Interglobal: Managing People and Organization Report - HRM Aspects

This report provides a detailed analysis of people management practices within the Interglobal hotel chain. It begins by exploring various recruitment methods, including internal and direct recruitment, web advertising, social media, and recruitment agencies, along with the importance of job descriptions and person specifications. The report then delves into performance management, outlining the process of establishing standards, communicating them, measuring performance, comparing it to standards, discussing results with employees, and implementing necessary actions. It differentiates between training, coaching, mentoring, and counseling, and discusses the elements of a learning organization, including collaborative learning, encouraging innovation, and forward thinking. The report also covers training cycles, psychometric tests, preferred learning styles, assessing time management skills, workplace welfare, health and safety responsibilities, and ways to reduce work-related stress. Finally, it examines change management, discussing reasons for embracing change, common reactions to it, and the change management process itself. The report concludes with a discussion of the benefits of these practices for both employees and the organization.

Managing People and
Organization.
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Table of Contents
INTRODUCTION .........................................................................................................................4
Task 1..............................................................................................................................................4
Recruitment methods and processes used by organisations........................................................4
Extension Activities.....................................................................................................................5
Task 2..............................................................................................................................................6
Process for managing performance.............................................................................................6
Necessity of standards for performance management.................................................................6
Extension Activities.....................................................................................................................6
Task 3..............................................................................................................................................7
Difference between training, coaching, mentoring and counselling...........................................7
Extension Activities.....................................................................................................................8
Task 4 .............................................................................................................................................9
Presentation on learning organization and training cycle. ..........................................................9
Handbook that explains characteristics of effective training courses........................................10
Extension Activities...................................................................................................................10
Task 5 ...........................................................................................................................................11
Preferred learning styles ...........................................................................................................11
Assessing time management skills ...........................................................................................12
Extension Activities...................................................................................................................12
Task 6 ...........................................................................................................................................14
Workplace Welfare....................................................................................................................14
Health and Safety responsibilities ............................................................................................14
Ways to reduce work related stress. .........................................................................................14
Extension Activities...................................................................................................................15
Task 7 ...........................................................................................................................................15
Reasons for embracing change .................................................................................................15
Common reaction to change .....................................................................................................15
Change management process ...................................................................................................16
Extension Activities...................................................................................................................16
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CONCLUSION ...........................................................................................................................16
REFERENCES..............................................................................................................................17
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INTRODUCTION
Managing people is concerned with hiring, developing, and retaining people within
organization. Managing people also involves identifying and solving issues of people within
organisation. This report aims at discussing managing people within Interglobal and will discuss
recruitment, performance management, training and development within organization. Report
later will also discuss learning organization and learning styles of employees so that they can be
effectively developed workplace welfare and lastly organizational change and its communication
with employees will be discussed. Intergobal is international hotel chain and operates its hotel
worldwide. This report will enable understanding about different aspects of people management
within organisation.
Task 1
Recruitment methods and processes used by organisations
There are several methods for recruitment that organisation uses and Interglobal can use
and these methods are-
Internal recruitment- Recruiting from people who are already working in Interglobal is internal
recruitment
Direct recruitment- This involves attracting candidates directly and this is especially useful for
unskilled profiles
Web advertising- This involves advertising on websites through internet
Social media- This is another important method of recruitment in which advertisements are
posted on social media sites (Christensen and et.al., 2017).
Recruitment agencies- This is another important method of recruitment in which recruitment can
be done through external agencies
Job description and person specification
Job description
Company Interglobal
Post Human Resource Manager
Qualification MBA or equivalent qualification
Responsibilities Managing Recruitment, Compensation
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Performance Management,
Person specification
Title of the job Human Resource Manager
Qualification required Essential Desirable
MBA or equivalent
qualification
MBA or equivalent
qualification
Need of Experience 4-5 years 4-5 years
Personal
characteristics &
conduct
Managerial Skills, good
communication skills,
interpersonal skills,
Organizational skills,
Empathetic Skills.
