Analysis of HRM Issues, Challenges, and Practices in Hospitality

This report provides a comprehensive analysis of Human Resource Management (HRM) issues and challenges within the hospitality industry, using the Hilton Hotel branch in the UK as a case study. The report addresses key problems such as employee retention, adapting to change, managing a diverse workforce, and ensuring employee safety and security. It delves into the strategic learning of these challenges, examines emerging HRM practices, and proposes solutions. The report also includes detailed job descriptions and personal specifications for hiring, explores performance management techniques and appraisal methods, and evaluates prevalent HR policies. The content covers HRM activities, challenges faced, and provides insights into employee relations, performance management, and the impact of modern technology on the work culture within the hospitality sector. It emphasizes the importance of proactive management and strategic policies to address these challenges effectively.

Issues in Human
Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................5
TASK 1. Present a strategic learning of the problems and hurdles with are connected to Human
Resource Management and Examine how Human Resource Management Practices are rising
against the trends.............................................................................................................................5
Human Resource Management...................................................................................................5
Human Resource Management Activities..................................................................................5
Challenges faced by Human Resource Management..................................................................5
Article 1: Retention of Employee...............................................................................................6
Article 2: Adapting to change.....................................................................................................6
Article 3: Working in diversified culture....................................................................................6
Article 4: Safety and security concerns of employees...............................................................7
Solution to the Challenges faced by Human Resource Management.........................................7
Reflection determining the learning on Challenges faced by Human Resource Management...8
Human Resource Management Practices....................................................................................8
Emerging trends of Human Resource Management Practices....................................................9
TASK 2. Prepare a detailed job descriptions, personal specifications, that can working in pursuit
of examining the working capabilities of the individuals when an individual is required to be
hired. .............................................................................................................................................10
Job Description.........................................................................................................................10
Personal Specifications.............................................................................................................11
TASK 3. Examine the performance management along with its techniques and performance
appraisal along with its methods and criteria how can development of people be performed using
appropriate practices......................................................................................................................13
Performance Management........................................................................................................13
Performance Management Practices.........................................................................................13
Development of People through Performance Management Practices.....................................14
Performance Appraisal Methods ..............................................................................................14
TASK 5. Critically evaluate HR policies which are prevalent in an organisation. .....................15

Human Resource Policies.........................................................................................................15
CONCLUSION.............................................................................................................................17
REFERNCES:...............................................................................................................................18
Books and Journals:..................................................................................................................18

INTRODUCTION
Hospitality industry is recognised to serve their customers with a good quality service.
The hospitality industry provides lodging, accommodating, event planning, recreational
activities, transportation of products or individuals from one place to another. Along with this
they also covers in depth link with tourism industry. The report is proceeded on the major issues
and challenges that are faced by the human resource management in the hospitality industry.
Human Resource Management or commonly called HRM is considered to be the practice which
is focused on systematic and strategic method to deal the employees who are existing in the
workplace. This caters the need of effective management which helps an organisation to achieve
competitive benefits over its rivals and maintain a good brand recognition. Human Resource
Management consists of a wide range of functions which are performed in order to meet the
requirements which is pre determined by management team. In hospitality sector where
consumers are served personally, Human Resource Management team plays significant role in
meeting the wants and desires which consumers have (Hauff, S., Guerci, M., Dul, J. and van
Rhee, H., 2021).
With reference to this subject matter, The Hotel Hilton branch of United Kingdom is
considered to explain what problems the human resource team faces in serving their consumers
with hospitality services. The Hotel Hilton is a global brand located in a wide number of
countries. Hotel Hilton Worldwide Holdings Inc. also called as Hilton Hotels Corporations is
originally based in America. It is one of the best organisation in Hospitality Industry which is
catering needs and interests of its visitors appropriately. In this report, focus has been made on
contemporary issues and challenges which is faced by Human Resource team and how employee
relation is being affected. Along with this it is seen that how performance of the employees can
be managed by appraising them and working for the benefit of organisation. The stress
management, grievances solution, surveillance and monitoring employees is also taken into
consideration (Al-Harazneh, Y.M. and Sila, I., 2020)).

MAIN BODY
TASK 1. Present a strategic learning of the problems and hurdles with are
connected to Human Resource Management and Examine how Human
Resource Management Practices are rising against the trends.
Human Resource Management
Human Resource can be seen as systematic, integrated and related approach to
employing people, developing the staff and better management of employees who are working in
an organisation. The HR team works for all those activities which help in improvising the
relationships of employer and employees who are working under a common workplace. It helps
in attaining competitive advantage over its competitors so that sales and revenue are increased.
Human Resource depicts functions of the manager who works in pursuit if making organisation
developed and improved. In ear of modernisation the work of Human Resource Manager has
increased many folds.
Human Resource Management Activities
As the scope of Human Resource team is very wide, it can be seen that there are
numerous activities which human resource manager is required to perform can be seen as
corporate social responsibility, developing organisational culture, recruitment and hiring,
learning and development, managing employee - employer relations and much more. There are
two kinds of HR functions, managerial and operational. Managerial functions can be seen as
planning, organising, staffing, directing and controlling (Raeder, S., 2020). On the other hand,
operational functions can be termed as HR planning, performance appraisal, job evaluation,
managerial development, appraisal, placement, research and development, career planning and
much more.
Challenges faced by Human Resource Management
In every organisation whether big or small, any or the other time there are issues and
challenges which are faced by managers and employees (Zakaria, N., Wei, F., Abdullah, N. and
Yusoff, R., 2021). The hurdles which come mid way of Human resource management can be
seen as:
 Bringing in new talent and retaining them for a longer period of time.

