Human Resource Management Report on Hotel The Wellesley - HND Unit 9

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within the context of Hotel The Wellesley, a 5-star hotel in the hospitality industry. The report delves into the role and purpose of HRM, emphasizing its significance in coordinating and maintaining employee relations. It examines the legal aspects of employment, including anti-discrimination laws, minimum wage acts, and health and safety regulations, and their impact on the management of human resources. The report further explores job descriptions and person specifications for an assistant marketing manager, comparing selection processes between Hotel The Wellesley and Hotel Crown Plaza. It highlights the contributions of training and development activities to effective operations, emphasizing their role in talent development, reducing turnover, and enhancing the company's reputation. The report concludes by underscoring the importance of HRM in fostering a positive working environment and achieving organizational goals within the hospitality sector.

Human Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 (Covered in PPT)...............................................................................................................1
TASK 2 (Covered in PPT)...............................................................................................................1
TASK 3............................................................................................................................................1
3.1 Job description and person specification...............................................................................1
3.2 Comparison in selection process of different organisation...................................................3
TASK 4............................................................................................................................................4
4.1 Contribution of training and development activities of effective operations........................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource means employees working in organisation. As there are many workers
working, so it is essential to make coordination among them. Hence human resource department
is launched. Human resource department is working to plan, organise, coordinate workers of
organisation. This helps to maintain good and long term relations with workers. Hospitality
industry includes business which provide services for event planning, theme parks, transportation
facility, cruise line, etc. are facilities are part of this industry (Allen and et. al., 2011). As there
are many consumers varying their demand, so it is responsibility of managers to train employees
to face changes taking place in this their demand. Hospitality business can gain boom with
providing satisfaction to consumer. This report is based on Hotel The Wellesley which is 5 star
hotel. This hotel provides Wi-Fi, mini bar, jazz Lounge, cigar terrace, etc. facilities. This report
covers role and purpose of HRM, planning related to supply and demand of labour, state
employee's relation, employment laws, example of HRM practices, selection process, role of
training and development.
TASK 1 (Covered in PPT)
TASK 2
2.1 State of employment relations in Hotel The Wellesley
There are many employee which are working for achieving goals and objectives of Hotel
The Wellesley i.e. business expansion and profit. Hence employees are the asset through which
organisational aims and objective can be attained. There are many legal aspects which has to be
considered by managers of Hotel The Wellesley in order to maintain long term relations with
workers. There is influence of governmental and legal policies in smooth running of business, so
it is responsibility of managers to analyse them and business operations performed in appropriate
manner. There are many legal laws which has to be implemented for employees, this provides
them satisfaction and this helps to maintain long term relations with workers. There are some
laws which are followed by Hotel The Wellesley in order to create coordination in business
activities and maintain good and long term relations. They are discussed as under-
Anti discrimination law- As per this act, there must be not discrimination among
employees on the basis of caste, colour, creed, religion, etc. there must not be any biassness on
the basis of personal aspects. With the help of this law, managers of Hotel The Wellesley can not
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differentiate among workers and hence there is no partiality among them. This helps to keep
workers satisfied. Employee relation within organisation gets improved.
National Minimum wages act, 1998- This act states there minimum wage specified
under this act. There is difference in wage rate of employees, so HR manager of Hotel The
Wellesley must have knowledge about minimum pay which has to be paid. This is crucial law
because when person is able to satisfy basic needs, then this reduce poverty rate and maintain
living of standards. Hence when employees are getting minimum and fair remuneration they are
satisfied and good relations within organisation can be maintained. Working environment at
Hotel The Wellesley is good and hence organisation is able to maintain good brand image in
industry.
Health and safety act- According to this act, facilities within organisation must be fair
and convenient for employees. There must be proper lighting, good working environment, proper
ventilation, fire exit techniques must be implemented at Hotel The Wellesley. These are the basic
elements which has to be considered by managers. at Hotel The Wellesley, thee must be proper
first aid facilities which keeps them satisfy and hence improve employees resistance in
organisation. This act emphasise manager to plan proper techniques of safety in emergency.
Hence there is less labour turnover and absenteeism , which gives operational efficiency to Hotel
The Wellesley.
2.2 Impact of employment laws on management of human resource
With the help of law related to employees at business organisation there are legal and
ethical relations. There are possibilities of change in these laws, so HR manager of Hotel The
Wellesley has to alter business policies. This can be done with the help of legal practitioner.