Managerial Skills, good
communication skills,
interpersonal skills,
Organizational skills,
Empathetic Skills.
Roles and
Responsibilities
Recruitment Training and
Development. Compensation
and Payroll.
Management of recruitment,
Training and Development.
Compensation and Payroll.
Guidelines for interviewers
 Writing down a list of questions to be asked in interview
 Reviewing resume of candidates before interview
 Having clear picture of ideal candidate
 Outlining structure for interview (Bergmann and Bristle, 2020).
 Asking behavioural questions
 Watching non-verbal signals
Extension Activities
Difference between direct and indirect discrimination
Direct discrimination is discrimination when individual in organisation is treated
unfavourably because of some protected characteristics.
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Indirect discrimination on the other hand happens when a requirement or a rule that is
neutral and same for everyone but has effect of disadvantage for someone because of any of their
protected characteristics and the effect is unreasonable.
Effect of legislation on the recruitment and selection process
Legislation has a strong effect on recruitment and selection process of the organisation.
Legislations having impact on recruitment and selection includes employment rights act, equal
pay act, equality act and data protection act (Hellman, 2018). While recruitment and selection it
is very important to consider these acts and ensuring that process conform to all rules.
Task 2
Process for managing performance Establish performance standards – This involves determination of goals and standards of
performance of employees Communicate performance standards- This involves communicating with employees
regarding goals and standards they need to achieve through their performance Measure performance- Measuring performance when it is completed or on a timely basis Compare performance to standards- comparing performance standards achieved with
standard performance of employees Discussing with employees- This involves discussing with employees about their
performance and whether it is as per standard or not
 Implementation personnel actions- In case performance is not as per standards
developing and implementing actions to remove deviation (Dwyer, 2017).
Necessity of standards for performance management
It is very important to have performance standards because they are help in taking right and
required actions by employees. They guide actions and decisions of employees and in addition to
this performance standards are necessary because they help in correctly measuring performance
of employees.
Extension Activities
Performance management and the benefits to employees, managers and organisations
Performance management is a practice that ensures that set of organisational activities
meets organizational goals in effective and efficient manner.
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Performance management is beneficial for employees as this helps in identifying training
requirements, and helps to boost morale and engagement with job.
Performance management is beneficial for managers as it helps in selecting right
employees for promotion and also helps in supporting workforce planning in organisation
Performance management is also very beneficial for Interglobal as it helps in boosting
morale of employees and retaining them in organisation and also helps in bringing consistency
within organisation.
Appraisal process
Developing standards- This involves developing standards of performance for employees
Comparison of performance of employees with set standards- This involves comparing
performance of employees with standards that have been previously determined (Smith and
Bititci, 2017). This appraisal takes place on timely basis.
Documentation of measurements and comparisons- This involves documentation of
standards and achieved performance standards of employees. There are different types in which
appraisal can be documented and Appraisal Report is one of the way in which it can be
documented.
Task 3
Difference between training, coaching, mentoring and counselling
Training is concerned with transfer of specific skills and knowledge and is aimed at
providing required knowledge and skills to enable employees to work effectively on their job
role.
Coaching is improving behavioural performance for personal and professional success
and aims at achieving goals and objectives of coachee.
Mentoring is concerned with supporting and guiding personal and professional growth.
Mentoring is aimed at helping mentee in achieving their career goals and can be formally and
informally.
Counselling is concerned with practice that helps in improving performance below
standards and is aimed at managing performance of employee below standards.
Learning cycle
Learning cycle is a concept that describes how people learn. In a learning cycle there are
different steps that an individual passes through while learning (Grant and Green, 2018).
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Different learning cycles have been proposed by different authors and a learning cycle developed
by Kolb involves 4 stages that are concrete experience, reflective observation, abstract
conceptualisation and active experimentation.
