Human Resource Management Report: Strategies for Holiday Inn

This report provides a detailed overview of Human Resource Management (HRM) within the context of the Holiday Inn organization. It begins by outlining the core functions and purposes of HRM, including compensation, benefits, recruitment, selection, training, development, and rewards, emphasizing their role in workforce planning and resourcing. The report then analyzes the strengths and weaknesses of various recruitment and selection approaches, such as internal job postings and social media, as well as interview and aptitude tests. It examines the benefits of different HRM practices, including flexible working, performance management, performance appraisal, and job design, for both employers and employees. The importance of employee relations in influencing HRM decision-making is also discussed, along with key elements of employment legislation and their impact on the HRM process. Finally, the report illustrates the application of HRM practices in a work-related context, providing a rationale for specific HRM strategies, all aimed at enhancing organizational productivity and profitability, ensuring employee satisfaction and compliance with relevant legislation.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
P1) Functions and Purpose of HRM Applicable to Workforce Planning and Resourcing.........3
P2) Strengths and Weaknesses of Different Approaches to Recruitment and Selection............4
M1) Explain & identify the HR functions to fulfil business objectiveS.....................................5
M2) Evaluation of Strengths and Weaknesses of Approaches to Recruitment and Selection....6
LO 2.................................................................................................................................................6
P3) Benefits of Different HRM Practises for Employer and Employees....................................6
P4) Effectiveness of Different HRM Practises in Terms of Raising Organisational
Productivity and Profitability......................................................................................................7
M3) Different Methods Used in HRM Practises.........................................................................9
LO 3.................................................................................................................................................9
P5) Importance of Employee Relations in Respect of Influencing HRM Decision Making......9
P6) Key Elements of Employment Legislation and Impact of HRM Decision Making Process
...................................................................................................................................................10
M4) Identification of Key Aspects of Employee Relation Management and Employee
Legislations...............................................................................................................................11
LO 4...............................................................................................................................................12
P7) Illustration of Application of HRM Practises in Work Related Context............................12
M5) Provide a Rationale for the Application of Specific HRM...............................................12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management is that branch of an organisation which is associated with
the acquisition, maintenance and all employee related works which are to be performed in an
organisation (Vining, 2019). With the help of this branch or department, it has made possible to
make proper maintenance of human resource in an organisation. The company chosen for the
completion of this assignment is Holiday Inn which was founded in the year 1952 and is
headquartered in Buckinghamshire, London. The company provides their customers with
different types of services related to food and accommodation, lodging and many more with the
help of which satisfaction is provided to the customers. In this report, the discussion will be
made about purpose of HR Functions, strengths and weaknesses of different approaches to
recruitment and selection. In addition to this, the discussion will be made about the benefits of
different HRM Practises for employer and employee along with their effectiveness as well.
Further, the discussion will also let cover importance of employee relations in influencing HRM
Decision making process along with key elements of employment legislations and their impact.
Lastly, the discussion will be made about application of HRM Practises in work related context
with the help of examples.
LO 1
P1) Functions and Purpose of HRM Applicable to Workforce Planning and Resourcing
There are different functions which are performed by an organisation such as Holiday Inn
for their employees and the organisation as well. According to Peter Boxall, John Purcell, and
Patrick M. Wright, 2019, the main purpose of HRM is related to proper maintenance of human
resources in an organisation and work for the betterment of employees so that they could be
sissified from the job role and could be retained in the organisation for a long period of time.
Employees are the most important asset for an organisation and for their maintenance and
effective performance it is important for the companies to make sure about their satisfaction from
the job role performed by them (Turner and et. al., 2019). The description of some of these
functions has been provided as under:
Compensation and Benefits:
Employees deliver their services to the organisation for which they are hired and for these
services, the employees are paid. So the decision of providing compensation and benefits to the

employees is also taken by the HR Department that which amount is needed to be given for their
works which will satisfy them and also be beneficial for the company as well. The purpose of
this HR Function is to retain employees in the organisation for a long period of time and
providing them satisfaction regarding their job role. Some of the main functions of HR
Department of HR Function
Recruitment and Selection:
It is the process where an organisation hires employees for the effective running of an
organisation for the different posts vacant in an organisation. HR Department of Holiday Inn also
performs this function as well. The main purpose of this function is to make sure that
organisation's working in not effected because of shortage of employees.
Training and Development:
Training relates to professional development and on the other hand development relates
to personal development. These are programmes such as Training and Development Programmes
provided to employees. This work is also associated with HR Department of Holiday Inn to
provide their employees with Training and Development Programs so as to increase their
performance. The purpose of this HR Function is to make improvement in the efficiency of
employees and maintaining good working environment of the organisation (Stewart and Brown,
2019).
Rewards:
Other financial and non financial benefits provided to employees apart from their salary
for their work. The decision about providing the rewards to employees also depends upon the HR
Department. The purpose of this HR Function is to make maintain and increase dedication level
of employees for the betterment and growth of the organisation.
P2) Strengths and Weaknesses of Different Approaches to Recruitment and Selection
Recruitment is the process of hiring effective and talented employee for the organization.
In order to get best employees the companies follow different approaches of recruitment which
are as follows:
Internal job postings: it is a process where manager create a job opportunity for the existing
employees who had worked with the company in past and familiar with the policies and
environment of the organization.

