HRM Functions, Employee Relations, and Legislation Report

This report examines the core functions of Human Resource Management (HRM) within the context of The Rathbone Hotel, focusing on workforce planning, aligning HR objectives with business goals, and the importance of hiring, training, and succession planning. It also explores the significance of positive employee relations in influencing HRM decision-making, emphasizing coordination, conflict resolution, and its impact on absenteeism and teamwork. Furthermore, the report analyzes key elements of employment legislation, such as the Employment Rights Act 2003 and the Equal Pay Act 1970, and their influence on HRM policies and practices, highlighting the need for compliance in areas like pay, discrimination, and employee protection. The report utilizes various sources to support the analysis and provides a comprehensive overview of HRM in the hospitality sector.

Human resource management

TABLE OF CONTENTS
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P1 Purpose and the functions of HRM , applicable to workforce planning and resources an
organisation............................................................................................................................1
P5 Importance of employee relations in respect to influencing HRM decision making........2
P6 Key elements of employment legislation and impact it has upon HRM decision making.3
REFERENCES................................................................................................................................4

P1 Purpose and the functions of HRM , applicable to workforce planning and resources an
organisation
Human resourcemanagement is analysed a framework that some activities such as
employing people, training them , compensation, development and creation of strategies to
retain them at workplace (Messersmith and Guthrie, 2010). In this report, as HR manager of The
Rathbone hotel, there are some important purpose and functions of human resources
management. Workforce planning is the process where the business links the workforce with its
desired outcomes. It determines the experience, knowledge and skills requirement and chain up
the right number of people at the appropriate place on the correct time.
For an effective workforce planning and resourcing , the purpose and functions of HRM are
discussed below:
 Aligning human resource and business objectives: Main functions of human resource
management in The Rathbone hotel is aligning its employees towards the business goals.
It implies to ecouraging employees to work as a team with an achieving the common
business objectives (Routledge.Sheehan, 2014). In The Rathbone hotel, it is also
essential to focus on provding to employees so that they will work together with an to
achieve common.
 Hiring, firing and training: main purpose behind performing HRM function is to hire
Qualified employees at workplace having potential to perform the job. Hr Professional in
The Rathbone hotel aids the management by hiring qualified who are able to accomplish
their requirements. After appointment, another activity of HRM is to provide training, to
increase employee performance.
 Succession planning: In The Rathbone hotel, another function of HRM involves
succession planning that new leaders who can replace the old when they leave, retire etc.
Objective behind this is to raise the availability of experienced and capable employees
that are prepared to perform the job at higher positions in the organization.
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 Employee relations: Development of positive relationship with the employees is also
important purpose of human resource management that needs to performed by managers
in The Rathbone hotel. It aids management resolve problems that arise at workplace
while performing the functions. With positive employees relations, management can
motivate employees to partcipate in decision making and provide innovative idea to raise
the sales and profitability.
 Development of strategies: HR manager of Woodhill College has responsibilities to
formulate effective strategies for recruitment and selection like selection of methods,
hiring job advertisement, compensation strategies, etc.
P5 Importance of employee relations in respect to influencing HRM decision making.
Creation of health and positive relationship among employer and employee in a business
enterprise is important to remove abstacles behind accomplishment of task and job
responsibilities. Positive employee relations will results in increasing productivity of employees
and customers satifaction (Riley, 2014). In Rathbone hotel, HR professional mainly focused
towards development of employee relations in order to prevent and resolving the issue that raise
transformation of business functions. It is important that employees in organization must share
an healthy relations with each other. Below given is the importance of employee relations that
influence HRM decision making.
 Development of coordination: Work in organisation become easy when it is shared
among all. A health relationship with colleague will aid the management to accomplish
all the task effectively. It tends to raise the quality of work and enable the employee to
satify the customers.
 Removal of conflicts: positive employees relation in hotel also discourage the workplace
conflicts and fights among individauls.
 Analysing requirement: With an effective communication, managers will tends to know
the requirement of employees such as training, compensation and facilities etc. These
requirement will be fullfiled to sustain positive relationship (Nickson, 2013).
 Helps in reducing problems of Absentism: Individauls will be more serioud towards
work and does not take leave at the time of workload. HR decision get influenced due to
reduction in problems and conflicts at workplace.
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 TeamWork: Good HRM policies applied by HR professional in Rathbone hotel will help
in development of team work between workers. Personnel development within
organisation can also be obtained through positive employee relations.
 Creating Job satisfaction: Employee realtions are also important to provide a feeling of
job satifaction to employees in Hotel.
P6 Key elements of employment legislation and impact it has upon HRM decision making.
There are various employment laws and regulation have been developed government to provide
support to individauls working in organization at different job positions. These legislations have
their major impact on policies and decision making function of HRM with Rathbone Hotel.
Some of the key legislation along with their elements are mentioned above;
Employemnt rights act 2003: Provide a range of contractual rights to employees suchas
 Employee in company are entitled to get a pay statement.
 Entitled to get wages on the basis of national minimum wage (Bolman and Deal, 2017).
 All the term and conditions of employment must be provided in writing.
 protection of employees againts unfair dimissal at work (Employment legislation, 2017).
Equal pay act 1970: It implies that employees in organisation at similar position must get equal
pay. Sets out that women and men must receive the same pay for doing same type of work.
Sex discrimination act 1975: Protect the employees againts any type of discrimination at
workplace on grounds. It states that management should make discrimination at workplace while
giving job advertisement, selection of employeem, promotion, training and career development
tec.
Thus, it cab said that these legislation has provide major influence on decision of HRM and
professional in Rathbone hotel have to consider these legislation while performing their
functions nad decision making.
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REFERENCES
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Messersmith, J.G. and Guthrie, J.P., 2010. High performance work systems in emergent
organizations: Implications for firm performance. Human resource management. 49(2).
pp.241-264.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Riley, M., 2014. Human resource management in the hospitality and tourism industry.
Routledge.Sheehan, M., 2014. Human resource management and performance: Evidence from
small and medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
Online
Employment legislation, 2017. [Online]. Available
through:<https://businesscasestudies.co.uk/business-theory/people/employment-
legislation.html>
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