Human Resource Management Strategies and Practices in Hotel Services

This report provides a detailed analysis of Human Resource Management (HRM) practices within a 4-star hotel, covering key areas such as employee recruitment and selection, team work, retention strategies, training programs, employee involvement, rewards, and appraisal systems. It includes an organizational chart with recommendations for improved service delivery, focusing on separating training and development from recruitment and emphasizing employee motivation. The report also compares job descriptions and person specifications, highlighting their essential aspects and differences, and contrasts selection processes in different service industries, particularly hotels and restaurants. Furthermore, it debates the necessity of training and development activities, even with highly capable employees, advocating for their importance in enhancing teamwork, leadership skills, and overall organizational productivity. Finally, the report addresses case studies related to employee promotion and discrimination, emphasizing the importance of fair and equitable treatment in the workplace. This student contributed assignment is available on Desklib.

Running head: Human Resource Management
REPORT
ON
HUMAN RESOURCE MANAGEMENT
Name of the student
Name of the University
Author Note:

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Part 1:
Role of HR Department:
According to several investigation the importance of Human Resource Management
has a significant impact on the Hotel Services and their environment. Fundamentally HR
department follows three impactful functionalities in order to enhance the hotel services
which includes the expert capability of employ requirement, employ training and
administration benefit (Ružić 2015). As a director of the HR department of this hotel there is
a high responsibility to select capable employ as well as this post demands an expertise on
several social laws for the sake of the betterment of the hotel staff and customer services.
The Practices performed by the Human Resource Department in a 4 star hotel are
described below:
Employ Recruitment and Selection – One of the significant characteristics of the HR
department is to recruit staff with high work expertise as well as a proper attitudinal
behaviour.
Team Work – Most of the time the HR department will initiate the team work process with
multifunctional teams in order to enhance the capability of group work among all the staff
(Hoque 2013).
Retention – In order to influence the employ work interest towards the hotel the HR
department has decided to provide the employs retention plans such as incentives and several
more attractive packages.
Training – Another impactful responsibility of a Human Resource Department will provide
proper training to the staffs in order enhance their operative level. Along with enhancing the

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work process HR department has manages to provide proper leadership styles to other
departments in order to influence their departmental skills (Noe et al. 2017).
Employ Involvement and Relationship - Along with the above responsibilities HR
department also takes the initiatives to involve hotel staffs in several extracurricular activities
in order to provide them refreshment in their workplace which also helps to improve their
relationship among each other (King and Lawley 2016).
Rewards and Appraisal – Followed by the above responsibilities HR department will
organize a reward and appraisal ceremony in order to appreciate the effort of employs by
giving them rewards and appraisal which will help to motivate the employ (Boella 2017).
Organizational Chart:
An organizational chart is a pictorial representation of the employ hierarchy
depending on the organizational structure. In order to develop any effective organization
there are several benefits of organizational chart such as it provided an organized way to meet
the objective of any as well as it divides complex task in to few simple parts which helps to
finish those task efficiently (Zhang, Yu and Lv 2015).Along with the above feature it helps to
get valid analysis of the organizational work load as well as the occurrence of any
misleading. Thus, being a director of HR department of this 4* hotel there are several new
aspects which has noticed, must be incorporated with highest priority in order to provide best
service to the customers as well as to the employs (Smith 2016). The recommendation of the
organizational structure are provided below which will help to deliver effective services for
the new hotel.

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Followed by the organizational chart there are several new recommendation present
comparing with the conventional organization structure. New implementation has taken place
in department of HR which has separated the training and development process from the team
of recruitment and also includes a new team with the objective of employ motivation.
Part 2:
Job Description and Person Specification –
While considering the employ recruitment it is necessary to build a job description as
well as person specification in order to simplify the requirement procedure. Thus a
comparison on job description and person specification is mentioned below. After the
analysis of Job Description and Person Specification several differences has been observed
General Manager
Front Office
Manager
Ass Front Office
Manager
FO Supervisor
Night Manager
Night Auditor
Executive
Housekeeper
Ass Executive
Housekeeper
HSK Supervisor
Executive Chef
Sous Chef
F&B Manager
Ass F&B Manager
Outlet Manager
Sales Manager
Reservation
HR & ADMIN
Recritment Training and
development
Employe
Enganement
Hotel Manager
Ass Hotel Manager
Ass to the General
Manager

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that job description specifies the detail about the job which includes the job location, salary,
job role and the key requirements. Whereas the person specification specifies the requirement
which needs to be fulfilled by the candidate those requirement includes technical skills,
personal skills, education qualification.
Required Aspects
As an HR manager there are several aspects present in order to develop an effective
job description and person specification for the betterment of the organizational employ
recruitment process. A brief description of those aspects are mentioned below:
Job Description stands for the essentiality of any role or designation, which is responsible
for several impactful duties following the terms and condition. As per the definition job
description should always have a sharp point towards the offered employ about the role and
responsibilities. Since, based on the job description a candidate will express their interest
towards a specific job it is necessary to provide succinct and clear description about the
designation (ul Islam et al. 2016). Thus, as a director of the HR department following aspects
must be addressed by while creating any job description
 Purpose of the Job – it is essential to understand identify the necessity of the job and
the future scope of the role.
 Key Requirements – after identifying the job necessity next responsibility is to find
the key expectation from the specific position.
 Organization Management – the identification of the relationship between the
required position with the other designation is necessary in order to structure an
effective organizational chart.
 Location – The job description must contain the detail about physical location thus it
is essential to specify the location of the job.

