University of West London: HRM Report on Performance Management

This report provides a comprehensive overview of Human Resource Management (HRM), focusing on key areas crucial for organizational success. It begins by emphasizing the importance of reviewing HRM systems and introduces various learning and development strategies, such as boosting the learning culture, coaching and mentoring, professional training, case studies, and demonstrations, to enhance employee skills and competencies. The report then delves into the Performance Management System (PMS), explaining its purpose, different approaches, and practices, including feedback frequency, technology integration, and rewards, highlighting its role in evaluating and improving employee performance. Finally, it examines employment-related legislation, specifically focusing on UK laws such as the Data Protection Act 2018, Acas Code of Practice, Equity Act 2010, employment contracts rules, and the Employment Rights Act 1996, emphasizing their significance in governing employer-employee relationships and ensuring fair practices. The report underscores the interconnectedness of these elements in creating an effective HRM system that benefits both the organization and its employees.

Running Head: Human Resources Management 0
Human Resource Management
Student’s Name
1/10/2019

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Executive Summary
Human resource management system is the responsible to manage the employees at workplace.
The role of such system is not limited to recruitment of an employee to the organization but the
same is a continuous process. After introduction of said system to an organization, it becomes
responsibility to the manager to review the effectiveness of this system. Various methods are
there for the same. The review is important as the same reflect the loopholes in the current
system and let the manager know about the required changes in the same. Many techniques such
including training and development programmes are there that can improve the performance of
employees. In conjunction with this employment, legislations are the law, which governs the
relationship of an employee and employer. An effective HRM system is that which includes all
these topics and aspects and tries to bring the best positive results for the organization.

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Contents
Introductions....................................................................................................................................2
Learning & development strategies.................................................................................................3
Performance Management System..................................................................................................5
Employment-related legislation.......................................................................................................6
Conclusion.......................................................................................................................................9
Refrences.......................................................................................................................................10

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Introductions
One needs to know that only introduction of the human resource management system to a
workplace is not enough, but a review of the same is also necessary. Until the management of the
company would not be aware of the effectiveness of current human resource management
system, the same will not be able to identify the requirement of training and development
programs. In the presented essay, the focus will be made on different training and development
program that the organization can choose to enhance the skills and competencies of its
workplace. Further, the discussion will also be focused on one of the important terms of human
resource management namely performance management. In the context of this term, the report
will include the meaning, purpose and various approaches. In addition to this, employment
legislation is another significant area to study while reviewing the effectiveness and success of
the human resources management system. In the presented report, the discussion will include the
applicable employment legislation on the organization in order to update the same with legal
frameworks.
Learning & development strategies
In order to enhance the skills and competencies of employees, the organization can choose and
adopt many of the strategies related to learning and training. These methods help employees in
doing their jobs in a better way. Following are some of the most significant training and
development strategies that can prove successful in improving the performance of employees:-
Boosting the learning culture:- Learning is the core of improvement and is very necessary
for personal development (Tess Taylor, 2018). This can prove a very good strategy for

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the organization. This strategy says that employees should be involved in the learning
process from the date of joining. It will push self-improvement. Managers of the
organization are required to ensure that all the employees of the organization not only do
their work but also tries to engage themselves in understanding different working styles
from internal as well as external sources. This strategy not only enhances skills but also
lead innovation and creativity in the organization.
Coaching and mentoring: - This is another good option that the managers of the company
can adopt to enhance the skills of employees. These days, managers of the organizations
are busy and overburdened and therefore they do not pass their skills and knowledge with
employees. However, an organization can ensure the same by way of Coaching and
mentoring. In today’s world employees want proper support and guidance from
managers. By providing a little coaching them, managers can improve their skills and can
reduce the frequency and number of mistakes.
Professional Training: - As the organization is active in the hospitality industry,
managers, and even the employees on lower level need to behave in a professional
manner. This manner can be improved by professional training. This training can be
time-consuming at the first instance but will bring good and economically positive results
in the end. The training develops the knowledge of employees about the critical
information of the organization as well as industry such as the offering and culture of the
organization.
Case Study:- This is a new and one of the significant method to enhance the skills of the
employees. In this method, trainer/manager comes out with some of the cases and let the
employees solve them (Shodhganga.inflibnet.ac.in, 2018). In such a manner, they test the

