Human Resource Management Report: IHG Practices and Strategies

This report provides a comprehensive analysis of Human Resource Management (HRM) practices within Intercontinental Hotel Group (IHG). It begins by explaining the purpose and functions of HRM, focusing on workforce planning and resourcing, and then delves into the strengths and weaknesses of different recruitment and selection approaches, including internal and external recruitment. The report further examines the benefits of various HRM practices, such as training and development and performance management, for both employers and employees, evaluating their impact on organizational profit and productivity. It also explores the importance of employee relations in HRM decision-making and identifies key elements of employment legislation and their impact. The report illustrates the application of HRM processes with specific examples, covering various aspects of human resource management within the context of IHG. Finally, the report concludes by summarizing the key findings and recommendations for effective HRM within the hospitality industry.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Explain the purpose and functions of HRM, applicable to workforce planning and
resourcing an organisation. ........................................................................................................3
P2. Explain the Strengths and weaknesses of different approaches to recruitment and
selection. .....................................................................................................................................4
TASK 2............................................................................................................................................6
P3. Explain the benefits of different HRM practices within an organisation for both the
employer and employees. ...........................................................................................................6
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity. ...............................................................................................................8
TASK 3............................................................................................................................................9
P5. Analyse the importance of employee relation in respect to influencing HRM decision
making.........................................................................................................................................9
P6. Identify the key elements of employment legislation and the impact it has on HRM
decision-making. ......................................................................................................................10
TASK 4 .........................................................................................................................................10
P7. Illustrate the application of HRM processes in a work-related context using specific
examples. ..................................................................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Management is the term which automatically defines its meaning and
its relation to the entity. The function of human resource management is performed in order to
fulfil all the workforce requirement of the company and maintain a balance in an organisation in
regards to its requirement of professionals and skilled staff (Bell, Bryman and Harley, 2018).
The present report is developed on Intercontinental hotel group which is also known as IHG. The
company belongs to hospitality industry and deals in worldwide location offering their best
quality services as well as addressing the needs of people. The company is British multinational
organisation which is headquartered in England with its base in United Kingdom. The report is
constructed on aspects related to human resource management beginning with the discussion
taking place over the purpose and functions of HRM applicable to workforce planning. Moving
along the strengths and weaknesses of different recruitment and selection practices are identified.
The impact of different and practices on organisational productivity and profits are identified.
Moreover, certain HRM practices are applied on choosing an organisation like presenting a job
description and a CV.
TASK 1
P1. Explain the purpose and functions of HRM, applicable to workforce planning and resourcing
an organisation.
Human resources management is a practice concentrated on managing the people of the
entity in order to achieve better performances with keeping people safe and Happy within the
company. The Human Resource Department of InterContinental Hotel and every Organisation in
which the process is involved hold certain purposes and functions to perform in order to lead the
organisation towards its objectives and work in regards to effective workforce planning (Bennett,
2017). Show the major functions of Human Resource Department that are performed by the team
in intercontinental hotel and their respective purposes are elaborated as follows: Aligning human resources and business goals- This is known to be a general function of
Human Resource Department that is performed by all the different HRM units of
different organisations. In regards with intercontinental hotel its Human Resource
Department make sure to incorporate the organisational and employee objectives together
for rendering the best possible outcomes to the entity.
3

