Human Resource Management Report: Dorchester Hotel HRM Strategies

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at the Dorchester Hotel. It begins by differentiating between personnel management and HRM, highlighting the modern approach adopted by the hotel. The report then explores how HRM functions, including recruitment, employee motivation, training and development, and performance management, support the hotel's objectives. It also evaluates the roles and responsibilities of line managers in managing ethical issues, appraisals, and equal opportunities. Furthermore, the report examines the impact of legal and regulatory frameworks on HRM, such as the Sex Discrimination Act and Equal Pay Act. The second part of the report focuses on human resource planning, outlining the reasons for its importance and the stages involved. It compares the recruitment and selection processes of Dorchester with those of Hilton, evaluating the effectiveness of various techniques. The report also examines the link between motivational theories and rewards, and analyzes performance management approaches and employment exit procedures. Overall, the report offers valuable insights into HRM strategies and their application in the hospitality industry.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
....Human resource management (HRM) can be defined as a process which aids to enhance the
performance of employees. It is essential for firms to attain their desired goals and objectives in
the market. In the present report, the hotel, Dorchester has been chosen which provides effective
hospitality services to its consumers at the workplace (Hendry, 2012). Here, difference between
personnel and human resource management is highlighted. It represents functions of HRM to
accomplish the organizational objectives. Further, it introduces the impact legal and regulatory
framework for better management. In addition to this, it defines the stages which are involved in
planning of human resource requirements. It introduces the comparison between recruitment and
selection techniques of two organisations. Apart from that, report evaluates the link between
motivational theories and rewards at Dorchester. Further, it states the approaches of corporation
which are used to analyse the performance of employees. In addition to this, it represents the
employment exit procedure of two organisations for better evaluation.
TASK 1
1.1. Representing difference between personnel management and human resource management
Personnel management and HRM are different from each other which are described as
follows:
Personnel management: Personnel management is a traditional approach which was
used by firms to manage the functions of corporation. It is mainly focused on administration,
better output and employee’s welfare in the organisation. Furthermore, it takes staff members
only as input to achieve better output at the workplace. Personnel management makes the job
design according to division of labour. It focuses less on training and development activities in
comparison to HRM (Armstrong and Taylor, 2014). For example, Starbucks follows personnel
management to manage its hospitality services. This process creates many issues to manage
human resources at the workplace as compared to HRM.
Human resource management: On the other side, it is a modern approach which is
considered by many organisations in the present sector. It is highly emphasized on administration
services, proper development of employees, their welfare and motivation to make staff members
satisfied with their work. In addition to this, organisational work is divided on the basis of
strengths of team at the workplace. Further, HRM is highly focused on training and development
activities to increase the existing skills and knowledge of workforce. For example, management
1

of Dorchester also uses human resource management practices to manage its functions which aid
to create fewer issues as compared with personnel management (Boxall and Purcell, 2011).
1.2 Assessing the way in which human resource management functions support organisation to
achieve its purpose
Management of Dorchester has HRM functions which aid to achieve its purpose in an
appropriate manner.
Selection and recruitment: In this process, HR managers of hotel manage this activity to
hire better candidates. They try to select better applicants by evaluating the skills and abilities
through conducting interviews, written test and group discussion. So, this process aids to recruit
better candidates to achieve organisational goals and objectives at the workplace (Bratton and
Gold, 2012).
Employee’s motivation: For this function, management of Dorchester uses many
motivating techniques to keep employees high encouraged and satisfied. For this, HR managers
of corporation provide motivation through providing rewards, appreciation letters, incentives and
bonus at the workplace. This process supports management of Dorchester to inspire the staff
members internally and externally. So, these activities help in achieving the set goals and
objectives in an appropriate manner.
Training and development: It is also an important function of human resource
management because it aids Dorchester to increase the knowledge level of new and present
employees. For this, HR managers of hotel conduct regular training and development activities
in regular time intervals (Chang, Gong and Shum, 2011). Apart from that, this function aids the
hotel to achieve its purpose in the most effectual manner with less cost.
Performance management: It can be considered as a valuable function for the
management of Dorchester to manage its operations in an appropriate way. For this, hotel
evaluates the performance of its new and existing employees for identification of their mistakes
at the workplace. This process aids the hotel to improve its efficiency and performance by
removing all issues. Along with this, it helps the corporation to attain its goals in the hospitality
sector of UK (CHUANG and Liao, 2010).
2

