Evaluating HRM Functions, Practices and Employee Relations at IHG

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within the Intercontinental Hotels Group (IHG). It begins by examining the core functions of HRM, including recruitment, selection, and performance management. The report then delves into various recruitment and selection approaches, evaluating their strengths and weaknesses. Furthermore, it explores the benefits of different HRM practices, such as performance and reward systems, and training and development programs, for both employers and employees. The report also assesses the effectiveness of these practices in relation to organizational profits and productivity, highlighting the importance of employee relations in fostering a positive work environment. Finally, the report examines key elements of employment legislation, such as equal pay and gender discrimination, and their impact on HRM decision-making within IHG. The analysis provides valuable insights into how IHG manages its workforce to achieve its business objectives.

Human Resource
Management

INTRODUCTION
Human resource management is a technique which is used in organisation managing the
people associated with it. HRM is a tool for employing new people and retaining potential staff
with organisation. Human resource management department of a company are responsible for
many tasks and one of the most important of them is recruiting and selecting individuals
according to the needs of the entity. In this assignment selected organisation is Intercontinental
hotels group which is also known as IHG. The hotel group was founded in 2003 and a British
multinational hospitality company. Continental hotels is headquartered in England UK and serve
in varied geographical locations around the world through its hotels and good resorts (Armstrong
and Taylor, S., 2020). The report describes functions of HRM and their purposes along with the
different approaches of recruitment and selection. Moreover benefits of different HRM practices
in relation to employee and employer evaluated along with their effectiveness in increasing
companies profit and productivity. The benefits of employee relation are also evaluated and the
and different HRM practices are applied in work related context.
TASK 1
P1 Examining the function and purposes of HRM in organisational context
Human Resource Management is a department in an entity which is responsible for finding,
screening, recruiting, selecting, training and administrating employees or workforce of the
organization. Main functions of HRM elaborated below in context of IHG.
Main functions of HRM:
The HRM of IHG has several functions out of which few are as follows.
Recruitment and Selection is the main and most important function of HRM. The human
resource management department of IHG will bring in best talents and personnel’s in the hotel
according to the needs. The department first creates a pool of appropriate candidates and
accordingly select them in the organisation (Chams and García-Blandón, 2019). Purpose: This function of HRM is to achieve and meet the human resource needs of IHG
and provide best employees in order to smooth running and functioning of the company.
Performance Management and Appraisal is another function of HRM in which human
resource manager, manage the task force and accordingly appraise them on respective basis. This
function is very important amongst all different responsibilities of HRM in unit.

 Purpose: the sole purpose function of HRM is to encourage staff and keep them
motivated in order to make the workforce work with full efficiency and correct them
when required.
P2 Explaining the strengths and weaknesses of Recruitment and selection approaches
Recruitment is a procedure of creating a pool of applicants attracting and directing them to
apply for the given job role. These candidates are suitable for the organisation and recruitment
process is undertaken for increasing the probability of IHG to hire the best personnel’s.
Approaches to recruitment
1. Internal recruitment process is used by resource department of IHG when entity is
looking for filling the vacancy by the existing staff who are already present.
Strength Weaknesses
This process of recruiting individuals helps
IHG to motivate and encourage staff to raise
their performance level for reaching to higher
level and move forward in their career.
The drawback of this function of HRM is that
the flow of fresh talents and ideas to travel in
the company.
2. External recruitment process is recruiting and attracting individuals from outside the
hotel for applying for the respective post (Peccei and Van De Voorde, 2019).
Strengths Weaknesses
The company brings in new talents and
increases the probability of IHG to acquire
most talented and appropriate candidate for
the organization.
The drawback or weakness of this recruitment
method is the cost and time involved in it. The
external recruitment procedure is very costly as
IHG human resource team has to make various
arrangements which takes a lot of time.
Selection is a process of choosing best appreciate candidate form the pool of applicant made by
recruitment activities. It is a negative procedure as individuals are asked to leave as they are no
suitable for the company.
Approaches to selection:

