Human Resource Management Practices at Hotel 41, UK

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Human Resource Management
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Executive Summary
In this report, all the factors related to the Human Resource Management are effectively
underpinned. What are the purpose of HRM, its functions, roles as well as
responsibilities are all accentuated in the below context. Different methods to plan
recruitment and selection process in order to hire the fresh candidates. In short all the
key factors related to the HRM are discriminated through this assignment.
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Table of Contents
Introduction...................................................................................................................... 3
1. Overview of the company.............................................................................................3
2. An explanation on the purpose of the HR function and the key roles and
responsibilities of the HR function....................................................................................3
3. An assessment of the approach to workforce planning, recruitment and selection,
development and training, performance management and reward systems....................4
4. The approach to and effectiveness of employee relation and employee engagement,
and comment on the adoption of flexible organization and flexible working practice and
‘employer of choice’......................................................................................................... 6
5. Analysis of the internal and external factors that affect Human Resource
Management decision-making, including key areas of employment legislation...............8
6. An application of the Human Resource Management practices in a work-related
context............................................................................................................................10
Conclusion..................................................................................................................... 15
References.....................................................................................................................16
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Introduction
Human Resource Management is a crucial strategy that is adopted by the organization
to increase the effectiveness of management system within an organization. HRM is
applied in an organization irrespective to gain the competitive advantages. It is helpful to
increase the efficiency of the employees that would lead to ultimate growth of the
company. Human resource is basically concerned with management of the people that
include customers, investors, employees and suppliers focusing on the systems and
policies of the company. The department of human resource is only responsible to seek
the benefits of the employees, recruitment, selection and overall management of the
organization. Thus, the HR department of organization plays a crucial role irrespective
to its authorities and responsibilities in order to maintain the position of the company
and achieve the primary target. The managers are appointed to seek whether the
objectives and the targets created by the company are achieving in a proper and
smooth manner.
1. Overview of the company
One of the perfectly located hotel in London with all the luxurious traits that anyone ever
dreamed about is the Hotel 41, UK 5 Star Hotel in London. Hotel 41, UK is one of the
best hospitality industries that has received vivid noble award on the basis of its
generous hospitality and services that are really very passionate. Due to high
abundance of reputation that Hotel 41 shares in London has been highly regarded with
several industrial awards some of which includes “Five star winners in the Forbes Travel
Guide”, “TripAdvisor Travellers’ Choice Awards”. However, the list of awards is
countless due to the highly ethical services provided by this 5 Star hotel in London.
2. An explanation on the purpose of the HR function and the key roles and
responsibilities of the HR function
P1 Explain the purpose and function of HRM, applicable to workforce planning
and resourcing an organization (M1)
The main and prior function of the HRM is to hire, motivate and maintain the efficiency
as well as effectiveness in the workforce in an organization (Wilton, 2016). Some of the
specific functions that are performed by the HRM in an organization in order to achieve
the objectives of the company are as follows:
● Organizing
The HR department of an organization are completely responsibly with the activities that
are required to be performed by employees of the company. They organise the entire
task and allocate the same to the employees (John and Björkman, 2015). However,
Hotel 41, UK consult their operational functions from all the seniors in HR department
and then apply then to actions.
● Directing
The crucial work that is performed by HRM is to guide or direct the employees and the
staffs of the organization at different level and make them clear about the roles and
responsibilities that are required them to perform for the welfare of the company. This is
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done in order to maximise the profit margin by reducing the cost of production of the
company.
● Controlling
After organizing and directing the work and task to the employees the final performance
is compared by the assumed one. If the actual performance is not marked in to that
extend then the HR are responsible to control and manage the workforce more
effectively in order to achieve the actual target of the company that are decided.
● Job design and analysis
The HR is also liable to inform all the new candidates about the post they are applying
in an organization (Voegtlin and Greenwood, 2016). This information is consist of all the
details that includes key skills that are required from the company prospectus, job
position, operative task and the duties of the candidates that are to be followed to
achieve the objective of the company.
● Employee welfare and overall maintenance
The role of HR is to look overall functions in abundance and maintain the effectiveness
of the operation in an organization. The function of the HRM in Hotel 41, UK also
includes the welfare related to the facilities and benefits of the staff and employees.
3. An assessment of the approach to workforce planning, recruitment and
selection, development and training, performance management and reward
systems
With respect to the above function there are many other major operational functions as
well which are required to be performed by the HRM and hence are accentuated below:
● Workforce planning
Planning is the primary function in every business organization in order to achieve the
objective and goal of the business. The planning procedure in Hotel 41, UK is decided
by the group meeting that held in between the directors and the superior manager of the
company (Kesti and Syväjärvi, 2015). All the members of the company coordinate all
the activities that can be performed by the employees in order to achieve the ultimate
objective.
