Strategic Human Resource Management: HR Plan and Legal Analysis

This report presents a strategic human resource management plan designed to improve organizational performance. It begins by determining human resource needs based on the Club's past operations, emphasizing the importance of employee involvement in decision-making. The plan outlines a recruitment strategy focused on hiring skilled employees for the restaurant, utilizing effective interview techniques. Employee selection follows, with HR managers responsible for identifying qualified candidates through resume reviews and interviews. Training programs are developed to enhance staff efficiency and introduce innovative technologies, improving communication skills and reducing conflicts. The report also addresses compensation, advocating for competitive salaries, healthcare benefits, and team bonus plans to motivate employees. Finally, it emphasizes performance appraisal using techniques like 360-degree feedback to measure the effectiveness of training and overall employee performance. The HR memo included addresses regulatory, legal, and ethical concerns, including living vs. minimum wage, maternity cover, the Equality Act 2010, and employee termination policies, ensuring compliance and fostering a fair work environment. This document is available on Desklib, a platform offering a range of study tools and solved assignments for students.

Strategic Human Resource
Management

Contents
HR Plan.................................................................................................................................................3
HR Memo..............................................................................................................................................5
REFERENCES......................................................................................................................................7

HR Plan
1. Determining human resource needs:
The first part of the HR plan is containing of determining the human resource needs
which are very important for the organization. This determination will be based on the
operations of the Club of the over last years. As the new CEO came in the Club there
must be growth in the organization as it has seen that the organization is not performing
well and was very inefficient in working. There will be great and positive impact on the
workforce as new CEO will make them to take participate in the decision- making as
well. This will make them being valued in the organization. As in the given scenario the
economic situation arises that the club is not working well and things they work have not
operated from the many years (Harney and Alkhalaf, 2021). There were no such great
facilities and the complaints were coming for that which causes the economic situation
for the Club. If the new CEO will focus on this economic situation it will help the
company to have the great sales for the next year. By changing in the facilities and
providing the best facilities it will help them to gain the good sales in the coming year.
2. Determining the recruitment strategy:
Recruitment is the best and important strategy that every HR manager must follow in order to
hire the best employees in the organization. By knowing about the how many people to hire
and what skills they have in the hiring process is the great task for the HR manager to do. It is
basically depends on the type of recruitment that help the HR to hire the best person at the
right position (Ringle and et.al., 2020). As the Club has to recruit the employees for the
restaurant than they must see that the people hired must be best and have skills accordingly.
They can use the effective strategy in order to hire the best employee for their hospitality. By
conducting the great interviews with the people will help them to have the right people for the
right vacancy in the hospitality.
3. Selecting the employees:
After receiving the resumes of the different people and by taking the interviews it’s time for
the company to select the best and right person for the job. The HR manager is basically
responsible for taking interviews and selecting and hiring the employees for the hospitality.

They must check the resumes of the people who have applied for the job and conduct the
great interviews with them. Basically, the senior most managers used to take the interviews
by checking the qualifications, background, skills, etc. After this they used to select the best
employees for the company. Once the applied candidate meets the criteria according to the
needs of the company they are selected for the job.
4. Developing Training:
After selecting the right people for the right position they must be provided with the
training so they can perform their best in the organization. The organization must provide
the training to their staff and new recruited staff in order to become successful in the
coming years. As the staffs of the hospitality are not working efficiently the training is
needed in order to make them efficient in their work. As things were not changed from
the many years and the employees were working in the old and traditional ways so they
are required to have training (Butterick and Charlwood, 2021). They must be provided
with the new and innovative technology and make them trained in order to use that
technology. By using the new ad innovative technology this will make them efficient in
their work. By providing them the best training this will help the hospitality in order to
reduce in the conflicts as the staff gets trained in their work. The culture of the company
must be good which helps the employees to do best for the hospitality and encourages
them to do work. They must train their staff in order to have good communication skills
with the customers and makes them attracts towards their restaurant.
Determining compensation:
Compensation refers to the system which the employees get by the company in order to
work in the organization and it may be payable in cash or in kind. As the cited
organization is also having the any employees they must have the good compensation
policy for them which help the employees to stay in the organization. After viewing the
company’s strategic plan and the HRM plan the company must develop the compensation
plan which includes the salaries, health care benefits, bonuses, etc. The organization must
set the team bonus plan for the employees which make them feel motivated in the
organization (Aust, Matthews and Muller-Camen, 2020). They must also pay the best
remuneration and compensation to their employees which make them encouraged in their
work. The cited organization instead of guessing the compensation packages they must