Purpose- The major purpose behind doing so is to make people and the company walk
towards the same direction in order to attain respective objectives as well as benefiting
both from one another. Staffing and training people- The second major function which is performed by Human
Resource Department of intercontinental hotel is of staffing and training people. This
practice can also bifurcated in two with recruitment and selection as well as training and
development. The staffing function takes place for bringing the best talents within the
organisation for filling the vacant position and fulfilling the need of the company. On the
other hand training and development function takes place for keeping people updated and
upgraded in regards to the changes taking place and skill development (Maier, Meyer and
Steinbereithner, 2016).
Purpose- The key purpose behind staffing and training function of Human Resource
Department is to keep the company in right hands where professionals holds appropriate
skills and abilities to perform the assigned tasks as well as for keeping the right person on
the right job at the right time.
P2. Explain the Strengths and weaknesses of different approaches to recruitment and selection.
As discussed and identified in the above section there are different functions of Human
Resource Department which it plays in order to maintain effective workforce planning.
Recruitment and selection is identified as a very important and basic function of HRM which is
conducted by the department in order to keep the company the company flourishing and filled
with professionals.
RECRUITMENT
The recruitment process refers to the development of a pool of individuals who are
potential candidates for the vacant positions for which the entity is conducting the whole
recruitment process. It is initial stage which is needed to be fulfilled by the HRM team of
intercontinental hotel for bringing an expert in the entity. There are two ways in which
recruitment can be done, Internal and external recruitment. In the segment below both practices
are elaborated with its strengths and weaknesses (Groeneveld and et. al., 2017). Internal Recruitment- The phenomena of internal recruitment states that when the
Human Resource Department of intercontinental hotel is looking for filling the vacant
position within the organisation by recruiting the existing employees and experts.
4

Different ways by which internal recruitment takes place are promotions, transfers and
employee referral.
Strength:
 The one basic strength of internal recruitment is it is an easy process which consumes
less cost and time of the human resource team. The internal recruitment techniques like promotions help the management of
intercontinental hotel to motivate people within the entity for performing better and
beyond there expectations.
Weakness:
 The weakness associated with internal recruitment process is it becomes a barrier
between the path of innovation and creativity within the entity as no new talent is
introduced which stops the flow of innovative ideas (CHRISTOPHER, 2017). Another associated weakness of internal recruitment process is sometimes it creates a
negative environment within the workplace affecting the performances of people around. External Recruitment- The second approach of recruitment which is adopted by the
management of intercontinental hotel to attract the most potential candidate for the job
role is external recruitment. This is the practice in which the company moves out words
to bring in young generation and new employees within the organisation for filling the
empty post. The techniques through which external recruitment takes place within
intercontinental hotels are engagement with external agencies, advertisement and
promotion of the vacant job and few more.
Strength:
 The very common strength of external recruitment process which is enjoyed by
organisations is of engagement of fresh talents with innovative ideas within the entity. Strength of the phenomena is development of positive competition and attitudes in minds
of people to prove themselves which leads them to work with their utmost efficiency and
talents (Skidmore, 2017).
Weakness:
 The process and procedures of external recruitment involves an increase huge cost and
capital utilisation. As well as the process is also time consuming.
5

 The external recruitment process not only consumes money and time but also offers very
less certain to the management about the efficiency and effectiveness of new staff
members recruited which can lead to waste of the whole process through which the
management have gone through.
SELECTION
Once recruitment process is completed the second stage comes up is of selection where a
pool of potential candidates created through recruitment process are now gose through a
screening process by which the most suitable and skillful individual is selected for the position.
Different selection techniques which are commonly used by the Human Resource Department of
intercontinental hotels are ability testing, aptitude test, group discussions and interviews.
Strength:
 The strength associated with the selection process is it is a positive process which
involves development of positive attitude of candidates towards the organisation and it
leads to development of future recruitment pool for the entity where company can save
huge money and time (Tucker and et. al., 2018). With the help of selection processes and techniques the company and the management
can effectively screen the candidate as well as evaluate his or her skill sets according to
the requirements before making any decisions and recruit the best suitable individual for
welcoming them in the intercontinental group and family.
Weakness:
 The major weakness which is reflected in regards to the selection process is the time
consumed and the number of arrangements that are needed to be performed by Human
Resource Department of intercontinental hotel in order to go through the whole screening
and sorting process of recruited candidates (Quarter, Mook and Armstrong, 2017).
TASK 2
P3. Explain the benefits of different HRM practices within an organisation for both the employer
and employees.
HRM practices refers to different types of processes and techniques used by the Human
Resource Department of Organisation in order to perform their respective roles and
responsibility and render the appropriate services to the organisation for which they are being
6

