HND Human Resource Management for Hospitality Industry Report

This report analyzes Human Resource Management (HRM) within the hospitality industry, focusing on key aspects such as recruitment, selection, training, and employee relations. It examines the role and objectives of HRM, strategies for staff performance improvement, and the current state of employment relations, including collective bargaining and employee participation. The report also explores the effects of employment law on HRM, particularly within the Hilton Hotel context, addressing topics like employment opportunities. The conclusion summarizes the integral role of HRM in managing employees and maintaining positive workplace dynamics, supported by cited references. This assignment fulfills the requirements for a Higher National Diploma (HND) in Hospitality Management, specifically addressing Unit 9: Human Resource Management for Service Industries.

Human Resource

Content cover
• Introduction
• Analysing the role and purpose of Human Resource
management
• Identifying the objectives of human resource management
• Assessment of current state of employment relations in
hospitality sector
• Effects of employment law on the HRM in Hilton hotel
• Conclusion
• References

Introduction
Human resource management plays an integral part in present
business times, as it is responsible for the fulfilling the need of
workforce and also managing them. Human resource
management engages in recruiting, hiring, deploying and
managing the workforce or the employees of the organisation.

Analysing the role and purpose of Human
Resource management
The HRM pertain the recruitment, selection, training and
development of the Human capital of the organisation and it
performs the roles mainly associated with the workforce and
performance appraisal or analysation of the employees.
Recruitment and selection: The main function of HRM is the
recruitment of right person at a right place and right time. The
HRM is responsible for the selection of skilled person in Hilton
hotel or in any other organisation.

Continue…
Maintaining working atmosphere: The integral aspect of the
HRM in an organisation, the performance of any individual staff
member of hotel or any other organisation, depends on the
working environment or work culture that presents at workplace.
Managing disputes: In an organisation or a hotel there are so
many issues involves that may leads to disputes between
employers and employees, but these conflicts are inevitable for
understanding the coordination among the working teams.

Identifying the objectives of human
resource management
HRM is the integral part of the organisation and it has some
objectives for the betterment of the organisation and for the
accomplishment of desired goals of the organisations or Hilton
hotel. Some of its objectives are as follows.
Organisational objectives: HRM is crucial to gain the
effectiveness and the efficiency for the betterment of the
organisations.

Strategies or policies that are essential for
the improvement of hotel staff performance
The strategies or policies that are essential for the improvement
of the staff performance are as follows.
Talent: it is the crucial assets that the business should try to
maintain. The HRM must predict the staffing needs of hotel in
future accordance with this, performs hiring and recruiting
fresh talents.
Leadership: it refers to the top level authority which is
responsible for the success or the failure of the organisation.

Assessment of current state of employment
relations in hospitality sector
Collective bargaining: In case of service industry the
industry have to face the bargaining from the employees in
terms and conditions of the employment which is generally
raised by the Trade unions or labour unions.

Assessment of current state of employment relations in
hospitality sector
Employee participation: It is crucial for the Hilton Hotel to
maintain adequate number of employees for better quality
services and for better training to new employees. The good
relations is essential for the long job duration of employees in
a particular organisation.

Continue…
Collective bargaining: In case of service industry the industry have to
face the bargaining from the employees in terms and conditions of
the employment which is generally raised by the Trade unions or
labour unions. Under trade or labour unions the selected leader or
leaders represents themselves on behalf of whole union and bargains
about the salary issues, working place issues, working hours or days
issues etc.

Effects of employment law on the HRM in
Hilton hotel
Employment involves the employment laws that are essential and
pertain the rules and regulations, in order to forming the
perfect relation among workers and employees. It helps in
securing the interest of the employees ensuring the better
relation between trade unions and administration. Several
employment laws are available and must be follow by the
Hilton hotel.

Continue..
Employment opportunities Act: This act also
beneficial in securing the interest of the
employees as it helps in avoiding the
discrimination between workers on the basis
of age, gender, caste , colour etc. under this
act, the manager must take guarantee under the
employment agreement to treat all workers
equally .

Effects of employment law on the HRM in
Hilton hotel
Employment involves the employment laws that are essential and
pertain the rules and regulations, in order to forming the perfect
relation among workers and employees. It helps in securing the
interest of the employees ensuring the better relation between
trade unions and administration. Several employment laws are
available and must be follow by the Hilton hotel.

Conclusion..
From the above report it has been concluded that
the HRM plays the integral part in recruitment
process of the employees. Moreover it is
responsible for the solution of disputes and
maintaining the good relation among g workers
and employers. Moreover the HRM adapts
several methods for selection of the employees in
order to place right person at right job at right
time.

REFERENCES
Festing, M. and Eidems, J., 2011. A process perspective on
transnational HRM systems—A dynamic capability-
based analysis. Human Resource Management Review,
21(3), pp.162-173.
Sakaridis, I., Ganopoulos, I., Argiriou, A. and Tsaftaris, A.,
2013. A fast and accurate method for controlling the
correct labeling of products containing buffalo meat
using High Resolution Melting (HRM) analysis. Meat
science. 94(1). pp.84-88.

THANK YOU