HRM Functions, Practices, and Employee Relations: A Holiday Inn Report

This report provides a detailed analysis of Human Resource Management (HRM) practices within the context of Holiday Inn. It begins by outlining the core functions and purpose of HRM, emphasizing their application in workforce planning and organizational resourcing, including recruitment and selection strategies. The report then explores the strengths and weaknesses of different recruitment and selection approaches, followed by an examination of the benefits of HRM practices such as performance appraisal and training and development for both employers and employees. A significant portion of the report is dedicated to assessing the effectiveness of these HRM practices in increasing the profitability and productivity of organizations like Holiday Inn. Furthermore, it highlights the importance of employee relations in influencing the decision-making process within HRM and concludes with a discussion on employment legislation and its impact on HRM. The report emphasizes the interconnectedness of these elements in fostering a positive and productive work environment. The report gives recommendations for Holiday Inn to use in their organization.

HRM

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
P1) HRM purpose and functions and their applicability on workforce planning as well as
organisation resourcing..........................................................................................................1
P2) Recruitment and Selection approaches strength and weaknesses....................................2
P3) HRM Practises benefits within Organisations for both Employer and Employee...........3
P4) HRM Practises Effectiveness to Increase Profitability and Productivity of Organisation4
P5) Employee Relation Importance as to Influence Decision Making Process of HRM.......5
P6) Employment Legislation along with their impact on Decision Making..........................7
P7) Application of HRM Practises.........................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management termed as a process with the assistance of which organisation
can effectively able to manage their workforce and can further able to increase their overall
productivity and profitability. This process mainly includes activities such as recruitment,
selection, training and development and many more. Present report has been made on, Holiday
Inn a multinational organisation established in 1952 while having headquarter in Denham,
Buckinghamshire, UK. This assignment will start with covering HRM functions and purpose that
is applicable on workforce resourcing as well as planning. Along with this report covers
recruitment and selection approaches strength and weaknesses. In addition with this, report
covers the aspects on employee relations importance in the process of decision making along
with essentialness of employment legislation along with impact on HRM process of decision
making.
MAIN BODY
P1) HRM purpose and functions and their applicability on workforce planning as well as
organisation resourcing
Function and Purpose of Human Resource Management
The explanation of different functions and purposes of HRM are provided as under:
Recruitment and Selection: This process is initial process that is conducted by an organisation
as to hire suitable candidate for organisation (Alenljung and et. al., 2019). In Holiday Inn also,
the HRM is enrolled in filling the vacant posts in the organisation. The purpose of this HRM
Function is to prevent the organisation to suffer from deficiency of employees in the
organisation. So in order to maintain and increase the efficiency level of the organisation, this
function is being performed in companies such as Holiday Inn.
Proper Working Environment: It is also the function of HR Department to make sure about
the working environment of employees whether they are working in a good environment or not.
The purpose of this HR Function is to make sure about employee's health and well being and to
reduce employee absenteeism to maintain the working productivity of the company.
Salary and Wages: In this function HRM, it makes sure about the proper payment of salary and
wages to the employees working in the organisation according to the work performed by them
and their skills and abilities (Brata and Pemayun, 2018). The purpose of this HR Function is to
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maintain the interest and dedication level of employees in the organisation as with the help of
their working it is possible to make organisation's survival possible in market.
Approaches to Resourcing and Workforce Planning an Organisation
Workforce Planning: There are different approaches to workforce planning but the best for
Holiday Inn are two which are workforce analysis and retention programs. In the first approach,
the evaluation of organisation's existing workforce and the requirement in future is made to meet
future requirements. In the second approach, an organisation makes use of retention programs in
order to satisfy the employees with their needs and demands to retain them in organisation. Both
approaches are effective and can be used by Holiday Inn in their working for workforce
planning.
Resourcing the Organisation: In other words, it says about recruitment of people in
organisation. So there are two methods of recruitment of which first is Internal Recruitment and
second is External Recruitment. The first approach saves organisation's time as well as cost, so
this approach will be effective for the company (Bush, Bell and Middlewood, 2019). Along with
this, external recruitment method is also beneficial for the company because it provides the
company with wide variety of talents to meet the organisational objectives in an easier way. So
depending upon the needs and requirements of the company, the application can be made.
P2) Recruitment and Selection approaches strength and weaknesses
Recruitment is termed as a procedure in which inviting of applications from applicants to
apply for the wide range of vacant posts in a company is done (What is Recruitment?, 2019).
There are different approaches within Recruitment which are explained:
Internal Recruitment: It is the types of recruitment which is done from inside the organisation.
The following is the description of strengths and weaknesses of Internal Recruitment has been
provided as under:
Strengths Weaknesses
 Reduction in Training and Advertising
Costs.
 Restricts Fresh Talent to enter the
organisation.
 Improved secrecy level of organisation.  Creates leisure in the employees.
External Recruitment: In the following approach of recruitment, the applicants are chosen
outside the organisation. The description of strengths and weaknesses are provided as under:
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Strengths Weaknesses
 Wide variety of candidates to choose
from (Collings, Scullion and Caligiuri,
2018).