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ability of employees to solve a particular situation. In the hospitality industry, employees
of the organization mostly need to deal with various guests and face different situations,
which demand a positive and excellent mind to resolve them. Therefore by using this
method of learning, managers can teach the employees the manner in which they should
handle a particular situation.
Demonstration: - This is a very useful technique when it comes to the hospitality
industry. This is a kind of training where employee learn something from the trainer
(mostly from managers) and practice the same on the spot (Negi and Manohar, 2009). It
brings out their mistakes immediately and reduces the efforts in learning as it mainly
focuses on the practical aspect.
Other methods and techniques:- In addition to the above, the other techniques are also
there which the subjective organization can choose. These methods include self-study,
cross training, structured work experience, and other methods (Hayes and Ninemeier,
2009).
Performance Management System
The performance management system is the process to review and evaluate the performance of
the employees for the purpose to determine their wages and other appraisals and also includes
development measures. In the performance management system, skill, competencies, agreed
measures of performance and delivery of results by employees are need to be reviewed. The
concept of the performance management system (hereinafter referred to as PMS) is not new and
exists for many decades. The management of the organization uses this method to check out the
requirement of training, development, and improvement in order to achieve the vision of the
organization (Pulakos, 2009). If PMS would not be there then differentiation among poor, good

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and excellent employees will be hard to determine. PMS is responsible to inform the
management of the organization about the success of the same.
If to talk about the purpose of PMS, this is to state that the sole purpose of this system is to
ensure that all the employees of the organization are performing their prescribed duties in an
effective and appropriate manner. Moving the focus towards practices of PMS, this is to mention
that many of the techniques and approaches are there. A PMS is not just about reviewing the
progress of employees but it also includes their rewards and appraisals that are mentioned
hereunder:-
 Feedback Frequency:- By developing a system that allows the management of the
organization to take immediate feedback of employees, an effective PMS can be
developed.
 Bottom Up:- By establishing the organizational goals, managers can do better in the
sector of performance management. Once when organizational goals will be there,
employees of the organization will be able to set their individual goals.
 Technology role:- In the world full of technology, many of organization uses the same for
performance management. This technique allows the management to analyze the
performance of the employees in a quick and effective manner.
 Get outside input: - This is also an important technique of performance management.
According to this approach, a manager is advised to take the reviews of other people
about an employee.
 Documentation: - According to this technique, the manager is required to document
everything that decides the overall performance of an employee since the date of joining.

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This is helpful to let the manager know about the growth of an employee after becoming
a part of the organization.
 Rewards:- This is one of the important technique of performance management. This
requires the management of an organization to grant the reward or appraisal to those
employees who met the target or performed well
A PMS support the employee performance in the organization as the same let them know about
the goals and expectations of the same. They are aware with the fact that someone is evaluating
their performance, positive reflection in the same can help them to earn more rewards and
incentives, and in this manner, a PMS improves the performance of the employees.
Employment-related legislation
As the name implies itself, employment law is a set of principles and rules that regulate and
govern the behavior of employer and employee in mutual. The existences of such laws are far
significant as in the absence of the same many of the issues can arise in an employment
relationship. Every country has it is own employment laws. Similarly, in the UK, certain
employment laws are applicable to all the countries. If to talk about the subjective organization,
this is to state that UK employment laws will be applicable to the same. Many of the topics are
there which requires the study of employment law. These topics and employment laws are
mentioned hereunder:-
Data Protection Act 2018: - An employer has basic as well as some personal information
of an employee. In such a situation, the same is required to handle all the information in a
safe and secure manner according to the provisions of law. In the UK, the Data Protection
Act 2018 is there to provide the guidelines on this subject. An employer and employee

