Premier Inn Hotel: HR Life Cycle, Performance Management, and Law

This report provides a comprehensive analysis of human resources management within the hospitality industry, specifically focusing on the Premier Inn Hotel chain. It begins with an overview of the organization, highlighting its background and key personnel. The core of the report delves into the HR life cycle, detailing its stages – recruitment, onboarding, performance management, motivation and rewards, transfer/promotion, and separation/exit – and emphasizing its importance in talent retention and development. A performance management plan is developed for a hotel manager, including skill audits and strategies for improvement, alongside techniques to address negative employee behaviors and staff retention issues. Furthermore, the report examines the legal landscape, outlining key legislation such as the Equality Act 2010, Health and Safety at Work Act 1974, Data Protection Act 2018, and Employment Rights Act 1996, and their impact on the hospitality business. The report concludes by assessing the interrelationship of various functional roles within the organization, communication methods, and the overall impact of company, employment, and contract law on decision-making within the hospitality context.

Hospitality Business Toolkit

Table of Contents
INTRODUCTION...........................................................................................................................1
Overview of the chosen organization..........................................................................................1
LO2..................................................................................................................................................1
P4. Different stages of the Human Resources life cycle applied to a specific job role and
importance of Human resourcelife cycle.....................................................................................1
P5. Development of performance management plan and techniques to resolve negative
behaviour and issues of staff retention.........................................................................................3
LO3..................................................................................................................................................5
P6. Legislation which must be required to comply by the hospitality industry...........................5
P7. Impact of company, employment and contract law on the decision making.........................6
LO4..................................................................................................................................................7
P8. Interrelationship between various functional roles within the hospitality organisation........7
P9. Different method of communication, co-ordination and monitoring applied to a specific
department in order to make value chain strong..........................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Overview of the chosen organization
Premier Inn Hotel is a hotel chain which is considered to be one of the largest hotel brand
in United Kingdom. Its headquarters is in Dunstable, United Kingdom. It was founded by
Whitbread Hotel in year 1987. It serves its hospitality services in United Kingdom, India,
Germany, Ireland, Qatar and United Arab Emirates. Its key people is Alison Brittain who is the
chief executive officer of the Company (Ghandour, Jebai and Hussain, 2015).
Report will highlight the HR life cycle, its stages & importance, performance
management plan, solutions to negative behaviour & retaining issues and various legislation
which must be comply by the organisation. It will analysis the impact of company, employment
and contract law on decision making, interrelationship between various functional roles and
different methods of communication, co-ordination and monitoring.
LO2
P4. Different stages of the Human Resources life cycle applied to a specific job role and
importance of Human resourcelife cycle
Human Resources Life Cycle
It is also known as Employee Life Cycle. It is an important concept of human resource
management. It refers to the process of employment which start with the recruitment and ends
with the succession (Rogerson, 2017). It is related to the time period of the employees with the
company.
Stages of Human Resources Life Cycle
There are various stages which is involve in the human resource life cycle. Following life
cycle is applicable to the Hotel Manager of Premier Inn Company which are as follows -
Recruitment
Recruitment is the first stage of employee (manager) life cycle. Company will notify the
vacancy for hotel manager. Out of pool of candidates, Firm will recruit the suitable candidate
who is matching with their standards to become the hotel manager.
On-boarding
It is the second stage of the life cycle where company will give training, coaching and
education to the newly hired hotel manager regarding policy, working style and hotel in order to
make them comfortable and familiar with the job roles, responsibilities and duties.
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Performance Management
Performance management is the third stage of HR life cycle where the performance are
review and monitor in order to comparison between actual and standard performance of the
manager. In that case if there is any kind of deviation in comparison, company will give it to the
manager in the form of feedback and ask him to do work on it in order to improvement.
Motivation and Rewards
In this stage, company in case during performance management, there is no bad response
or feedback for improvement by manager. Company will motivate the manager to do best work
in the future and give him appraisal and rewards (Nayak and Taylor, 2018).
Transfer or Promotion
In this stage, company will do either promotion of the manager at the managing director
post or transfer the manager to another location at the same post. It is one of the most important
part of any employee life cycle as it shows the career progression.
Separation or Exit
It is the last stage of the HR life cycle. This stage involves various terminologies such as
separation or termination or retirement or exit etc. Here Manager will leave the organisation at
the completion of the employment age or employment contract or voluntary.
Importance of Human Resources Life Cycle in Retaining and Developing Talents
Human Resources life cycle plays an important role in the retaining and developing
talents in the hospitality industry. Developing talents means adding values to the employees
which will add value to the organisation. For the adding values, company provides them training
and development program which improve their performance. This lead employees to enhance
their performance productivity and efficiency. It will result in rewards which motivate them to
do better performance in the organisation. Like this, company motivate employees to retain in
the organisation and help them to develop their career. Thus, employee life cycle is an important
for every organisation and it is continue with every employees of the firm till the organisation
won't dissolve (Queckenstedt and et.al., 2017).