 Increases the Cost of the company.
 Upcoming of new talents and increase
in competition.
 Chances of disclosing the secrets of an
organisation are more.
Selection can be defined as the process in which the most appropriate candidate suitable
to the requirements of the job are selected and hired in the organisation. The strengths and
weaknesses of different approaches of selection are provided as under:
Strengths and Weaknesses of Interview
Strengths Weaknesses
 Clear information about the candidate.  Lack of time issue.
 Personal interaction  Lengthy and costly process (De Mauro
and et. al., 2018).
Strengths and Weaknesses of Application Form
Strengths Weaknesses
 Easy comparison possible.  Time consuming method
 Most Relevant information can be
known.
 Chances of getting wrong information
are more in this case.
So, Holiday Inn, depending upon their own suitability could make use of different
approaches to recruitment and selection that could provide the company with the utmost good
talents and skills.
P3) HRM Practises benefits within Organisations for both Employer and Employee
In an organisation, there are different HRM Practises which are carried over in order to
maintain the motivation level of employees and keep them engaged in the organisation for a long
period of time (Johnson and Szamosi, 2018). The explanation and benefits of these HRM
Practises in an organisation are provided as under:
Performance Appraisal
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After a certain period of time in an organisation, the performance of employees are
reviewed and checked and on the very basis, an increment in their salaries or wages are being
made. It takes places within a certain period of time specified by the organisation. Hence, it can
be defined as the increment in compensation provided to an employees on the basis of their
performance over a certain period of time. It is beneficial for the employees as this will help
provide them with a reason to stay in the organisation because their work is praised and their
importance in the organisation is being noticed. Along with this, they are also getting increased
pay and reputation in the organisation which the employees expects. The benefit to employer is
related to the increased performance of employees (Madison and et. al., 2018). As with the help
of performance appraisal, it will be easy to motivate and increase the dedication level of
employees, so this will help them to work better and more efficiently and ultimately the overall
benefit will be taken by employer in the form of increased profits.
Training and Development
Both the terms are different. Training refers to the increment in the skills and knowledge
in relation to the specific field of work. On the other hand, Development relates to the overall
development of an individual such in both the personal and professional aspects. An example
could be related to changes in nature, way of talking are part of development programs. The
benefit to employees is related to improved confidence, skills and knowledge and efficiency
achieved in the work which will help employees in increasing their future chances of growth and
development. On the other hand, the benefit to employer is related to increased productivity and
high employee retention rate in the company as with the help of providing training and
development programs, it will be possible to create a feeling of belongingness in employees and
dedication which makes them to stay in the organisation for a long period of time decreasing the
overall cost of the organisation and increasing the productivity (Robinson, 2018).
P4) HRM Practises Effectiveness to Increase Profitability and Productivity of Organisation
The effectiveness of the above explained HRM Practises in relation to increment in the
organisational profitability and productivity of the organisations such as Holiday Inn is been
provided as under:
Performance Appraisal
The following HRM Practise is very helpful for the organisations in order to increase
their productivity and profitability of the organisation in positive way. As with the help of this
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HRM Practise, it will be possible for the company to increase the motivation and dedication level
of employees to work more harder as they know that their good work will result in increase in
their pay, salaries or wages. So this will make them to work more effectively and efficiently for
the achievement of goals and objectives of the organisation (Miller, Gale and Brown, 2019).
This will increase the speed, accuracy, efficiency and the most important interest in their work
impacting positively on the productivity of the organisation. So with the increase in the
productivity, the profitability of the organisation will also be positively impacted because of
positive relation in between these two terms. In this, performance appraisal impacts positively on
the productivity and profitability of an organisation and this can also be applied by Holiday Inn
in their working in order to increase their profit and production as well.
Training and Development
Another important HRM Practise is Training and Development in an organisation which
also plays an important role in increasing the profitability and productivity of the organisation. It
is because with the help of this HRM Practise, the knowledge both of theoretical and practical of
employees will be enhanced and they will also come to know about the new ways of working as
more work will be done in less time. This will reduce the per unit cost of production of the
organisation. With the help of Development program, employees will come to know about many
facts such as ways to talk to others, way of behaving and many more impacting positively on
their behaviour (Pham, Tučková and Jabbour, 2019). This will create cooperated and coordinated
working environment in the organisation increasing the efficiency level of employees. This will
increase the production level of the organisation and with the increased production, the
profitability level of the company will also be positively impacted and increased. Hence, it is
clear that training and development programs are not expenses for the company but investment
for future and Holiday Inn can also took benefit out of this by applying this HRM Practise in
their organisation to increase their productivity and profitability level.
P5) Employee Relation Importance as to Influence Decision Making Process of HRM
It is important for the organisation to have good relation with their employees as
employees are the most important asset in an organisation which works for the accomplishment
of organisational goals and objectives. It not only focuses on the relation in between the
employees and the organisation but also consists of the relation in between different employees,
managers, co workers of the organisation (Sekhar, Patwardhan and Vyas, 2018). With the help of
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healthy relationship in between the employees of the organisation, it will be possible to create a
good working environment in the organisation and in delivering the most productive and
beneficial performance in the interest of both the organisation as well as its employees. The
consequences of good relation in between the employees and the organisation are provided as
under:
Improved Productivity: Good employee relation will reduce the number of conflicts in the
organisation and increase the concentration power and interest of the employees in their work.