 Adapting to change and making change culture feasible for organisation.
 Working with diversified culture and looking to the needs of every employee.
 Considering safety and security concerns of employees.
Article 1: Retention of Employees
When talent is brought in an organisation after following a detailed process there arises a
need of training and developing them. After a time when they are trained and developed they
become an asset to the organisation and taking this under consideration they are required to be
retained. When rate of employee turnover is high there will be less coordination and productivity
as well as efficiency of organisation will reduce. There are employees who are not satisfied and
face problems in working, this makes them shifty their focus on other companies and leave their
existing workplaces. When employees are not retained, image of organisation diminishes and
cost increases.
https://www.cio.com/article/2868419/how-to-improve-employee-retention.html
Article 2: Adapting to change
With the event of globalisation and modernisation there emerges a need of continued
change and for this purpose it is required to adapt to dynamic changes which is going on. There
are rapidly changing factors in operational process which is hampering every employee as he is
not capable and ready to accept the change. It depends on manager that if he is competent he can
get to know the situations and can start working on same beforehand. This in turn results in
lowering down the working process and reduces the efficiency and productivity of an employees.
When changes are brought, work is increased which makes operation weakened and limits the
growth of company. To adapt to change there is a need such rules and regulations which are
flexible and can be applied to any and every circumstances. The plans which are formed should
be such that it can work in any environment.
https://www.ccl.org/articles/leading-effectively-articles/adaptability-1-idea-3-facts-5-tips/
Article 3: Working in diversified culture
In an organisation there are various kinds of employees who belong to different culture and
regions. In such a place it becomes hard to cater the needs and requirements of every category of
people without bias. Every individual or employee have different perception towards different
situations and it becomes very challenging to tackle them and run business smoothly. When

there is varied culture, competition among the business premises increases which affects the
harmony and integrity of the environment and results in reduction of efficiency and productivity
of employees. This makes growth diminished and disturbance in peace of company. When
manager is supporting a particular group, other group of employees can feel demotivated as they
are not supported irrespective of the situations. Thus to keep everyone happy and satisfied it
becomes challenging for managers which increases cost of maintenance. Thus to reduce
absenteeism and employee turnover ratio managers should take into consideration the Human
Resource strategies and policies.
https://www.researchgate.net/publication/
228892323_Cultural_Diversity_Implications_For_Workplace_Management
Article 4: Safety and security concerns of employees
Due to the legal frameworks, it is mandatory for an organisation to follow safety and
security concerns in respect of employees and their work culture in an organisation. Managers
are required to keep in mind safety and security concerns of employees. Government has framed
several policies looking in view of betterment of work forces. Looking to the health benefits
companies are required to approve medical leaves and provide plans and free amenities so that
they can cater needs of employees health. During recent times of COVID- 19 it was seen that
management has to look towards safety and security needs by implementing and following
guidelines which was made by governing bodies to stop the outbreak of corona virus. Managing
all these policies and legal frameworks increases the operational process as a proper framework
is required to be analysed. This also increases the time spent and cost which will be incurred for
the same.
https://www.realtimenetworks.com/blog/why-is-security-health-and-safety-important-in-the-
workplace
Solution to the Challenges faced by Human Resource Management
The challenges and issues which come in mid way can be resolved by looking and
analysing the problems in a detailed manner. When problems and hurdles are looked over by
taking suggestions and feedbacks from the employees or through surveys and questionnaires, it
results in getting a detailed idea of what is going in organisation (AlZgool, M., Ahmed, U., Shah,
S., Alkadash, T. and AlMaamary, Q., 2021). Further, managers and organisations when comply
with laws and regulations there are reduced chances of issues. Along with this when managers

develop strategies which can easily adapt innovation and changes, it results in reduced
challenges and gaining of effective and productive solutions.
Reflection determining the learning on Challenges faced by Human Resource Management
On the basis of above mentioned articles on the challenges which can be faced by the
employees and management team of Hilton, UK I can say that it is highly required by managers
to be pre planned and managed in order to attain the pre determined goals and objectives of the
organisation. Along with this I analysed that ii is important for HR to manage talent by properly
implementing strategies and policies so that operations are easy. In my opinion, the challenges
which are faced by human resource team affects the globalisation process. As an intern in hotel I
have seen that modern technology which is on and on change is affecting the work culture of
organisation. In an organisation I have seen that role of manager is dynamic and to cope up with
changes he is needed to be flexible rather than being rigid and creating problems in proper
execution. In my view there are many challenges that affect work culture and for that managers
follow appropriate policies and strategies which act as support in better execution .
Human Resource Management Practices
The HR practices are very much diversified and its scope is very broad. It performs day
to day activities and also look forward for meeting the long term goals and targets. They work
for appreciating employees which can motivate them and improvise their performance abilities.
Looking to this some of the practices of Human Resource can be seen as: Staffing: Managers of Human Resource are mainly focused on appointing new and
talented employees who can work for development and growth process. For this they
follow a detailed process of recruitment, interviewing, hiring, selection and much more.
Then after candidate is appointed on the basis of his competencies and what is desired by
job post. Improvisation: The managers are also required to work in view of improvising the
practices and working capabilities of employees so that company can earn more and
development of both employees and organisation can flourish (Martins-Rodrigues, M.C.,
da Rosa, L.A.B., Sousa, M.J., Barberi, L.C. and Godoy, T.P., 2020). When there is
training and development sessions organised for improving the performance, it raises
goodwill also.

