BTEC Higher National Diploma HRM Report: Millennium Hotel Analysis

This report analyzes the role and purpose of Human Resource Management (HRM) within the hospitality industry, specifically focusing on The Millennium Hotel in London, UK. The report is divided into two main sections, the first of which explores HRM's importance in organizational success, including manpower planning, recruitment, selection, employee contracts, training and development, and budget management. It also examines the roles of HR as a change agent, administrative expert, employee advocate, and business partner. The second section delves into HRM planning based on supply and demand, assessing the current state of employment relations, and discussing how employment law affects HRM, including the Employment Relations Act, Employment Rights Act, and various legislations. The report also covers job descriptions, selection processes, and the impact of training and development activities on effective operations within the hotel, highlighting the significance of employee relations and adherence to employment laws in the hospitality sector.

BTEC Higher National Diploma in Hospitality Management
Human Resource Management for Service Industries
1.1 NOT OK. The meaning is there, but too brief. Write more….( Analyse the
role and purpose of human resource management in a selected service industry )
2.2 NOT OK. Is the BHA your chosen selected business? Your answer is too
brief. Write more about the laws that apply to employment.…( Discuss how
employment law affects the management of human resources in a selected
service industry business )
3.2 NOT OK need to see what the selection process is…. ( Compare the
selection process of different service industries businesses )
4.1 NOT OK the question states a selected service….( Assess the contribution
of training and development activities to the effective operation of a selected
service industry business )
Rework please
Thank you
Table of Contents
Introduction................................................................................................................. 3
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HRM for Service Industries (Unit 9) AB390H9 MRC
TASK A................................................................................................................... 4
1.1 Analyse the role and purpose of human resource management in a selected
service industry........................................................................................................... 4
1.2 Justify a human resources plan based on an analysis of supply and demand for a
selected service industry business..............................................................................5
2.1 Assess the current state of employment relations in a selected service industry..7
2.2 Discuss how employment law affects the management of human resources in a
selected service industry business..............................................................................9
TASK B................................................................................................................. 10
3.1 Discuss a job description and person specification for a selected service industry
job............................................................................................................................. 10
3.2 Compare the selection process of different service industries businesses.........11
4.1 Assess the contribution of training and development activities to the effective
operation of a selected service industry business.....................................................12
Conclusion................................................................................................................ 13
References................................................................................................................14
Introduction
The human resource management is one of the most important functions of the
modern-day organizations, which is essential for achieving the business success
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HRM for Service Industries (Unit 9) AB390H9 MRC
(Armstrong and Taylor 2014). The employee relations determine the service
rendering aspects of the service industries since the employees are the ones who
affect the quality of services delivered to the customers. The human resource
department should give proper attention to the various issues that usually comes up
in the organization including the supply of efficient manpower (Armstrong and Taylor
2014). The selected service industry for this assignment is - Hospitality: The
Millennium Hotel, London, UK.
This assignment is divided into two parts. The first part is the research report
which strives to outline the various employee relations effect and the subsequent
effect of employment laws within the purview of the service industries. The purpose
of the HRM would also be identified along with the role of HRM in the selected
service industry. The second part of the assignment would focus on the recruitment,
selection and training process evident in the service industries.
TASK A
1.1 Analyse the role and purpose of human resource management in a
selected service industry
The HRM plays an important role in the organizational success of The Millennium
Hotel, London. It is responsible for planning as well as forecasting of the manpower
needs of the organization and the number of manpower that are needed in each
department of the organization (Chelladurai and Kerwin 2017). This is followed by
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HRM for Service Industries (Unit 9) AB390H9 MRC
the recruitment process, in which a pool of qualified manpower is sourced. The
selection process determines the best possible candidate who would fulfill the
designated vacancy of the organization. The HR team of the hotel engages in the
formulation of employment contracts, that are used to attributes responsibilities as
rights between the two parties (namely The Millennium Hotel and concerned
employee).
The HR team of The Millennium Hotel is responsible for looking after
the training and development of the employees. It is their responsibility to hold
periodic training sessions which would help the employees to improve their skills and
gain additional knowledge in the hospitality sector (Armstrong and Taylor 2014). The
HR department is also responsible for monitoring budget for various employee
activities such as recruitment, selection, employee engagement activities, training,
compensation and others (Wilton 2016). HR of the millennium hotel can be various
roles such as change agent, administrative expert, and employee advocate and
business partner. In the role of Change agent: it is necessary for HR to recognize the
gap between management practices and introduce initiatives to close them. HR of
the millennium hotel should be helpful with the client to develop the communication
plan on the daily basis (Maheshwar, Priya, Lodorfos and Konstantopoulou, 2017). In
the role of Administrative Expert Hr need to be more active regarding full compliance
with the law. For being as employee advocate, HR should manage the performance
appraisal and conduct the regular opinion surveys so that employee can feel free to
share their views and ideas with HR. Create the valuable bonding with internal
clients and run in house talent management programs in the role of business
partner. The purpose of HR is to enhance as well as maximize the organizational
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HRM for Service Industries (Unit 9) AB390H9 MRC
productivity by leveraging the employee performance. The employees should be
encouraged about increasing their productivity in the present scenario so that they
are able to fulfill the organizational goals. The purpose of HR is to concern the
aspects of benefits in the context of Millennium Hotel. HR needs to maintain the
balance between job market and financial consideration. While evaluating benefit
plans, Hr need to involve employees. Hotel millennium should be protected from staff
losing. The strategic decision making process should be there. HR needs to develop
the competitive advantage which involves the capacity of building of the hotel so it
might offer a different set of goods and services to its consumers. The main purpose
of HR is to enhance the growth of the company by hiring the right people at right
place at right time (Purce, 2014).