This will impact positively on the performance of the employees and increased working
performance will lead to increment in the productivity of the organisation.
Cooperation and Coordination: In case of good working relations, the company will be able to
make proper coordination and cooperation among the employees. They will help each other and
also clear their doubts and increase the others as well as their own knowledge (Steiss, 2019).
This helping nature will lead to proper coordinated and cooperated working of the employees of
the company.
Increased Pace of Growth and Development of Company: The speed of growth and
development of an organisation is also impacted positively with the help of good relation of
employees in the organisation. As the management does not require to look much on the working
of the employees so this will make the management able to think of greater opportunities that
could take the organisation to peaks of success.
Holiday Inn could also get benefit out of this well such as by having good relation with
the employees. In case, an organisation is having good relation with their employees, than it will
be possible for the company to influence their employees in the way, company needs. In other
words, it will be easy for companies to involve their employees in the decision making process
and make employees to enact upon the policies laid down by the organisation. However, in some
case such as the implementation of any new policy in the organisation, it should be presented
before the employees as it fits their need or not or any needed rectifications to be made in the
policy (Turner and et. al., 2019). This could only be possible when there exists a good relation in
between the company and their employees. In this way, good employee relation benefits and
influences the decision making process of a company.
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P6) Employment Legislation along with their impact on Decision Making
Data Protection Act, 1998: In accordance with this Act, it makes illegal to disclose or losing the
stored data of employees in the systems of organisations. Data recorded with the organisations
are for security and informational purposes not only outside purposes. Any organisation found
indulge in these kind of activities will be liable to severe fines and punishment.
Health and Safety Act, 1974: According to this act, it becomes important for the organisation to
take into consideration about the health and safety of employees working at the workplace. For
example, availability of safety equipments at the workplace and proper place of working. In case
of non availability of basic safety equipments at the workplace, the organisation will be liable to
occur fines, penalties for this negligence of rules and regulations.
Equality Act, 2010: This act says that the employees working in an organisation should not be
discriminated at any of the grounds such as on the basis of gender, sex, age, religion, caste, race,
disability any many more. In case an organisation founds to be part of these kind of activities, it
will be liable for the punishments recorded for these activities.
So in order to prevent the organisation from these negative consequences, it becomes
important to follow properly the rules and regulations made by the government of a country.
With the help of this, it will be possible to reduce the government intervention in the working of
organisation and preventing from impacting negatively on the goodwill and image of
organisation in the minds of customers (van Esch, Wei and Chiang, 2018). The negative impacts
of these Acts have improved the condition of employees as now less working hours are there as
compared to earlier, more leaves are granted, flexible working hours are provided, employees
discrimination has lowered down and many more. In this way, the upcoming of these acts have
positively impacted upon the condition of employees and has also impacted upon the decision
making of HRM as well. The inherent of these Acts by Holiday Inn will be beneficial for it in
order to make sure about their effective working in market.
P7) Application of HRM Practises
There are different HRM Practises which are followed in an organisation. Holiday Inn
also make use of different HRM Practises in their organisation and their illustration has been
provided as under:
Performance Appraisal: Holiday Inn could check and review the performances of their
employees on monthly basis. With the help of this, it will be known about the effort made by
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employees in provided work to them. This HRM Practise will help Holiday Inn in increasing the
motivation and level of interest of employees in the organisation. This will impact positively on
the performance of those employees as well as on the other employees as well. It is so because in
case one employee is praised so there comes an internal motivation of performing well to also
achieve more than other employees in the organisation. Holiday Inn can also increase the
performance of their employees with the help of this HRM Practise (Wallis and et. al., 2019).
Reward System: It includes both monetary and non monetary incentives provided to employees.
In an organisation also, there are two types of employees blue collar and white collar. There is a
lot of difference in between these two types of employees because blue collar employees are
lower level or workers so their rewards will be monetary incentives and for white collar, it is
related to promotion. On the basis of employees working in Holiday Inn, the recommended way
of rewards system will be Non Monetary Incentives as there are very less blue collar employees
working in this organisation.
CONCLUSION
As per the above mentioned report it, it has been concluded that HRM is an important
part of an organisation playing very important role in the growth and development of the
companies. In addition to this, the conclusion has been drawn that knowledge of different
approaches of recruitment and selection and about different HRM Practises is important for the
organisations in order to know about the best approach and practise that will provide the
company with positive consequences. Further, it is also concluded that with the help of
application of different HRM Practises in the working of an organisation it will be possible to
make an increment in the profitability and productivity of the organisation. With the help of good
relation of an organisation with their employees, it will help in preventing the company from
government intervention and will also be able to achieve their goals and objectives within time.
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Online
What is Recruitment?. 2019. [Online]. Available Through:
<https://www.sage.com/en-us/blog/glossary/what-is-recruitment/>
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