Human Resource Management Report: Claridge's and Hospitality Trends

This report delves into Human Resource Management (HRM) within the hospitality sector, focusing on contemporary issues and emerging trends. The report begins with an introduction to HRM, emphasizing its strategic importance in managing employee performance. The main body of the report analyzes several key areas. First, it reflects on articles discussing issues such as employee attraction and retention, workplace diversity, and employee empowerment. Second, it develops job descriptions and person specifications for HR executive and marketing manager positions. Third, the report synthesizes performance management procedures to minimize staff turnover, determine training needs, and enhance promotions. Finally, it reviews two existing human resource practices and policies from Claridge's Hotel, a prestigious London establishment, and discusses their communication to workers. The conclusion summarizes the findings, and the report includes a list of references.

HUMAN RESOURCE
MANGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1- Selecting three to five articles on contemporary issues and emerging trends associated with
HRM in hospitality sector and produce reflection......................................................................3
2- Developing job description and a person specification from range of management positions
within hospitality sector..............................................................................................................5
3- Synthesising procedure of performance management within hospitality sector to minimize
staff turnover, determine training needs & enhance promotions within companies.................10
4- Reviewing two existing human resource practices & policies from Claridge's and
communicate to all workers......................................................................................................14
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................18

INTRODUCTION
Human resource management (HRM) is defined as one of the best and most significant
strategic approaches that have especially used to manage the performance of workers in effective
manner. It also refers to procedure of hiring, selecting, and inducting candidates that are able to
achieve set business objectives and aims. HR administration contributes to increase and improve
the performance of ventures by using varied approaches & methods. The current assignment will
be based on Claridge's Hotel, which falls under list of prestigious hotels in London, UK. It
encompasses several types of ventures such as hotels, food & drink, lodging etc. that help to
provide unexpected and memorable travel experience. The study will explain reflective statement
based on four articles that related to contemporary issues and emerging trends associated with
HRM in hospitality sector. Furthermore, it will explain a job description & person specification
from the range of management positions within chosen industry. The report will present
procedure of performance management that assist firms to minimize staff turnover, determine
training needs & to enhance promotions. Lastly, the assignment will clarify two current human
resource practices and policies in the context of Claridge's hotel and communication to all
workers.
MAIN BODY
1- Selecting three to five articles on contemporary issues and emerging trends associated with
HRM in hospitality sector and produce reflection
Article 1-Important issues in human resource management
In recent time, HRM has faced varied form of contemporary problems that hamper work
and productivity of companies. Through this article, I have analysed the most common issue that
human resource manager within hospitality sector has faced and that is employee attraction and
retention. It is one of the most challenging and quite complicated tasks for HRM, which impact
businesses performance and profitability as well in negative manner (Important issues in human
resource management, 2021). In order to gain the attention of new skilled employees and retain
all the workers, human resource administration may conduct a lot of attempts, which is quite
important and beneficial in term of increasing sales level.
I have identified that employee retention is quite difficult task that human resource
manager accomplish by using trending approaches and methods. There are varied techniques in

today's period, HR management may used in context of workers retention within companies.
Stress or workload, make person unable to work effectively as it lead to high employee turnover.
But by providing flexible working hours, HRM may reduce stress level among staff members
and give some time to enjoy life. Most of the organizations to minimize workers turnover, has
planning and offering flexible work facility to all the employee once in a week. It is now in trend
that benefit workers and management as well (Kin and et.al., 2021). It has examined that flexible
working facility contributes to retain individual staff member and also help to gain attention of
new candidates that are seeking to work with a company which may focus on employee well-
being and concerns.
Furthermore, a flexible work schedule does not mean slacking off or not match the work
deadlines. Instead, it permits workers to decide their working hours, location and environment
they may deliver their best outcomes.
Article 2- Managing Workplace Diversity: Issues and Challenges-
From this article I have identified that Human resource management has faced challenge
to manage workforce because of workplace diversity, which bring barrier in success and growth
of a venture (Managing Workplace Diversity: Issues and Challenges, 2020). It is one of the most
emerging contemporary problems within HRM in hospitality sector, because in work are number
of applicants works together for achieving set objectives of companies. Each candidate has
different perspective and working manner, which make clash when two people get chance to
perform in collaborative form. Through this article I have gained information about reason
behind above discuss challenge. I have determined that due to growing internationally,
companies created more multicultural workforce that has caused employees to work & travel
globally. It gives opportunity to come in contact of other people that belongs to another
background and culture. Along with business growth, companies may increase problems for
HRM which they may face in term of managing workplace diversity.
In additional to the same, HRM take major actions and following emerging trends to
overcome negative impact of current challenge. For instance, diversity training is an emerging
trend associated with human resource management within hospitality sector (Manoharan and
Singal, 2017). This form of training at workplace, it conducted to address all varied traits of
individual workers. It encompasses ethnicity, nationality, race, sexual orientator, colour, gender
identity, age, language, metal ability etc. I have analysed that human resource manager by

