Human Resource Management Issues, Challenges, and Performance Analysis

This report examines various issues in Human Resource Management (HRM), focusing on challenges faced by organizations, with The Swan Hotel as a case study. It explores emerging HRM issues such as redundant manpower, diversified workforce, quality management, trade unions, and stress management. The report also delves into challenges like recruiting and retaining staff, training, and ensuring health and safety. Furthermore, it provides insights into job descriptions, person specifications, and performance appraisal methods, specifically for a marketing manager role, including Management by Objectives (MBO) and Behaviorally Anchored Rating Scales (BARS). The report highlights the importance of effective HRM practices in addressing these challenges and ensuring employee performance.

ISSUES IN HUMAN
RESOURCE MANAGEMENT

Table of Contents
ISSUES IN HUMAN RESOURCE MANAGEMENT...................................................................1
INTRODUCTION...........................................................................................................................1
TASK...............................................................................................................................................1
1 (a). Emerging issues in Human Resource Management......................................................1
1 (b). Challenges that are faced in organisation.....................................................................2
2 (a & b). Job description, person specification and performance appraisal methods to
evaluate performance of marketing manager in organisation................................................4
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
In every kind of organisation, employer’s responsibility is that adequate workforce is
available in firm. This will help them to carry out business operations in proper manner.
Thereby, deliver appropriate products and services to people. Recruitment, staffing,
compensating, performance appraisal, training and development are various tasks which are
performed by them in order to make system function in an effective manner (Bratton and Gold,
2017). They even require to build positive relationship with staff members to acknowledge issues
and problems faced by them. Present report is based on The Swan Hotel, which is popular in
United Kingdom; as they deliver attractive and effective services to people. Human Resource
Management (HRM) of firm requires to utilise resources and make system function in
accordance to customer's requirement. They require to work with diverse background manpower
and keep them coordinated with firm. Thus, various difficulties and challenges are faced by them
in order to conduct appropriate activities in given organisation.
TASK
1 (a). Emerging issues in Human Resource Management
Employer works in dynamic environment and with diverse people. So, various
difficulties are faced to utilise resources such as funds, resources and manpower in adequate
manner. Various problems which are anticipated by management are as follows:
Redundant manpower: As market conditions of country never remain same.
Globalisation, privatisation and liberalisation are various components which impact on economy
and its state. So, it is necessary that administration make changes in system and its structure to
make it function in proper manner (Brewster and Hegewisch, 2017). As in The Swan Hotel,
employer requires to make alterations in organisation and employ skilled people; so that they are
able to utilise capital in an appropriate way. For this, various positions are removed in order to
remove surplus workforce from firm. Thus, this helps them to cut unnecessary cost and deliver
services at reasonable rates.
Diversified workforce: With emergence of globalisation, all companies face various
problems in dealing with distinctive background people and making them function in satisfactory
manner. In every firm, individuals vary with each other in terms of age, personality and work
culture. So, employer faces problems to make employees function which have different values,
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assumptions, attitude and prejudice. It is necessary that they construct relationship with members
to make them perform in team and lower down labour turnover and absenteeism. Companies
operating business globally have to manage and regulate diversified workforce and organise
them in a suitable way; through which management deliver offerings as per needs and wants of
consumers.
Quality management: As there are technological advancements, so it is necessary that
administration make appropriate transformations in tools. This helps company to utilise funds
and resources in an efficient manner. Besides this, as superior set up branches in number of
countries to enlarge their business and increase customer base (Stone and Deadrick, 2015). So,
management require to deliver products and services as per demands of consumer. They even
require to make appropriate innovation in items and provide after sales service to people. This
benefits enterprise to compete with rival firms and sustain clients for longer period by providing
them quality products and at competitive rates.
Trade unions: In organisation, these are the members who take care that employees get
fair and appropriate compensation in respect to their efforts. Management should provide
positive working environment and distribute duties according to skills and knowledge of
candidate. They should not discriminate workforce on basis of caste, religion, age and their
background. So, employees discuss problems and issues faced by them with trade union.