1. Group discussion is performed by dividing applicants into small groups and conducting
a debate amongst them for analysis their listening and communication skills along with
their knowledge about the topic.
Strength Weaknesses
It helps the recruitment and Selection team to
recognise potentials of applicants and
understand the mental state off.
Sometimes cubes and distractions is creator in
the atmospher and which Indus the motive of
conducting a GD.
2. Interviews is the most effective form of selection when a pre structured questions
related to the list of the post vacant is asked by the applicant in order to have clarity
about their knowledge in the field.
Strength Weaknesses
Is a flexible process which is very clear as
both the parties are facing each other and the
chances of lying reduces (Ferraris, Erhardt
and Bresciani, 2019).
It is an active process that involves a lot of
arrangements and cost to conduct a interview in
an effective manner.
TASK 2
P3 Evaluating the benefit of HRM practices in organisational context
HRM practices are all those activities and responsibilities those are important and necessary for
the human resource department to execute for completing their job roles. HRM practices
involves the effectiveness of employees and managers both performing and achieving
organisational goal in effective manner. Where is HRM practices which human resource
department of IHG performs are as follows.
Performance and reward- The managers of IHG conduct performance appraisal and
reward programmes for the workforce in the hotel. These rewards are based on specific
performance basis and standards. Benefits both the employer and employee in respective
manner.
Benefits:

 Employer- The personnel’s will work with their full potentials achieving the personal
objectives and goals in order to 15 words which are established by the HR team of
intercontinental hotels.
 Employee- The performance appraisal and reward schemes will motivate staff and increase
their benefits in the organisation working (Barrena-Martínez, López-Fernández and
Romero-Fernández, 2019). They higher incentives and compensates according to the
schemes developed.
Training and development- This is the exercise in which human resource team conduct
training and development programmes for the employees in order to update their knowledge and
skill sets and to keep them working efficiently.
Benefits:
 Employer- IHG will benefitted bi training and development programs conducted for
employees as the workforce will practice their new skills in the organisation which enhances
the performance level of the entity.
 Employee- the employees gets to learn new things and develop new expertise which will
open new doors for the individuals to attain higher positions in the organisation according to
their abilities.
P4 Evaluating Effectiveness of HRM practices in relation with raising organisational profits and
productivity
In the previous section HRM practices are very advantageous for employees and employers both.
Here in the next section effectiveness of HRM practices on the profit and productivity of the
Intercontinental hotels is examined. The HRM practices a very effective and imposes use
influence on the profit and productivity of the hotel. This effectiveness of HRM practices are
elaborated underneath.
1. Improves worker's performance- The training and development sessions are developed
by the human resource department of Intercontinental hotel for the personnel the existing
or new improve the performance level of individuals (Kim and et. al., 2019). The
trainings will render clarity to the individual about their tasks and duties in the hotel and
what exactly is expected out of them. The clarity of task an expectation of managers
influence the workforce to perform accordingly which enhances the productivity of the
operations of Intercontinental hotels.

2. Creates job satisfaction- performance appraisal and reward schemes which are
introduced by human resource managers encourage to staff to increase the performance
levels efficiency which allows them to work with their utmost potential and earn those
rewards. The employees get motivated and their satisfaction level from the job increases
which enables them to be more productive and ultimately brings better outcomes for the
hotel increasing their profitability.
3. Increase innovation- once employees are motivated earning higher position in
workplace the knowledge is updated through training it give rise two new innovative
ideas and processes. These ideas and processes when implemented in the hotel daily
operations increases their productivity lowering cost of performing different tasks and
bringing higher profits.
TASK 3
P5 Analysing the importance of employee relations
Employee relations are the determinations made by the managers of company while managing
the workforce in order to maintain good relationships with the personnel’s. Employee Relations
benefits organisation in many ways and one of the main tips of maintaining good employee
relations are learning the loyalty and commitment of staff towards the entity. Therefore it is very
necessary for human resource manager of Intercontinental hotel to keep the working
environment healthy and staff for the workers in order to develop good relations. The importance
of maintaining employee relations are as follows.
1. Reduce conflicts, is the foremost advantage and importance of developing effective
relations with all the employees associated with the hotel and working in properties.
Healthy relations among the employees and the top level managers reduce any chance of
ids and conflicts occurring in between them. This makes the concept of maintaining good
employee relations very important as it’ll also effect on the productivity of force and
ultimately on the business of hotel (Kaufman, 2019).
2. Teamwork is one of the most essential factor or feature which is required in every
organisation to work in an effective and appropriate manner. The employees working
together in a team will result in higher productivity and better performance overall. These