The HR team of the hotel engages in the promoting their managers in higher
administrative positions based on the current available vacancies. This gives rise to
the fact that there should be constant recruitment of people at all levels, preferably
where there is a vacancy due to promotion of staffs.
1.2 Justify a human resources plan based on an analysis of supply and
demand for a selected service industry business
The HR plan should be done after taking into account the supply as well as demand
of the manpower in the organization (Armstrong and Taylor 2014). It is important to
forecast about the human resources by taking account of production, inventory,
personnel and facilities. It would help the organization to determine the hiring needs
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HRM for Service Industries (Unit 9) AB390H9 MRC
(Armstrong and Taylor 2014). The HR demands of The Millennium Hotel would
depend on the utilizing the best forecasting method utilized such as trend analysis,
ration analysis, scatter plot, workload analysis, job analysis, scenario forecasting and
others (Jaipuria and Mahapatra 2014). It is important to take care of the fact that the
labor wastage is kept to a minimum and labor turnover rate is analyzed in detail. The
supply of labor in the external market is the labour force availability in the market
(Armstrong and Taylor 2014). This depends upon several factors such as
supply/demand of jobs, literacy rates, rate of population, technological development,
compensation system and others (Iredale et al. 2014). It is displayed in the below
figure.
Fig: Analyzing demand and supply of HR
Source: (Armstrong and Taylor 2014)
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HRM for Service Industries (Unit 9) AB390H9 MRC
Fig: HR planning process
Source: (Armstrong and Taylor 2014)
The human resource planning would start with the environment scanning and the
subsequent evaluation of the corporate objectives as well as policies (Baum 2016).
This would take into account the HR programs in the organization, which would be
done by analyzing the forces of demand and supply. This would help the
organization to determine how many candidates are to be recruited within given time
frame and also the proposed mode of recruitment (Armstrong and Taylor 2014). This
would also comprise of the various HR implementations including employee
engagement models, compensation and selection models of the human resource
(Armstrong and Taylor 2014). A shortage of employees would foster the recruitment
process. If there is an excess of manpower detected in the organization, then there
should be surplus, reduced hours, restricted hiring and firing of the employees.
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HRM for Service Industries (Unit 9) AB390H9 MRC
2.1 Assess the current state of employment relations in a selected service
industry
The hospitality sector in UK is a labor intensive sector with over 5% of the workforce
(Orlikowski and Scott 2013). There has been financial crisis, which affected the
smaller as well as independent enterprises, which has also led to the growth of the
budget hotels. The work situation of the hotels deters the act of unionism by
emphasizing on the close proximity of the guests as well as management (Orlikowski
and Scott 2013). There has been a decline in the union membership over the years
(Orlikowski and Scott 2013). The hotel industry is a growth oriented industry in which
there are few jobs which are quite low paying and that cannot be handled or
exported offshore (Kraus 2013). There is also widespread use of the collective
bargaining process so that there is fair allocation of the resources to the
organization. The labor unions are also used to have saying on the compensation of
the employees and make sure that they get standard market remuneration.
Hospitality is considered as the fourth largest employer in the territory of UK
and it employs around 4.49 millon people (Orlikowski and Scott 2013). However, the
industry does suffer from an acute shortage of skilled workers. The chefs and
managers are being demanded largely in this sector in UK. There has been
enormous impact of Brexit on the hospitality labor force in UK.
The hospitality industry had faced a change in the pattern of the negotiations
which take place at the national or regional level (Goodall and Ashworth 2013).
There have been several issues in the negotiations patterns in the past such as
wage freezes, long working hours and contributing towards the healthcare premium.
This strives to employ more number of employees so that they are empowered
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HRM for Service Industries (Unit 9) AB390H9 MRC
(Orlikowski and Scott 2013). There is also formulation of adequate number of
grievances procedures and there should be strict disciplinary actions for
malpractices of both parties.