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have a fiduciary relationship with each other and therefore it becomes the responsibility
of an employer to keep the personal information of employees secure. The subjective act
provides the manner in which an employer must carry and keep the information related to
employees.
Acas Code of Practice on disciplinary procedures - An employer can initiate the
disciplinary action against an employee if the same concern about the conduct, absence,
or work of an employee. This is an important part of the human resource management
process. Being a part of the hospitality industry of UK, the subjective organization needs
to follow the Acas Code of Practice on disciplinary procedures (Julian Yew Penningtons
Solicitors LLP, 2018). The code provides rules and guidance on the topic of disciplinary
by an employer against an employee (Henderson, 2017).
Equity Act 2010: - Equity and diversity are important aspects of every employment
relationship (Townsend and Wilkinson, 2011). The absence of legislation or law on this
subject can lead to many issues and therefore the same is the core of the HRM process. In
the UK, Equity Act 2010 is the lead legislation that governs the issues related to
discrimination in the workplace. The act provides nine characteristics based on which an
employer cannot discriminate between/among the employees.
Employment contracts Rules: - An employment contract is a document, which consists
the terms related to the employment relationship. According to the UK government,
every employer needs to review the requirement provided by the law while developing
the employment contracts. An employment contract consists of rights, duties,
responsibilities, and conditions related to employment (Gov.uk, 2018). These aspects
collectively known as Employment terms can be verbally agreed between employer and

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employee. These terms can be there in an employment contract by the virtue of law and
relevant legislation must be considered while determining these terms. This is to mention
only expressed terms are not the part of employment contract but implied terms are also a
part of such contracts.
Employment Rights Act 1996:- This act applicable throughout the UK and consist the
provisions related to termination and dismissal of the employees. The lead objective of
this legislation is to prevent the cases of unfair dismissal. This act amended and
refurbished some previous labor legislation such as the Employment Protection Act 1975,
the Redundancy Payments Act 1965, Contracts of Employment Act 1963 and the Wages
Act of 1985.
Above-mentioned legislations are UK laws and will be applicable to the hospitality industry too.
There is not much difference between the local and UK laws. They are mostly similar. One of
the differences can be seen in wage rate as voluntary UK Living Wage rate is £9.00 and
current London Living Wage rate is set at £10.55 per hour (London.gov.uk, 2018)
Conclusion
To conclude the above-mentioned discussion, this is to state that employees are an important part
of an organization. The lead purpose of human resource management is to retain the best and
most efficient talent in the organization. In order to do this and to bring out the best possible
results, many of the training and development programmes are there. Further, the performance
management system is another important work to do by the managers as it focuses on the
performance of the employees and evaluate their effectiveness. In the presented report, the
discussion also included the various legislation that will be applicable to the subjective

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organization belongs to the hospitality industry and no major differences are there between local
and UK Law.

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Refrences
Contracts of Employment Act 1963
Data Protection Act 2018
Employment Protection Act 1975
Employment Rights Act 1996
Equity Act 2010
Gov.uk, (2018) Employment contracts. [online] Available from:
https://www.gov.uk/employment-contracts-and-conditions/contract-terms [Accessed on
10/01/2019]
Hayes, D.K. and Ninemeier, J. D. (2009) Human Resources Management in the Hospitality
Industry. USA: John Wiley & Sons.
Henderson, I (2017) Human Resource Management for MBA and Business Masters. London:
Kogan Page Publishers.
Julian Yew Penningtons Solicitors LLP. (2018) Employment Law for Hotels, Pubs and
Restaurants. [online] Available from:
http://www.hotel-industry.co.uk/wp-content/uploads/downloads/2013/07/Employment-Law-for-
Hotels-Pubs-and-Restaurants-2.pdf