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 Salary Description – The specification of salary structure is also necessary for an
effective job description.
According to Aksakal et al. (2013) Person Specification stands for the skills and
attributes required from a candidate to apply on a specific job description. In order to
maintain an effective person specification following aspects should be followed.
 An effective person specification must contain a clear requirement of skills.
 Education qualification.
 Experience.
 Soft skills.
Comparison of the selection process in different service industries
Since, there is a significant numbers to service industries present across the world
which offers several services such as transport industry, restaurant industry, food industry,
entertainment industry, hotel industry as well as farming industry. However, while analysing
the services industries it has been observed that restaurant and hotel industries has occupied a
significant area there are several dissimilarity in their services and procedures (Mahmood
2015). Thus the selection procedure is different while considering the dissimilarity factors of
different services industries. Since, restaurant service in only concerned about the food and
beverage the selection of employ is based on those services however hotels have an entirely
broad selection process compared with the restaurant since, hotel provides a huge numbers of
services which includes food, beverage, laundry, entertainment, conference, health care and
customer comfort services (Ekwoaba, Ikeije and Ufoma 2015). Thus, the recruitment process
of hotels demands several the selection in several fields. Followed by these information
reason behind the different selection approached for different service industries has been
noticed.

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Part 3:
Statement - If the right calibre of people are selected and recruited in the first place,
there would be no need for any training and development activities in a hotel
Preparation of Debate –
Support – Supporting the above statement the recruitment of people with exceptional
abilities can help to mitigate the costs related to the training and development. As employ
with high capability will not require training in order to develop their work effectiveness.
Since, the deduction of training department can reduce the unnecessary employment cost,
while considering the financial aspect this statement is true.
Against – However there are few benefits of following this statement several limitations are
observed. Whereas, this statement has concluded that the recruitment of employ with high
capability does not required any training but as per several analysis there is a huge
application of training and development while hiring any employ in order to enhance the
ability of team work as well as leadership quality. Introducing them with the equipment as
well as the departmental services which will help to adopt the required ability into their
professional skills. Thus, this can be stated that due to the training and development
procedure new employ can adopt new skills based on their job designation which will help to
reduce the bottle-neck situation with effective solution. As well as it keeps employ motivated
to do their assigned jobs (Elnaga and Imran 2013). Lastly, it can be concluded that the
application of training and development in highly essential for the betterment of organization
productivity, employ behaviour and their work process as well.

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Participation in Debate – However various advantages can be incorporated by
following the mentioned statement, being a HR manager of this hotel I feel that there
is a significant application is necessary in order to develop an effective and efficient
hotel service. The facility and importance related to the training and development of
this hotel are as follows:
 Enhancement of teamwork and leadership skills.
 Maximum utilization of human resources.
 Improved productivity.
 Enhance the safety awareness.
 Enhance the employ motivation.
Along with these benefits training can also help the hotel services by improving the
employ performance whereas hiring expert employ with no training can cause a significant
impact after a certain time. As the industries are growing rapidly day by day the knowledge
of expert employ will become less effective to complete any task with quality (Jehanzeb and
Bashir 2013).
Success factor of hotel –
Follow by the information gathered from the debate it has been observed that there is
a significant application of training and development in the hotel industry in order to educate
the new as well as the old employs with appropriate knowledge of how to deal with
customers. Along with this it also provides knowledge about co-worker’s behaviour,
teamwork, leadership quality as well as it provides a comprehensive knowledge about the
departmental services. Being a HR manager of this hotel I feel that an effective conduction of
training and development a help to enhance the employ motivation, customer satisfaction,
work efficiency and organizational growth (Towler et al. 2014).

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Part 4:
Case Study 1 - FEMALE RESTAURANT SUPERVISOR
According to the case study being a member of the management team it has been
observed that employ union is complaining about the promotion of a female worker based on
the time she has completed with this hotel. Whereas the union members are trying to
convince that one of their senior member has not got any appraisal from the hotel considering
the fact that she is a female. However, analysing her work effectiveness and competency it
has been observed that she has not meet the required target from very long time. Along with
that being a part of a responsible and wise hotel management system we follow that “Women
and men should receive the same pay for doing the same work of equal value” thus only for
the reason that she has completed many years with us we must promote her even with several
flaws that she has broken few rules like salary confidentiality agreement which will be used
against her in our defence.
Case Study 2 - HOMOSEXUAL ROOM ATTENDANT
According to the case scenario being a member of employ union I have observed that
one of our co-worker is not getting any appraisal from the company considering his sexuality,
however, there are homo-sexual members who are getting promotion without even meeting
the required criteria. The management team is denying the fact that they are being partial to
few employs we have enough evidence to prove our point of view. Followed by the statement
of Equality Act (2010) whereby unequal treatment of those holding particular sexual
orientations constitutes direct discrimination the management should not privilege their
employ based on their sexuality. Thus, we demands an appropriate solution from the
management team in order to resolve this problem with highest priority in order provide the
employ the equal right within the organization.

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Reference
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