Human Resource Management Report: HRM Functions and Planning

This report provides a comprehensive analysis of Human Resource Management (HRM), contrasting it with personnel management and examining its application within the context of Hilton Hotel and other organizations. The report delves into the key functions of HRM, including recruitment, selection, payroll administration, employee motivation, and reward management, highlighting their roles in achieving company objectives. It also explores the responsibilities of line managers in supporting HRM functions, such as planning, monitoring, and employee relations. Furthermore, the report investigates the impact of legal and regulatory frameworks on HRM practices, including acts related to sex, race, and equal pay. The report further discusses the need for Human Resource Planning (HRP), outlining its stages and benefits, and comparing recruitment and selection processes. Finally, it examines the relationship between rewards and motivational theory, job evaluation procedures, methods for monitoring employee performance, and reasons for employee cession, along with exit procedures and the impact of legal frameworks on employment termination.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Differentiating in between HRM and personnel management (PR)................................3
1.2 Assess how human resource manage' functions assist to achieve purpose of the company
................................................................................................................................................5
1.3 Roles and responsibilities of line manager which can support to human resource
management functions............................................................................................................6
1.4 Way in which legal and regulatory framework put their impact on HRM.......................7
TASK 2............................................................................................................................................7
2.1 Need for HRP (human resource planning).......................................................................7
2.2 Stages under planning of requirements of HR.................................................................8
2.3 Comparison of recruitment and selection process between two organisations................9
2.4 Effectiveness of hiring and selection methods used in organisations............................10
TASK 3..........................................................................................................................................10
3.1 Relation between reward and the motivational theory...................................................10
3.2 Job evaluation procedure and factors by which pay is determined................................11
3.3 Analysing the effect of rewards in different contexts....................................................12
3.4 Methods to monitor employee performance...................................................................12
TASK 4..........................................................................................................................................13
4.1 Reason for cession within The Chicken Master.............................................................13
4.2 Exit procedure used by the organisation........................................................................13
4.3 Impact that legal and regulatory framework has on employment cession.....................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
HRM (human resource management) determines successful operations of company by
effectually managing the manpower of organisation. In respect to this, various employee are
taking part through the business can drive on innovation, productivity and encouraging
workforce towards excellence (Demerouti, Derks and Bakker, 2014). This is basically referred
which emphasize on workers who are participating for development of the profits of the
enterprise. In this aspect, present report is based on Hilton hotel which provides luxury and
innovative services to their customer in different areas of the nation. They are thinking for
expand operations through making themselves in effective design and effective hospitality
services.
For gaining insight knowledge of the company, present report covers differences between
personnel and human resource management. Furthermore, it includes legal and regulatory
framework which can be impact on the business HRM. Moreover, it involves stages that are
involves in planning of human resource requirements. In addition to this, it includes steps that
are placed for job evaluation and other reasons that demonstrate pay in Virgin Media. Last but
not the least, it also describes employment procedures which is used by Chicken Master.
TASK 1
1.1 Differentiating in between HRM and personnel management (PR)
PR is the traditional way of managing people who are responsible to manage business
functions. Besides this, HRM is a contemporary approach which assists in managing individuals
and their capabilities. In this context, following differences can be taken in Marriott and Hilton
hotel:
Basis Personnel management
(Marriott)
HRM (Hilton)
Concept This management assumes that
people are input who are take
part to achieve desired output
and goals.
On the other hand, HRM
assumes that people are
important valuable resource
who are take participation for
desired output.

Focus Personnel management of
Marriott hotel focusses on
administration, employee
welfare and labour relation
(Difference Between Personnel
Management And Human
Resource Management, 2017).
As compare to Marriott hotel,
HRM of Hilton hotel focusses
on acquisitions, development
and motivation which
maintenance resource of the
company.
Functions In this management, functions
of personnel are taken for
workers satisfaction.
However, Hilton hotel takes
administration function for
achieving their goals.
Feature In Marriott personnel
management design job on the
basis of division of labour
(Schuler, Farr and Smith,
2013).
As compare to personnel
management, job design
function is done within the
group for working in team.
Components In personnel management
decisions are made by top
management according to rules
and regulations in the business.
On the other hand, in Hilton
hotel HRM components made
effectively after considers
participation of workers,
authority and competitive
environment, etc. (Schmoldt,
Kangas and Pesonen, 2013).
Importance and objectives Personnel management of
Marriott is concerned with
personnel manager only so that
they are working according to
their superior guidance and
roles. Therefore, they are
adopts routine function which
can be supports to objectives
However, in the cited firm
HRM is concerned with all
level of functions so that they
are working from top to
bottom line. As results, the
company is following strategic
function which assist to