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P5. Development of performance management plan and techniques to resolve negative behaviour
and issues of staff retention
Development of Performance Management Plan for the Hotel Manager of Premier Inn
For the development of performance management plan, Company is required to do skill
audit of the hotel manager which is as follows -
Skill Audit of the Hotel Manager
Skills of Manager Very Skilled Moderately Skilled In need of Training
Communication Skill 
Negotiation Skill 
Problem Solving Skill 
Time Management Skill 
Decision Making Skill 
On the basis of skill audit of hotel manager, Company will prepare the performance
management plan for the manager which is as follows -
Performance Management Plan of Hotel Manager
Areas of Improvement Actions Taken Measurement Review Time Period
Communication Skill Manager is given to
the training for the
purpose of make
him understand the
basics of verbal and
non verbal
communication.
Manager will be
send by the
company to the
public gathering
places in order to
engage him in a
Improvement in
communication skill
will be measure by
the degree of
engagement of the
manager with his
employees in the
organisation.
3 Months
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healthy discussion.
Problem Solving Skill Manager is given to
various real and
hypothetical case
studies related to
the hospitality
industry in order to
engage him in the
practices to solve
the problems given
in the case studies.
Manager is given to
various logic
puzzles or games in
order to sharpen his
analytical and
logical thinking to
solve the problems.
Improvement in
problem solving
skill will be measure
by the degree to
which manager
solve the problems
in terms of time and
how the solution
will impact the
organisation in long
term.
2 Months
Techniques to resolve the negative behaviours of the employees in the Hotel Premier Inn
There are various techniques which can be adopted by the organisation to resolve the
negative behaviours (Lub and et.al., 2016). These techniques are as follows -
Communication – Manager or leader of the company must communicate to the employees. They
should properly listen to them, try to understand their problems or reasons behind the such
behaviours. They should help them to solve the problem.
Feedback – Manager or leader should give feedback to the employees regarding negative
behaviours. They should tell them about the acceptable and non acceptable behaviour in the
organisation. Also, they should make the policy regarding behaviour of staffs in the organisation.
Techniques to resolve the issues of staff retention in the Hotel Premier Inn
There are various techniques which can be used by the organisation to resolve the staff
retention issues facing by the company. These techniques are as follows -
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Motivation – Manager and leader should motivate the employees to do better work for the
organisation so that company can earn profits (Lashley, 2018). This will lead to improvement in
the performance and their satisfaction level will be increased which lead employees to not leave
the organisation.
Rewards – Manager and leader should give rewards or promotion opportunities to the employees
in order to encourage him to do better work and engage with the organisation in long term
period.
LO3
P6. Legislation which must be required to comply by the hospitality industry
There are various legislation which is required for the Premier Inn Hotel and Hospitality
industry to comply and adhere (Hsu and Stanworth, 2018). These legislations are as follows -
Equality Act 2010
According to this act, Company can't do discrimination between employees on the basis
of the following protected characteristics. These protected characteristics are such as age, gender,
race, marriage & civil partnership, maternity & pregnancy, sex, sex orientation, disability and
religion. Complying with this act, Hospitality organizations and industry can't discriminate
between any of their employees or guests. This act helps employees to get same opportunities at
the same level without any kind of wrong activities conduct by the organisations under working
the industry. It also helps guests to get all the facilities, it doesn't matter for them that which
background they belong to (Higgins-Desbiolles, Moskwa and Wijesinghe, 2017).
Health and Safety at work etc. act 1974
According to this act, there are various duties of employers, employees and various other
stakeholders of the company which must be fulfil by them respectively. It helps organisation to
establish a system in the organization where working environment is good and persons will be
safe in that working environment. Following of this act will help hospitality industry and units to
secure the health and safety of the employees, fully knowledge of safety equipments & their way
of usage and control the factors which can hamper the health of the employees and security of
the workplace.
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Data Protection Act 2018
This act is the combination of Data protection act 1998 and general data protection
regulations (GDPR). For the successful running of the hospitality business, Companies are
required to use the various kinds of data which must be secure and confidential. In order to
ensure the confidentiality and security of the data, Industry has to comply with the Data
Protection Act 2018 (Ghandour, Jebai and Hussain, 2015). Because of this act, Company has to
deal with personal data fairly, transparency and lawfully. Also, company has to beware of their
customers regarding their rights which is given under the act.
Employment Rights Act 1996
Employment rights act 1996 is a part of UK Labour Law which is also must be comply
and adhere by the hospitality industry and organisations working under this industry. According
to this act, there are various rights of the employees in terms of payments, security, wages,
salaries, working hours and employment aspects etc. This act helps organization not to do
arbitrary conduct with employees at workplace. It helps employees to do work properly at the
work place.
P7. Impact of company, employment and contract law on the decision making
Company Law
It is also known as Corporate law or business law or enterprise law. It is a regulatory
body which determine the legal actions and conduction activities of the business (Fyfe, Seaman
and Bent, 2018).
Change or amendment in company law will lead to change in policy, memorandum of
association, article of association, working conditions and structure of the Premier Inn which
directly linked to the power of authority and their decision making power which will
automatically change. Also, it will affect the impact of decision making on the business
activities.