 Encouraging Employees: The managers play a vital role in appreciating employees and
increasing the morale of subordinates or employees so that they work with their full
competencies and lead to higher gains to organisation. When employees are motivated
they feel connected and work for attainment of goals and strategies.
Emerging trends of Human Resource Management Practices
The Human Resource Practices is having a wide scope and for that reason it has to
undergo the trends which are existing in society and would be resulting in meeting the
requirements of modern era. These can be seen as: Updated Methods of Recruitment: Apart from the old and outdated methods, managers
are now coming up with new techniques like digital process of selection rather than
calling candidates at the workplace. On the Job training: Instead of giving training for a specified period of time and then
making employees permanent employees, management team is developing policies
which facilitates them in providing training along with providing employment. This
saves time and cost (Rubel, M.R.B., Kee, D.M.H. and Rimi, N.N., 2021). Feedback and Suggestion tools: Now managers develop strategies on the basis of
feedbacks and suggestions which are provided by employees or subordinates. This
facilitates them in knowing each and every minute details of the inner culture of
organisation which they were unable of finding through observations. This also makes
employees feel motivated and respected as they are given importance and considered in
decision making procedure.
 Emphasis on Learning: Unlike past times, managers and organisational culture is
focused on growth of both organisation as well as employees. In previous times
companies were focused on generating revenues ignoring the welfare of employees but
due to emerging trends companies work for growth and development of personal as well
as professional well being of employees.

TASK 2. Prepare a detailed job descriptions, personal specifications, that can
working in pursuit of examining the working capabilities of the
individuals when an individual is required to be hired.
Job Description
Job description is termed as a vital part of the hiring process in an organisation which
gives knowledge of vacancies in job role of the employees in the team. It is prepared by the
management in a written document which tells about the roles and responsibilities which ever is
needed by the job role (Ababneh, O.M.A., 2021). Aim of job description is to present a clear
idea and achieve desired goals and targets which is determined by management team.
Underneath is Job Description for the vacant post of human resource manager:
JOB DESCRIPTION
Organisation The Hilton Hotel
Division Human Resource Management
Report to Head Manager
Job Profile Human Resource Manager
Job Location London, United Kingdom
Job Summary The aim of job is to make business achieve its
pre determined goals and objectives. Being a
manager the candidate is required to possess
qualities which can make subordinates work in
a proper manner. The candidate is required to
have competencies which can make him work
in a team and manage workforce as well.
Roles and Responsibilities The candidate is required to play several roles
and responsibilities which can be seen as:
 Keeping an account of salaries and
wages paid to employees on timely
basis.

 Framing set of goals and targets which
workforce is required to achieve.
 Preparing a framework within which
organisation is required to work as per
the laws and legislations prepared.
 Possessing learning of the legal
frameworks which influence operations
of business.
 Planning of budget and assigning funds
for varied activities.
 Determining performance of employees
and appraising them on that behalf.
 Planning for training and development
measures as and when needed by the
workforce.
Personal Specifications
Personal Specification is considered as a complete description that is made for selected
candidates only. This is demanded by the applicant on terms of his academic qualification and
skills which will be needed to fulfil the job criteria. The person traits of candidate being recruited
is a necessity to be known in order to ease the recruitment process. It is prepared on the basis of
job description prepared previously (Shishiwa, J.K. and Ndyemalila, E.R., 2021).
Personal Specification
Job Title: Human Resource Manager
Division: Human Resource Department
Criteria Important Requirements Extra Competencies
Academic Qualification  Needed to be MBA in
human resource
 Can be MBA and PHD
holder with proficient
language and grammar

management.
 Possess expertise in
language skills and
mathematics.
skills.
Learning Skills  Great learning of rules
and laws made by
governing bodies in
pursuit of sustainability
of people.
 Enhanced Knowledge
of recruitment and
selection procedures.
 Capable of taking
interviews and
evaluating best
candidates for the
required job post.
 Excellent
communication skills,
both written and oral.
 Competencies to
evaluate and handle
conditions that may
arise.
 Competencies to work
multifold by handling
other departments as
well.
 Can create a cordial
and familiar
environment for work
force which can
appraise their
performances.
 Competent to boost
employee morale.
 Marvellous
management skills
which can easily frame
strategies and
implement them.
Required Experience A least of 2 years of
experience in the same job
post.