Psychometric tests and their use
Psychometric tests are aptitude tests that provide insights into cognitive ability of
individuals and helps in identifying and understanding potential of an individual to succeed in a
career. There are different psychometric tests, some of them are-
Aptitude Tests- This test is used to assess set of skills and depends on type of job. This can be
done through numerical reasoning test verbal reasoning test, logical reasoning test, and error
checking tests.
Skill Tests- Used for employers to evaluate how quickly employees can learn a new skill or
competency to carry out job an candidate is applying for
Personality Test- This is used to evaluate suitability of individuals for a job based on their
behaviour and their approach for work
Extension Activities
Opportunities to develop employees
There are several opportunities through which employees can be developed and these
opportunities are-
Online training sessions and webinars- This a opportunity for developing employees and this
opportunity is created by
Manager coaching and mentorship- This is also an opportunity that is created by organisations
to develop employees. In this managers coach employees in order develop employees (Saha,
2020).
Cross-training- This is an opportunity in which employees work in different areas of the
organization and employees can identify alternative opportunities in organization.
Different scenarios and support that can be given to individuals.
In online training sessions and webinars employees will be provided support by ensuring
they are able to learn from online sessions and training.
Cross-training is also a situation in which support can be provided to employees. In this
employees are required to provide knowledge and understanding of alternative job roles and
concept for alternative job roles.
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Benefits of training, counselling, mentoring and coaching to individuals and organisations
Training
 Training helps employees to gaining knowledge of their job role to work effectively.
 Providing training helps in increasing productivity of the organization
Counselling
 Counselling helps employees in dealing with situations causing reduction in their
performance
 Counselling helps organization in retaining employees and enhancing performance of
organization (Kirilova, 2019).
Mentoring
 This helps and contributes in increasing knowledge and job satisfaction
 Mentoring has a benefit for organization that it helps in developing new leaders
Coaching
 Coaching is beneficial for individuals as it empower individuals and encourage them to
take responsibility
 Coaching is beneficial for organization because it increases employees and staff
engagement.
Task 4
Presentation on learning organization and training cycle.
Key elements of a learning organization.
Learning organization is an organization that provides learning environment at the
workplace among employees, and they strive to expand their skills. This type of organization
culture helps in staying them competitive in the industry (Shin, Picken. and Dess,2017). The
following are the key elements of learning organization:
Collaborative learning culture – The leaders and managers should take the employees
and the system together and should respect the thoughts and ideas of staff by focusing on hotel's
objective.
Encourage innovation – The leaders and manager of inter global should encourage to
evaluate the current situations of the market and should strive to bring something new by
challenging their limitations.
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Forward thinking – The leaders and managers of Inter global should let the employees
do the work and make the mistake and afterwards discuss the same and identify approaches for
not repeating the mistake. For encouraging forward thinking leadership the managers and leaders
can host live webinars, conduct team meetings on regular basis etc.
Elements of training cycle
Training cycle is a systematic approach and a series of steps that boost development and
improvement of the staff. The elements of training cycle are:
 Need assessment – The need of the training should be assessed properly in the sense that
the areas where employees are weak and need to improve.
 Developing objective – The next thing is to develop objective of the training program.
 Designing training material – various theories and philosophies and other training
material must be prepared (Babu. and et.al., 2017).
 Implement training – After preparing for the materials required in training
implementation must be the focus.
 Evaluate training – After taking the training evaluation of the training given must be
done to know the effectiveness of the training.
Handbook that explains characteristics of effective training courses.
Characteristics of effective training courses
The following are the characteristics of effective training courses:
 It should be need based and not for the fun.
 It should be in a sync with the company values and aims.
 It should be personalized and as per the job requirement of the individual.
 It should also be for the future development of the individual and should be adaptable.
Extension Activities
Purpose of training need analysis
The purpose of a training need analysis are:
 Optimum utilization of human resource and other resources of the hotel.
 Helps to decide what training to be given to which individual.
 It increases the return on investment for the hotel.
Three different training methods
The three training methods are :
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Technology based training – To ensure that the hotel staff knows how to use the tech
tools of the hotel as it is very important because wrong usage costs the hotel. Live training using
various software must be provided, showing them the steps to use the tech equipments.