● Recruitment and selection
The recruitment and the selection process in Hotel 41, UK is done by the HR
department of the company (Paauwe and Boon, 2018). The HR verifies the skills and
capability of the candidate and compares that with the required positions. The prior
object of this department is to attract the suitable candidate that can help the company
to achieve its main target.
● Development and training
Proper training helps to improve the employability skills in employees. Hotel 41, UK
provides all the training and educational facilities to the fresh candidates so that they
can increase their skill and develop them in a more effective way. However, providing
training is also beneficial to the organization as it also increases the overall productivity
of the company.
● Performance management
As Hotel 41, UK is the industry based on providing services and hospitality to its
customers. The HR is highly responsible to check whether the services that are to be
provided to the potential customers by the employees are pursuing in an adequate
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manner or not (Donate et al., 2016). The duty of HR is to continuous screening the
performance of the workforce and manages them accordingly.
● Reward systems
Reward system includes various ways in which employees and the staffs of the
company get motivated with respects to its business unit. This system includes accurate
salary, pensions, employee’s provident funds scheme, incentives and many other
schemes related to the employees. Hotel 41, UK is very neutral towards its employees
and their wellbeing (Marler and Parry, 2016). Many kinds of reward system are
introduced by Hotel 41, UK that encourages the employees to work with their most
effective manner.
P2 Explain the strengths and weaknesses of different approaches to recruitment
and selection (M2, D1)
The process of recruitment and selection includes various advantages as well as many
advantages that are accentuated below:
Strengths Weaknesses
Proper methods of recruitment and
selection can serve huge benefits to the
company in its overall development.
Through the process f recruitment all the
new and fresh talent having the key skill
with the latest trends gets the
opportunities to show their talent. This
new skills lead to increase the
effectiveness of the company operations
raising the overall economic growth of the
company. Any vacancies that are
generated in a company are filled with the
help of this process. The process allows
retaining the fresh talent and reduces the
burden of employee turnover. The internal
recruitment process can boost the morale
of the employees and motivate them to
work in a more effective ways. Whereas,
in case of the external recruitment all the
fresh ideas can be gained for the
wellbeing of the company.
Sidewise there are many deprivations to
this process if not properly executed. The
HR management should be an
experienced person in order to hire and
select the new candidates that will in
future perform for the wellbeing of the
company. Moreover, the process is very
time consuming as well as costly. Many
major conflicts many arises in the
workplace during the time of recruitment
process. The company Hotel 41, UK is
services based industries that demand
the politeness from the employees at the
time of attending the customers. If the
candidate that has been selected is not
that adequate and well behaved that will
be huge loss to the company recruitment
process.
Table 1: Strengths and weaknesses of different approaches to recruitment and
selection
(Source: Created by Author)
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4. The approach to and effectiveness of employee relation and employee
engagement, and comment on the adoption of flexible organization and flexible
working practice and ‘employer of choice’
The working environment in the Hotel 41, UK is very employee friendly that leads to the
proper effectiveness of the employee’s relations (Findlay et al., 2017). The employees
are highly motivated and enthusiastic with respect to their roles and responsibilities.
● Flexible organization
The operations are very flexible and smooth irrespective to the organization. The
working environment is very ethical and has adopted a fantastic working culture which
motivates the staffs and the employees to work in a most effective manner.
● Flexible working practice
The employees enjoy the proper management system in an organization that includes
the working hour of the company, proper communication system maintained between
employers and employees and many more (Sengupta et al., 2015). Hotel 41, UK also
provides many employees schemes that motive the employees to work in a proper
coordination in order to achieve the main objective of the company.
● Employer of choice
An employer of choice is termed to the employers of the company that provides and
ethical, fantastic and cultural working environment for its employees (Backhaus, 2016).
Hotel 41, UK provides these kinds of environment for its employees irrespective to the
terms that are for the well being and on the favours of the employees.
P3 Explain the benefits of different HRM practices within an organization for both
the employer and employee
From the employer’s perspectives:
● The HR department of the organization is trait to perform all the specific and major
works in order to operate the business unit and achieve the targeted objective.
Moreover, it develops the effective workforce which increases the overall
productivity of the company.
● Not only the operational unit but all the economic activities that takes place and are
required to be performed in an organization is maintained by HR department
(Nankervis et al., 2016). The HR managers look forwards to all the strategies and
methods that can be adopted in order to increase the effectiveness of the overall
productivity of the company. In addition the HR role id to pay attention in the daily
activities of the employees and control the operation unit.