coordinated work and practices help the company to be operated potentially and enhance
the level of performances.
3. Motivate employees; it is another importance of maintaining good employee relations.
The human resource is the most essential asset of Intercontinental hotel as it is in
hospitality industry. The company depends upon the performance of employees as they
serve their clients on behalf of them. Therefore it is important to keep the staff motivated
and encouraged which can be done through developing good relations with them as the
staff can easily communicate that problems with the higher level providing them ease and
satisfaction.
P6 Determining elements of Employment legislation and its impacts on HRM decision-making
Employment legislation is different actions holding various elements which covers numerous
areas for safeguarding the rights of employees and protecting them from any unethical practices
taking place in organisation. These legislations enables personnel’s to get appropriate wages for
their work according to their skill sets and have a safe and healthy environment around them
while working. Some of the legislation for key elements of legislations is described below.
1. Equal pay- This act was passed by government suggesting that every individual worker
will be treated equally in the organisation working at the same position and according to
their abilities and talents. The wages which are given to individual should be according to
their skill set and abilities. No Discrimination should take place in workplace while
assigning tasks and deciding the pay scale of individuals (Boella and Goss-Turner, 2019).
The human resource department of Intercontinental hotel have to make sure at the time of
deciding pay scale of individuals that they follow all the laws and regulations of no
discrimination issued by the government.
2. Gender discrimination- The next key element of legislation which is issued by UK
government in favour of employees is of gender discrimination. This legislation states the
issues of gender discrimination taking place in organisation among different individuals
belonging to separate genders. This active reflects that all the employees female or male
whole same position in company should have same opportunities and options available to
them. Intercontinental hotel human resource management will have to comply with this
legislation given by the UK government and be very careful while assigning task to staff.
The human resource management also have to look after the organisation and stop any

kind of discrimination taking place among employees, responsible for encouraging
employees to be treated equally and treat others equally without meeting among speech
of why working in a same workplace and working conditions.
3. Wages and Remuneration- The third key element of legislation law is related to wages
and remuneration which an individual is eligible for. Every individual needs certain
amount of money to survive and fulfil their basic needs for which wage and remuneration
law is given by the government. This law reflects that all the wages or immigration
policies of organisation should be made very clear and do not hold any benefits or rights
from the workers. The salaries of or wages which are been paid to the individual should
be in compliance with the wage and salary act holding certain criteria to follow (Stewart
and Brown, 2019). The human resource department of Intercontinental hotel are
responsible for developing pay scale and deciding wages or remuneration of the
workforce. Therefore the human resource department of hotel have to keep these law in
mind while deciding the remuneration of an individual.
All these laws and regulation are given by the government for safeguarding the rights of people
working in any organisation and at any level. Entities should comply their actions with these
laws for being safe from any kind of penalties and fines charged by government.
TASK 4
P7 Applying various HRM practices in work related context
JOB SPECIFICATION
JOB SPECIFICATION
Job title- Marketing Manager
Department- Marketing unit
Job summary- A marketing manager is the person accountable for the whole marketing team
and for the promotional actions of the company. Marketing manager will be taking care of the
companies external affairs related to its position in marketplace and the information which is
needed to be spread in the targeted customer or audience.
Duties and Responsibilities
 Conducting market research
 Innovative and creative

 Managing the social accounts and platforms of entity
 Developing new promotional Strategies
Qualification and Skills
 Master and Bachelor in marketing
 Team work skills
 Good communication and management skills
 Analytical skills
CURRICULUM VITAE
CURRICULUM VITAE
Kelly Thomas
Marketing Manager
Contact Number: 0999888777
Email: [e-mail]
About me: A highly capable marketing manager with nearly four years of experience in similar
field. A keen learners and self-motivated to work in best effective manner for providing best
results.
Work History:
Worked with other supermarkets store therefore, holds enough experience and currently working
Marks & Spencer as marketing manager and holding the position from last 15 months.
Duties:
 Responsible for making marketing plans for the company along with enhancing its brand
image.
 Developing plans and strategies for spreading word about new offerings in marketplace.
 Responsible for managing marketing team and reporting to top management about any
conflicts and problems.
Education and Training:
 Master’s Degree in marketing field
 Bachelor’s degree in marketing and finance

 Holds training certificate of effective team development and communication expertise.
INTERVIEW QUESTIONS
Q1. What are the main functions of marketing managers?
Q2. What are the required abilities of a marketing manager?
Q3. What is the important knowledge required about the hotels?
JUSTIFICATION
The human resource practices job specification and interview questions are developed and used
in this section (Berman and et. al., 2019). A job specification is developed which renders the
information to the public about the vacancy and the skills which are required and Intercontinental
hotel is looking for in the applicant full stop then few interview questions are developed are
prepared in order to have thorough understanding about the knowledge and skills and individual
holds who are applying for the post.
CONCLUSION
The above report is based on Human Resource Management and concludes that it is one of the
most essential activity which every organisation should undertake. The HRM is related to
managing and maintaining the workforce of a particular entity. The practices which are
conducted by human resource department of company benefit’s both the employee and employer
along with increasing the productivity and profits of the entity. Recruitment and selection is the
main activity or duty of every human resource department in different organisations. Job
specification and interview questions are developed and for showing the application of human
resource practices in work-related context and their effectiveness for the organisation.