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.

LO 3
P5) Importance of Employee Relations in Respect of Influencing HRM Decision Making
Employee Relations refers to the term which is used in order to described about the
relationship of employees in an organisation with the management of that company. It is
important that there should be good and effective relationship in between the company and their
employees so that it could become possible for them to create coordination and cooperation in
between the employees of the company which will be better for its growth and development. The
importance of employee relations in an organisation can be viewed as under:
Lesser Conflicts:
When relations between employees are good than it will reduce the chance of conflicts
among them. They can open impart their thoughts and perspectives to one another and together
can land at the most proper choices without having any sort of contention (Makarius and
Stevens, 2019). It will help the organisation in providing the most appropriate choice by
examining the views of its workforce.
Team Building:
Another important part of good employee relations is that it encourages the workers to
work in a group towards accomplishing organisational goals and objectives. The objectives of an
organisation can be effectively accomplished if labourers work in a group as opposed to working
alone. It will improve productivity of workforce as work will be executed on time when
connection between representatives are great. It likewise helps in basic leadership technique by
taking an interest in this procedure and imparting their one basic insight as a group subsequent to
talking about.
Holiday Inn accepts that the accomplishment of organisational goals is in the hands of
employees who are working for it and it is critical to develop good relations among them so as to
improve organisation's efficiency (Macke and Genari, 2019). Good relations among employees
helps in impacting HRM basic leadership. In such manner different techniques can be utilized by
an organisation to improve employees commitment. Technique received by this organisation to
improve employee relations is provided as under:
Open Communication:
Open correspondence is utilized by Holiday Inn to encourage employee relations and
their interest in basic leadership method. This organisation thinks about that workers must impart

their perspectives and insights in basic leadership technique. For this reason, it conducts different
studies week after week for keeping consistent check upon inputs got. It lead yearly broad
gatherings and uncommon general gatherings for its individuals and give them a stage to express
their feelings and perspectives. Two way communication settles on sure commitment of
employees in basic leadership method, to figure techniques, execute changes easily, make
tension free workplace (Batishchev, 2019).
Role of Trade Unions: There are different roles which are accomplished by the Trade Unions
for the successful completion of the different tasks in an organisation which are provided as
under:
 It is the role of trade unions to make negotiation agreements with employers to pay and
conditions.
 To make discussion about the major changes to the workplace such as large scale
redundancy.
Three Major Areas of Decision Making in HRM:
Compensation Decision: The HR Manager of an organisation makes takes decision about the
compensation which is needed to be provided to them. This an important decision in which the
pay and benefits which are needed to be provided and also about the amount is all decided by the
Human Resource Department of an organisation.
Training and Development: When some new process is implemented in the working of an
organisation, it is important to provide the employees with training and development
programmes so as to make improvement in the overall level of their working and also to create
effectiveness in their work.
Recruitment Decisions: The decision related to recruitment of individuals in the organisation is
also taken by the HR Department as such there are different ways to make recruitment so to
make use of internal or external recruitment is the decision on HR Department only.
Effect of Employment Security on Recruitment:
In case employees are provided with employment security than it will reduce the turnover
rate of the company and will also impact positively on the working of organisation and also on
the employees as well.