survey and access the benefits for their employees. By providing the best compensation to
the employees it will motivate and encourage them to do best for the hospitality.
5. Appraising the performance:
The last thing that the HR plan must consider is the appraisal of the performance of the
employees. The performance appraisal is the technique which helps the company in order
to measure the performance of the employees. This can be measured by using the various
techniques which are performance review, 360 degree feedback, carer development
review, etc. The 360 degree review will be the best technique that the cited hospitality can
used in order to measure the performance of the employees. As this will make the
manager to know that the training provided is benefited the company or not.
HR Memo
Memorandum
Date: March 30, 2022
To: Assistant secretaries, Board of trustees, Program Managers and Directors.
From: Nikki Nicole David, Human Resource Manager
Subject: Regulatory framework of the hospitality.
Body: The current memo is based on the regulatory, legal and ethical concerns that will
include in the different policy. The different policies are living vs. minimum wage rate,
maternity cover, Equality Act 2010, termination of employees.
Living vs. minimum wage rate: The living wage is the income that makes the every
person to fulfil their basic needs that is food shelter and other necessities. The main aim
of this wage rate is to make the employees satisfied in order to make them have standard
of living (Rattanaparinyanon and Tantasanee, 2019). In order to have good living the
living wages must be higher than the minimum wages.
Maternity Cover: In this act, the legislation is made for the women which helps them to
protect them from the employment at the time of maternity. This act will help the women
to have the full wages during the absence of work and taking care of their child. The

woman who is working for the period of last 80 days within the past 12 months is eligible
for this benefit.
Equality Act 2010: This act was passed during the Brown Ministry whose main purpose
is to consolidate, update and supplement the various prior acts and regulations (Aklilu,
2020). It consists of various other acts as equal pay act, sex discrimination act, disability
discrimination act, etc.
Termination of employees: The employee termination should always be voluntary,
where the employees used to resign from the office. The termination may also be
involuntary where company fire off the employees in order to not perform well. As there
is no proper structure of the termination, the terms and conditions may be varying
according the policies of the company.
The Club house must focus on the Equality Act 2010, as it consist of the various other
acts which will help the clubhouse in order to make the employees feel satisfied in the
work. By paying equally to the employees make them encouraged and motivated in their
work. As the main purpose of this act is to eliminate the discrimination, advance the
equality opportunity for the employees and make the good relation in the organization.
This will help the club house top have the make the employees satisfied and efficient in
their work (Tarannum, 2020). By following this act it will legally protects the employees
and other staff from having the discrimination in their workplace and in the society as
well.

REFERENCES
Books and journals
Aklilu, G., 2020. Business Strategy and HRM Aligning On Organizational Performance.
Evidence from Public Service Organizations of Dire Dawa Administration. Journal of
Resources Development and Management. 62. pp.34-41.
Aust, I., Matthews, B. and Muller-Camen, M., 2020. Common Good HRM: A paradigm shift
in Sustainable HRM?. Human Resource Management Review. 30(3). p.100705.
Butterick, M. and Charlwood, A., 2021. HRM and the COVID‐19 pandemic: How can we
stop making a bad situation worse?. Human Resource Management Journal. 31(4).
pp.847-856.
Harney, B. and Alkhalaf, H., 2021. A quarter‐century review of HRM in small and medium‐
sized enterprises: Capturing what we know, exploring where we need to go. Human
Resource Management. 60(1). pp.5-29.
Rattanaparinyanon, S. and Tantasanee, S., 2019. A proposed HR plan to enhance employee
motivation: a case of MTA state enterprise, Thailand. ABAC ODI Journal Vision.
Action. Outcome. 6(2). p.71.
Ringle, C. M., and et.al., 2020. Partial least squares structural equation modeling in HRM
research. The International Journal of Human Resource Management.31(12).
pp.1617-1643.
Tarannum, T., 2020. Strategic HR Planning: A Strategic Determinant for Improved
Performance.