providing diversity training to new and existing employees successfully, manage diverse
workforce as it enables each worker to understand others culture and respect like they do in
context of own culture and religion. The purpose of diversity training is to emphasize way in
which each employee works together, without facing issues, regardless of differences in these
traits.
Article 3- Empowering workers
Through this article I have examined that along with range of contemporary problems,
human resource management within hospitality and other sector face another issue and that is
empowering employees. The term may includes giving staff more data and manage over how
they work in the workplace. It is quite important for HR manager to empower employees, but
also a challenging task which may required the best approach or technique (Challenges of HRM:
9 Emerging Challenges, 2020). I have identified that most of the HRM to consider this challenge
may focus on using emerging trends such as employees engagement in decision-making process.
Earlier period, senior and top authority is accountable to take action a decision in regard to
business, which may lead to low motivation and productivity. After considering this stage, in
recent time human resource administration are now switching to new methods that may help to
empower workers and retain them for longer period of time.
In form of trend, staff engagement in decision-making as important process of businesses
may help HRM in context of empowering all the workers which in return enhance motivation
level and performance as well. By including individual applicant in essential decision and
encouraging them to share opinions, human resource manager within hospitality industry
successfully empower a strong workforce. It enables them to permit a company to be competitive
for long as opposite to rivals that has operated in similar sector. Furthermore, staffs engagement
in decision-making procedure provides benefits to companies in term of retaining skilled
applicants and gaining attention of new.
2- Developing job description and a person specification from range of management positions
within hospitality sector
Job description-
It is one of the most important documents that clearly define significant job requirements,
role, accountabilities, & skills needed in context of specific position (Cohen, Sauermann and
Stephan, 2020)

Person specification-
It defines as appropriate profile of personal competences, skills, experience and
qualification that an employer may look during selection and recruitment procedures
(Mohammad Mosadeghrad, Akbari Sari and Yousefinezhadi, 2017).
Job description of HR executive-
Job Title- Human resource executive
Job summary-
HR executive is accountable for managing the performance of employees and directing all of
them. They take lead when it comes to specific problem or challenge face by individual worker
at the workplace. Human resource executive is responsible for providing training, monitoring
the activities of staff and solving their issues. In additional, HR executive is accountable to
oversee hiring, dismissal procedures, monitoring benefits programmes etc. They may also
perform with chief executive officer in regard to strategically plan important human resource
modifications and subsequently take right action to implement develop tactic.
Responsibilities & roles-
 Human resource executive is responsible to develop strategic plan that may benefit
hospitality sector and companies that has operated their business under this industry.
 An applicant is accountable to direct all training, recruiting and developing process
conduct in context of staffs members.
 The role of HR executive is to monitor employee performance and growth at workplace.
 Their role is to coordinate effectively and direct each activity in order to enhance
productivity and performance level.
 A person is accountable to continuously meet with workers for purpose of taking their
progress reviews.
Skills and Knowledge-
 Human resource executive must have effective communication skills.
 They must have great knowledge relate to human resource information software (HRIS).
 An applicant must have decision-making, critical thinking and teamwork skill
 Good understanding in context of advanced technologies, systems and programmes that
mostly used in HRM.
 Problems solving and exceptional analytical skills.

Qualifications-
 MBA degree in HRM
Experience-
 5+ year management experience in human resource.
Person specification-
Basis Essential competences (Must
Have)
Desirable (Good to Have)
Attitude-  Human resource
executive must be
honest and
communicate with all
the workers effectively.
 HR executive must
solve employees
problems by using
applicable and
effective methods as
well as techniques.
 They must be confident
to enhance
performance of
workers and
management it in
systematic manner.
 Good understanding of
basic training methods.
List of Skills-  Communication skills
 Decision-making skills
 Collaborative skill
 Team work ability
 Time management
 Active listening skills

Knowledge-  Good understanding in
regard to HRM
systems.
 Knowledge relate to
employment legislation
and regulations.
 Methods of employee
retention
Experience-  5 year experience is
must.
 6 year experience
Job description of marketing manager-
Job Title- Marketing Manager
Position summary-
Marketing manager is responsible to major activities, practices and tasks within a company.
Their responsibility is to create effective marketing tactics and plans that help to achieve
business objectives. The role of marketing manager is to analyse the effectiveness of new
advertising strategies, recheck content and focused on channels that may use to promote
products or services in market. The major role and accountability of marketing manager is to
support in context of promoting venture and their goods all over the world, which in return
increase customer base.
Roles and responsibilities-
 The role of marketing manager is to develop a plan relate to market research for
collecting key information about key trends.
 The most important role of a person is to generate brand awareness by creating
influencing advertising campaigns.
 Marketing manager is responsible for content management and data analytics as well.
 A candidate is accountable to work with executive team, such as marketing managing
director to set tactic in context of venture.
 An applicant is responsible to oversee marketing campaigns and strategies.
 Marketing manager is accountable for managing promotion & positioning of a company.
 A person is responsible for campaign management.