Hence HR manager can take help of legal practitioner so policies can properly modified. When
there is alteration in legal laws, then it must be communicated properly to workforce. This helps
to keep employees satisfied and maintain performance up to the mark. This assist in growth and
development of Hotel The Wellesley.
Human resource department works to manage employees working in organisation. Legal
laws helps to maintain ethical relations with workforce because legal law sets benchmark on the
basis of which policies are farmed at organisation. Some changes in legal laws are discussed as
under-
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National Minimum wages act, 1998- As per legal law and norms, there is increment in
basic pay rate of employees. This increment is approximately 20% of current remuneration.
When this change in pay rate happens then this must be implemented at Hotel The Wellesley by
proper planning. With increment in basic pay, worker's performance gets enhanced and they are
motivated to give best through which monetary benefits increases. HR manager analyse
performance of employees, if performance is up to the mark, then monetary benefits increases.
Hence monetary demand of consumer gets satisfied. Hence with change in basic rate of
performance of workers at workplace improved. This improves band image of Hotel The
Wellesley in industry.
TASK 3
3.1 Job description and person specification
Person Specification:
The person specification is a acknowledgement about skills, knowledge, qualification,
and other judging criteria which are essential to be possessed by individual (Armstrong and
Taylor, 2014). This is the document which shows requirement required at particular designation.
Person specification required by person for the assistant marketing manager are as under-
PERSON SPECIFICATION
Job title: ASSISTANT MARKETING MANAGER
Criteria Essential Desirable
QUALIFICATIONS PGDM (MARKETING) Full time MBA
RELEVANT EXPERIENCE Have experience of two years
in same field.
Training done in hotel industry
in marketing field.
SKILLS AND
COMPETENCIES
 Knowledge about
marketing tools and
concepts.
 Knowledge related to
social media sites.
 Able to handle
marketing campaign.
 Able to handle load in
 Motivational Skills
 sharp communication
Skills
 Management Skills
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peak season.
Job Description: A job description or JD is a written document which shows roles,
responsibilities for specified job position. With the help of job description candidates will
become clear about task which they has to be undertaken (Boxall and Purcell, 2011).
Job Description
Job Details
Post: Assistant marketing Manager
Department: Marketing Department
Job Summary
 He must be able to plan marketing campaign.
 He must have good communication skill so he can interact with foreign delegates in
order to publish products and services.
 Must able to handle pressure in seasonal time.
 He must have to report to marketing manager on daily basis.
Roles & Responsibilities
 he has to interact with different departments of organisation.
 Travelling with top level personnel.
 Fast communication skill.
 Frequent replies of consumer query.
 Able to working for 14-16 hours in peak season.
3.2 Comparison in selection process of different organisation
Selection is the process which is done after recruitment. This is the process through
which best candidate is selected from recruited crowd. Selection is negative process because this
sort the candidates on different basis such as assessment test, psychological test, group
discussion, etc. At last best candidate out of crowd is selected. In Hotel The Wellesley there is
requirement of assistant marketing manager so they have following selection method-
 At first step, HR manager analyse demand which is required by managers of Hotel The
Wellesley. This analysis is done with departmental head (Carter and Liane Easton, 2011).
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 After analyse for the specified job, job description and persona specification are prepared.
These are the documents which provides knowledge about qualifications which are
required by candidate for the specified position.
 After it advertisement strategies are formulated. There are different platform where
advertisement can be done such as newspaper, social media, employment agencies, job
sites, etc.
 After posting job requirement a such platform, some job applicants applied. At this
managers screen applications on sort out of them by analysing their skills and vacant
designation.
 After sorting, selected candidates are called for interview. In interview, there are some set
of questions related to their skills, qualification, experience, etc. which are required for
specified post and on the basis of it they get selected or rejected (Davis and Adam Cobb,
2010).
Apart from this there are different methods of selecting candidates for job. Hotel Crown
Plaza is good brand image in hospitality industry. This hotel is in contact with colleges and other
educational institutes for selection purpose to get best and fresh talent. Selection process
implemented by HR manager of Hotel Crown Plaza is as under-
 First they went for pre placement presentation. This presentation is held at college
premises. Topics are given according to designation (Pfeffer, 2010).
 After presentation, selected candidates are asked for group decision. Topic of group
discussion are based on current trends happening in society. This step is also done at
college premises.
 After group decision, preliminary interview will be held. This is done at regional office
and taken by assistance manager of Hotel Crown Plaza.
 After selecting from this interview, final interview is taken by managers at head office.
This is the last step to judge candidate's skill (Ernst Kossek, Lewis and Hammer, 2010).