Strength: Internal job postings saves the time and cost of the company and also help to
gain employee loyalty.
Weaknesses: The risk of the company is increase as sometimes employee did not bring
new ideas for the organization.
Social media postings: nowadays, companies using this medium to hire employees. Social
media gives more information about a person rather than get it from a traditional way that is
Resume.
Strength: it help companies to reach large number of candidates at a time. it is easy and
inexpensive method. In addition to this, manager get to know about the behaviour of candidates
easily by their social media posts , tweets, comments and so on.
Weaknesses: Sometimes the information on social media is not correct so it is difficult
for both the recruiter and the candidate to measure the personality (Schermerhorn and et. al.,
2019).
Approaches of Selection
Some of the approaches used by the companies in selection are as follows:
Interview: It is a method in which the conversation take place between the employer and the
candidate in order to know whether to hire or not hire the applicant.
Strength: Interview is an easy and cost effective method of selection. It increase the
knowledge of both the interviewee & interviewee as they exchange their ideas and views.
Weaknesses: There is no record of what is discussed in the interview and sometimes
creates confusion in the mind of interviewer.
Aptitude Tests: Aptitude test measures the abilities and potential of a candidate. It includes
verbal ability, numerical ability, spatial ability and so on.
Strength: it helps managers to know the suitability of the candidate and also helps in
selecting better person who can effectively perform the task of the organization.
Weaknesses: The inferences perceive from aptitude test might not be right or correct.
The unreliable outcomes will arise if it is judged by an incompetent person.
Best Fit Approach to Recruitment and Selection:
M1) Explain & identify the HR functions to fulfil business objectives
The main objective of every organization is to earn high profit and this can only be
achieve by the effective employees which is hired by the Human resources of the company.

Managing employees according to the company objective & goals takes place with the help of
HR. An organization can only survive if their performance is high, Human resources motivate
employees by giving them promotion, bonus, incentives in order to maximize the performance
of their workers (Poór and et. al., 2019). With reference to Holiday, the HR of the company
analyse the needs of their employees so that it can be fulfilled and better results can be achieved.
In addition to this, the company gives incentives, appraisal, bonus, promotions to the employees
of their good performances. It influence and motivate employees to work with full efficiency
which leads to better outcome and increase in profits of the Holiday Inn.
M2) Evaluation of Strengths and Weaknesses of Approaches to Recruitment and Selection
The suitability of these approaches depends upon the organisation such as their processes,
size or scope. For example, for small scale organisation, the use of local newspaper
advertisement will be best which will be economical and effective for it. In this way, it is
important and beneficial for companies to evaluate first about the use of approaches to
recruitment and selection before making use of.
LO 2
P3) Benefits of Different HRM Practises for Employer and Employees
There are different HRM Practises which are being followed in an organisation. With the
help of these HRM Practises, it is made sure that there is a good relationship in between the
employees and management of the company. The possible HRM Practises that could be adopted
by Holiday Inn in their processes for managing the interest of both employees and employer in
the organisation is provided as under:
Flexible Working:
However, the working of an organisation is rigid as there are shift timings in which
employees needs to come and complete their provided tasks. But sometimes, there arises some
situations in which employees are not able to work according to the working hours of their
organisation (Munasinghe, 2019). So by providing their employees with facility of flexible
working hours, it will be possible to create a good image of company in the minds of employees.
The benefit with this HRM Practise for employees will be that their personal work could be
resolved along with office work as well. Along with this, employer benefits includes about
maintenance of good relation with employees for long period of time.