appointed. There are several different types of human resource practices that are conducted bye
team of intercontinental hotel. One major practice is discuss above that is recruitment and
selection some more HRM practices are elaborated underneath in regards to intercontinental
hotel with their specific benefits to the employer that is the company and the employees who are
being part of the IHG family.
TRAINING AND DEVELOPMENT
Training and development is a practice which is concerned with upgrading the knowledge
and skill sets of individuals that are working within the organisation according to the changing
dynamics and environment of industry. Training and development of staff members of
intercontinental hotel is focused towards offering people chances to increase their skill set and
move towards development in regards to attain all of their career objectives and targets. Benefits to employees- The benefit received by employees through different training and
development sessions provided by the Human Resource Department of intercontinental
hotel are obvious (Ritz, Brewer and Neumann, 2016). The employees are benefited with
new skill development and knowledge which upgrades there personal as well as
professional abilities and help them in attaining their respective objectives antiquing
more steps towards their career development.
 Benefit to employer- The key benefit which is provided by training and development
practices of HRM to intercontinental hotel is improved and upgraded performances of
workforce rendered while performing the assigned job roles and responsibilities. Another
benefit to intercontinental hotel of providing training and development to staff members
is improved motivation standards of people within the entity.
PERFORMANCE MANAGEMENT
The performance management is the basic responsibility of Human Resource
Department of an organisation to conduct in order to manage and maintain a balance within the
company. Performance management practice of HRM is defined as the process which is
undertaken with the motive of keeping people in line and their performances according to the
requirements of the entity. Human Resource Department of intercontinental hotel makes that
every individual in the entity is working with his or her utmost talent and will. Performance
management practice not only helps keeping the performances of people productive and effective
but also help the firm in attaining the respective objectives in regards to short or long term goals.
7

 Benefit to employees- The practice of performance management conducted by Human
Resource Department of intercontinental hotel helps the employees in understanding and
knowing the areas where the need to develop for the skills and work in the best manner
possible beyond their expectations which will lead them faster towards their ultimate
career development targets (Annan-Diab and Molinari, 2017).
 Benefit to employer- In the same time performance management practice conducted by
Human Resource Department of intercontinental hotel helps the company to squire a
competitive edge within the market through their workforce. The practices helps the team
in maintaining the highest standards of performances possible and enter the most
productive result to the entity which leads the company towards gaining a competitive
advantage through its workforce within the market amongst other competitors.
P4. Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity.
The different human resource management practices discuss in the above section
showcases their influence and significant power over the employees and Organisation offering
them a unique value to work in the most effective manner and rendering the best results while
contributing towards the ultimate objective of the organisation. These practices are not only
provide benefits to the employer and employees but also helps in increasing the productivity and
profitability of intercontinental hotels. For the same elaboration is presented below in the next
segment.
TRAINING AND DEVELOPMENT Effectiveness to productivity- Through training and developing staff skills productivity of
intercontinental hotel automatically increases as now the workforce is performing with
their utmost talents by reducing the time period of completing assigned tasks and using
innovative ways to do so.
 Effectiveness to profits- While staff are kept upgraded and their skills are developed
continuously on regular basis the performances of workforce also improves which better
productivity within the hotel group and this leads to increased sales resulting in better
profits of the hospitality company.
PERFORMANCE MANAGEMENT
8