Employment Law
It is also known as Labour law sometimes. It deals with the relationships between
employees and employers which determine by the rules, regulations, laws and guidelines under
the employment legislations.
Change in employment law will affect the relationships between employer and
employees. This will lead to change in working style and working environment of the Premier
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Inn which will impact the organisational activities. In order to reduce the negative impact,
employer has to take various decisions. Like this, employment law will affect the decision
making (Foster and Carver, 2018).
Contract Law
Contract law refers to the regulatory body of legislation which deals with the agreements
and contracts between 2 companies or 2 employees of the companies. Contract is also considered
as a legal documents.
Change in contract law will change in terms and conditions of the contracts between
Premier Inn and its suppliers which will affect the profitability of the organisation. In order to
mitigate the negative image on Company, Managers need to change their decisions regarding
contract.
LO4
P8. Interrelationship between various functional roles within the hospitality organisation
There are various functional roles within the Premier Inn Organization. Interrelationship
between various functional roles are as follows -
Interrelationship between human resource manager and marketing manager
In Premier Inn organization, there must be strong interrelationship between marketing
and human resource manager (Ervin, 2016). Getting the best employees for the organisation,
Company has to create employer brand image which is the responsibility of the marketing
manager. Marketing manager has to deal with the employees who can carry the marketing
function. In order to get right skilled employees, marketing manager goes to human resource
manager. Thus, there should be strong relationships between both functional roles of the
organisation.
Interrelationship between receptionist and housekeeper
Receptionist is the one with whom guest contact first enter into the hotel premise.
Housekeeper is the one who deals with the rooms and its aspects where guests are staying. In
Premier Inn organisation, there should be strong relationships between receptionist and
housekeeper so that guests can be easily comfortable with the hotel facilities. When the booking
of room is confirm, receptionist call housekeeper to access the guests to the room. When there is
a checking out, housekeeper require informing about it to the receptionist so that formality can
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be fulfil regards the guests. Thus, there should be interrelationship between receptionist and
housekeeper (Chung and Chung, 2018).
Interrelationship between chefs and waiters
There should be strong interrelationship between chefs and waiters so that food and
service department can be run smoothly and guests can enjoy their meal at the hotel. It is directly
link to the customer satisfaction as well. Waiters are the one who take orders and serves the
meals to the guests. They take orders and give it to the chefs so that they can make meal
accordingly and give it back to the waiters. Thus, there should be strong relationships between
chefs and waiters in the organisation.
Interrelationship between guest relations manager and hotel manager
Guest relations manager is the one who deals with the guests of the hotels, solve their
problems and ask them to give feedback etc. Hotel manager is the one who deals with the
operations of the hotel. There should be strong communication between both the manager. In
case there is any problem face by the guest, hotel manager will go to guest manager and tell them
to solve the problem. In case there is any feedback given by the client to the guest manager so
they will inform about it to the hotel manager so that improvement can be taken on time. Thus,
there should be strong interrelationship between both functional role.
P9. Different method of communication, co-ordination and monitoring applied to a specific
department in order to make value chain strong
There are various methods of communication, co-ordination and monitoring which are
being used by the Marketing Department of the Premier Inn Organization for the purpose of
making value chain strengthen. These methods are such as -
Communication Methods
Communication refers to the two way process in which ideas, thoughts and views are
exchange between 2 or more persons (Buglear and Castell, 2019). There are various
communication methods used by marketing department which are such as -
Written Communication
For the interaction of information and knowledge with another department, Marketing
department use written communication methods. These methods involve social media
communication and paper writing communication. It is considered to be good one method as it
helps in storing the messages for the long time and can be reuse as well.
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Verbal Communication
For the immediately exchange of information and knowledge with another department,
Marketing department use verbal communication methods. In these methods, face to face
communication, video call and telephonic communication etc. are involved. It is considered to be
the fastest method of communicating the important information which will help department to
take decisions fast.
Co-ordination Methods
Co-ordination refers to the process which create link between two or more activities
conducted by the person or organisation. There are various co-ordination methods through which
marketing department can co-ordinate it's all activities and another departmental activities. These
co-ordination methods are such as -
Objective Method
This is considered to be the best method for creating co-ordination between all the
activities of the organisation. Marketing department of the Premier Inn has to ensure that their
departmental objectives are clear, simplified and understandable so that employees of the
department can work accordingly and in one direction (Bowie and et.al., 2016). This will
automatically lead to creation of co-ordination between the activities of all the employees of
marketing department.
Chain of Command Method
This is the most common method for the creation of co-ordination. Chain of command
refers to the flow of reporting relationships in the organisation which define who must report to
whom and when. It not only define the reporting relationships. It also tells about the power of the
authority in term of decision making. It helps employees and managers of the marketing
department to create co-ordination by reporting and decision making system.
Monitoring Methods
Monitoring refers to the process of looking upon the performance or procedures in order
to identify the deviations and required areas of improvement. There are various monitoring
methods which are being used by the Premier Inn Organization's marketing department for their
employees' performance. These monitoring methods are as follows -
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