Sykes Holiday Cottages: HRM Practices, Motivation, and Trust Report

This report provides a comprehensive analysis of the Human Resource Management (HRM) practices at Sykes Holiday Cottages, a leading UK holiday cottage rental agency. It explores various aspects of HRM, including workforce planning, reward systems, and employee motivation. The report delves into motivational theories such as Maslow's hierarchy and McGregor's theories, examining the issues of motivation and strategies to build employee trust. It also covers relevant legislation like the Health and Safety Act, Workplace Relations Act, and Minimum Wage Act. Furthermore, the report includes a curriculum vitae and a job advertisement, offering practical examples related to HRM. The analysis provides valuable insights into how Sykes Holiday Cottages manages its employees, fostering a positive and productive work environment. It highlights the importance of effective HRM for organizational success, employee satisfaction, and compliance with legal requirements.

Sykes Holiday Cottages
It’s one of the UK's leading independent holiday cottage rental agencies with over 25 years'
experience in the business.
It offer over 14,500 holiday homes throughout the UK and Ireland - from cosy cottages for
two, to larger properties sleeping 20 or more. Whether you're after some peace and quiet in
the countryside or a relaxing hot tub weekend away, there's something for everyone.
The business aim is to become the number one provider of UK breaks, by delivering the best
choice of holiday homes and unrivalled service to customers and property owners alike.
History and background
The business was established in 2015 under the leadership of CEO Graham Donoghue. Over
the past three years, it has successfully integrated nine regional businesses into the Sykes
Family, retaining existing brands to offer a local service-led position backed by Sykes'
technology. These sister brands include Cornish Cottage Holidays, Helpful Holidays, Lakes
Cottage Holidays, Manor Cottages, Hideaways, Dream Cottages, Coast & Country Cottages,
and Menai Holidays.
Although the business has grown significantly, the commitment to giving both customers and
property owners a great experience remains unchanged. Quality accommodation and
exceptional customer service brings customers back time.
Over the years, the business has grown from the kitchen table to become an award-winning
business. We're the winner of the British Travel Award for Best UK Holiday Cottage
Booking Company for the past six years in a row.
Structure and branches
The head office is based in Chester city centre, with regional offices in the Lake District,
Devon, Cornwall, Dorset and the Cotswolds.
The company is composed of over 500 employees Who work together a team ,with the
motivation to:
· achieve together
· communicate honestly
· grow and learn
· earn trust
· drive innovation and change
Benefits of HR Practice
It is very important for an organisation to maintain a good work practice because it ensures
organisation progression and faction.

Human Resources department has numerous tasks with important very role in the
organisation, consequently it role vary according to the task it applies to. They can be soft
and hard HR practice that can be used in an organisation (Armstrong and Taylor, 2020). The
approach that has been used can be both beneficial or alternatively mot to employer
unemployed in the company.
The best practice approach is to:
· Select an carefully identify individuals with potential to effectively make a change
and give contribution in the company, this will provide the business with the right
man force and improve production and strategy.
· Provide training to the employees this practice not only it increases the company
competitive development , but also strengthens employees experience and practice to
a equal level, allowing the business to flow in unanimity.
· Design a working environment that ensure flexibility, commitment an motivation,
including steps that enable employees to have responsibilities and autonomy to fully
work in their creativity, experience and skills.
· Communicate with others to ensure job satisfaction in the company and keep the
employees fully inform of practice changes (Berman and et.al., 2019).
By using the right approach the company can benefits good performance in a short amount of
time, increase the quality of product and therefore set brand awareness and production
standard to measure with other companies and lastly gain staff loyalty to invest their skill In
the company development and success.
In the other hand the workers will have work stability and therefore remain settled at work,
fell useful and appreciated hence encourage to do and give more. More to that they can gain
more skills and experiences that will strengthen their values and workforce.
Purpose of HRM and key roles of the HRM faction
It is the purpose of human resources management to improve the productive Contribution of
people to the organisation in ways that are strategically, ethically and socially responsible
This involves:
· Manpower: denotes physically abilities And capacities of employees, commodity
wages based on demand and supply.
· Personnel: person employed in service employees as a all.
· Human resources: denote resources of all the people who contributed their service to
the attainment or organisational goals (Boella and Goss-Turner, 2019).
Concept of workforce planning
Workforce planning is a process used to intricate organisation needs and priorities with
those of its employees with the purpose to ensure environmental stability and mission
awareness. The Human resources Management role is to look at the gaps and fill them
with what is required for business progression by taking some basic steps:
1. Understand your current and future business goals
2. Identify the capacity and capabilities of you current workforce to meet company
goals
3. Forecast the capacity and capability of the workforce you think the organisation
will need.