Thereby, these people communicate with employer and identify appropriate solution for same.
Since, trade union focuses on labour and their rights; so multinational corporations are not
affected by this issue.
Stress management: Employees performance is influence by their mental ability and
physical health. So, HRM require to conduct various programmes and seminars to keep them
dedicated and motivated towards their job. They even should build healthy relationship with
employees to anticipate issues and conflicts faced by them. Thereby, provide adequate solutions
to make them perform activities effectively.
1 (b). Challenges that are faced in organisation
According to Jabbour and de Sousa Jabbour (2016), HRM is beneficial for organisation;
taking care that there are skilled manpower and activities are being conducted in adequate way.
But, carrying out these duties and responsibilities is not simple. The following are various
challenges which are faced by them in making system function effectively:
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Recruiting new staff: It is essential for firm to enhance workforce and add new
competent according to company's operations. So, employer faces difficulty to select the best
individuals and provide them duties consistent with their abilities. Besides this, they even have to
make candidate acknowledge culture and environment of firm. In The Swan Hotel, employer
requires to conduct recruitment process for marketing manager. For this, internal or external
approach is to be used in according to system. Thereby, management require to choose candidate
which suits for post and have capabilities in order to make organisation function effectively.
Retention: As indicated by Goddard (2017), HRM require to offer adequate conditions
and compensation to employees, in order to sustain competent people for longer period. The
Swan Hotel provides adequate facilities and employees get pay on basis of their performance.
So, this helps them to utilise skilled workforce and deliver appropriate service to customers. As,
recruitment process is time consuming and include large amount of funds. So, it is necessary that
superior keep workers dedicated and motivated towards work. Part time, work at home and
temporary contract are people which are difficult for management to make them function in an
adequate manner.
Training: At The Swan Hotel, executive make alterations in system, updating tools and
techniques to deliver products and services as per needs and wants of consumer. So, management
require to conduct sessions to enhance skills and abilities of employees. This helps them in
making workforce function effectively. Besides this, new candidates need to learn things;
through which they are able to perform tasks in proper manner, it signified by Albrecht and et.
al. (2015).
Health and safety: Employer requires to have connection with staff members, in order to
anticipate that they get positive working environment in firm. In The Swan Hotel, members get
healthy and safe conditions in organisation. As, if employees don't feel protected then they will
leave job. This will impact on market image and goodwill of company. They should provide
adequate guidance and instruction to employees in respect to techniques that is used by them. So,
they will be able to carry out activities in proper manner. Besides this, administration should
provide health insurance and other facilities to eliminate risk. This benefit company to retain
competent people for longer period.
Henceforth, it can be comprehended that HR department faces various issues and
challenges in making system function effectively. As, companies are operating business globally;
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so it is necessary that they establish relationship with employees, so that they are able to make
diversified people work in proper manner. Besides this, employer needs to anticipate conflicts
and issues that members are facing. Thereby, provide them adequate solution to retain them for
longer period (Baum, 2015). Companies require to update tools and techniques, so that they
deliver quality products and services as per demands of people. Thus, HRM require to conduct
training sessions and seminars to enhance skills and abilities of employees. This benefit
management to make subordinates perform tasks and complete targets within specified time
frame.
2 (a & b). Job description, person specification and performance appraisal methods to evaluate
performance of marketing manager in organisation
HRM require to have adequate number and skilled employees available in organisation.
So, they have to conduct activities such as recruitment, selection, staffing, training and
development in order to make employees perform tasks in adequate manner. For this, employer
conducts job analysis to examine about positions which are remaining vacant (Head and Alford,
2015). Thereby, use internal and external sources to attract individual and make them apply in
firm. So, job description is tool which is framed by management to convey adequate information
i.e. title, summary, working conditions, duties, machines to be used and hazards.