1.3 Evaluating the roles and responsibilities of line managers
Line managers have different roles and responsibilities which support to manage HR
functions of Dorchester in a better way. Some of them are described as below:
Managing ethical issues: It is one of the important roles and responsibilities for line
managers to manage organisational operations. For this, managers try to solve ethical like quality
issues in different stages of operations along with employee’s conflicts and transportation
problem by developing proper strategies as per the current situation in Dorchester. This process
helps organisation to support HR functions at the workplace.
Appraisals: Doing appraisal is the responsibility of line managers as per the performance
of each staff member in hotel. For this, managers analyze the performance through one to one
interaction and by communicating with their colleagues and subordinates at the workplace. In
addition, this process helps Dorchester to manage human resource operations in an appropriate
manner (Gruman and Saks, 2011).
Equality opportunity: It is the liability of line manager to provide equal chance for giving
better opportunities like growth as well as promotion to each employee. This process aids the
organisation to reduce conflicts between management and employees. In addition to this, it
supports the management of Dorchester to manage its HR functions effectively at the workplace
(Storey, 2007).
1.4 Analysing the way in which legal and regulatory framework produces effect on human
resource management
Legal and regulatory frameworks along with policies put a huge impact on human
resource management. Government has imposed many laws among which some of them are like:
Sex Discrimination Act 1995/97: This act obliges the employees to give opportunities
without discriminating on the basis of males or females. It can help Dorchester to improve HR
operations at the workplace. On the other side, if hotel violates these laws then firm can face
legal obligations which can create negative impact on HR functions (Wu and Lee, 2007).
Equal Pay Act 1970: This rule says that management of corporation has to provide equal
pay for same category employees at the workplace. Furthermore, this process can help the
organisation to reduce staff turnover issues. On the contrary, if Dorchester does not follow equal
pay act properly then hotel can suffer with legal and ethical issues which can create adverse
3

impact on business activities (Impact of Strategic Human Resource Management on
Organizational Performance, 2015).
National minimum wage act: According to this rule, hotel has to give minimum wage
scale on the basis skilled and unskilled workers. This process can help Dorchester to improve its
HR operations in an appropriate manner.
Data Protection Act 1998: This act obligate the organisation to use IT security
equipments and tools like firewall, IPV 6 security and antivirus for data safety of customer and
itself which aids to reduce chances of data stealing and hacking. In addition to this, it aids the
organisation to secure its servers and applications at the workplace (Zheng, Yang and McLean,
2010). On the other side, if Dorchester does not use data protection act then firm can suffer with
various kinds of complexities like legal and customer related issues at the workplace.
TASK 2
2.1 Explaining the reasons for human resource planning
Definition of Human resource planning
Human resources planning can be determined as a process that analyses existing and
future needs of human resources. It helps the management of organization to attain its goals and
objectives. Further, it shows link between HRM and the overall strategic plan of corporation.
The main reason behind use of Human resource planning is to help the organisation to
develop better HR strategies at the workplace of Dorchester because (Meredith Belbin, 2011). As
per case study, Hotel is suffering is staff turnover issues because firm is not to find skilled people
at the workplace. In addition to this, Proper human resource planning play important role for
Dorchester to make appropriate goals and objective as per current situation which provide
effective help to develop effective plan to achieve them in a systematic manner. Further, it helps
the senior managers of hotel to reduce workload by managing hospitality operations properly.
This process can aids the organisation to provide better services to consumers. Along with this, it
aids the Dorchester to forecast human resource planning in the future which contribute
effectively to achieve its goal and objectives. It can help the hotel to reduce staff turnover
problems by hiring effective employees and changing HR rules and regulations.
4

2.2 Defining the stages involved in planning human resource requirements
Stages of planning for human resource requirement aid the Dorchester to execute its plan which
are described below in the table.
Stages of planning
Stages Description
Design objectives Managers of Hotel makes their goals and objectives to improve HR
functions as compared with before by arranging meeting of staff
members.
Develop strategies to
meet those objectives
Then after, Dorchester makes approaches by considering ideas and
views of employee’s to accomplish these objectives.
Analyse resources
required to carry out
tasks
In this process, Hotel determines types of resources such as financial,
technological as well as human resources to implement tasks at the
workplace. This method provides flexibility to organization for handling
its operations (Minniti, 2008).
Make a time line Further, Dorchester decides proper deadline for completion of project by
analysing objectives and availability of resources at the workplace.
Analyse tracking and
assessment method
In addition to this, managers assure that Planning process works
properly or not by analysing different stages carefully. This stage aids
the hotel to identify mistakes which aids to rectify them in the present
plan. This process contribute effectively to complete requirement of
human resource functions.
Finalize plan In the last step, Dorchester also arranges meeting to finalize plan by
involving all employees and senior managers at the workplace.
2.3 Comparing the current recruitment and selection process of Dorchester with another
organisation
There is difference between current recruitment and selection process of Dorchester and Hilton.
Current recruitment and selection process of Dorchester
5