Advantage – Improved efficiency of working, cost reduction.
Disadvantage – Technology meltdown may occur, lack of human connect.
Shadowing – Another training method is shadowing in which the new staff is put under
the experience staff or superior (Buzzeo. and Cifci, 2017). If the individual is little experienced
then less time is kept under shadowing and vice versa when the staff is fresher.
Advantage – Less time-consuming, better relations.
Disadvantage – Lack of comfort and motivation.
Manager coaching – In manager coaching managers act as a coach as the subordinates
are put under the manager. The staff looks and observes the working of the manager and
understand the flow of work.
Advantage – The ways of working can be acquired, less costly.
Disadvantage – The manager may always be good at training, fear may put pressure of the staff.
Learning objective for a work related training course
The learning objective for a training course for receptionists in order to improve their
interaction with hotel guests are the following:
 The receptionist should be able to attend guest with greetings and with a very
professional body language.
 They should be able to keep all the update on about the guests check-in and check-out.
 The communication skills of the receptionist must be enhanced.
Task 5
Preferred learning styles
The learning style that I prefer more are visual and kinesthetic learning. Visual learning
style is that which uses images, graphics, maps and colours. And in kinesthetic learning style
learning is don properly when the person is hands on, over the work and tasks. I learn efficiently
when I see charts, arrows, flowcharts as I can process the information more accurately and
effectively (Doersch. and Zisserman, 2017). After gaining from the visual learning style I prefer
to work on the practical situation by which all my senses engage in the learning process under
the supervisor and instruction by the superior.
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Assessing time management skills
Time management is the most important skill it needs to be assessed. For proper
assessment of my time management skills I first set the goal which I have to achieve and
accordingly plan for the same. The urgency and importance of the work and task will be clear.
Prioritizing the work also helps in assessing time management. For effectiveness of the work and
managing time I will prioritize my work. For assessing time management skills multitasking is
done by me. By doing multitasking I will be able to find out the areas in which I am efficient and
in which areas I am not able to manage the time.
Extension Activities
Setting SMART goals
 Personal goals – My personal goals is to increase my communication and grievance
handling skills by handling 15% more grievance and enquiries within a period of 3
months. The performance will be measured through counting the number of enquiries
and grievances taken and worked upon.
 Work related goals – SMART work related goals is to increase the positive work culture
from 70% to 85% within a period of 8 months. The performance will be measured
through feedback by the employees and the survey will be done in every 2 months.
Techniques to prioritize the workload.
 To prioritize the workload I make a to do list of all the task which I have to undertake.
 I review my workload frequently and also I identify the work which are urgently done
and are also important.
 I also set the deadlines for the work which is important and urgent in nature and also try
to become adaptable and flexible.
Devising solutions for handling non-productive time-wasting activities.
 The best way to eliminate non-productive activities is to frequently communicate.
 Avoid doing meetings on a frequent basis as it waste a lot of time. Conduct meetings if it
is required for doing the specific job.
 Engage the staff in process improvement projects.
 Creating schedule for the goals which are to be achieved and striving to reach there.
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Describing behaviours of different people in the hotel.
Confident people
 Confident people stick to their words, and they look into the eyes whenever they speak.
 They dress neat and tidy, and they are also aware of their posture.
 They are optimistic and have a positive attitude towards everything.
 They also celebrate the victory and achievement of others.
People who are lacking confidence
 These people do not take initiative and avoid doing work.
 They blame others for their mistakes.
 They do negative self-talk and always compare them to others.
Over confident people.
 These people are egoistic and they are loud and noisy.
 They force their point on others and are never satisfies in their life.
 They make fun of others.
Goal setting process and difference between long term and short term goals.
 The goal setting process starts with the results that the hotel or the team wants to achieve.
The list of the goals should not be too long or too short.
 The second step is creating goals which are smart which means specific, measurable,
attainable, realistic and time-bound.
 The third step is writing down the goals so that it becomes more realistic.