 Marketing manager role is to manage and systematically update social media pages.
Knowledge and skills-
 Marketing manager must have strong communication skills.
 A candidate must have Good presentation skills.
 A candidate should have Creative thinking skills.
 Knowledge relate to IT.
 Marketing manager must have knowledge relate to the principles and regulations of
marketing.
Education-
 MBA in marketing
 ITI degree
Experience-
 6 year experience as marketing manager
Person specification-
Basis Essential competences (Must
Have)
Desirable (Good to Have)
Attitude-  Marketing manager
must have knowledge
relate to advanced
digital marketing tools
and technologies.
 An applicant must have
excellent understanding
in context of selling
approaches,
administration and
management practices.
 A candidate must have
 Marketing manager
should have good
understanding of
applications and
systems that used to
promote goods or
services.

knowledge of
management principles
include strategic
planning.
Skills-  Good team work skills
 Decision-making skill
 Critical thinking
competence-
 Communication and
collaboration skills
 Writing skill.
 Numerical skills
Knowledge-  Knowledge relate to
ethical business
practices
 Content creation
 Good comprehension
in context of most
popular marketing
platforms.
 Knowledge relate to
laws and policies in
regard to product
advertising
Experience-  6+ year experience  7 year experience
3- Synthesising procedure of performance management within hospitality sector to minimize
staff turnover, determine training needs & enhance promotions within companies
Performance management-
It considered as ongoing process of improving workers performance (Gillespie and et.al.,
2018). HRM by setting aims which are aligned to strategic goals of a company successfully
manage staff performance. It enhance the productivity and performance of applicants at
workplace. It helps to boost morale and confidence level among people. This, the process make
person able to accomplish task and provide desirable outcomes to management. It other term,
performance management is defined as procedure of collaboration and communication where

workers and administration work together to plan, monitor and oversee candidates objectives as
well as their contribution in regard to business growth. The overall concept comprise key stages
that describe below-
Planning-
It is one of the most essential stages in context of performance management process as it
revolved around specific task and that is to set performance expectations for all the workers
(Richards and et.al., 2019). Before managing the performance of employees and developing plan
relate to this activity, an HR may get more information about people which enables them to
identify training needs. At initial level, by analysing the performance of staff members, HRM
effectively determine whether coaching and development is required. Human resource manager
consider this phase to improve staff performance and manage it in systematic manner. Planning
is the first and most important step of performance management procedure. Under this phase,
HRM may comprehend long and short term aims of business, which allow developing plan and
according to that people perform.
Planning is a collaborative attempts including both workers and managers during which
they may develop a work plan that outlines deliverables or activities to be completed. It also
defines desirable outcomes and standards that may utilized to evaluate performance.
Performance management is not an easy task for human resource manager as it require a
lot of hard work and time. Just because of planning stage, this activity goes easier in term of
determining which applicant need training for improving specific skill that turn into enhanced
productivity and performance. Human resource management may consider planning stage to
manage the performance of workers and enhance their productivity level as well.
Monitoring-
This stage is also included in process of performance management, where set aims are
actively and systematically tracked by human resource manager or administration. It includes
constant measuring of employees activities and providing reviews on success towards aims
(Tseng and Levy, 2019). By continuously monitoring staff performance at workplace within
hospitality sector, HRM may identify areas where improvement is needed in term of skills,
knowledge and competence. Because of this phase, HR management easily develop tactic and
used methods that enhance performance of employees. Furthermore, monitoring process help
companies that operates in hospitality industry to increase promotions. It helps to determine

which candidate work better and perform in productive manner to achieve set objectives of
organizations which in return assist gaining competitive edge. By reviewing work in progress on
regular basis, HRM may monitor the attempts and work of applicants, which enable them to take
further action accordingly.
With the help of monitoring step, human resource executive is able to create a plan
through which they may provide training or coaching. It helps to improve work competence,
enhance existing knowledge and develop new skills of individual person, which is quite
beneficial for them. It gives chance to take feedback in regard to employees performance and
track aim that set in planning phase.
Developing-
Along with above two stages, it also plays vital role in process of performance
management/ improvement. Active monitoring give opportunity to human resource manager to
train employees and boost their performance via training and development approaches.
Developing phase may be pass through usage of training & development methods, like
workshop, on job and off job coaching. After making plan and monitoring performance of
employees, it's time to focus on performance management or improvement. There are varied
forms of techniques, process and methods accessible in hospitality sector that HRM may used in
Illustration 1: Performance Management Cycle
(Source: Process of Performance Management, 2020)