4. Identify any gaps in the organisation and use this information to guide the
development of your workforce strategy.
5. Review and evaluate the strategy you’ve put in place.
Reward system
The reward system is a strategy used to enhance the motivation of individual employees and
to encourage their current job performance.
In the contest of managing people , the reward system builds a stronger relationship between
employees and employers.
Rewards can be financial or not financial.
By financial we refer to things like:
· Base salary
· Pay incentives
· Employee benefits
By no financial we intend:
· Praise
· Recognition
· Time off
The use of reward strategies is fundamental in a business because not only it builds
relationships, but it also helps the business to:
· Recruit and retain qualified employees
· Increase and maintain moral satisfaction (Boon, Den Hartog and Lepak, 2019)
· Reward and courage work performance
· Achieve internal and external qualities
· Reduce turnover and ensure company loyalty
Motivation
Motivation is a force that drives a person to achieve an objective and the desire to work well.
In the business environment, companies are lead by some motivational theories that
encourage and helps working environment development.
Motivational theories are used by HRM as a tool to analyse employee motivation.
They are numerous motivational theories used in the business environment, but chemist
common ones are:
· Maslow hierarchy of needs
· McGregor theory X and theory Y
· Mayor Hawthorne effect
Maslow theory it based on the believe that human beings have needs that ranges from lower
to higher. As lower needs are fulfilled their is an natural instinct to climb further (Bratton and
Gold, 2017).
Maslow theory maintained that person does not feel an higher need until the needs of the
current level have been satisfied.

In the other hand McGregor theory cite that organisations have two different views of
workers in terms of attitude to work and motivation.
· Theory X view of workers: lazy with no feeling for company
· Theory Y view of workers: love the company and job, self motivated
Fir the lazy employees the manger should use threat while for the job lovers the
Management should give rewards.
Mayo theory instead, states that workers are not just influenced by money, but also by having
their human social needs met:
· Better communication between managers and employees
· Greater management involvement in employees working lives (DeCenzo, Robbins
and Verhulst, 2016).
· Working in groups.
Issue of Motivation:· The biggest issue of motivation is lack of adequate materials in the company. Such
that inadequate material and equipment cause motivational problem in the workforce
and also employees feel undervalued because the ownership as well as management
of the company did not provide necessary assets in order to attain the steady
productivity of a company (Sparrow, Brewster and Chung, 2016).· On the other side, low expectation for the success and fear of failure is also consider
one of the biggest issue in the company. This in turn affect the overall business in
negative manner and which in turn affect the productivity of the employees within a
firm.· Due to lack of financial resources, company faces issue of motivation such that
rewards system are not properly managed and this in turn affect the overall business
in opposite manner. Also, devising the employee recognition program is also consider
the second issue that affect the overall performance of the employees in negative
manner (Kaufman, 2019).
Employee trust in management
Another effective way to maintain good business management is by earning employees trust.
Employees must rely on managers for career development and same ways managers must
rely on employee for effective workforce.

When the sense of trust is strong in the business it also affect the deli6and production of
goods or services.
They are many ways a manager ca use to build trust in the business :
· By telling them his name and not the title, that helps employees to be more at ease and
to see you as a person first and a manager second (Macke and Genari, 2019).
· Communicate with employees, by communicating it help the employees to know how
to work with you and it helps you to know the better.
· Don’t have all the answers even if you do, sometimes it is important to ask for other
opinion and share ideas.
Acts
In the business environment there are some legislations that HRM should practice like:
Health and safety act: In UK, the company have to comply with the legislation because
it will assist to determine the duty of employers and employees which in turn help to
sustain the positive working environment of the company. Also, this act deals with the
employees health and safety and provide proper guidance to company which includes
gloves, safety kit and essential things. Also, this act helps to provide a safe environment
and provide a written safety policy and risk assessment (Marchington and et.al., 2016).
Workplace relations act : This act state that company have to follow the list of rules
which is prescribe by the government such that employment law. Also, the company has
to make sure that it comply with the legal protection and obligation of both employers
and employees. Such that employer did not dismiss their employees without any cause.
Also, they have to provide all the benefits to the employees so that they will be enjoy the
company’s working environnement.
Minimum wage act: It refers to the minimum wages that company should offer to their
employees so that every employee at least get minimum amount from their company. As
per the current situation, companies who are operating in UK should provide 1,524.52
Euro per month as a minimum wage amount to their employees (Nankervis and et.al.,
2019). This will assist to creates a positive working environment and decrease the level of
unemployment as well. In the same way, quoted firm should also provide minimum wage
to their employees in order to comply with this act.