P6) Key Elements of Employment Legislation and Impact of HRM Decision Making Process
There are different legislations which have been drawn by the Government of UK for
protecting the rights of employees working in both private and public sector. With the help of
these legislations it has been made sure that the working of organisations is done in a proper and
ethical way which is not impacting negatively on the employees working in the companies. So
the explanation of some of the important legislations have been provided as under:
Anti Discrimination Act:
This law decides enactment which is intended for dispensing with victimization explicit
individuals. It counteracts individuals at work environment against nationality, station, statement
of faith, sexual orientation, inability, race, etc. HRM capacities must makes equivalent business
arrangements for diminishing any sort of separation at workplace. Holiday Inn apply various
principles for advancing non-discrimination and ensures that all employees are given equivalent
treatment. At the point when employees working in an organisation are dealt with similarly than
they will begin feeling great in workplace. It will propel make to express their perspectives and
feelings and take an interest in basic leadership process effectively. It will help the venture in
taking fitting choices by examining every one of the assessments of workers.
Health and Safety Act, 1974:
This legislation of United Kingdom has been made to ensure that employees are given
good and safe working conditions in the organisation in which they are working. It clarifies the
basic power and structure for empowering, directing, and implementing health, security and
welfare at working environment (Buckley and et. al., 2019). Human Resource Management the
board need to create appropriate and satisfactory working conditions to labourers and give them
health by giving them adaptable working hours. Holiday Inn gives proper workplace to
businesses and with the end goal of security, it gives its workers with transportation facility as
well. It has impact over HRM basic decision making as this department will create different
strategies to make sure about their health and security at workplace.
M4) Identification of Key Aspects of Employee Relation Management and Employee
Legislations
In the key aspects of employee relations, it is discussed about the positive and negative
impacts of employee relations to the organisation. For example, in the positive aspects, it

includes lower turnover costs, high quality of product or service, success, growth and
experiences. In negative aspects, lack of clear guidelines, issues with management.
Along with this, in the key aspects of employee legislations, it is included about the
benefits of employee legislations to Holiday Inn such as less intervention of government, clear
and good brand image of organisation, positive image in the workplace, lower employee
turnover rate and many more which are important for the growth and development of an
organisation (Chorley, 2019).
LO 4
P7) Illustration of Application of HRM Practises in Work Related Context
There exist varied HRM Practises which that are used in the workplace by the employees
in an organisation. It is important for Holiday Inn to make proper analysis before selecting an
employees so that the benefits could be achieved by company according to their own needs and
preferences. So taking the case of Holiday Inn, there are different practises that could be used by
the company. Examples are provided as under:
Job description
It is a document which covers about all the skills and talents which a company is
expecting in their new hired employee. With the help of this HRM Practise, it will be possible
for the company to judge the performance of their employees. The manager of Holiday Inn could
make use of job description to attract talent pool of applicants.
Job Description
Job Details
Vacant Post : Human Resource Assistant Manager
Business organisation : Holiday Inn
Job Purpose
Holiday Inn is planning to hire skilled employee for the position of HR assistant manager. In
this context, organisation is giving more consideration to those people which have influential
internation and communication skills so that interaction with employees and employers can
performed smoothly. Also, candidate will be required to assists HR manager in formulating and
implementing work related policies. other purpose of this job is to perform activities like
staffing needs, recruitment, training and selection of workforce.

Roles & Responsibilities
Main responsibility and role of HR Assistant manager is implementation of HR policies and
protocols in Holiday Inn in an efficient manner. Other responsibility is to follow the rules and
orders of HR manager. Also, Assistant manager have to interact with applicants and take their
tests so that desired employees can be hired by organisation. Maintaining good relationship
among employees and employers will be another important role of HR Assistant manager.
Interview questions:-
Interview questions play a very important part in helping interviewer in assessing a
candidates based on their present skills. This is a medium which actually defines competence of
a individual. This is also helpful in determining ideal traits for a position in the organisation.
Overall technical abilities can also be determined with help of such interview questions. A
complete assessment can be easily made in a organisation while a individual is being selected
based on skills possessed by a candidate.
1.Why do you want to join Holiday inn company?
2. What are your present expectations from this particular job role?
3. How will you always remain motivated to increase your contribution in performing repetitive
tasks?
4. Which management style you will prefer most in organisation?
5. How will you be able to manage the stress from regular functions of job?
Curriculum Vitae
A Curriculum vitae plays a very important part for every job seeker. This is the first
impression on every employer and can be used as a tool to to impress and put a positive
impression on recruiter. This acts as a direct communication which is made by a prospective
employee to their potential employer. This is very valuable from view point of every employee
and this is the most important key which can help in selection of a individual in next step of the
selection process in a particular organisation. So, it is very important from view point of a
prospective employee that they must make attempts to design their CV in a way which can
attract a employer and clearly indicate how competence level of employee.