and goals in systematic
manner (Hong, Liao and Jiang,
2013).
manage business results.
1.2 Assess how human resource manage' functions assist to achieve purpose of the company
HRM functions are playing very important role to ascertain goals and objectives of the
company in systematic manner. Thus, it comprises development of employee within Hilton
hotel. The cited firm classify their functions in following manner: Recruitment: In this function, the chosen organisation recruit various candidates at
workplace who are helps to achieve goals and objectives. It is the action which enlisting
to new people within the enterprise through motivating them for take part in goals and
objectives (Demerouti, Derks and Bakker, 2014). In this aspect, Hilton hotel can
advertise for particular job and vacant area for which they want to select member in the
company. Selection: It is the important function of the company in which manager of Hilton hotel
select member within the enterprise. In this aspect, various methods can be adopts by the
firm for choose right candidate in the business. Payroll administration: Payroll administration is defines as task which are necessary to
organise and compensation for various employee who are working within the enterprise.
In this function, the cited firm can includes total hours which works by employee and the
business pay for it (Schuler, Farr and Smith, 2013). Employee motivation: This is also important function of Hilton hotel which encourages
to various employee for attain goals and objectives. In this aspect, it determines level of
energy, commitment and creativity which brings job for motivates employee for getting
their involvement. Hence, the company can achieve high market share in systematic way.
 Reward management: It determines for extra ordinary performance with different
strategies for providing benefits to employees. In this aspect, the cited firm need to
perform fairly and equitable to maintain values of the enterprise (Schmoldt, Kangas and
Pesonen, 2013).

1.3 Roles and responsibilities of line manager which can support to human resource management
functions
There are various roles and responsibilities are take place within Hilton hotel. In this way,
line managers are frames their participation through they can attain goals and objectives in
systematic manner. Following are different roles and responsibilities perform by the manager at
workplace:
 Planning: In order to attain objectives and goals, line manager are responsible to make
plan within the organisation. Hence, they can formulate strategies and objectives through
objectives can be attain in systematic way (Demerouti, Derks and Bakker, 2014). In this
aspect, Hilton hotel formulate ideas and methods through they can ascertain functions of
the company.
 Monitoring: Monitoring is also requires by line managers to perform different functions
and objectives in systematic manner. In this way, the chosen organisation need to monitor
employee performance according to policies and rules. Hence, they can attain objectives
and goals in systematic manner (Mitchell, Griffith and Robinson, 2014).
 Recording: Line managers also need to perform function for recording all important
things at workplace. In this aspect, information need to be kept at workplace for
managing business results and outcomes. In addition to this, in Hilton information is play
significant role so that they can accomplish goals and objectives (Kramar and Parry,
2014).
 Actioning: Further, line manager are also performs functions for ascertain business result
trough taking action regarding organisation issues. In this way, they have right to take
decision when employee are not working according to rules and regulation (Cerasoli,
Nicklin and Ford, M 2014).
 Employee relations: In addition to this, employee relations is also essential part which
can be manage by line manager of the company. In this aspect, they are communicates
with all employee at each level so that goals and target can be achieved easily. Thus, it
frames rules and regulations which support to profitability at workplace.

1.4 Way in which legal and regulatory framework put their impact on HRM
Legislations for workforce deal with various outcomes so that they are able to maintain
functions and operations in systematic manner (Tao, Zuo and Zhang, 2014). Following are
different act which need to be followed at workplace of Hilton hotel: Sex regulation act 1995: This act frame by UK parliament which protects to men and
women from discrimination at workplace. In this way, Hilton hotel need to make
selection without ant biases. Thus, it creates positive impact on the firm employee and
they are working effectively in company (Thompson, 2011). Race relation act 1992: This act was framed for eliminating discrimination on the basis
of colour, nationality, etc. (Schuler, Farr and Smith, 2013). The cited firm need to protect
their employee on the basis of colour, nationality and many other aspects. Hence,
employee are encourages towards objectives and goals in systematic manner.
 Equal pay act 1970: This act is work that prohibits different treatment of employee at
workplace. In this way, Hilton hotel need to provide same benefits and payment to
employee at same level. Thus, they can avoid exploitation of workers from workplace in
an effective manner (Hong, Liao and Jiang, 2013).
TASK 2
2.1 Need for HRP (human resource planning)
HRP is one of the important parts of HRM which deals with the requirement of
employees and workers to fulfil their future needs and helps the company in achieving its growth
(Hendry, 2012). Hilton hotel is global hospitality giant which is known for its quality service and
as it deals in service sector so its key asset are its employees and to maintain its growth rate it
needs to hire lot of people. For this, it has to have proper HRP. There are various causes for
which HRP is done. Some of them are as follows:
 Fulfilling future manpower needs: The main motive of human resource planning is to
fulfil the future needs of the organisation regarding manpower. Hilton hotel should
properly plan so that it can hire correct number and right kind of employees so that it can
operate smoothly and achieve its objectives (De Menezes, Wood, and Gelade, 2010).
 Recruiting Talented personal: One of the major reason to follow Human resources
planning is to hire the most talented personal, which can bring new energy in the