● The main duty of the HR department in an organization is to hire the suitable
candidates that can fulfil the needs of the company in order to achieve the objective
(Bratton and Gold, 2017). After the selection is done, HR is highly responsible to
train the candidates and increase their employability skills.
From the employee’s perspective
● The working environment fluctuates during the time of recruitment and selection
process. The employees enjoy the fresh and new ideas that can be applied to the
operational units of the company in order to expand the business.
● The overloaded work pressure is reducing when the new placement is done. In
addition the health and safety methods increase in the workplaces by introducing
new policies and procedures. Thus, Hr department works to seek the proper well
being of the employees along with the company.
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● HR department are responsible to maintain a healthy working environment for the
employees (Guest, 2017). Any kinds of disputes and deflects between the
employees are sorted by the HR management of the company.
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organizational profit and productivity (D2)
Increasing productivity
As mentioned above all the key traits that are performed by the HR department of the
company, there are many more features of HR management that they perform for the
welfare of the company.
● Employee retention and employer branding is one of the crucial role played by the
HR department of the company
● Leads to the development of leadership which results in the effective productivity
function in an organization.
● Hiring fresh and new skilled candidates leads to upgrade the productivity procedure
with the changing passage of time (Shin and Konrad, 2017).
● HR department are highly responsible to check the overall performance of the
management which leads to the ultimate economic growth of the company.
Raising organisational profit
The main role, objective as well as duty of HR department is to maximise the profit
margin by reducing the overall cost of production. All the above mentioned points that
state the traits of the HR department increase the effectiveness of the productivity which
leads to the ultimate growth of the company and its profit margin. All the strategies that
are planned by the HR department are irrespective to increase the profit of the
company.
M3 Explore different methods used in HRM practices
Different aspects of methods that are adopted by the HRM practices are demonstrated
below:
● HRM role determines several tasks including job analysing, instantaneous
observation, time recording of the employees, workday shooting, maintaining
adequate work standards, the correlation between employee and company,
improving values of work productivity (Shields et al., 2015).
● Analysing the structure and size of the market and demands for the products.
Forecasts the activities of the company branch, screening the evaluation with
respect to the national economics, looking overall company turnovers, analysing
regression methods.
● In addition the recruitment and the selection process that are performed by the HR
includes certain activities that includes selection model, test of general knowledge,
personality test, projects elaborations, verifying studies diploma, practical
examination and so on (Noe et al., 2017).
● Moreover, HRM checks the capability of the employees, organize seminars related
to labour protection, and provides proper description on the job and the vacant
position to the candidates, any specific instruction which is required are provided by
the HRM department of the organization, HR department adopts different
methodologies in the field of activities for t5he employees (Vanhala and Ritala,
2016).
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5. Analysis of the internal and external factors that affect Human Resource
Management decision-making, including key areas of employment legislation
The factors that affect the HRM activities on the basis of internal and external factors
are not static. In order to maximize the retention and recruitment and minimize the
employment issuers, HRM is required to monitor all the internal and external factors that
might affect the functioning of the organization.
● Effect of competition
The high rate of the competition in industry affects the company's ability to recruit skilled
and qualified workers. If the brand and position of the company is stable, the candidates
will find their self by the website or by examining the company profile (Hassan, 2016).
Thus, in case of Hotel 41, UK the company is not required to place any cost on the
advertisement related to vacancies.
● Labour supply and comprehension
The amount of comprehension that is required by organization in order to attract the
supply of labour is derived by labour supply. The HR department of Hotel 41, UK screen
the oversaturated market of the labour supply and do the planning accordingly.
Demonstrating the employability skills the salary scale of the candidate is decided.
● Legislation impacts
All the Hr departments’ activities are influenced by the legislation. The HR department
are required to follow all the obligation and rules irrespective to the laws and regulations
made by the legislature. HR department are responsible to maintain high
confidentialities in the company perspective and safeguard. In addition all the activities
are mandatory to be operated with respect of confines of laws (Ringle et al., 2018).
Thus, HR should be abreast towards legislation as well train the other managers making
them aware of their responsibilities.
● Employees relation and internal policies
Internal policies are the factors that highly affect the HR activity in organization. The role
of HR is to ensure that only the suitable candidates must be selected that can help to
achieve the objective of the organization (Zibarras and Coan, 2015). HR is required to
maintain the union and bonding between the workforce for the smooth functioning of the
business. However, political factors, organizational culture and external influences the
huge amount of complaints and grievances that HR is must to response.
