities of each and every employee engaged in certain job role. There are various departments,
units and teams undertaking several activities simultaneously which result in increasing
performance in the market. Through this report I acquired knowledge about different aspects of
human resource management. The report highlighted numerous theories and models used to
motivate employees for certain goals and objectives.
I have used Myers-Briggs type indicator HR theory to understand influence of an
individual personality type on his/her work performance. It classifies human functions in two
types that are judging function and perceiving function. The judging function uses parameters
like thinking and feeling to understand and conduct any activity in favour of the company.
While, perceiving function is determined through intuition and sensing of an individual
regarding people, things and activities. Through this introspective self report questionnaire we
are able to indicate psychological preferences of individual.
One of the crucial advantage I received while preparing this report was I understood
process and procedures used for staff management. The HR manager need to focus and monitor
recruitment, selection, motivation and retention process for their respective business enterprise. It
provides greater benefit in building quality standards for employees and subordinates. Through
this evolution process I understood importance of checking performance of individuals at regular
interval. The management is responsible to undertake functions related to planning, organising,
staffing, directing and controlling of polices. HR managers help to execute these functions
effectively in organisation's favour by motivating employees. I am able to increase my
motivational ability by reading various articles related to concerned topic.
7

The HR manager is responsible to recruit skilled and efficient candidates for the company
so that they help in improving its productivity. I was also introduced to various documentation
required during recruitment and selection process. Vacancy insight, job description, person
specification, appointment letter along with company's policies help candidates to understand
potential required for certain position. It has helped to improve my ability of observing
individuals in order to determine their personal traits and attributes. Like HR manager also
studies behaviour of each and every candidate to recruit skilled employees.
Through above report I am able to clear my concepts related to management of human
resources. It also helped to improve my time management strategies to meet deadline of
preparing for this report. I adopted strategies like prioritizing activities and scheduling them
accordingly. As HR manager is responsible to perform various activities like recruitment and
selection process within specified time. In similar manner, I am able to undertake work out daily
activities according to set deadlines. So, the present report poured me lot of knowledge and
cleared various concepts related to human resource management, which not only benfits
organisations but professionals as well.
8

REFERENCES
Akhtar, S., Ding, D. Z., and Ge, G. L., 2010. Strategic HRM practices and their impact on
company performance in Chinese enterprises. Human resource management. 47(1). Pp.
15-32.
Cascio, W. F. and Aguinis, H., 2012. 3 Staffing Twenty‐first‐century Organizations. The
Academy of Management Annals. 2(1). pp. 133-165.
Flood, P. C., and et. al., 2011. New models of high performance work systems: The business
case for strategic HRM, partnership and diversity and equality systems.
Garg, A. and Kapellusch, J. M., 2011. Job analysis techniques for distal upper extremity
disorders. Reviews of Human Factors and Ergonomics. 7(1). pp. 149-196.
Hoque, K., 2013. Human resource management in the hotel industry: Strategy, innovation and
performance. Routledge.
Jackson, S. E., and Seo, J., 2010. The greening of strategic HRM scholarship.Organization
Management Journal. 7(4). Pp. 278-290.
Millmore, M., 2011. Strategic Human Resource Management: Contemporary Issues. Financial
Times Prentice Hall.
Minniti, M., 2011. The role of government policy on entrepreneurial activity: productive,
unproductive, or destructive?. Entrepreneurship Theory and Practice. 32(5). pp.779-790.
Monk, E. and Wagner, B., 2012. Concepts in enterprise resource planning. Cengage Learning.
Morris, D., 2015. The employment law implications of charity mergers. Employee Relations.
23(3). pp.271–289.
Nankervis, R. A., Compton, L. R. and Baird, M., 2008. Human Resource Management:
Strategies and Processes. Cengage Learning Australia.
Nkomo, S., Fottler, D. M. and McAfee, B. R., 2010. Human Resource Management
Applications: Cases, Exercises, Incidents, and Skill Builders. Cengage Learning.
Patterson, F., Ferguson, E. and Thomas, S., 2013. Using job analysis to identify core and
specific competencies: implications for selection and recruitment.Medical education.
42(12). pp. 1195-1204.
Rodwell, J. J., and Teo, S. T., 2014. The influence of strategic HRM and sector on perceived
performance in health services organizations. The International Journal of Human
Resource Management. 19(10). Pp. 1825-1841.
Shermon, G., 2014. Competency Based HRM: A Strategic Resource for Competency Mapping,
Assessment and Development Centres. Tata McGraw-Hill Education.
9