Performance Management:
It refers to the process with the help of which an organisation makes improvement in the
performance of employees of the company. There are different methods of performance
management which are Self Evaluation, Checklist and many more with the help of which
improvement in performance is made of employees. It is beneficial for employees as with the
help of this the improvement in performance as well as in the confidence and dedication level of
employees is made. For employer, it is beneficial there are less deviations made in the process of
organisation which helps in making reduction in the overall cost of production.
Performance Appraisal:
The following term can be defined as the process in which the organisation makes
increment in the compensation and benefits of an individual due to high performance. It is also
an important HRM Practise that could help Holiday Inn to provide their employees with better
growth opportunities for their future. The benefit that employees could have is the monetary or
non monetary benefits of their own wish could be provided by them to their organisation and
also they will be able to find out a reason to perform well and work whole heartedly for the
organisation (Myers, 2019). Considering the point of view of employers, it is beneficial for them
as this will work as motivator for their employees and will positively impacts upon their
performances and will make increment in the revenues and incomes of the organisation such as
Holiday Inn.
Job Design: It refers to the process of work arrangement with the help of which it is made
possible to reduce the level of job dissatisfaction and employee alienation that could arise from
the repetitive and mechanistic tasks. With the help of job design, it is made possible make
improvement in the productivity and profitability level of the company as by providing the
employees with higher level of satisfaction, it will be possible to get improved level of services
from the organisation. Along with this, there are also some important methods of job design
which are provided as under:
Enlargement Method: The following method is related to making increment in the number of
tasks in a job for employee with the motive of making improvement in the efficiency and
flexibility of their own work.

Enrichment Method: The following method is being applied when employees are entrusted
with extra and more responsibilities in order to scheduling, coordinating and planning of their
own work.
For example, the following job practise could be implemented in Holiday Inn and could
be used in order to make improvement in the overall level of the works and processes of the
company. As such the manager of Holiday Inn is provided with the responsibility to assign
different tasks to employees. Along with this, the consideration is also related to providing the
manager with the responsibility of looking over their performance, evaluation of their
performance and many more for the achievement of goals and objectives of the organisation.
Benefits of Job Design: There are different benefits that an organisation and employees could
have by making use of job design methods:
1. Organisational Design
The activity configuration indicates the substance and techniques of playing out the
errand in the association. Henceforth, it helps in planning organisational structure. The
hierarchical structure is dictated by the activity configuration process. It assumes a key job in
evaluating the need and necessity of authoritative structure. Job design additionally indicates
authoritative culture, standards and qualities that its individuals need to pursue to accomplish
hierarchical objectives.
2. Structure Of Competent Employee
Job design is an efficient methodology of giving employment related information and
data on aptitudes, information and capacity of the officeholder to play out the assignment. Based
on the data gave by it, the expected set of responsibilities and occupation detail plan are readied,
which serves to the most appropriate contender for the activity. It gives an achievement to
choose the able worker who is equipped for playing out the assignment well in the association.
3. Motivation And Commitment Of Employees
Job design makes the work all the more fascinating and testing, which rouses the
representatives for more significant level of execution. The difficult and intriguing activity gives
better pay to the representatives which rouses them for better occupation execution. Alongside
inspiration work configuration likewise acquires high level of duty them towards hierarchical
targets. This expands authoritative profitability and worker fulfilment at work.
4. Environmental Adaptation

An association is worked in a powerful domain. Consequently, any adjustment in the
natural powers can have direct effect upon authoritative execution. Accordingly, an orderly
activity configuration process attempts to address the change that has happened in the
hierarchical condition. The procedure of employment structure and occupation overhaul is set up
so that it adjusts the adjustment in the natural powers.
5. Labour Relation
A decidedly ready activity configuration brings an agreeable connection among
representatives and the executives. Then again, inadequately arranged occupation configuration
makes representative complaints, in disciplinary activities, more prominent worker turnover,
more noteworthy truancy and strife.
Practise of Training and Development: The following two concepts are called together mostly
but there is a lot of difference in both of the terms which are used in the businesses. Training
refers to the process with the help of which it is made possible to make improvement in the level
of skills and abilities of an individual related to their level of practical knowledge such as use of
equipments. The following term brings work efficiency.
On the other hand, Development is the process with the help of which it will be possible
to make improvement in the level of behaviour of an individual so that the working environment
of the organisation could be maintained in a good way. There are different types of training
method and the description of some of them are provided as under:
Simulation: It refers to the process with the help of which real work experiences are developed.
In other words, it refers to the uniqueness which is in the work of an individual and which makes
it different from that of others. Taking an example, such as the dealing with the fire situation in
Holiday Inn and preventing others from that situation.
Coaching: The following process is related to providing learning to the individuals or employees
in the organisation with the help of which effectiveness is created in their work and improvement
in made in their overall level of working. For example, hen employees are provided with
theoretical knowledge to their employees regarding any task or work which needs to be
completed in a different way from earlier.
Role Playing: With the help of this method, it is shown to the employees that there are different
situations which occurs in the organisation and they make that situation in the organisation and
show the possible ways to handle out themselves from that situation. The following method