 Effectiveness to productivity- The productivity of intercontinental hotel increases with
the use of performance management practices of Human Resource Department as a
balance is created within the organisation in regards to the performances of people
belonging to different departments and performing separate tasks.
 Effectiveness to profits- Once people are trained enough to compete in the dynamic and
regularly upgrading environment their performances also lead towards betterment. With
the help of performance management practices the profits of intercontinental hotel
increases as employees make the best use of their skill sets in order to render most
significant and value adding services to the company which leads to better profitability
(Halder, Roy and Chakraborty, 2017).
TASK 3
P5. Analyse the importance of employee relation in respect to influencing HRM decision
making.
Employee relations refers to the process where both the employer and the employer
makes efforts for developing better relations and understanding with one another while working
together within the organisation for the common objective of the entity to attain. Employee
relation is one basic HRM notion which holds its specific importance data elaborated below in
regards to intercontinental hotel. Increase employee engagement- The first importance showcased by effective employee
relations to intercontinental hotel is increasing engagement of employees within the
entity and its decision making. As employees and employers have strong relationships
among themselves the employee becomes more actively participated in different tasks
and agendas of intercontinental hotel.
 Increase employee morals- Another important aspect served by strong employee
relations to intercontinental hotel is off increased employee motivation standards and
morals. As people are highly engaged with their employees the feel respected and
important which automatically helps the Human Resource Department of the organisation
to maintain highest motivational level within the staff members.
9

P6. Identify the key elements of employment legislation and the impact it has on HRM decision-
making.
Employment legislation refers to all the legal laws and responsibilities which a company
holds in regards to safeguard the rights of employees and offer them the best and suitable work
in management. The aspects related to employment legislation are labour relations, rights of
human, health and safety of people, wages and working hours etc. The number of employment
legislation acts which impacts the decision-making of HRM department of intercontinental hotel.
These factors are as follows: Employee relations act- The first and a very important legislation is concerned with
employee relations. The act or the law which is needed to be followed by the managers of
intercontinental hotel in order to make sure that company is leading towards betterment
and helps in maintaining the decoration of the organisation.
 Health and safety act- The act of the employment law is focused on safety of employees
and also to protect their health in the long term (Zia, Elbouchikhi and Benbouzid, 2018).
According to the respective law of the Human Resource Department of intercontinental
hotel have to be focused about providing safe unhealthy work environment to individuals
while they are available in the work place and rendering their services to the customers of
intercontinental hotel on behalf of the organisation.
TASK 4
P7. Illustrate the application of HRM processes in a work-related context using specific
examples.
JOB DESCRIPTION
JOB DESCRIPTION
Job title: Marketing Manager
Department: Marketing unit
Job summary- A marketing manager job roles is crucial and critical holding responsibilities
for several actives in relation with enhancing and spreading awareness in public about the
offering of company.
Duties and Responsibilities
 Analysing competitive market
10

 Market research
 Provide support and developing strategies for company
 Innovative and creative
Qualification and Skills
 Good communication and management skills
 Analytical skills
 Techno friendly
 Works ethically
 Cooperative and supportive nature
PERSON SPECIFICATION
PERSON SPECIFICATION
Job Title: Marketing
Manager
Department: Marketing
Attributes Essentials Desirable
Core Competencies  Entrepreneurial
characters and commercial
knowledge.
 Excellent verbal and
written communication.
 Good communication and
management abilities as
well.
Experience  2+ years in marketing
role with experience
of managing brand
image and projects.
-
Knowledge  Organisational
strategy.
 Marketing application of
data.
INTERVIEW NOTES:
11

Q1. Tell us about your career goals.
Q2. What makes you passionate about the job of a marketing manager?
Q3. What do you know about marketing?
Q4. How do you learn about the vacant position of a marketing manager in our
organisation?
CURRICULUM VITAE (CV):
CURRICULUM VIATE
MNO
Marketing Manager
Contact Number: 0123456789
Mail id: [e-mail]
About me: I am a candidate with versatile skills and approaches with which I also pursue the
given tasks and assignments. As a professional in marketing field I do understand my
responsibilities and roles which I will be performing with utmost willingness and
professionalism.
Skills:
 Innovative and Creative
 Effective communicator
 Leadership skills
Experience:
 Marketing Manager in other Marriott UK.
 Marketing assistant internship.
JOB OFFERE LETTER:
JOB OFFERE LETTER
InterContinental Hotel Group (IHG)
England, United Kingdom
June 2, 2020
Mr PQR,
Human Resource Representative
I am really thrilled to invite you for the position of Marketing Manager at InterContinental
12