In The Swan Hotel, employer requires to conduct activity to recruit marketing manager
in firm. This is description of job which is formed by them to inform people about position and
characteristics required to be present in individual.
JOB DESCRIPTION FOR MARKETING MANAGER
Job description: The task is to ensure that marketing activities lead to managed and operated
properly with effective analysis of demand and supply chain. Along with this, capable to handle
all social media related activities and operations in order to gain and support better results.
Key roles and responsibilities:
 Able to manage social media platforms
 Enable to estimate demand and supply process
 Manage marketing activities properly
Job type: Permanent
Job location: Park lane, United Kingdom
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Salary: 24000 Euros/ Per annum
Besides this, HRM should also communicate information about person specification
which is stated beneath:
PERSONAL SPECIFICATION
Experience Necessary Demanding
Marketing professional 2 years Minimum of 4 Year
Skills Necessary Demanding
Handle to manage social
media accounts
Proficient in marketing
activities
A+ Grade
Qualifications Necessary Demanding
 Masters in marketing
manager
 PH.D in marketing
Basic knowledge to deal with
various marketing sections
properly
A Grade
Personal skills Necessary Demanding
Proficiency in communication
and interpersonal skills along
with knowledge of content
writing
Possess basic understanding
on management.
English (UK)
Reporting Time: 10:00 am - 18:00 pm
Employer should distribute duties among workforce according to their skills and
knowledge. They even should frame benchmarks and standards for each activity. Thereby, they
require to evaluate staff member’s work; in order to acknowledge whether they are carrying out
tasks in an effective manner and attain targets within specified time frame. This helps them to
identify areas in which employees are lacking (Popescu, Comănescu and Sabie, 2016). For this,
training programs and sessions are the best device through which management is able to enhance
skills and abilities of workforce; and make them function in adequate manner.
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HRM can use these methods in organisation for examining performance of employees
and acknowledge their skills and abilities, so that firm deliver adequate products and services to
people are as stated beneath:
Management by objectives (MBO): This concept was given by Drucker which specifies
that administration should involve subordinates in activities which are conducted to formulate
goals and objectives for firm. Through this, appropriate decisions and selection are made by
executive. So, staff members will feel connected with organisation and perform tasks in proper
manner. Superior uses this tool to guide and instruct employees about targets which they require
to accomplish. Thereby, they can examine workers performance, whether outcomes are
according to standards or not. If appropriate results are not achieved then changes are to be made
in system and strategies accordingly. The Swan Hotel marketing manager objective is to frame
effective message to advertise people about their services and facilities. So, management
evaluate whether promotional tools are appropriate to target and attract people.
Behaviourally Anchored Rating Scales (BARS): This tool describes several behaviour
stages in reference to employees performance in organisation (Shen and Benson, 2016). HRM
identify critical incidents, setting attributes for member's work, giving points and joining these
elements together to ascertain performance of workforce. The Swan Hotel uses BARS tool in
order to evaluate employees work and make them offer efficient services to clients. This is
effective device through which management is able to examine information about results of
members.
Confidential method: This tool is used by government firms, where employee
performance is evaluated by their superior. So, on basis of their outcomes they are transferred
and promoted accordingly. Management frame report which specifies information about
strength, weakness, attendance and character.
Cost accounting method: This device which specifies that employee’s performance is
examined on basis of salary which they get in return for efforts put by them. So, management is
able to ascertain expenses to sustain workers for longer period of time (Stone and et.al., 2015). In
The Swan Hotel, employer uses this tool to acknowledge subordinates workability in terms of
their compensation. This helps management to use resources in proper manner and deliver
adequate products and services to customers.