P5 Analyse the importance of employee relations in respect of influencing HRM
decision-making (D3)
Maintaining a healthy and friendly working environment is the key to the success to
every organization. The strong relations and understanding between the employees are
similar to customer satisfaction and high level of productivity. HR department are
generally engaged to resolve the various employees’ issues that arise in between the
employees. Thus, it is mandatory to have a strong relation between the employees that
will even lead to proper decision making in organization.
● HR department are always trusted to make the fair judgement and thus treat all the
employees on an equal basis. However, employee favouritism should be avoided by
the HR management.
● It should always be tried to make the job interesting rather than keeping it in
monotonous manner. HR department examine the capability of the employees and
allocate the works on that basis.
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● The HR department of the company are responsible to maintain the safe working
environment for all the employees. Moreover, all the employees should be allowed
to participate in the decision making process, this will lead to increase the loyalty
among the employees and will also motivate them.
● HR should maintain a proper work allocation system so that no issues related to
excessive workload, insufficient workload, excessive use of authority by any
employee, peer pressure and so on should not be arise.
P6 Identify the key elements of employment legislation and the impact it has upon
HRM decision-making (M4)
Laws, legislation and regulations that includes Equal Pay Act, The National Minimum
Wage Act, The Employee Right Act, The Disability Discrimination Act and Sex
Discrimination Act are some of the mandatory acts that must be compiled by the
organization with perspective of decision making in part of the HR department of the
company. Following the entire act mentioned above Hotel 41, UK considers several
relevant elements irrespective to the employment legislation that includes:
● Opportunity of equal employment
● Affirmative action
● Sexual harassment
● Regulation on work timing
● Remuneration and wages
● Working conditions
● Trade union as well as industrial relationships
● Safety, health and welfare
● Social security
● Special provisions for specific groups and occupations.
The entire above mentioned are the key elements that are mandatory to be maintained
and performed by the HR department of an organization. In order to compliance with the
legislation the company is bound to follow all the mentioned key elements, or else will
be highly penalized under the laws and orders. The foremost measurements that are to
be performed by the management department are to organize a proper safety and
security in the workplace or the HR personnel will be penalized legally. The above
factors and keys elements are highly followed by Hotel 41, UK.
Legislations in addition also regulates payroll remuneration and policies as well as the
benefits that are planned in line with the intrinsic of scheduling time in order to work the
HR decision in more accurate and subtle manner. Thus, when the company follow all
the legislative rules then the decisions of the HR department will be determined on the
basis of equality and fairness. Moreover, the impact of employment legislation are
positive irrespective to the social security as well as provisions depending on the job
nature and situation.
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6. An application of the Human Resource Management practices in a work-related
context
P7 Illustrate the application of HRM practices in a work-related context, using
specific examples
Functions
The HRM in an organization are expected to perform several functions in order to
enable the organization achieve objectives and goals fixed by the organization.
Planning
In order to make effective management of the human resources, speculative planning is
needed to form by a HRM. Such planning helps in the development of skills, knowledge
and abilities needed to perform effectively (Noe et al, 2017). For instance, the
management in Hotel 41 does continuous evaluation of the planning made by the HR
team. Effective planning helps in improving the overall performance.
Analysis of Job and Designing work
Through this process, the HRM team is able to identify the nature of jobs in front of it
and the skills, knowledge and abilities needed to perform effectively. For example,
perfect identification of the duties and responsibilities with employees has enabled the
HR team in Hotel 41 to appoint proper staffs at the perfect places. The department is
also expected to design the structure of job for newly appointed employees.
Selection and Recruitment
The responsibility track of a HRM demands proper selection and engagement of
employees (DeCenzo, Robbins and Verhulst, 2016). The hospitality industry in UK
including Hotel 41 has predominated scheme for effective recruitment. Presence of
such policy enabled the HR team to hire most effective human resources.
Negotiation over compensation
This is supposed to be the most critical responsibility of HR team. They are supposed
to bring in best talents to perform the responsibilities against the most reasonable
prices(Klingner, Llorens and Nalbandian, 2015). For instance, the HRM in Hotel 41
team believes in the implementation of effective compensation package in order to
boost up the performance of employees.
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Candidate 1: Curriculum Vitae
Curriculum Vitae
Jimmy Glide
10, Bursar Road, Heathrow, London
Phone- 020 540 1264
Email- [e-mail]
Summary: Working as trainee HR in an MNC organization. Presently learning about
the detailed process of recruitment. I can work under pressure and am able to meet
the deadline
Qualification: MBA in Human Resource Management
Experience: September 2017 to March 2019
Responsibilities:
● Provide assistance to the HR Manager
● Supervisor of management procedures
● Communicator within the staffs and the authority
Hobbies: Listening music, Playing golf
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