2.2 Discuss how employment law affects the management of human
resources in a selected service industry business
The employment law such as Employment Relations Act, Employment Rights Act,
employment contracts and others affect the human resources management in the
hospitality sector in UK (Burman 2014). The employers should take into account the
Employment Relations Act 2000, which would take into account the productive
employment relationships. There would also be equal opportunities for all the
employees of the organization. The HR needs to take care of the termination of the
employees which may include resignation, dismissal, retirement and others (Burman
2014). These individual cases should be handled in their own unique ways. The
leaves of the employees including the paternity as well as maternity leave should be
taken into account by the HR managers and necessary entitlements should be given
to them (Burman 2014). The HR should coordinate with the Advisory, Conciliation
and Arbitration Service (ACAS) so that the working lives of the employees can be
improved and they would have better employee relations (Act 2015).
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The British Hospitality Association (BHA) looks after the employment as
well as industrial relations in the sector of hotels and restaurants in UK. It is
considered as the major trade association of the hospitality sector. The Employment
Law covers the different National Minimum Wage, Apprenticeship Levy and Modern
Slavery Act (Burman 2014). Employment law mainly concerns the employee of the
organization regarding their wages, salaries, dismissal justification, and employer
insolvency and working schedules. There is a number of laws and legislation which
may affect the management of human resources in hotel millennium. Anti
discrimination act, civil rights act of 1964 prohibits discrimination of the employees in
the term of color, caste, color, national region or sex. It is the law which protect
employee from the wrong decision of hiring due to above reasons (Armstrong and
Taylor, 2014). Apart from that there is Fair Labor Standards Act builds the amount of
the minimum wage of federal, which is reappraise on a periodic basis. The Fair
Labor Standards Act (FLSA) makes the amount of the federal minimum wage, which
is reappraise on a fluctuating basis. It is the responsibility of HR to constant verifies
the accuracy of the paid amount to the employees of the hotel. The regulations of
FLSA require that employee of the hotel should be paid overtime if they worked more
than 40 in a workweek. In the context of leave, the federal family and medical leave
act has the system to take unpaid leaves up to 12 weeks in a 12 month period for a
variety of situations such as boding with a new baby or serious health condition.
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HRM for Service Industries (Unit 9) AB390H9 MRC
TASK B
3.1 Discuss a job description and person specification for a selected service
industry job
The selected job role for the hospitality sector is - Executive Chef. The job
description of the chef role would be to lead a team of kitchen workers and decide
on the requirements of the food supplies. It is his duty to determine the menu of the
restaurant and make sure that the seasonal availability of the food is taken care of
(Naukri.com 2017). The chef is also responsible for cleaning the kitchen area,
especially if it is a small hotel. He would be responsible for disinfecting the kitchen
items that may include the fryers, grills and the counter surfaces (Naukri.com 2017).
The incumbent would also be responsible for preparation, presentation and the
standardization of the recipes. This person would also be responsible for cost,
quality, flavor and the presentation of the foods (Naukri.com 2017). He should also
take into account the controlling as well as organizing of the activities such as store,
purchase, cost, portion, kitchen organizations and budget of the organization.
The person specifications for this position would be the person should have
good communication skills in English and he, or she should possess a pleasing
personality (Naukri.com 2017). He should be able to lead the kitchen team and
should ensure that all the staffs are trained in an appropriate manner. He should be
responsible for following optimum food quality standards in the hotel (Naukri.com
2017). He should be responsible for maintaining all the equipments within the
catering operation and he should do the same with care and diligence.
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HRM for Service Industries (Unit 9) AB390H9 MRC
3.2 Compare the selection process of different service industries businesses
The selection process of the different service industries should be compared with
special reference to the hospitality industry. There are several service sectors such
as tourism, food/beverage and others (Davis et al. 2013). One of the prominent
industries among these service sectors is the hospitality sector. The classification of
the hotels is done as per facility, level of service provided and other modes of
development (Davis et al. 2013). This forms the basis for different types of selection
process undertaken by the human resource department.
There are several hospitality firms that tend to hire maximum
potential candidates with the help of an external recruitment source (Davis et al.
2013). They prefer to focus on the face to face interview where they can judge the
candidates more appropriately and based on their communication skills (Brinkmann
2014). In comparison of aviation industry, the procedure of selection in hotel industry
is totally different. Internal as well as external both sources are being taken in use
while selecting the employees (Aswathappa, 2013). Pre-screening of applicants, set
up for interviews, hiring decision, processing for paperwork, and protection of staff
needs, employment pool, processing, arrival confirmation and failure to confirm
arrival are the process elements of Millennium Hotel. The HR of the hotel accepts
the application and pre screen the applicants after that he or she manage and
organize the session of interview. Based on needs of staff in hotel, the ops of hotel
management is assigned to take interviews and select the staff. Hiring decision will
be liable to take the final selection of the candidates. All necessary paperwork is
considered in the hotel industry after that HR personnel monitor and evaluate the
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