could take place in a minimum of two people and also with the group of people as well. For
example, the security systems of an organisation where they are provided with the way in which
they are required to inspect the people or vehicles coming outside to inside the organisation.
Benefits of Proper Training and Development for Employer and Employees:
Benefits of Employees: It is related to the improvement in the level of job satisfaction of
employees that will be provided to them with the help of providing them with training so that
improvement in the level of their skills and knowledge could be made.
With the help of this, the morale of employees is also made as they are provided with
training so their efficiency is increased in the work. This creates and brings confidence in them
which positively impacts upon their morale. Along with this, the impacts has also been created
on the dedication level of employees as well when they are provided with training and
development programmes as they feel that they are provided with importance in the organisation
and their level of interest in the working of organisation increases. The employees will reduce
their level of absenteeism along with the reduction in the turnover rate of the company as well.
Benefits to Employers: Not only the employers but the employers will also get benefits from
providing training and development programs to the employees. As with the help of these
programs, it will be possible for the company to make reduction in the overall cost of production
of the organisation.
The productivity and profitability of the organisation will also be positively impacted
because of the improved performance of employees which will help in making the completion of
their task in lesser period of time. So these all are included in the benefits which are provided by
the implementation of training and development programmes to their employees.
P4) Effectiveness of Different HRM Practises in Terms of Raising Organisational Productivity
and Profitability
Along with the different HRM Practises provided in an organisation, it is also important
to the know about the effectiveness of those HRM Practises for the organisation whether they
provide the company with benefits or not such as increment in their organisational productivity
and profitability. So the description of information related to this concept has been provided as
under:
Performance Management:

It refers to the process with the help of which an organisation makes improvement in the
performance of employees of the company. There are different methods of performance
management which are Self Evaluation, Checklist and many more with the help of which
improvement in performance is made of employees. It is beneficial for employees as with the
help of this the improvement in performance as well as in the confidence and dedication level of
employees is made. For employer, it is beneficial because it helps them in providing their
employees with good performance and the productivity and profitability of company is positively
impacted. Along with this, the employees are also retained in the organisation for long period of
time.
This HRM Practise will impact positively on the productivity and profitability of the
company it is because with the help of this practise, improvement in the performance of their
employees could be made. As with the help of different methods of performance management
such as checklist and self evaluation methods, it will be possible to provide the employees with
their own weaknesses and areas where they are lacking behind. When they are known with the
areas of improvement than it becomes possible for them to improve those areas where their
working is not good and effective (Morgeson, Brannick and Levine, 2019). This improvement
will also impacts upon their performance in positive way. And the impacts of their performance
will also impact positively on the performance of their organisation as well. So overall, it can be
said that the good performance of employees will positively impact upon the performance of
organisation and this will positively impact upon the growth and development of their
organisation as well. Hence, it can be said that with the help of performance management, it will
be possible to create a positive impact upon the profitability and productivity of the organisation.
With the help of considering the performance evaluation of employees, it will be possible to
know about the performance of employees whether they are doing good or not. In case their
performance is not good, measures must be used so to make improvement in their performance.
With the help of this, the performance of employees will increase they will be able to produce
more in lesser period of time. So this will impact upon the productivity of the organisation in
positive and hence, the level of profitability will also tend to increase.
Flexible Working:
It is the term which is used to describe about the flexible working shifts provided to their
employees during some situations according to their own needs and preferences. The following

HRM Practise also impacts upon the profitability and productivity of the organisation in positive
way. As the employees are provided with flexibility in their working shifts so it will be possible
for them to work according to their needs and preferences. It means to say that the organisation is
understanding the concern of their employees. This will create a feeling of dedication and
motivation in the minds of their employees regarding the organisation. This motivation and
dedication will make their employees to perform better by themselves for the organisation and
they will willingly perform well and work more for the organisation. The company could also
make their employees to work more at times when the organisation needs their help. This
situation will also be understood by the employees as at times when employees need help, they
were provided so in the times when organisation needs help, it will be possible for them to
provide their employees with proper support to the company. This coordination and cooperation
will impact as positive response and performance of employees towards the company. Hence, the
productivity and profitability of the organisation such as Holiday Inn will also be positively
impacted because of the improved performance and cooperation provided by employees (Marks,
2019). Flexible working hours also helps in improving the productivity and profitability of the
organisation. As employees are provided with working hour flexibility than it will be possible for
them to be for long period of time in the organisation and also they will feel more to work in the
organisation. So this will create positive impact upon the productivity and profitability of the
organisation as well.
So with the help of different HRM Practises such as Performance Management, Flexible
Working Hours, Performance Appraisal and many more, it will be possible for the company to
create good bonding with their employees so that they could also make their contribution on
willingly basis towards the growth and success of the organisation such as Holiday Inn.
M3) Different Methods Used in HRM Practises
There are different methods which are used in HRM Practises for the betterment and
growth of the organisation such as the use of Performance Appraisal, Job Design, Rewards and
Benefits, Flexible Working Hours and many more with the help of which it is possible to make
improvement in the overall working of the employees as well as the employers as well.