As per case study, current recruitment and selection is not effective due to inappropriate
HR policies at the workplace. Mainly, corporation does not consider standard method for hiring
of candidates. Firm only conduct panel interviews to analyse skills and abilities of applicants
which produces issues to recognize them effectively. On the other side, managers of Dorchester
discriminate its employees on the basis gender, disability as well as race (Ngo, Lau and Foley,
2008). This process creates complexities to hire effective candidates for recruiting new managers
and employees. In addition to this, it also creates negative impact on efficiency and performance
of organisation.
Current recruitment and selection process of Hilton
On the other side, management of Hilton uses standard method like written test, group
discussion as well as panel interviews to analyse skills and knowledge level of candidates. In
addition to this, HR managers do not discriminate its employees on the basis gender, race and
disability. In addition to this, it produces positive impact on efficiency and productivity of Hilton
(Alfes, Shantz, Truss and Soane, 2013).
2.4 Evaluate the effectiveness of the recruitment and selection techniques
There are many effectiveness of recruitment and selection techniques for Dorchester and
Hilton hotel at the workplace.
Generally, better recruitment and selection techniques help the both organisations to
select appropriate candidates by conducting various kind of exam like panel interviews,
analytical test and group discussion. In addition to this, it can help the hotels to recruit better
applicants for management of hospitality corporations. Further, it can support the organisations
to prepare job description and person specification in a appropriate manner (Burke, 2013). This
process can also provide flexibility to Dorchester and Hilton to analyse skills of candidates.
Along with this, effective recruitment and selection techniques can contribute effectively to
make effective hospitality strategics for providing better services to consumers. So this process
can support the corporations to increase its efficiency and performance by increasing core
competency of employees which can aid to increase profit and market share in hospitality sector.
So this way, organisations can complete its goals and objectives by following appropriate
recruitment and selection techniques (Kearns, 2010).
6

TASK 3
3.1 Assessing the link between motivational theory and reward at Virgin Media and other
organisation.
According to case study, virgin-media is telecommunication organization which provide
effective mobile, broadband and cable services to its consumers in the United Kingdom.
There is also link between motivational theory and reward at virgin media and BT group Plc.
Management of Virgin media uses Maslow motivation theory to manage its operations.
Generally rewards is subset of Motivation theory because organization provides incentives,
bonus, promotions, rewards and appreciation letters to inspire staff members internally and
externally at the workplace. So this process show appropriate link between motivation theory
and rewards. In addition to this, it can help the Virgin-media to increase its sales and profit in the
telecommunication sector of United Kingdom (Lane and Kangulec, 2010).
On the other side, BT group plc is a organization which also offer telecommunication
services like mobile services and other facilities to consumers. In addition to this, management of
corporation use Herzberg theory to motivate the its employees in a appropriate manner (Assess
the link between motivational theory and reward, 2014). So this strategy also reveal relationship
between rewards system as well as motivation theory at the workplace. In addition to this, It aids
the the management of BT group plc to inspire its staff members for enhancing by increasing its
sales. This motivation theory suggest to provide better salary, incentives, rewards and bonus to
employees at the workplace. This process reveal the link motivation theory and rewards in the
organization (Laroche and Rutherford, 2007).
As a results, it contribute effectively for management of Virgin media as well as BT group Plc
to manage its operations in a appropriate manner.
3.2 Evaluating the process of job evaluation and other factors determining pay at Virgin Medi
Job evaluation is a significant aspect of human resource management process for every
business unit. It helps he companies in creating well defined impact on business growth and
development along with developing well defined means of employee engagement and
development for the business unit. Different companies have adopted different means of
evaluation techniques in order to attain competitiveness within the economy (Prince, 2011).
Virgin media, a well established business unit has adopted effective measures for evaluating the
job and developing and well defined impact on business growth measures. The company focuses
7