 The fourth step in goal setting is creating an action plan and for creating the action plan it
is important to be creative (Lenzen. and et.al., 2017).
 The next thing to do is to create a timeline so that the roles, milestones and deadlines can
be remembered to achieve the goals. It creates a sense of urgency and also motivates to
achieve the goal.
 Taking action is the sixth step of goal setting process. It is the main step as
implementation is done in this stage.
 The last step is to re-evaluate the progress of the work or task done and make
improvements wherever needed.
Difference between long term and short term goals are:
Basis Long term goal Short term goal
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Timeline 3 years to 20 years 1 month to less than 1 year
Flexibility More flexible Less flexible
Task 6
Workplace Welfare
Workplace welfare means that creating a workplace which gives benefits and advantage
to the employees. There are certain activities which are undertaken for the well-being of the staff
and provides them certain amount of comfort. These are the efforts by the hotel to make the lives
of workers worth staying and working over there (Squeglia, 2018). Creating a culture where the
workforce is engaged, happy and strives to improve their performance.
Health and Safety responsibilities
On the part of employers
 Proper maintainable of risky machines and equipments.
 Providing training to the staff for handling hotel equipments which are complex
On the part of employees
 They should ensure to work safety and make sure they do not cause injury to themselves.
 They should follow the instructions which are being provided to them by their
employers.
Ways to reduce work related stress.
Inter global can take various steps to reduce the workplace stress such as :
 The hotel management should appreciate their staff when they perform well.
 They should train their staff not to take anything personally when the guest complaints.
 They should try to schedule the task and do not postpone the work for other days (Crum,
Jamieson. and Akinola,2020).
 The management of the Interglobal should make the staff aware about the activities
which are time wasters and providing them ways of coping with it.
Extension Activities
Health and safety management procedures
5 step of health and safety management procedures are as follows:
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 The first step is to demonstrate the hotel's commitment to workplace safety.
 The second step is assessment of risk and hazard at the workplace and undertaking
planning for the same.
 Developing the written protocol for the workers of the hotel is the third step.
 The next step is to train and educate the workers and staff.
 The last step is to implement and evaluate.
Task 7
Reasons for embracing change
Change is constant and Interglobal should embrace changes into their organization as it leads to
various advantage. Reasons for embracing change are:
By embracing change, the staff and workers learn new things which helps them to
undertake different tasks.
Embracing change can give the organization a competitive advantage over other
competitors as they are the first one to take the mover advantage. It also allows the staff to
become proactive.
It helps the workers and staff in overcoming their limits and striving to improve their
performance.
Common reaction to change
The following are the most common reaction to change:
 The staff and workers initially feel uneasy and awkward to change, and they resist.
 They have a fear if they will be able to implement the change and will be able to
undertake the task after the changes. Due to this they face fear of their job security.
 The workers and staff sometimes doubt the vision and idea about the change.
Change management process
 The first step is to identify the problem or the issue then the efforts should be made to
research about the problem by the management of Interglobal.
 The second step is communicating with the people who have to change and the people
who will be affected from the change (Rosenbaum, More. and Steane, 2018).
 The third step is to provide training so ensure smooth introduction of change.
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 The last step is to track the success and extent to which the change has been undertaken.
This can be done by getting the feedback.
Extension Activities
Personal reaction to change.
My personal reaction to change will be firstly I will try to understand the reason behind
embracing the change. Then I will figure out if there is any training required for undertaking the
change. I would also talk to my superior to overcome the fear. I will strive to implement the
change by giving best of my efforts.
CONCLUSION
It can be concluded that the understanding the key elements of recruitment and selection
process needs to be developed. Determining the ways in which Interglobal hotel carry out
performance management. Also, various techniques are identified by which the hotel develop
their people. Employee training of the Interglobal hotel is effective is ensured. Own personal
effectiveness was also reviewed. Various steps were identified which were taken by organization
to ensure workplace welfare. Lastly the reasons and the common reactions to change were
determined.
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