organisation (Armstrong and Taylor, 2014). Hilton hotel should estimate there required
need of Human resource, evaluate their current human resource level and in the end
recruiting correct people for the job.
 Development of Human Resource: With the help of Human resource planning
organisation can draft the program related training and development so that company can
provide the skill and ability to the employees so that they can perform the job effectively
and effectively. Hilton hotel should provide proper training to its newly joined employees
so that its quality can be maintained (Zheng, Yang and McLean, 2010).
 Utilising Human Resource properly: Main aim is to plan HRP for the enterprise is of
hiring right people and provide them appropriate training so that they can be utilised by
company in the most optimum manner. Hilton hotel should utilise its human resources in
most optimum manner so that the operational cost of the company remain low (Gospel
and Sako, 2010).
2.2 Stages under planning of requirements of HR
Workers play a significant role for working within enterprise. It assists for planning
regarding human resources that require number of human resources by the company to achieve
its goal can be assessed. Human resource planning is a continuous process and there are few
steps which is required to be followed by the Hilton hotel. The stages involved in the human
resource planning are explained as follows:
 Assessing Human Resources: In this stage the external factor such as environmental
factor are considered relating with the internal factors such as vision, resources and
structure of company (Mayrhofer and et.al., 2011). After analysing the internal and
external factors which are affecting the organisation the Human resource department gets
the idea of the strength and weakness of the organisation with opportunities and threats in
the market as well. It also assess the skill of workforce already available by the
Organisation.
 Demand forecasting: This the next stage where the demand of Human resource is
forecasted by the organisation about the future needs of manpower without
compromising on their skills, knowledge and attributes (Bratton and Gold, 2012). The
forecast will be prepared on the basis to achieve the desired level of the objective. Hilton

hotel should prepare the demand forecast report by evaluating the current human resource
level and the objectives it has to fulfil in the future.
 Supply Forecasting: In this stage the estimation of the supply of the manpower is
analysed. It also estimate the future source of HR such as internal source or external
source so that the performance of the company can be enhanced. Hilton hotel should
fulfil its HR requirement by transferring the existing workforce or recruiting people from
outside (CHUANG and Liao, 2010).
 Matching demand and supply of Human Resources: The stage is most crucial for any
Human resource plan as the main function of this stage is to maintain the demand and
supply of the Human resource at a desired level so that situation of shortage and over
staffing does not create. Hilton hotel should make a proper plan to analyse its demand
and supply (Guest, 2011).
2.3 Comparison of recruitment and selection process between two organisations
Recruitment and selection process of Hilton hotel:
Hilton hotels has more than 1, 00,000 personal working for it. The main focus of Hilton
hotel is to hire the best talent in the market and provide them world class training. Hilton hotels
are known for developing and maintaining Luxury properties and the clientele of Hilton hotel
consists of High net-worth individual and corporates. Hilton hotel uses best human resource
management software such as peoplesoft and succesfactors. Hilton hotel has a tie up with the
best hotels schools in the world for recruiting there talented students (Harzing and Pinnington,
2010). Hilton hotel maintain the database of its total employees to track employee turnover
statistics, drug testing and background research of the employees. Hilton hotel believe that
employees are the most precious asset of the organisation so they follow a specified regime to
recruit and select the best people and provide them adequate training so that they can enhance the
performance of the company.
Recruitment and selection process of Hyatt hotel:
Hyatt hotels has more than 97000 employees having its operation in 56 countries. Hyatt
focuses mainly on developing relationship between its owners, client, customer and employee on
the company (Buller and McEvoy, 2012). So Hyatt follow a specified format for hiring the best
talent tool from the external resources. Hyatt mainly selects people by conducting interviews and
short list the eligible candidates by Taleo tool and conduct the interview. Hyatt also run training