on analysing the employee value for the position in order to analyse the remuneration measures
for them. The job evaluation techniques adopted by Virgin media includes: Job description: This is one of the most effective and well defined means of analysing
and evaluating the job for the business unit as it focuses on analysing the roles and
responsibilities of the company. It also develops an effective understanding about the
process of communicating company's expectations from the employees in order to attain
high and effective growth measures in the market. This has also helped the business unit
in creating the gap between business needs and demands for the employees (Pucik,
2010).
 Point rate method: This is a qualitative method adopted by the company which focuses
on considering the crucial aspects for job evaluation of the business unit. These measures
are significantly pointed on the basis of significance and need in the business unit. It
helps the business in effectively evaluating the job related factors and analysis for the
employees. The reward system of the business unit is also designed on the basis of sated
factor analysed in the system (Snape and Redman, 2010).
3.3 Assessing how effective is the reward systems at Virgin Media
Reward system plays a significant role in analyzing the needs and demands of the
employees of the company and creating a significant impact on organizational development as
well. The present case analysis of virgin media reflected that the HR policies and procedures of
the company are highly effective and well developed. This has helped the business unit in
creating high impact on employee motivation and growth in the company. The reward system of
the company has adopted different strategies for the business unit: Financial rewards: These are the significant aspects of the reward management system
of the business unit. It helps the company in creating a high growth impact for the
employees of the business unit. These are the monetary rewards which the company pays
in form of salary, remuneration, bonuses etc. These rewards help the company in
enhancing employee motivation for a short span of time and create a significant impact
on employee satisfaction as well (Toh, Morgeson and Campion, 2008). Virgin media
analyzed that the longevity factor associated with financial rewards is limited and the
impact of the same on employee performance is high at the initial level but gradually
attain a consistency within the market.
8

 Non financial rewards: These is another aspect of reward management strategies for the
business unit which helps the company in attaining well defined employee engagement
measures for the employees. Strategies such as perks and benefits, profit sharing options,
promotions, team work, healthy work environment etc. Virgin media has adopted
effective means employee motivation and retention strategies for the business. This has
helped the company in developing effective leadership platform.
3.4 Examine the methods Virgin Media to monitor employee performance.
There are many methods like 360 degree feedback, balance score card as well as one ot
one interaction for virgin media to monitor employee performance at the workplace. Some of
them are stated as follows.
360 degree feedback: It is also appropriate method for evaluating performance of staff
members at the workplace. For this, management of Virgin-media call other colleagues and
subordinates of specific employees. They ask questions regarding its performance, behaviour as
well as other activities. So this process can help the management to collect appropriate
information about the candidates. In addition to this, it can support the Virgin-media to analyse
performance of each staff member at the workplace (Weiner, 2013).
Balance score card: In this process, management of corporation decides some factors
like quality, current efficiency, nature, communication and decision making skills to evaluate
performance of staff members. On the basis of these abilities, managers of Virgin-media monitor
efficiency level of employees. This process play important role for organisation to take
appropriate to improve its performance in a systematic manner.
One to one interaction: In this method, managers of Virgin-media call the each staff
member isolation. They directly communicate with employees regarding issues in performance
and other aspects. This strategy helps the firm to improve efficiency level of each staff members
by sorting out their complexion. In addition to this, it can aid the organisation to increase
productivity as comparison of previous years (Minbaeva and et.al., 2003).
Task 4
4.1 Identifying the reasons for termination of Faisal’s employment contract with The Chicken
Master and generally explain other reasons for cessation of employment.
Chicken master has reasons to terminate employment contract of Faisal. It is represented
below in the points.
9

Reasons for termination of Faisal’s employment contract
As per case study, Faisal was caught many time to do inappropriate activities which were
against rules and regulation of Chicken master. Furthermore, Faisal often breked rules and
regulation at the workplace. For example, sanitation of kitchen was not appropriate which
created issues to provide better services to consumers. In addition to this, Faisal was also found
to use email services for their personal work which were against policies of chicken master.
Furthermore, He did not complete its duties and responsibilities on proper time which produces
complexities to manage work of corporation. Along with this , Bob also found that he was
watching porn films during duty hours on the office computer. So following reasons oblige the
hotel manager of Chicken master to terminate employment contract (Porter and McLaughlin,
2006). They affected environment of hotel which create negative in the market.
General reasons for cessation of employment
There can be many general reasons such as lower salary, higher workload, retirement age
as well as inappropriate culture for cessation of employment from organisation. So these reason
oblige the employees to terminate employment contract from firm. On the other side,
management of corporation discharge staff members in the case of forgery and stealing of
important document without any kind of intimation. So corporation can try to overcome these
situations by developing appropriate strategies at the workplace. This activity can help the
organisation to reduce staff turnover of corporation.
4.2 Describing the employment exit procedures used by The Chicken Master and another
organisation
Mainly, every Chicken Master organization and Starbucks consider different types of exit
procedures according to its suitability.
Employee’s exit procedure of Chicken master
As HR rules and regulation of Chicken master, every staff members has to intimate the
organisation to terminate employment contract before month. In addition to this, employees have
to specify genuine reason to leave the organisation. Then after, HR managers of chicken master
take exit interviews to identify reasons and issues. Generally, this exit interview process is
necessary for organisation because it contributes effectively to reduce turnover of staff members
by solving out their problems. In addition to this, it also aids the organisation to know about the
inappropriate rules and regulation of chicken master.
10