Curriculum vitae
Laura Gheorghe
Address: Flat 6 Leicester Street
City: Chester, CH2 5TQ
Tell: 07344 256287
Email : [e-mail]
Personal statement
I am a punctual and reliable person who works well under pressure I particularly enjoy
working in team and help other overcome difficulties by providing full support when needed.
I have a friendly disposition and good sense of humour, I have been in a position of trust and
learned how to handle things and people. My goal is to work for a reputable company with
good morals.
Key skill and experience
· Communication skills
· Multilingual
· Experience in recruiting and managing employees data
· Effective at all time
· Excellent team player
Employment History
2006/06-present HRM Assistant
· Updating employees data
· Recruiting new staff

· Writing reports
· Handling pay slips and assisting pay role
Qualification
· Diploma in Human resources Management
· GCSE grade A English and maths
References
Available on request

Job Advert
Job title: Human Resources Manager
Assistant
Closing date: 2nd February 2020
Type of position: full time
Hours per week: 37
Salary: 37 000 per year
We are a well established and highly progressive company , skiing for energetic and
challenge oriented individuals to cover the role of human resources Manager Assistant in our
company.
· Minimum graduate from recognized institutions
· Having at least 3-5 year experience of HRM and administration activities
· Should have excellent communication and presentation skills
The key role and responsibilities will include:
· Managing any inquiries that are HR related
· Assisting with recruitment process
· Analyse HR data and contribute in decisions making.
Interested candidates machining with these criteria may send their update cv to
[e-mail] within 7 days of this advertisement.
A lifetime
opportunity

Interview Notes
Qualities and qualifications Mandatory Desirable
Communication Fluent in English Multilingual
Qualification HRM qualifications Degree
Administrative skills Time Management IT skills

Job offer
Clark Russell
Human Resources Manager
City Place, One
Chester, CH1 3BQ
31/01/2020
Laura Gheorghe
Flat 6 Leicester Street
Chester, CH2 5TQ
Dear Laura,
Congratulations you did very well in your interview, and it is with great enthusiasm
that I offer your the role oof human resources manager assistant in our company.
As we negotiated, your starting salary will be 37 000 per year with the full range of
benefits granted to our employees. You will be commencing work on the 21 of
February 2020 at the starting time of 8:00 am till 6:00pm.
Please call on 01244 500579 to either accept or decline within 7 days from this letter,
and if we don’t hear within these days we will terminate the offer.
Your Sincerely
Clark Russell
Evaluation of HR report
HR practice is fundamental in an organization because it attracts skilled people to the work
place advertise the business and reinforce relations in the business environment. If the
company have a skilled HRM then it will hire the best employees within a business and also
plays an important role in the success of a firm. Further, study also describe the benefits of
HR practice such that they select the best employee within a business in order to increase the
competitive advantage of a business within market. It is also analyzed that through effective
HR, they provide a training system to their employees which help to keep motivating the
employees and increase the performance level of a firm as well.
Also, through the study, it is also analyzed that HRM roles and responsibility are
completely different from other department because they work strategically, ethically and
socially responsible. Also, the HR of the company also provide reward strategy and keep

motivated their employees in order to perform well. This will help In the smooth functioning
of the company. HR of the firm also make sure that company comply with essential act and
try to build the employee trust in management. It is so because with the support from the
management and employees company is able to meet the define aim and objectives in better
manner. That is why, HR plays an important role in the success of the company. Among all,
the major role which the HR plays is related to recruitment and selection strategies so that it
will hire the best and suitable candidate for the company.

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E.M. and et.al., 2019. Human resource management in public service: Paradoxes,
processes, and problems. CQ Press.
Boella, M. J. and Goss-Turner, S., 2019. Human resource management in the hospitality
industry: A guide to best practice. Routledge.
Boon, C., Den Hartog, D. N. and Lepak, D. P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management, 45(6), pp.2498-
2537.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
DeCenzo, D.A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Kaufman, B.E., 2019. Managing the human factor: The early years of human resource
management in American industry. Cornell University Press.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of Cleaner Production, 208, pp.806-815.
Marchington, M. and et.al., 2016. Human resource management at work. Kogan Page
Publishers.
Nankervis, A. and et.al., 2019. Human resource management. Cengage AU.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.