programs for its senior managers so that all the people in the HR department are on the same
understanding and right candidate for the company can be selected. Hyatt also provide
opportunities to their existing staff to do the work as per their desire by this there existing
employees also remain satisfied (Storey, 2014).
2.4 Effectiveness of hiring and selection methods used in organisations
Effectiveness of Recruitment and selection process of Hilton hotel:
Hilton is a Hospitality giant which mainly focuses on its customer satisfaction and as it is
hospitality company human resources plays a vital role in this industry. Hilton hotels deals in
management of luxury properties. Hilton hotels follow various selection and recruiting process
so that right people can be employed (Jackson and et.al., 2011). It recruits from external and
internal sources or through any third party and the candidates are selected by interviews and
proper software are uses to track turnover statistics, drug testing and background research of the
employees.
Effectiveness of Recruitment and selection process of Hyatt hotel:
Hyatt is a perfect competition to the Hilton hotel as they both deal in the same industry
(Armstrong, 2011). So Hyatt and Hilton fight for the same talent pool. Hyatt have tied up with
many hotel schools as well so that they can hire the best talent in the early stage. Hyatt generally
hire its employees after conducting strict interview process and provide equal opportunities to its
current employees so that it can retain them.
TASK 3
3.1 Relation between reward and the motivational theory
Concept in which the behaviour of one person is demonstrated that has been affected by
the behaviour of other persons is known as motivation. They have a power to offer and also hold
the satisfaction of the one's need and wants. There are many motivational theories which are used
to motivate the employees of an organisation. There is a major link between the motivational
theories and rewards of Virgin Media Company. Reward is the concept in which benefits are
provided by the employer to its employee in respect of its performance in the company
(Armstrong and Taylor, 2014). HR manager of Virgin media limited is of opinion that the
employees should be rewarded according to their skills and performance. Maslow has laid down
a motivational theory which implies that employees of company are influenced by five levels of

needs of human which have to be fulfilled. Also, it has been said that manager of the cited
company has been implemented this theory due to which it increases the pleasing relationships ,
opportunities and also makes employees more work oriented. On the other hand, Herzberg said
that employees want two needs to the most that are hygiene and motivation factor. Managers
who adopting this theory rejects money to be used as a motivating factor and also, pay more
attention to the advancement and enhancement of job of their employees. Also, there are many
motivation techniques through which manager of Virgin media company motivates its
employees. Virgin Media Company has adopted Maslow's theory as it aim to achieve another
level only by completion of one level. Rewards are given to the employees of cited company to
motivate them for the growth of the company and also for bringing new ideas and innovation in
company. Rewards can be financial and in kind (Wright and McMahan, 2011).
3.2 Job evaluation procedure and factors by which pay is determined
Process that defines size and worth of jobs of an employee in a firm to facilitate internal
activities is known as job evaluation (Daley, 2012). It is an extensive process. There are 3 parts
of job evaluation that are; probation, feedback and appraisal. This process starts with the
clarification of the reasons of the job evaluation and its importance to its staff members. After
this, HR manager selects the jobs from each department of cited company for example,
production, sales or HR department and investigate it in detail. Then, human resource manager is
the one who chooses the method for making evaluation of job. Two methods which are selected
by the HR of company are: Analytical and Non -Analytical.
Some more factors by which pay is determined is another concept which includes the pay
in the terms of award for work that can be influenced by various factors. It creates difference
between roles and organisation. Employees of cited company are paid according to various
factors:
 Size of the enterprise
 Age factor
 Experience & skills
 Industry area (Fee, 2014)
 Profits of company and
 Performance of an employee in organization

Manager of Virgin media company aim to reward its employees for bringing innovation
in the production and sales of its products.
3.3 Analysing the effect of rewards in different contexts
Term which has been given by the employer to its employee with respect of the
performance related to its work in company is known as reward. The HR of the cited company
provides two types of rewards to its employees that are as; Extrinsic and Intrinsic rewards. The
rewards should be very effective in each context. The manager of the cited company aim to
provide rewards which are SMART in nature. The rewards should be specific according to the
work in respect of which reward has been given. It should also be measurable and achievable at
time. The different types of rewards that are given by the cited company to its employees are:
 Bonus is provided to employees so that it can provide actual motivation to its employees
which increases efficiency of company (Guest, 2011).
 Salary raise is another type of reward which is considered to be the most important
motivational reward because for obtaining this, employee performs better in the
organisation.
 Another reward is in the form of promotion in which company rewards its employees by
moving them one step ahead from their original position. It promotes morale and job
satisfaction in the employees.
Although, performance of an employee is a measure that measures efficiency of reward
system. It enables there employees to perform for the betterment of the company. Reward system
also boosts profit as employees work for the success of the company (Hendry, 2012).
3.4 Methods to monitor employee performance
Employee performance monitoring is the term by which the management of cited
company evaluates the performance of each and every employee of the company. There are
some methods which has been used by the Virgin media company. The methods which the cited
company uses are:
 The management uses observation and feedback method in which it employs one person
to have a check on the performance of all employees. At the end of the period, that
person provides feedback regarding evaluation,
 Virgin Media Company also uses performance standard to evaluate the actual
performance of its employees according to the given criteria (Jiang, et. al., 2012).