Curriculum Vitae

Address : 620, Dover street, London
Phone no.: 1258997412
Email id: [e-mail]
Objectives
Searching for a challenging job opportunity so that knowledge, skills & learning can be
expanded. To work diligently for organisation which can help in all round development of my
personality and exiting potential. Searching for a position as HR assistant manager in your
organisation.
Work Experience
 Worked as six month Intern in Human resource in, Atlantics and Trans center, London.
3 years experience as Human resource assistant in Innovative concepts, London, 2016-2018.
Qualifications
 Bachelor degree in Human resource from Rodney university, 2012
 Master's degree in Human resource from Delaware university,2014
 High school in Rover high school, in 2010
 Certification course in MS office from Cyber training institute.
 Leadership diploma of 6 months from concept Academy.
Certificates -
 Certificate in MS office software.
 Certificate in transformational & behavioural leadership.
Personal information
Status- Single
Date of birth- 25 March, 1995
Hobbies- Calligraphy, painting, soccer.
Key skills
 Able to handle very complex & conflicting situations and
 Rewarded as employee of month two times in previous organisation.
 Effective communication skills.
Job Offer Letter

Mr. James Trump
Address: 12th lane, Birmingham
London, England
Dear James Trump,
We are delighted to inform you that company has selected you for the job role of
Assistant manager in Human resource department. This is due to your expertise in Human
resource field. As per the rules of company, you can start officially working in organisation
from 10th January 2020. Company will provide you 20,000 pounds as annual salary. Other
facilities like insurance, conveyance, planned leaves will also be given to you.
If you are interested in our offer, you can send us signed copy of this offer letter before 2 nd
January 2020. If you will not send signed copy we will consider you are not interest in this
job. If you some doubts or queries then you can call us or clarify them via E-mail.
Sincerely,
Jones Stuart
HR manager
Holiday Inn
I hereby, accepts offer letter for the job position of HR Assistant Manager.
_____________________________
Signature _____________________________
Date ----------------------------
M5) Provide a Rationale for the Application of Specific HRM
Job design practice is used to prepare person specification and job description in an
organisation like Holiday Inn. With the help of this, it is possible for the company to know about
the aspects which must per performed well by the potential employees. This will also help in
identifying about those areas where they are not able to perform good at all. So by knowing
about the areas of strengths and areas of weaknesses, company can could provide them training
and work on other aspects. It will help in making improvement in the level of their skills and
knowledge for the betterment and growth and development of the organisation.
If a recruitment process is started without having a job description for a particular job
vacancy then it might affect the overall process of recruitment and selection in a organisation.

Absence of job description can lead to ambiguity in a employee regarding what are job
responsibilities and job role which they have to do for a particular vacant position for which they
have applied. creation of boundaries is biggest benefit of a job description. This also helps
employers in justifying the pay which they are offering to a particular employee in a
organization. Hence, it can be said that there are many negative impacts of not having a job
description and conducting a recruitment process in a particular organisation.
CONCLUSION
From the above assignment, it has been concluded that HRM is an important department
in every organisation as it is associated with the most important work of the organisation that
could make sure about its effective running. In addition to this, it has also been concluded that
evaluation of strengths and weaknesses is also important in regards of this to get effective
outcomes. Further, the conclusion has been drawn about use of different HRM Practises which is
beneficial for the company as it helps in motivating and increasing their dedication towards the
company. Moreover, the conclusion is related to good employee relations which are also
important part of the organisation as with the help of this it could be made sure that there is a
long term relation is between the organisation and the employee. Lastly, the conclusion is about
the effective running of organisation which will be possible with the fulfilment and working
according to the legislations made by the government in relation to the customers.

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