 After getting selected in final interview, offer letter will be mailed to candidate for
joining.
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TASK 4
4.1 Contribution of training and development activities of effective operations
Training is the process to improve skills, knowledge of candidate. This is the way which
helps to learn new techniques and implement it at workplace. Training programme is planned by
HR manager of Hotel The Wellesley so it must be done by proper planning (McWilliams, and
Siegel, 2011). Manager must communicate with employees to know their perception and then
implement best way. This helps to get positive result at working efficiency of employee's at
Hotel The Wellesley. Training and development can be done with the help of job rotation,
transfer, class room training, seminars, etc. Training is essential and crucial for organisation as
well as employees. Its contribution is discussed as under-
Developing talent- With the help of training and development, skills and knowledge of
employees gets improved. Training method helps to develop new talent which is relevant and
significant in current market. Hence talent of workforce can be developed (Glover and et. al.,
2011).
Reduce turnover- When managers of Hotel The Wellesley plan different techniques of
training development, then it reduces labour turnover because employees are satisfied that they
have knowledge about latest technique and working under it. So they are relevant within external
market.
Lifelong learning- training is the way to learn new ideas which are relevant and
according to trend. When employees are ready to learn new techniques, then they are relevant to
market. With the help of training employees are able to learn new ideas and maintain long run at
workplace.
Enhance company reputation- Training and development is not only beneficial for
employees, this improves brand image of organisation also. When manager thinks for improving
skills of employees, then organisational efficiency can be achieved and quality of product and
services improves. Employees feels that they are essential component of organisation and do not
want to leave organisation. Hence there is improvement in brand image of Hotel The Wellesley
among employees as well as consumer (Halbesleben, 2010).
CONCLUSION
From the above discussion it is clear that human resource department plays important
role in maintaining good relations with employees. There are many changes taking place in
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environment, so it is essential for managers to make policies accordingly. This assist in
maintaining long term relations with workforce. When workers are satisfied, they give there best
and operational efficiency can be achieved by hotel. Proper remuneration, good working
environment, planning for training and development for which human resource department
works. In order to maintain decorum within organisation, this department frame many plans and
policies such as entertainment policies, games, etc. Basic remuneration rate, health and security
act, etc. are relevant for employees. With change in these laws HR manager of hotel has to alter
organisational policies so maintain proper working in ethical manner. There is difference in
selection process of employees according to designation at organisation and skills of worker.
Training and development in organisation has to plan by managers of organisation to improve
skills and knowledge of workforce.
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REFERENCES
Books and journals
Allen and et. al., 2011. Adaptive management for a turbulent future. Journal of environmental
management. 92(5). pp.1339-1345.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Carter, C. R. and Liane Easton, P., 2011. Sustainable supply chain management: evolution and
future directions. International journal of physical distribution & logistics management.
41(1). pp.46-62.
Davis, G. F. and Adam Cobb, J., 2010. Chapter 2 Resource dependence theory: Past and future.
In Stanford's organization theory renaissance, 1970–2000 (pp. 21-42). Emerald Group
Publishing Limited.
Ernst Kossek, E., Lewis, S. and Hammer, L. B., 2010. Work—life initiatives and organizational
change: Overcoming mixed messages to move from the margin to the mainstream.
human relations. 63(1). pp.3-19.
Glover and et. al., 2011. Critical success factors for the sustainability of Kaizen event human
resource outcomes: An empirical study. International Journal of Production
Economics. 132(2). pp.197-213.
Halbesleben, J. R., 2010. A meta-analysis of work engagement: Relationships with burnout,
demands, resources, and consequences. Work engagement: A handbook of essential
theory and research. 8. pp.102-117.
McWilliams, A. and Siegel, D. S., 2011. Creating and capturing value: Strategic corporate social
responsibility, resource-based theory, and sustainable competitive advantage. Journal of
Management. 37(5). pp.1480-1495.
Pfeffer, J., 2010. Building sustainable organizations: The human factor. The Academy of
Management Perspectives. 24(1). pp.34-45.
Pierre, J. ed., 2016. Partnerships in urban governance: European and American experiences.
Springer.
Sarkis, J., Gonzalez-Torre, P. and Adenso-Diaz, B., 2010. Stakeholder pressure and the adoption
of environmental practices: The mediating effect of training. Journal of Operations
Management. 28(2). pp.163-176.
Online
The Importance of Training & Development in the Hospitality Industry. 2018. [Online].
Available through: <https://smallbusiness.chron.com/importance-training-development-
hospitality-industry-64312.html>.
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