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360- Degree appraisal: This device was evolved by General Electric Company, through
which employer ascertain employees working execution. Through this management get
information that if outcomes are not according to customer's demands. Then training sessions are
to be conducted to improve capabilities of members and make them perform activities in
effective manner. In The Swan Hotel, HR takes feedback from superiors, colleagues and clients
about performance of employee. This helps management to acknowledge qualities and
characteristics of members; through which they are able to handle customers and sustain them
for longer period.
Forced choice method: It is tool which specifies that management provide information to
employees about duties that are to be performed by them (Bennett and et.al., 2015). They should
communicate adequate guidance and instruction to workforce, so that they complete tasks within
specified time frame. Besides this, this may even effect on functions of workers.
Therefore, it can be comprehended that HRM require to conduct activity to acknowledge
that competent and skilled workforce is available. If there are positions which are vacant then
recruitment is undertaken by them. The Swan Hotel administration evaluates performance of
employees in order to ascertain need of training programs and sessions; to enhance skills and
abilities of subordinates. This help firm to deliver adequate products and services to customer in
according to their needs and wants.
The Swan Hotel employer wants to carry out activities to recruit marketing manager. For
this, job description is made which specifies information about duties and responsibilities which
are to be performed. Besides this, person specification is also described which states
qualification, experience and abilities that candidate require to consists for post. At last, HRM
require to use performance appraisal methods in order to anticipate functionality of employees.
Thereby, execute sessions and seminars to enhance skills and knowledge of employees; and
make them perform activities in effective manner. Through this executive ascertain information
about outcomes that are generated by workforce and service offered by them to customers. This
help company to accomplish goals and objectives on time and enhance market image and
goodwill.
CONCLUSION
From the above report, it can be comprehended that HRM require to have healthy
relationship with staff members. They require to have competent and skilled workforce available
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in organisation, through which they deliver adequate products and services to people. As,
manager has expanded business and setup outlets in different nations. So, they will have
diversified manpower which belongs to different culture and region. Consequently, employer
faces problem and difficulty in handling them and keeping them coordinated with each other.
Besides this, they even require to transfer, promote and demote employees according to market
conditions. This will impact on operations of organisation. Moreover, employer can carry out
performance appraisal methods in order to evaluate workers’ capabilities. Thereby, conduct
adequate training programs and sessions to enhance skills and knowledge of workforce. This
benefits organisation to utilise resources i.e. material, manpower and funds in an appropriate
manner.
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REFERENCES
Books and Journals:
Albrecht, S. L. and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Baum, T., 2015. Human resources in tourism: Still waiting for change?–A 2015 reprise. Tourism
Management. 50. pp.204-212.
Bennett, E. M. and et.al., 2015. Linking biodiversity, ecosystem services, and human well-being:
three challenges for designing research for sustainability. Current Opinion in
Environmental Sustainability. 14. pp.76-85.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Goddard, M. M. B., 2017. The Unseen City: Anthropological Perspectives on Port Moresby,
Papua New Guinea. Canberra, ACT: Pandanus Books.
Head, B. W. and Alford, J., 2015. Wicked problems: Implications for public policy and
management. Administration & Society. 47(6). pp.711-739.
Jabbour, C. J. C. and de Sousa Jabbour, A. B. L., 2016. Green human resource management and
green supply chain management: Linking two emerging agendas. Journal of Cleaner
Production. 112. pp.1824-1833.
Popescu, G. H., Comănescu, M. and Sabie, O. M., 2016. The role of human capital in the
knowledge-networked economy. Psychosociological Issues in Human Resource
Management. 4(1). pp.168-174.
Shen, J. and Benson, J., 2016. When CSR is a social norm: How socially responsible human
resource management affects employee work behavior. Journal of Management. 42(6).
pp.1723-1746.
Stone, D. L. and Deadrick, D. L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-
145.
Stone, D. L. and et.al., 2015. The influence of technology on the future of human resource
management. Human Resource Management Review. 25(2). pp.216-231.
Online
Management by Objectives. 2017. [Online]. Available through: <https://iedunote.com/definition-
management-by-objectives-mbo>.
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